A recent study by Carol Dweck, a Psychologist with lifetime experience on the impact of human attitude on performance and result upholds the fact that attitude is everything. Carol opines that attitude is a better predictor of performance and result than IQ, and further explores two categories in which attitude exist, which she calls the ‘Fixed Mindset’ and ‘Growth Mindset.’
You can watch Carol’s Ted Talk below:
People with a fixed mindset have a tendency to not change and often give up at the slightest unforeseen circumstance. Even though they may be seen as smart and intelligent sometimes, it is only to the extent at which everything is going as planned. The flip of the coin is those having a growth mindset. These people have are more resilient, and have the courage to improve their performance regardless the challenge. While they may have low IQs, they accomplish more results also, because of their lifelong learning bias.
On Which Side of the Quadrant Are You?
As uncertainty increases rapidly, the best leaders of the future will be those consciously developing growth mindsets toward change. They will make better decisions, execute the right actions, and achieve more improved results. Also, how far they overcome their fears and doubts will greatly impact their effectiveness.
Tips for Developing a Growth Mindset
1. Have a compelling clear vision
People with a growth mindset also have a compelling vision that pulls them forward into the future. To my mind, having a clear and compelling vision on one hand, and communicating it relentlessly solves half of the leadership puzzles facing many individuals.
2. Execute relentlessly
No one creates a sustainable growth personally or professionally without consciously executing actions consistently. Although executing relentlessly can be challenging initially, it is motivating and the number one strategy for growing consistently.
3. Be flexible
What do you do when your best strategy fails to deliver the desired results? If you are wired with a fixed mindset mentality, you would probably take the easiest approach, quit. For the growth mindset individuals, quitting is not an option. Being flexible means having the ability to take a hard look at disappointment, understanding what went wrong, and having the courage to fixing it. It’s not a time to complain and blame people and systems, but a time to consider alternative options that were not known initially.
Putting the nail on the head
There is a dearth of growth minded individuals in many corporate and public sector organizations. In a bid to improve performance, management needs to develop a strategic focus that seeks to attract individuals having high EQ into their organizations. They need to build the culture of “hiring for attitude and training for skill,” to intentionally grow their army of a resilient workforce.
What type of mindset are you developing for you and your organization; a growth mindset or fixed mindset?