How to develop a growth-mindset in teams

In light of a dynamic world, we focus on one thing: achieving our goals. But how do we mentally prepare for this? It’s time to grab a cup of coffee and take note of what we’re going find out in this post. 

We recently explored the theory of Carole Dweck, a researcher at Stanford University, on the types of fixed and growth mindset, understanding that failure isn’t a permanent condition but a temporary condition instead. 

Learn more about this by reading our post “Constant self-improvement as a must: Growth Mindset 

Powerful beliefs! 

Mindsets are powerful beliefs. They exist within each person’s mind, and they can be changed. 

The simple fact of knowing that there are two types of mindsets seems to encourage people to face challenges differently. 

Although we’re not usually aware of these beliefs, we can learn to pay attention and listen to them. Once we “recognise” them, we’ll be able to work on them to change them. 

This can certainly be applied in the business field: “When entire companies embrace a growth mindset, their employees report feeling far more empowered and committed; they also receive far greater organizational support for collaboration and innovation.” This is a fragment of Dweck’s article for Harvard Business Review. 

Some of the strategies we can apply to develop the mindset within work teams are:  

– Develop an action and growth plan (individual and group): in this plan, the challenges that lie ahead for the team must be clear. 

– Create space for reflection: in this space, members are able to express their concerns about their challenges and share their experiences freely. 

– Follow-up on actions: in this sense, the implementation and monitoring of the action plan adds accuracy and allows making progress on projects. 

Do you want to continue learning about this topic? Below you’ll find the link to Carol Dweck’s talk for Stanford Alumni. Enjoy!