Our preference for the fixed mindset could stem from the fact that it satisfies our ego, desire for validation, and need for control.
We may be transitioning towards adopting a growth mindset because we found ourselves at a standstill and recognized that humility and teamwork could facilitate our development and increase our fulfillment through working together, receiving feedback, empowering others, sharing, and assisting others. Interestingly, there may be a parallel concept in the Bible.
By filling out the questionnaire provided, you will be able to gain valuable insights into your own mindset, as well as that of your colleagues and managers. This data can assist you in improving your understanding of the individuals you interact with, responding effectively, making informed decisions, leaving negative environments, and adapting your mindset when necessary.
If most of the following questions are answered with YES then your boss or colleagues or you might be in a fixed mindset. If you observe that people avoid you, they reflect serious topics, but do not speak-up about them, you frequently land in conflicts, people leave your department or the company - it could be a signal to start an introspection.
Fortunately, with coaching, training, and mentorship, you have the opportunity to transition from a fixed mindset to a growth mindset. Let's begin:
Do you believe some people are superior and some are inferior? And do you must affirm constantly that your are superior? Or maybe you observe such attitude at various persons you work with?
Do you (they) care about how you (they) are perceived in terms of personal achievements?
Is your ego dominant and insatiable?
Do you (they) invest a lot of time in cultivating your reputation?
Do you think that brilliant minds require only a few assistants, rather than a great team, to bring their exceptional ideas to life?
Are you seeking to stand out as the dominant figure, allowing you to feel superior when comparing yourself to others?
Are you (they) unwilling to acknowledge your (their) shortcomings?
Do you tend to blame others and make excuses for everything that has gone wrong?
Do you struggle to apologize and tend to quickly change the topic when you make a mistake?
Are you using your intelligence to bully others instead of helping them learn?
Do you perceive feedback from others as criticism?
Are you more focused on being judged rather than on learning, growing, and moving the company forward? Do you look for excuses to restrict innovation, creativity, and experimentation?
Is your focus more on your power than on the well-being of your employees?
Are you holding back high-performing employees because they pose a threat to you?
Is the environment in your workplace or the team you lead conducive to fostering group collaboration?
Do you find it challenging to receive constructive feedback from new team members or employees of lower status?
Do you tend to interrupt your colleagues, partners, or employees when they express differing opinions or present arguments?
If your responses above indicate a preference for YES and you are considering a change in direction, let's explore the alternative options available to you and delve into the workings of a growth mindset.
Maximize the value of the feedback you receive. Look for constructive feedback from serious individuals and pay attention to it attentively (remember, we have 2 ears and only one mouth, not the other way around).
Avoid always seeking positive feedback; instead, accept it graciously while listening with just one ear. Keep in mind that excessive positive feedback can inflate your ego and tie you to the past.
Ponder ways to uproot elitism and foster a culture of introspection, transparent communication, and collaboration.
Regardless of your position, it is important to maintain humility. This quality is crucial irrespective of one's rank or place in a hierarchy.
Being open to growth, listening, and seeking feedback should be your preferred approaches.
It is believed that prioritizing "collaboration and WE" over "elitism and I" is beneficial.
You enjoy and take responsibility for empowering individuals.
You bring a positive energy to your teams and encourage innovation, creativity, and experimentation.
While you may not be an expert, you are willing to acknowledge your fallibility and learn from others, regardless of their position or background.
A person with a growth mindset or a leader advocates for a culture that embraces failure, encourages continuous learning, and demonstrates authenticity.
Individuals, coworkers, and staff members are unique. Avoid evaluating them using a uniform criteria tied to their roles, education, or your personal inclinations. Strive to be impartial and adaptable.
It is crucial to grasp the circumstances and act accordingly when making decisions. Your methodologies, theories, and expertise should be applied in alignment with the situation rather than precedent.
The era of "human resources" is fading, giving way to a more human-centric approach. Refrain from regarding individuals merely as resources.
Instead of staying in a secure and comfortable position doing "almost nothing" as you age, step out of your comfort zone, be proactive, and discover the potential of your life.
Always honor your commitments.
Inspired by Mindset - Carol Dweck
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