I have spoken about what a growth mindset looks like, why it is important and what people’s responses can be: both encouraging & discouraging, however…
What does this actually look like in a business environment ?
People talk about ‘culture’; a business’ ‘vision, mission, goals’ are assumed to reflect ‘values’ and lead as an example although may not; so what does growth look like when you introduce this mindset to a business environment ?
Two phrases resonate enormously:
“Growth thrives in conducive surroundings”
“If we don’t have a plan or purpose for our lives, we become a part of someone else’s”
The first step toward positively influencing your work environment is taken when you refuse to be a captive of the environment you’re currently in.
Growth arrives when you:
learn where others are ahead of yourself
know what you can change & what you cannot
are specific with why and what changes you make
surround yourself with the experience you would like to be, do, have (people, knowledge, opportunity)
“Keep company with good men and you shall increase their number”
If we look at understanding our workplace in terms of Communication we would like to model, we need identify:
what are their strengths
what are they learning now
what do I need now
who have they met
what have they read
what have they done that helps them
what haven’t I asked that I should have
Exploring this shall raise either a positive (responsive) or negative (reactive) feeling. The question is then: what will you do with this information…?
A positive checklist might include:
Others are ahead of me
I am continually challenged
My focus is forward
The atmosphere is affirming
I am often out of my comfort zone
I wake excited
Failure is not my enemy
Others are growing
People desire change
Growth is modelled and expected
A negative checklist will always focus on:
blame (my boss doesn’t let me grow)
deflection (I don’t have time)
distortion (they only help senior people)
generalisation (it’s ok for everyone else)
rejection (this company doesn’t help anyone)
“To maximise Growth, Design Strategies”
Where growth is truly important and matters to you, where it aligns with your values.
Review & evaluate preceding year calendar appointments, activities & commitments
Consider what should do more of, less of, identify growth opportunities, remove accordingly
Identify what can delegate to others or manage yourselfIdentify forward strategies
Strategy system questions:
Can it be received personally
Can it be repeated easily
Can it be transferred strategically
“Systems allow ordinary people to achieve extraordinary results predictably” - Michael Gerber
Effective systems focus on the big picture
Effective systems prioritise time
Effective systems measure everything
Effective systems apply result
Effective systems employ organisation
Effective systems promote consistency
“If you can’t measure something, you can’t understand it, if you can’t understand it you can’t control it, if you can’t control it you can’t improve it, if you can’t improve it you’re lost”
“Measurement is the first step that leads to control and eventually to improvement”
Leadership authorities speak of 'the Law of Pain'
This states that “Good Management of bad Experiences leads to greater Growth”
Behavioural Coaches speak of "What we do with an experience defines who we become. We determine whether a bad experience limits our ability to move forward or leads to growth"
A great book on this subject is John C Maxwell's 'Failing Forward'
So ask yourself:
“When it comes to my workplace…”
What matters to you ?
What is not working for you you would like to change ?
If it matters to You : it matters to Me
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