Google started out as a search engine but didn’t stop there. Now it makes laptops, Virtual Reality headsets and is a major investor in driverless cars.
Amazon used to be an online bookstore. It went further on to be a technology giant that offers cloud computing, is a famous online video streaming platform, and delivers almost everything to your doorstep.
Food for thought:
Would Larry Page or Jeff Bezos become industry leaders and make it to the list of wealthiest people in the world had they restricted themselves to their initial ideas?
Also, just like them, are you experimenting and expanding your horizons, or are you limiting your true potential by being rigid about certain thoughts and beliefs?
Imagine this, you have created a presentation for a potential client after thorough research. However, during the internal presentation, your manager provides elaborate feedback and suggests collaborating with other departments to adopt a completely new approach to rebuild the presentation. What will your response to this situation be like?
If you view this scenario as an opportunity to improve your output and acquire knowledge, you are exhibiting a growth mindset. Conversely, if you are hesitant to implement changes, or if you feel that you have given your best and there is no room for improvement, you may have a fixed mindset and need to reassess the situation.
At the workplace, you’ll commonly find both these mindsets in employees. Fixed mindset employees resist change, prefer to stick to a routine, and are resistant to feedback and collaborations, limiting their potential for growth. On the other hand, growth mindset employees are eager to embrace new ideas and processes, constantly seeking opportunities to improve, unafraid of challenges, and willing to take risks to extend their growth trajectory beyond their current job and into future careers.
With the ever-evolving nature of today's business landscape, it's no surprise that organisations are searching for individuals who embody a growth mindset. By prioritising adaptability and a willingness to learn, such employees can help organisations stay competitive in the face of change and uncertainty.
You might be well aware how the bottom line is given utmost priority by modern organisations. But while doing so, they are at a huge risk of pushing their workforce towards having a fixed mindset. As opposed to that, organisations that promote learning, experimentation, innovation, and creativity at work over outcomes gain a competitive advantage. In fact, 65% of employees in growth mindset organisations most likely believe that their organisations support risk-taking, and 49% believe that their organisations foster innovation.
Here are a few other advantages of having a growth mindset at work:
As per a report by McKinsey, up to 375 million workers worldwide will need to change roles or learn new skills by 2030. Considering these numbers, organisations that don’t foster a growth mindset in the workplace might be at a great disadvantage.
On the other hand, those who are trying to shift from a fixed mindset to a growth mindset might face challenges during the actual implementation. Especially with inflexible organisational structures and hierarchies, resistance to experimentation, overemphasis on short-term goals, rigid feedback mechanisms, siloed departments, lack of alignment, and slower decision-making, among others.
Following are 5 effective ways that you can use to tackle these issues effectively:
A key driver of fostering a growth mindset is encouraging continuous learning and development. Once employees are encouraged to keep upskilling and outperforming themselves, they’ll automatically develop a growth mindset.
Here are some ways to prioritise continuous learning in the workplace:
Challenges and obstacles are a natural part of personal and professional development, but they can be difficult to navigate. Here are some tips for overcoming them with a growth mindset:
A growth and learning mindset is not something that can be achieved overnight; rather, it is a journey that requires dedication, persistence, and a willingness to take risks and try new things. However, leaders and team managers within an organisation can cultivate this mindset by encouraging ongoing learning journeys, embracing mistakes, and prioritising talent development. Adopting a growth mindset will result in a highly motivated and skilled workforce, increased productivity, and a stronger, more successful business.
So, take the first step towards cultivating a growth mindset within your organisation and embrace the journey ahead with a commitment to learning and development.