Building a Growth Culture within your Organization
EP24 | Building a Growth Culture within your Organization
When it comes to maximizing individual success, much of it comes down to mindset. In her book Mindset: The New Psychology of Success, Carol Dweck contrasts Growth and Fixed mindsets. Here’s a simple definition of each.
Growth Mindset: Understands intelligence, abilities, skills and talents are mostly learnable and can be improved through hard work over time.
Fixed Mindset: Believes people either have intelligence, abilities, skills, and talents, or they don’t, and there’s little individuals can do to change and grow.
It’s likely if you’re reading this, you believe in the benefits of a growth mindset for individuals. But what does this mean for an organization?
In this episode of the RevOps Recruiters podcast, David and Adam explore four specific areas where organizations can focus to build a growth-minded culture.
1. Thrive on Learning New Things
To foster a growth-minded culture within your organization, curiosity is essential. More specifically, the leadership should encourage and reward learning while pushing those within the organization to try new things. This learning should go beyond just knowledge and move into experimentation and practice.
In growth-minded organizations, there’s a realization that problems exist to be solved, so challenges are met with an attitude of seeking a solution. These leaders understand change is inevitable in every organization, so it’s embraced rather than avoided.
2. Learn from Your Mistakes
Organization with a growth-minded culture learn from their mistakes and look for every opportunity to extract benefits out of challenges. Sure, there will be issues, but when the organization realizes roadblocks have benefit and stop blaming circumstances outside their control, they create a culture of accountability where everyone take ownership and responsibility.
Leaders in growth-minded organizations want everyone to learn from the mistakes made, rather than looking to punish employees for not being perfect. Because employees aren’t afraid of being reprimanded for every mistake, it’s very difficult for a “victim” mentality to take hold. Employees will often own their mistakes and look for constructive way to ensure less mistakes are made in the future.
3. Drive Innovation and Iteration
The reality is all success is temporary. From closing a big deal to releasing the latest and greatest technology, every organization must continue to iterate and drive innovation rather than rest on it’s past successes. Growth-minded organization understand what brought them success today likely isn’t what will keep them successful tomorrow.
These organizations balance the celebration of success with continued innovation. The leaders realize they have never fully arrived at the destination, and the moment they begin to believe they have is the moment they have lost. Anyone remember Blockbuster?
4. Stay Humble
Growth-minded organizations are full of people who realize there’s likely someone smarter or someone willing to work harder or even someone just luckier. This knowledge keeps them humble and hungry. The leaders of growth-minded organization are comfortable surrounding themselves with very smart people, rather than trying to always be the smartest person in the room.
To build a growth-minded organization, the leaders should listens and learns from others, rather than feel threatened by new or outside perspectives.
Links to this Podcast Episode