When it comes to your approach, whether you are a student, teacher, or businessman (woman), how you view things often determines your success. In reading an article Why a ‘Growth Mindset’ Won’t Work, it states from Hattie’s research that the difference between fixed versus growth mindset are not an effective strategy (effect size = .19). The author states “the low effect size may be due to how the adults in the classroom or school building approach the influence, and we may have to change how we approach it.” So it is making me wonder how is your school or organization approaching opportunities for a growth mindset.
The chart below lists the basic principles between fixed and growth mindset.
Think what would happen if the entire staff has a growth mindset? The possibilities could be endless. Moreover, if STEM was embedded in a growth mindset of a school or organization, the takeaways would be epic. Click To Tweet
In order to change to a growth mindset the following needs to be in place or established:
Teambuilding must take place consistently. Unfortunately this is done in most buildings once a year if that actually happens. Teambuilding must happen frequently so that there is trust and a positive rapport established.
High level and low level employees must work side by side. Nothing is more powerful that being in a group project or committee where opinions are valued regardless of an employees level. It takes into consideration all perspectives and helps share uniformity.
Save the drama for your mama. Leaving it at the door will make for a better workplace leading to better production. Otherwise, the focus shifts from what needs to be done to other aspects that you believe are priorities but rather insignificant.
Never toss out an idea. Instead, keep a board with all ideas in each category posted so that the ideas can resonate. Eventually, the ideas will turn into solutions.
Break the rear view mirror. Yes, you heard it from me. If you continue to look back, you will never become optimistic. Rather, people will become hesitant to change for fear of reprieve or failure.
Mandate inter-department work. Some of the best work comes from others pairing up to solve a problem. If you don’t believe me, look at how Google approaches innovation. They spend at least 20% of their time working on other areas such as product improvement with different team members for the greater good.
Laser focused feedback. When providing feedback on a project or task, it is imperative that you pinpoint great marks as well as areas for follow up. Don’t just say “good” or “that’s great.” Instead try an approach such as “this is a really creative model you have developed in streamlining the process of delivery. Can you try… and adjust it in your model?”
Reverse the mentor-mentee role. We rely on our mentors to guide us in day to day problems and there is a good number of mentors that can have a pessimistic attitude and inadvertently convey it to the mentees. I challenge you to reverse the role. Why? Because our youth are more daring to take a risk and be open-mined. Having the role reversed can impact the way the mentor sees things in the company or school which can lead to great success for the good of the group.
I guarantee that if you follow these steps the growth mindset will far exceed the .19 that Hattie states is ineffective.
Are you a fixed or growth minded person? Why? We’d love to hear from you.