As leaders of your company, it is important to understand the difference between a Fixed and Growth Mindset. You should know what type of mindset you have and understand the mindsets of the people on your team. All of this can have a major impact on your companies’ culture and success. So, what is the difference?
Fixed Mindset: The belief that one is “either good or bad at something based on their inherent nature.” Meaning, someone with a fixed mindset believes their skills and talents are fixed traits and therefore they cannot change them.
Growth Mindset: The belief that one “can get better at something by dedication of time, effort and energy.” Meaning, someone with a growth mindset believes they can grow their skills and talents with time and experience.
If you or someone on your team tends to have a Fixed Mindset, you can work to change! Mel Robbins discusses this in her audiobook “Take Control of Your Life”. She shares two tips to become a growth mindset:
- Focus on the positive instead of the result.
- Prioritize learning, growing, and trying over seeking approval, perfecting, and succeeding.
When a company has a culture infested with Fixed Mindset tendencies, it tends to be a negative space where goals are not reachable, and change is not an option. With this mindset, employees will not see opportunities for growth, which results in resentment for feeling “stuck”, or they will leave. A company with a Fixed Mindset will not see success because they believe they’re either good or bad at certain areas of business and cannot improve.
As a company, having a Growth Mindset is key to success and great culture. This looks like a culture where failing is not punished but turned into learning opportunities to grow from. Or where big goals are not turned down but supported with time and training. It looks like utilizing corrective actions as a chance to help someone grow. With this culture, success will come much easier.
When you partner with Two Twelve Advisors, we will help you identify areas for improvement, create a strategy plan, and implement the change while working to boost employee culture in the process. When implementation of a strategy comes from an outside source, it is a change for fresh eyes and positive perspective. If you’re interested in starting a discussion with our team, schedule a consultation here.
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