Learning vs . Approval — studies show that people with a growth mindset are driven by a passion for learning rather than seeking approval for achievements .
Leverage the Strengths of Employee Mindsets
Every one of your employees has a unique set of talents , skills , and shortcomings . Each is different with no two workers approaching work in quite the same way .
As an employer , this universal truth can be tough to embrace . It ’ s natural , when giving employees the opportunity to work for your company , to expect that they approach business with enthusiasm equal to your own . When that doesn ’ t happen , it can be frustrating .
Before making drastic employment decisions , find out why employees behave the way they do by considering whether they have a fixed mindset or one that ’ s focused on growth .
What ’ s In a Mindset ?
GROWTH-MINDSET EMPLOYEES :
> > eagerly perform tasks > > are interested in learning > > remain positive through challenges > > will work above and beyond expectations > > constantly seek to improve their abilities
FIXED-MINDSET EMPLOYEES : > > do the work that ’ s expected > > don ’ t welcome change > > aren ’ t interested in learning new things > > don ’ t want to do more than expected
FUEL INSPIRATION
Promoting a Growth-Mindset Within Creative Development Teams
ÎÎIMPLEMENT POSITIVE AFFIRMATIONS . Fixed-mindset employees who want to create may see setbacks as failures . By positively noting ways they did succeed and pushing them to try again , you ’ re instilling the belief that it ’ s OK not to be perfect .
ÎÎFOCUS ON THE JOURNEY . Find ways to encourage new ideas during the process to help your team live in the present . This will teach them that the journey can be just as educational and insightful as the end product .
How to Maximize Potential ? Naturally , every company has employees that fall into both categories . To be successful , it ’ s important that business leaders determine where specific mindset employees work and whether or not those positions fit . By mapping this out and recognizing the strengths of each of the mindsets , they can then shuffle employees , roles , or departments accordingly .
For example , if your creative or product development teams are made up of fixed-mindset employees , it ’ s less likely that they ’ ll welcome critiques in order to produce cutting-edge and competitive work time and again . In positions that require high levels of standardization and structure , however , such employees can flourish .
On the other hand , when placing growth-mindset employees , it ’ s best to avoid positions that involve tedium and monotony , as these characteristics can make them feel stifled . Instead , place them in roles where adaption and learning are crucial — and watch their engagement soar .
Do you have the funding necessary to invest in your team ? Contact your relationship manager or Client Services at 855.274.2800 to learn more .
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