How to Cultivate a Growth Mindset

Cultivating a growth mindset as a leader and encouraging it in your team is crucial for building a culture of continuous learning and innovation. You’re either growing or you’re falling behind those who are. If you’re interested in consistent growth there are some well defined steps that can help you develop a growth mindset as a leader and promote it within your team. 

  • Begin by understanding the concept of a growth mindset. Read books, articles, and research on the subject, such as Carol Dweck’s book “Mindset: The New Psychology of Success.” Gain a solid understanding of the difference between a growth mindset (believing that abilities can be developed through dedication and effort) and a fixed mindset (believing that abilities are fixed traits).
  • As a leader, your actions speak louder than words. Way louder! Demonstrate a growth mindset in your own behavior and decision-making processes. Embrace challenges, take risks, seek feedback, and continuously learn and improve. Share stories of your own failures, setbacks, and how you learned from them. This will help your team see that growth and development are valued and encouraged.
  • Create opportunities for your team members to develop their skills and expand their knowledge. Provide access to training programs, workshops, conferences, or online courses. Support their participation in relevant industry events or networking opportunities. Encourage them to set ambitious goals, and provide resources and guidance to help them achieve those goals.
  • Cultivate a team culture where mistakes are seen as learning opportunities. One where failure is not stigmatized but rather viewed as a stepping stone toward improvement. Encourage open communication and collaboration, where team members feel comfortable sharing their ideas. Celebrate efforts and progress, not just the final outcomes.
  • When providing feedback, focus on the process and effort rather than just the results. Recognize and acknowledge the hard work, dedication, and improvement demonstrated by your team members. Help them identify areas for growth and offer guidance on how to overcome challenges. Encourage a growth-oriented dialogue. Emphasize that abilities can be developed through practice and perseverance.
  • Encourage your team members to take ownership of their work and pursue opportunities for growth. Provide them with autonomy to make decisions, experiment, and learn from their experiences. Encourage them to take on new challenges and stretch beyond their comfort zones. Offer support and guidance as needed, but allow them to take the lead and learn from both successes and failures.
  • Promote collaboration and the sharing of knowledge and skills within your team. Create platforms or systems for knowledge exchange, such as regular team meetings, mentorship programs, or cross-functional projects. Encourage team members to learn from each other. Leverage their diverse strengths, and support one another in their growth journeys.
  • Acknowledge and appreciate team members who demonstrate a growth mindset. Celebrate their efforts, progress, and achievements. Recognize those who embrace challenges and actively pursue learning and development. By recognizing and rewarding growth mindset behaviors, you reinforce their importance.

Cultivating a growth mindset is an ongoing process. As a leader, your consistent focus and commitment to creating a growth-oriented culture will have a significant impact on your team’s mindset and performance. If you have the audacity to call yourself a leader then you must lead the way to a growth culture by working on your own growth mindset every day. 

I hope you have that audacity and I hope you accept the responsibility that comes with it. 

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 

Here’s the link to my Twitter… 

Nothing Works Until You Do

I remember back in the days I was selling Dale Carnegie Training. It can be argued that the Dale Carnegie Organization provides the best training in the world. It is most often argued by those people and companies who sell a competing training program. It is seldom argued by people who have completed a Dale Carnegie Course. 

What can’t be argued is that Dale Carnegie is the oldest training company doing business today. They also have by far the most “graduates” around the world. Despite many companies trying, Carnegie classes have never been successfully duplicated by another company. 

Yet when I was working with Dale Carnegie I refused to guarantee that successful completion of a course would result in the desired outcome. That’s because even though I knew the training would work I had no idea if the participant would. 

Many people who participated in a Dale Carnegie course viewed it as a kind of “magic bullet.” They assumed merely completing the course would be sufficient to experience positive growth and change. 

I remember working with one person from a large window manufacturing company. He was fairly desperate to improve his public speaking skills and was considering the Dale Carnegie Course to help him in that area. He had a lot of questions about the course. Particularly about the requirement that participants give a short presentation during each session. He asked if we had a course that could help him learn to overcome his fear of public speaking without having to actually speak in front of a group. 

I sensed he really wanted to get over that fear but he wasn’t ready to put in the effort required to do it. He wanted the course to do it for him. I declined to sell him the course.

I still see lots of people like that guy. They are willing to invest money or time in training programs but not the effort required to make the training work. They want something to change in their lives without being willing to change anything about themselves.

To those people I would say stop wasting your time and money on training programs. The best trainers and the best content will not work unless you’re personally willing to also work. If you lack the commitment to improve yourself you’re simply not going to improve. You are the only person who can make a long-lasting change to your life or career circumstances. 

You can’t buy confidence. You can’t buy the ability to sell more, you can only buy a course to help you develop those skills on your own. 

There is not a professional or personal development program in the world that will work if you’re not willing to work yourself. Not one. If you find someone trying to sell you a program who says their program “does the work for you” then you should know they are taking advantage of your laziness and lack of commitment to self-improvement. 

If you want to get better at anything then FIRST commit to put in the effort. If you’re unwilling to do that then keep your tuition in your pocket, it’ll do you just as much good there.

On a another subject…I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can perhaps help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

Weak Leaders – Part Three

I think it’s safe to say that most, likely all, successful people accept full responsibility for their actions and decisions. So then do Strong Authentic Leaders. 

Weak leaders tend to play the blame game. They look for someone else to dump responsibility on when things go wrong. Or they make excuses. My favorite is the combo responsibility dump/excuse of miscommunication. The leader communicated well, the person on the receiving end wasn’t bright enough to understand. 

That “combo” covers both bases. The leader has no responsibility for the mistake and the blame is firmly shifted away from the leader, except it really isn’t. 

Just a side note here…Authentic Leaders accept 100% responsibility for all communication. They know it is their responsibility to make certain the other person completely understood what was said. 

Not accepting responsibility for your actions and decisions leads to an entire set of consequences, whether you’re a leader or not. 

The first, and I think the most serious, is an exaggerated sense of self. If you believe your excuses it makes it difficult to build relationships with others. You are seen as less trustworthy. You likely become more critical of other people. Your feelings of infallibility increases your expectations of others. You become unrealistic, intolerant, and demanding. 

Your attitude becomes a repellent to other people making it nearly impossible to lead. You may not realize it at first and weak leaders may never realize it, but you’re not fun to be around. All because you can’t, or won’t, accept responsibility for your actions and decisions. 

The most common reason for not accepting responsibility is a sense of insecurity. People, especially weak leaders think admitting to a mistake or a poor decision makes them look weak. In reality, having the courage to admit mistakes gives the appearance of strength to a leader’s followers. 

Strong Authentic Leaders see accepting responsibility as a measure of their self-worth. Their strength and self-confidence allows them to do something weak leaders can’t do…learn from their mistakes. 

Ask yourself when was the last time you may have fallen short as a leader by placing blame for your actions on someone else. Ask yourself why you did that. Be honest with yourself. That’s the first step in growing your self-confidence to a level where you’re comfortable owning your actions and decisions. 

If you struggle with accepting responsibility then start paying attention to a leader you respect. You’ll likely see them do it on a regular basis. If you want to move from the weak side of leadership to the strong side do what they do. 

You may not see a difference in yourself right away but you’ll see a difference in how people respond to you. They may even start acting as if you’re a leader! 

Be Better Soon

If you’re a leader then hopefully you know that one of your prime responsibilities is the development of the people you lead. Unfortunately not everyone in a leadership agrees with that thinking.

Twice in the last few weeks I’ve had conversations with two such “non leading” leaders. One told me that their sales team didn’t need any sales training and the other told me that their leadership team was “set” when it came to developing their leadership skills.

I wish I could say those conversations were unusual but they are not. Over the years I’ve had those types of conversations hundreds of times. Way too many people in positions of leadership do not accept any responsibility for the development of their people.

What makes that worse is the fact that I’ve had even more conversations with the people those “non leading” leaders are supposed to be developing. In those conversations the “un led” people say that it is not their responsibility to develop themselves. If their boss or company want them to grow then it’s the company’s responsibility to develop them. They won’t do it on their own time and they certainly won’t invest in themselves if it’s for the benefit of their employer.

So there is a whole bunch of people who have no one accepting responsibility for their development. That’s a shame because it’s never been easier to find information, online training or presentations that are very effective in helping people improve themselves.

There will likely always be people in leadership positions who either refuse to lead or think they are leading when they really aren’t. Maybe some of them really think that their team is “set” but I’ve never seen a salesperson or a leader who couldn’t get better.

If you’re one of the people waiting for somebody else to make you better then here’s some advice….stop making excuses. Start accepting responsibility for your own growth and the increased success that will come with it.

Do a bit of research to find a blog or podcast that focuses on an area where you could improve. Commit to invest a few minutes every day to learn something new. Always have a book nearby on a topic of interest to you and set aside time on a regular basis to actually read it.

Develop yourself for yourself. There is a reason it’s called self-improvement….you do it for yourself. There are far worse things in life than your employer benefiting from something you’ve done for yourself. Never allow the fact that your boss or company won’t invest in you stop you from investing in yourself.

Make 2020 the year YOU make the world a better place by making a better you. Start now and you will be better soon!