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Leaders are Growth Minded

Why do why some people achieve their potential while equally talented others do not?
In Mindset: The New Psychology of Success, Stanford psychologist Carol Dweck, explores how both our conscious and unconscious beliefs have a profound impact on nearly every aspect of our lives. One of the most significant beliefs is how we view ourselves.
Do you look at ability as something inherent that needs to be demonstrated or as something that can be developed?
If you believe your intelligence or talents are fixed, then you spend your time documenting your accomplishments to prove your capabilities rather than developing them. If you believe in a growth mindset then you see your intelligence or capabilities as a muscle that can grow and be developed.
Here are tips for growth minded leaders who have a desire to improve and grow:

  • Set learning goals rather than performance goals – when you are measuring against performance, any failure threatens self-image. When you measure against learning you will take the risks needed to grow.
  • Be open to feedback – a fixed mindset believes criticism of their capabilities = criticism of them. A growth mindset sees criticism as feedback that can help them change and improve. It’s not personal, it’s about getting better and improving your capabilities.

HERE is a link to a graphic that compares and contrasts the fixed mindset and the growth mindset. As a leader you will only achieve your full potential when you choose to live from a growth mindset rather than a fixed mindset. This includes viewing those around you through a growth lens.
Leaders are responsible for growing themselves AND their people.

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