Carol Dweck’s fascinating model describes a growth vs. a fixed mindset and how to recognize the characteristics of each.
As a leader, you may be asking yourself: How can I inspire a growth mindset in my team? The key is to adopt a growth mindset yourself!
Two 360 degree reports I recently debriefed reveal the difference between the two mindsets.
Robin, a senior VP of Sales received the following feedback:
- Thinks he’s the smartest person in the room (he’s not).
- Tries to intimidate other people with his brilliance.
- Takes credit for others’ work.
- Blames others for mistakes.
- Ignores constructive feedback.
- Is a control freak.
Contrast this with Chris, a Director of Finance whose feedback included:
- Seeks out ideas from even the least experienced people on the team.
- Makes feedback a two-way process.
- Shares his personal development plans.
- Doesn’t punish us for “failures”; encourages us to explore what we learned from them.
- Ensures we have robust development plans and provides the necessary resources.
- Challenges group think.
When leaders use their position power to impress others, make decisions and deflect feedback vs. creating a culture of learning, growth and development, employees focus on avoiding criticism, instead of being creative and innovative.
What leaders do you know that are primarily focused on power and reaffirming their status? Who in your organization treats employees as collaborators and as members of the same team? Who you do want to emulate?
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