Tag Archives: Growth Mindset

Top 10 Human-Centered Change & Innovation Articles of June 2023

Top 10 Human-Centered Change & Innovation Articles of June 2023Drum roll please…

At the beginning of each month, we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. Did your favorite make the cut?

But enough delay, here are June’s ten most popular innovation posts:

  1. Generation AI Replacing Generation Z — by Braden Kelley
  2. Mission Critical Doesn’t Mean What You Think it Does — by Geoffrey A. Moore
  3. “I don’t know,” is a clue you’re doing it right — by Mike Shipulski
  4. 5 Tips for Leaders Navigating Uncertainty – From Executives at P&G, CVS, Hannaford, and Intel — by Robyn Bolton
  5. Reverse Innovation — by Mike Shipulski
  6. Change Management Best Practices for Maximum Adoption — by Art Inteligencia
  7. Making Employees Happy at Work — by David Burkus
  8. 4 Things Leaders Must Know About Artificial Intelligence and Automation — by Greg Satell
  9. Be Human – People Will Notice — by Mike Shipulski
  10. How to Fail Your Way to Success — by Robyn Bolton

BONUS – Here are five more strong articles published in May that continue to resonate with people:

If you’re not familiar with Human-Centered Change & Innovation, we publish 4-7 new articles every week built around innovation and transformation insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook, Twitter or Linkedin feeds too!

Have something to contribute?

Human-Centered Change & Innovation is open to contributions from any and all innovation and transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have valuable human-centered change and innovation insights to share with everyone for the greater good. If you’d like to contribute, please contact me.

P.S. Here are our Top 40 Innovation Bloggers lists from the last three years:

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Psychological Safety, Growth Mindset and Difficult Conversations to Shape the Future

Psychological Safety, Growth Mindset and Difficult Conversations to Shape the Future

GUEST POST from Stefan Lindegaard

How can we embrace and implement the growth mindset and psychological safety in our organization? How can we train our people and in particular our leaders on this? How do we get better at shaping the future?

Those are questions I hear often these days as the interest in the above topics rises fast.

In this post, I share lots of ideas on how you and your organization can embrace the growth mindset, psychological safety and related attributes in the context of shaping the future. Feel free to use my work as you see fit as long as you give due credit!

At the same time, I hope you will read this and give me some feedback as this is also a work-in-progress approach for how I work with my clients on these topics.

It’s a longer than usual read, but skim through and stop, read more if you find something of interest to you. I have also added a number of images at the end. Enjoy!

Introduction

The purpose is to help individuals, teams and leaders get even better at shaping the future in the context of people and organizational as well as market and business perspectives.

The key pillars are the growth mindset, psychological safety and innovation for an agile, learning organization.

The problem/challenge

In general, the leaders in most large organizations are very capable at managing the day-to-day activities while they struggle in terms of mindset, skills and tool-box on shaping the future activities.

The challenge is that leaders can’t become great leaders – or even good leaders – who can take your organization to the next level if they do not find the right balance between managing the day-to-day activities and shaping the future.

This balance should not be 50/50. It should not even be close to that as the day-to-day issues will always require more focus and attention than the future-shaping activities. However, the current balance of 90/10 as we see in most companies is not healthy and we need to change this in order to develop an organization that will be even more ready for a future driven by constant change and disruption on many levels.

Why do we need to work with the growth mindset and psychological safety in this context?

It’s quite simple. If these pre-requisites are not in place, you can’t build an environment that allows your organization to be good at shaping the future and then you are left with only being good at managing the day-to-day activities.

This has been enough to be successful for decades, but it will not work for the future. So, do you want your leaders to be stuck at the past and present or should they get ready for shaping the future as well?

The approach, solution

You can develop a tailored program based on The Collective Growth Mindset framework which helps you embrace and implement the growth mindset approach and complementary attributes such as psychological safety within your organization.

It’s a training and coaching program that builds on these five elements: Mindset, Shape/Pulse, Communicate, Learn and Network.

Here’s a short description on the elements for each area.

The mindset of your team

  • Know the mindset of yourself and your team members
  • Map the mindset of key stakeholders and/or a specific leadership team
  • Group reflection on behaviors and actions (if any) to be taken on this

The shape and pulse of your team

  • What’s in it for me? – address an important question
  • Know the T-shapes
  • Understand your level of psychological safety and ability to have hard conversations
  • Do you play to win or not to lose?
  • Know your barriers, obstacles and attack the root causes in the context of getting stuff done

The communication of and around your team

  • Know how to have the hard conversations
  • Build mechanisms to ensure better feedback
  • Create a common language (big picture, smaller tasks)
  • Work your stakeholders with consistent messages

The learning ways for your team

  • Know how you learn the best as individuals and as a team
  • Apply shared, peer learning for better access to “tacit” knowledge
  • Take the first steps for a PLC, a personal learning cloud

The network and networking capabilities of your team

  • Network for the future, not the past
  • The mindset of your network
  • Learn to build better networks and relationships

The key delivery elements within our program are training sessions (physical and on-demand) and coaching for individuals and teams. See more on this below.

Actions, desired achievements

Having the above five elements as the starting point, we focus on specific actions and desired achievements such as:

Identification of needs and opportunities

The Collective Growth Mindset framework offers much depth, but we need to make sure our efforts fit the needs and opportunities of our participants. We map this out and use it as the main guiding tool for our activities.

Training sessions

Shorter sessions (even micro-learning – few minutes) and up to full-day workshops are used to address the needs and opportunities. It will be a mix of inspirational insights and hands-on workshops. We focus on mindset as well as actions. This will be delivered physically and virtually and when possible, we will save this for on-demand learning.

Coaching

Constructively thought-provoking coaching sessions will be made available for individuals as well as teams. Here, we can go in-depth with more specific and even personal elements.

Role models

We help leaders become role models on the growth mindset. We do this by minimizing and eliminating the negative behaviors while enforcing the positive behavior in the context of the growth mindset for teams and the organization.

Story-tellers

Once, we are on track to help leaders become better role-models, we work with them to become good story-tellers on the growth mindset. This allows us to build a positive circle of strong communication that can help change behaviors for the better.

Hard conversations

Great leaders can facilitate hard conversation within their own leadership teams as well as within the teams they lead themselves. For this, we help them identify and address the weaknesses and strengths and we give them practical tools for having such conversations.

Conversation and feedback guides

We develop feedback guides and tools to help your people, teams and leaders get better at feedback. This goes for giving as well as receiving.

Network for the future, not just the past and the present

Networking, relationship skills are underrated and underserved. It’s unfortunately often assumed that this – networking – happens by itself. Not true as this requires direction, effort and time. We address this in the context that the people you network and associate yourself with are highly influential on what and how you learn. Thus, this impacts your mindset.

Behavioral metrics and KPI’s

There are too few metrics and KPI’s that focuses on behaviors and in particular some that can measure a “live” progress. We will address this through on-going self- and team assessments and the tracking a chosen keywords within the communication of our target groups.

Creating the psychological safety, team by team

Professor Amy C. Edmondson defines psychological safety as “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.” We work with assessments and exercises to help your teams and organization to create a high level of psychological safety.

Personal learning cloud

Within the current learning systems at Wartsila, we build a personal learning cloud with training and materials that are targeted to and relevant for each participant. Although this has a personal starting point, it will also be social and collaborative as this is how we need to embrace and implement the growth mindset and its attributes.

Conclusion

I sense a lot of power and value in the growth mindset approach and its attributes like psychological safety, hard conversations, networking etc.

However, we are also in the early phases of developing the concepts and frameworks we need to make this happen within our organizations.

My ambition is to share what I know to help move this forward in a collective way. The tide rises all boats. We all win. Let’s help each other get better!

Thanks for reading this. Your likes, shares, questions and comments are much appreciated.

Image Credit: Pexels

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Getting Through Grief Consciously

Getting Through Grief Consciously

GUEST POST from Tullio Siragusa

Life brings opportunities, happiness, and skyrocketing success when we decide to live it fully and without fear. Along with that, we will face challenging times that will cause us to grieve.

Globally, we are all facing a form of grief right now. Be it the loss of a loved one to Covid-19, or the loss of our free way of life — grief is all around us. Before this pandemic that we are experiencing collectively, you may have suffered the loss of loved ones for other reasons, or you may have gone through a divorce, a breakup, the loss of a friendship, or the loss of a pet.

There are many forms of loss. You can experience loss of money, your job, reputation, your faith, health, and even loss of hope.

“Loss is a normal part of life and grief is part of the healing process if we learn to face it with grace.”

To get through grief with grace it’s ideal to face it with the help of others, but for the most part you have to get through it alone. We are privileged to have family, friends, spiritual direction, therapists, life coaches and other support groups around us, but healing grief is essentially between you and yourself.

“In time of grief you need to embrace yourself, love yourself and cure yourself.”

It is easier said than done, but there is truly no other way around grief than to face it fully on your own, courageously, vulnerability and with grace.

Importance of Grace

We all, at some point in our lives, have felt as if we reached our breaking point, but eventually we wake up to the desire to not be broken for rest of our lives. For instance, while going through hard times we are not always acting our best selves. Harsh words are often exchanged with others out of the need to “dump the pain” on someone else to feel some sense of relief. After doing that, we often feel guilty about it and apologize.

It is not bad to apologize, but losing your temper and saying things you normally would not say can not only tarnish your image, but can scar someone badly enough that you lose their trust for a long time, and sometimes forever.

“When you manage your emotions while grieving, you hold on to grace, and grace is the energy of mercy for yourself and others.”

Our personality gets groomed with every pain we overcome. If we walk through life’s journey with a mindset that everything happens for a reason, and everything happens to teach us something new, then every challenging time becomes an opportunity to add strong positive and graceful traits to our personality.

The people who learn to manage their emotions during the toughest times without falling apart, add an unprecedented trait of composure, grace and an emotionally intelligent personality.

How to Get Through Grief with Grace

First, you need to fully acknowledge that grief is normal. It is not a disease. It is not a sign of weakness, or lack of emotional intelligence.

Our human body and mind is built to respond to situations. When we lose something, or someone precious, grief comes knocking. Trying to avoid that grief is not the right way to get over it. The best way to deal with grief is to embrace it and get through it.

One of my spiritual teachers used to say: “The only way to get to the other side of hell, is one more step deeper into it, that is where the exit door is waiting for you.”

“In order to grieve with grace, we need the courage to face loss as normal as anything else we experience in life.”

I know people who have avoided facing the loss of their loved ones for years, but ultimately, they had to go through it and face it. Grief will come for you no matter what, so why postpone it?

The foremost thing to handle any tough situation is to develop gratitude for all those blessed situations in your life that make it beautiful. No doubt, feeling gratitude while grieving is almost impossible, but if you develop a habit of being grateful on a daily basis, it becomes possible to feel it even during tough times.

If you are going through grief, find a peaceful place away from all those people reminding you of the loss, and try to connect to any happy moment you can recall. Feel that moment in your heart. Hold on to that feeling as long as possible and write it down later.

Whenever you feel broken, be mindful of such moments. You will soon be able to tap to a comparatively happy person inside you, anytime you need to.

“The way to develop your grace muscle is to live daily with gratitude and make a mental library of the happy moments in your life that you can borrow against, during difficult times.”

We have been living in a time in history void of pain. We are constantly seeking happiness and running from pain and suffering. Now we are being forced to face pain, suffering, uncertainty, and loss.

There are blessings inherent within loss and suffering. The blessings are always revealed on the other side of grief, and it is always hard to believe that the blessing is happening amidst grief and pain. However, if you look back in your life at the moments that defined you, the moments when you experienced the most Light, the most blessings — it was soon after your darkest hours.

“When we move through the process of grief believing in our ability to grow from the experience, we become more aware of the blessings in disguise that will come out of it.”

A sense of serenity can be achieved through releasing the pressure of the expectations of a set pattern for your life. There comes a moment when it is better to embrace what you can’t change, and develop the courage to strive for what you can.

“Acknowledging your capacities and the difference between what you can and what you can’t control, will make it easier to go through grief.”

What I am talking about is the power of surrendering to what is, instead of holding on to what could have been. For most people, grace is among the most precious trait of their personality and behavior.

If you have lost something or someone precious that is an irreparable loss, it is important to take care of yourself during those testing times. Remember that all chaos comes with an expiration date, and to surrender to the change you need to make to keep moving forward.

Remember the blessings in your life, be grateful for what is, has been, and will be, and be patient with yourself.

NOTE: For all those who have lost loved ones during the Covid-19 pandemic and have not been able to properly say goodbye, I wish that their memory be a blessing in your life.

Image credit: Pexels

Originally published at tulliosiragusa.com on April 27, 2020

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True Leaders Inspire Freedom

True Leaders Inspire Freedom

GUEST POST from Tullio Siragusa

A baby elephant was tied to a pole at the zoo. For years she tried to break free tugging at the pole by the rope tied around her neck.

She tried and tried and could never break free.

Many years later, she grew to be a very big and powerful elephant. She was still tied to the same pole. She could break free of her bondage so easily now that she had become a big elephant, but her mind conditioning will not allow her. She doesn’t even try.

Much like the elephant in this story, we have been conditioned for a very long time in a work culture that is based on commands and controls. A work culture supported by an education system that was developed for the assembly line, industrial revolution. An educational system that subtly teaches subservience.

From a society’s viewpoint, we have also been part of a narrative for thousands of years that encourages self-sacrifice, for the greater good, which is contrary to our nature as human beings.

Do we have a lot stacked up against us, or do we just have the baby elephant syndrome, and think we can’t break free?

I was in Russia three years ago. Specifically, in Siberia Russia where I met with Tomsk State University students to talk about freedom-based cultures. We talked about shared authority, self-managed teams, equivalence, and leaders versus bosses.

These young men and women were curious, and open, and had many questions. I had just finished talking about the sense of duplicity that is predominant in many people’s lives today.

Having to be one way at the office, and another at home. We talked about how duplicity causes stress, and worse how it does not foster trust among people because it does not encourage authenticity.

Are you the same person at the office, as you are at home? Does your work environment dictate what you should wear at the office? Do you have to show up and leave at a certain time? Do you have to do things you don’t care to do, just to please your boss? Do you compete with your peers, or work as a team? Are you free to speak your mind and offer up suggestions for company improvements?

Today’s work environment based on command and controls, does not foster innovation, or creativity. Today’s work environment demands conformity.

“Today’s work environment wants you to stay a baby elephant for the rest of your life.”

Freedom Cultures

I went on to explain how leaders earn followers because they are willing to serve, and they are willing to be of service.

What’s the difference between serving and being of service?

You can get paid to serve but being of service is a state of being that cannot be purchased. You enjoy being of service because it is part of who you are at your core.

“True authentic leaders are of service, because they desire to serve — it is a calling.”

The difference between a boss and a leader is that of control vs. freedom. One requires you conform to how things are done, the other encourages you to find better ways to do things, to create, to innovate, and to do things on your terms.

Why would companies not embrace freedom?

Fear is the main reason. The other reason is that much like the elephant they just accept things for how they have been, instead of how things could be.

Some of the questions and comments these young men and women asked me were:

  • How do you make the change from a command and control to freedom-based company?
  • How can companies adopt this in countries that don’t encourage free societies?
  • This is one of those big, change the world ideas, how can it be implemented?

The questions left me feeling a sense of hope and excitement that these university students saw the value of what was being presented and started to wonder about how to implement it.

I answered every question truthfully and made myself available for follow up with any of the students. The comment made about “changing the world” stood out for me.

I looked at the young man in the eyes and said to him: “It is someone like you, who will start a company, become the leader of one, and remember this presentation, that will make the change.

Then one of your people will do the same, and the trickled down effect of that will change a society, a country, and the world.”

Some of us are on a mission to start this change, to spark it, to inspire it, with a Radical Purpose Movement to help organizations embrace freedom and equivalence.

My personal mission and responsibility, as the author of the upcoming book “Emotionally Aware Leadership” is to stop the spread of a worldwide epidemic that fosters co-dependency and keeps us in a mind-set prison of not being able to break free of controls.

“The most pervasive disease that plagues all of humanity is low self-worth.”

True leaders operate from a high level of self-worth that is inner directed, not based on external outcomes, or input. Those leaders encourage others to believe in themselves and to grow.

Want to change the world?

You must break free of the limiting mindset conditioning. You can’t be a giant elephant and act like you are still a baby tied to a pole. More importantly as a leader you want to inspire freedom in your organization, at home, and in the world.

Freedom is synonyms with happiness.

Tomsk State University presentation about freedom-centered cultures:

Image credit: Pexels

Originally published at tulliosiragusa.com on April 29, 2019

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Cultivating a Growth Mindset

Your Personal Toolkit for Continuous Evolution

Cultivating a Growth Mindset

GUEST POST from Chateau G Pato

In a world defined by constant change, the most valuable skill is not a specific technology or a particular degree—it’s the ability to learn, unlearn, and relearn. This capacity for continuous evolution is the very essence of a growth mindset, and it is the single most powerful tool for navigating an unpredictable future. But a growth mindset is not a personality trait you are born with; it is a muscle you must actively cultivate. This article is your personal toolkit for building that muscle and unlocking your full potential.

The concept, popularized by Stanford psychologist Carol Dweck, contrasts a fixed mindset with a growth mindset. A fixed mindset is the belief that our abilities and intelligence are static and unchangeable. It leads us to avoid challenges, fear failure, and see effort as a sign of weakness. Conversely, a growth mindset is the belief that our abilities can be developed through dedication and hard work. It sees challenges as opportunities, failure as a crucial learning moment, and effort as the path to mastery. In today’s dynamic landscape, a fixed mindset is a liability, while a growth mindset is the ultimate catalyst for personal and professional growth.

Cultivating a growth mindset is a deeply personal, human-centered journey. It requires a fundamental shift in how we talk to ourselves, how we view challenges, and how we interact with the world around us. Here’s a practical framework for building your personal toolkit:

  • Practice Self-Awareness: The first step is to recognize the voice of your fixed mindset. When you face a challenge, do you hear a voice that says, “I can’t do this”? Acknowledge that voice, but don’t let it dictate your actions.
  • Embrace the “Power of Yet”: Instead of saying “I can’t do this,” reframe it to “I can’t do this… yet.” This simple word transforms a statement of finality into a statement of possibility, reframing a weakness as a temporary skill gap.
  • Reframe Failure as a Learning Opportunity: View setbacks not as a reflection of your worth, but as invaluable data. Ask yourself: “What did I learn from this? How can I do it better next time?”
  • Seek Out and Embrace Challenges: Step out of your comfort zone intentionally. Take on a new project, learn a new skill, or tackle a problem that seems beyond your current capabilities. This is where real growth happens.
  • Learn from Others’ Success: Instead of feeling threatened by the success of others, see it as inspiration. Study their journey, understand their process, and learn from their efforts.

Case Study 1: The Reinvention of an IT Professional

The Challenge: Obsolescence in a Rapidly Changing Field

John, a 20-year veteran in the IT department of a large corporation, had built his career on a specific set of legacy technologies. When the company announced a major shift to cloud computing and DevOps, his initial reaction was fear and resistance. He believed that his skills were becoming obsolete and that he was too old to learn a new, complex field. This fixed mindset led him to avoid training sessions and dismiss the new technology as a “fad,” putting his career in jeopardy.

The Growth Mindset Transformation:

After a frank conversation with his manager, John realized he had to change his perspective. He started by reframing his belief. Instead of “I can’t learn this,” he began to say, “I’m going to start learning this today.” He embraced the “power of yet.” He took online courses, sought out a mentor from a younger team, and even volunteered for a small, non-critical cloud project. He viewed every mistake not as a failure, but as a step in his learning journey. His colleagues noticed his renewed enthusiasm and his willingness to ask questions. He transformed his daily mindset from one of survival to one of learning and curiosity.

The Results:

Within two years, John became a certified cloud architect and a respected resource for his team. His willingness to embrace the new technology not only saved his career but also positioned him as a leader in the department’s transformation. His journey became a powerful case study for the entire organization, proving that a growth mindset is more than a buzzword; it’s a practical, actionable strategy for adapting to change and finding new purpose in a career.

Key Insight: A growth mindset is not limited by age or professional history; it is a choice to engage with a new future rather than retreat from it.

Case Study 2: The Startup Founder and The Failure Pivot

The Challenge: The Pain of a Failed Product Launch

Maria, a talented entrepreneur, poured two years of her life into developing a groundbreaking new SaaS product. After a public and highly anticipated launch, the product failed to gain traction. The market feedback was clear: it solved a problem that customers didn’t feel they had. Maria was devastated. Her initial reaction was to take the failure personally, believing it was a reflection of her inability as a founder. This fixed mindset told her that her idea was flawed and her efforts were wasted.

The Growth Mindset Transformation:

After taking time to process the disappointment, Maria shifted her mindset. Instead of viewing the failure as a dead end, she began to see it as a goldmine of data. She reframed the experience as a “failure pivot.” She brought her team together not to mourn the loss, but to conduct an honest, blameless post-mortem. They meticulously analyzed the customer feedback, interviewing users who didn’t adopt the product to understand their true needs and pain points. They discovered a key insight that was hidden in plain sight, which had been overshadowed by their original vision. They learned that the market needed a solution for a different, yet related, problem.

The Results:

Using the data and insights from their “failed” launch, Maria and her team made a strategic pivot. They built a new product that addressed the newly discovered, deeply felt market need. The lessons learned from the first failure allowed them to build a better, more focused product on their second attempt. This time, the product was a resounding success, and the company quickly grew to profitability. Maria’s story became an integral part of her company’s culture, celebrated as a testament to the power of embracing failure as a critical step on the path to success.

Key Insight: The growth mindset turns the emotional pain of failure into the strategic fuel for future innovation and success.

Your Toolkit in Action: The Path to Mastery

A growth mindset is the foundation of human-centered change. It empowers individuals to adapt, to learn, and to thrive in the face of uncertainty. The toolkit I’ve outlined is not a one-time fix but a daily practice. It requires consistent effort and a willingness to be vulnerable. But the rewards are immeasurable. You’ll find yourself approaching challenges with a sense of excitement rather than dread, you’ll see criticism as a gift rather than a judgment, and you’ll find a deep, lasting satisfaction in the process of continuous learning and improvement. The world is changing faster than ever before. Your greatest asset is your ability to change with it. Start building your toolkit today. The journey of continuous evolution is waiting for you.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

Image credit: Pexels

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How to Foster a Growth Mindset in Turbulent Times

How to Foster a Growth Mindset in Turbulent Times

GUEST POST from Art Inteligencia

In a world where change is the only constant, fostering a growth mindset is crucial for both personal and organizational resilience. In turbulent times, when uncertainty looms large, the ability to adapt, learn, and innovate becomes imperative. A growth mindset, the belief that abilities can be developed through dedication and hard work, not only unlocks personal potential but also molds an agile and robust organization.

Understanding the Growth Mindset

The concept of a growth mindset, popularized by psychologist Carol Dweck, is a foundational principle in the exploration of human potential. It contrasts the fixed mindset, which sees abilities as static and unchangeable. In times of change, it’s the growth mindset that empowers people to embrace challenges, persevere in the face of setbacks, and view effort as a path to mastery.

The Importance of a Growth Mindset During Uncertainty

During uncertain times, organizations face challenges that require innovative solutions and adaptive thinking. A growth mindset encourages teams to explore new avenues, learn from failures, and stay resilient despite difficulties. Here’s how organizations can foster this mindset:

  • Encourage Learning: Create an environment where continuous learning is valued. Offer opportunities for training, development, and creative exploration.
  • Embrace Failure as Learning: Redefine failure as a stepping stone to success. Encourage employees to share lessons from their mistakes.
  • Promote Collaborative Problem Solving: Encourage cross-functional teams to bring diverse perspectives and collaboratively solve complex problems.

Case Studies

Case Study 1: Intuit – Innovating in Financial Turbulence

Intuit, the creators of QuickBooks and TurboTax, faced significant challenges during the 2008 financial crisis. With a sudden drop in consumer spending, Intuit’s leadership realized that they needed to adapt quickly to survive. They adopted a growth mindset across the organization by encouraging a culture of experimentation.

Intuit introduced the “Design for Delight” principles, focusing on deep customer empathy, going broad to go narrow, and rapid experimentation. Teams were empowered to act like startups, iterating solutions quickly and learning from each iteration. This mindset fostered an environment where employees could innovate boldly and adaptively, keeping Intuit competitive in the face of economic adversity. By embracing the growth mindset, Intuit not only survived but thrived, unlocking several new growth opportunities.

Case Study 2: Microsoft – Transformation Under Pressure

When Satya Nadella became CEO of Microsoft in 2014, the company was seen as rigid and stagnant. To combat this, Nadella introduced a transformative growth mindset culture throughout the organization. He encouraged teams to shift from a “know-it-all” attitude to a “learn-it-all” curiosity-driven approach.

By promoting diverse perspectives, investing in employee development, and valuing innovation over authority, Microsoft reignited its innovation engine. The company embraced openness to new ideas and technologies, significantly expanding its cloud computing offerings with Azure and emerging as a key player in AI and machine learning. This transformation propelled Microsoft to unprecedented growth and influence, emphasizing the power of a growth mindset during organizational change.

Practical Steps to Foster a Growth Mindset

Organizations can take several practical steps to embed a growth mindset culture:

  • Lead by Example: Leadership must model the growth mindset by being open to feedback, acknowledging their own learning journeys, and demonstrating resilience.
  • Create Safe Environments for Risk-Taking: Encourage employees to step out of their comfort zones by providing psychological safety and recognizing innovative efforts.
  • Celebrate Effort and Progress: Focus on rewarding effort and progress, not just outcomes. Recognizing perseverance and learning motivates further growth.

Conclusion

In times of turbulence, a growth mindset becomes the compass guiding individuals and organizations through the storm. By promoting continuous learning, valuing diverse perspectives, and creating a culture that encourages experimentation and resilience, organizations can not only navigate uncertainty but also emerge stronger and more innovative than ever before.

Extra Extra: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pixabay

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Cultivating a Growth Mindset Among Your Team

Cultivating a Growth Mindset Among Your Team

GUEST POST from Art Inteligencia

In today’s ever-evolving business landscape, the ability of a team to embrace challenges, learn from setbacks, and continuously strive for improvement is paramount. This adaptability is rooted in what psychologists Carol Dweck and her colleagues have termed the “growth mindset.” It’s characterized by the belief that abilities and intelligence can be developed through dedication, hard work, and the right strategies. This article delves into the principles of fostering a growth mindset within your team and presents two real-world case studies that illustrate its transformative power.

Principles of a Growth Mindset

  • Embrace Challenges: Encourage your team to step out of their comfort zones and tackle difficult projects.
  • Learn from Criticism: Constructive feedback should be seen as a tool for improvement rather than a personal attack.
  • Persistence: Promote perseverance, even when tasks become tough, and celebrate small victories along the way.
  • Effort is Essential: Recognize hard work and effort as pathways to mastering new skills and achieving goals.
  • Celebrate Growth: Acknowledge progress and development, not just end results.

The Roadmap to Cultivating Growth Mindset

Implementing a growth mindset culture requires consistent effort and intention. Start by exemplifying the mindset yourself and follow through with coaching, training, and an environment that allows for experimentation and constructive failure.

Case Study 1: XYZ Tech Innovators

Background: XYZ Tech Innovators was a startup struggling with high employee turnover and stalling project deadlines. The leadership team identified a fixed mindset culture as the core issue.

Approach: The company implemented a series of workshops focused on the principles of a growth mindset. Managers were trained to deliver constructive feedback focused on effort and strategies rather than innate talent. The company also encouraged employees to set personal growth goals and paired them with mentors.

Outcome: The initiative transformed the workplace environment. Employees started taking on more ambitious projects, and team collaboration improved. Within a year, employee turnover decreased by 30%, and project completion rates soared by 50%.

Case Study 2: ABC Retail Group

Background: ABC Retail Group was facing stagnation in innovation and product development. Team members were hesitant to pitch new ideas, fearing failure and criticism.

Approach: To shift the cultural mindset, ABC Retail Group introduced an “Innovation Lab” where employees could experiment with new ideas without the pressure of immediate success. The lab was a failure-tolerant environment where learning from mistakes was encouraged and expected.

Outcome: Within six months, the lab produced several viable new products. Team members reported feeling more creative and less anxious about proposing ideas. The company’s innovation index, a measure of new product success, increased by 40% in the following year.

Conclusion

Instilling a growth mindset within your team is a dynamic and rewarding process. As evidenced by these case studies, the benefits extend beyond individual performance improvements to foster a culture of continuous learning, innovation, and resilience. By embracing the core principles of a growth mindset, your team can navigate challenges more effectively and unlock unprecedented levels of success.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pexels

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How to Overcome Innovation Roadblocks and Foster a Growth Mindset

How to Overcome Innovation Roadblocks and Foster a Growth Mindset

GUEST POST from Art Inteligencia

In today’s business landscape, innovation is not just a buzzword; it is a necessity. Organizations are under constant pressure to innovate to stay competitive and relevant. However, the journey to innovation is often fraught with roadblocks. Overcoming these barriers requires fostering a growth mindset across the organization. In this article, we will delve into the common roadblocks to innovation and provide actionable strategies to foster a growth mindset, enriched with two illuminating case studies.

Common Innovation Roadblocks

  • Fear of Failure: Employees may hesitate to take risks due to fear of negative outcomes.
  • Status Quo Bias: Organizations often prefer stability over change, hindering innovation.
  • Lack of Resources: Innovation requires time, money, and talent, which may be in short supply.
  • Poor Communication: Siloed departments and poor communication can stifle collaboration and idea sharing.
  • Short-term Focus: Immediate financial pressures can divert attention from long-term innovation goals.

Strategies to Overcome Innovation Roadblocks

1. Cultivate a Growth Mindset

Psychologist Carol Dweck’s concept of a growth mindset—believing that abilities and intelligence can be developed—sets the foundation for an innovative culture. Here’s how to foster it:

  • Encourage Learning: Offer continuous learning opportunities through workshops, training sessions, and online courses.
  • Celebrate Effort: Recognize and reward efforts, not just outcomes. This will encourage employees to take risks.
  • Create Safe Spaces: Build an environment where employees feel safe to voice new ideas without fear of criticism.

2. Implement Cross-functional Teams

Creating cross-functional teams can break down silos and improve communication. When team members from different departments collaborate, they bring diverse perspectives and ideas. This diversity fosters creativity and innovation.

3. Allocate Resources Wisely

Ensure that teams working on innovation projects have access to the resources they need, whether it’s budget, time, or talent. Create dedicated innovation hubs or labs if possible.

4. Emphasize Long-term Vision

Communicate the importance of long-term innovation goals to all stakeholders. Align these goals with the organization’s mission and vision to garner support and commitment.

Case Study 1: Google – The 20% Time Rule

Google is renowned for its innovative culture, and one of its key strategies is the “20% Time Rule.” This policy allows employees to spend 20% of their work time on projects they are passionate about, even if these projects are not part of their job description.

  • Outcome: This strategy led to the creation of groundbreaking products such as Gmail, Google News, and AdSense.
  • Learning: Giving employees the freedom to explore their ideas can lead to transformative innovation.

Case Study 2: 3M – The Post-it Note

3M’s Post-it Note is another classic example of successful innovation born out of a growth mindset. In the late 1960s, Spencer Silver, a 3M scientist, invented a low-tack adhesive but struggled to find its practical application. It wasn’t until a colleague, Art Fry, used the adhesive to anchor his bookmarks in his hymn book that the Post-it Note was conceived.

  • Outcome: The Post-it Note became one of 3M’s most successful products, generating billions in revenue.
  • Learning: Innovation often involves serendipity and rethinking existing ideas in new contexts.

Conclusion

Overcoming innovation roadblocks requires a multi-faceted approach centered around fostering a growth mindset. By encouraging continuous learning, celebrating effort, creating safe spaces for idea sharing, implementing cross-functional teams, allocating resources wisely, and aligning innovation with long-term goals, organizations can unlock their full innovative potential. As demonstrated by Google and 3M, the results can be transformative and lead to sustained success.

Remember, innovation is not a destination but a journey. Embrace challenges as opportunities to grow and evolve, and your organization will be well on its way to fostering a culture of innovation and growth.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pixabay

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Fostering a Growth Mindset to Fuel Innovation

Fostering a Growth Mindset to Fuel Innovation

GUEST POST from Art Inteligencia

In today’s rapidly evolving business landscape, the ability to innovate has quickly risen to the top of organizational priorities. Companies worldwide are incessantly seeking that elusive competitive edge, and more often than not, they discover that their success hinges not on technology or process changes alone, but on the mindset of their people. A growth mindset, the belief that abilities and intelligence can be developed through dedication and hard work, has become synonymous with innovation and business success.

Why a Growth Mindset Matters

A growth mindset creates a fertile environment where creativity, resilience, and a willingness to take risks can flourish. When employees believe that their talents can be nurtured and expanded, they are more likely to:

  • Embrace challenges rather than avoid them.
  • Persist in the face of setbacks instead of giving up.
  • See effort as a path to mastery and not as a futile endeavor.
  • Learn from criticism rather than ignore it.
  • Find lessons and inspiration in the success of others rather than feeling threatened.

The Role of Leadership

Leadership plays a pivotal role in fostering a growth mindset within an organization. Leaders must model growth-oriented behaviors and create an atmosphere where employees feel safe to experiment, fail, and learn. To illustrate how transformative leadership can nurture a growth mindset, let’s explore two case studies.

Case Study 1: Microsoft’s Cultural Transformation

Starting Point

When Satya Nadella became CEO of Microsoft in 2014, he inherited a company struggling with internal silos, stagnation, and a fixed mindset. The company’s ‘know-it-all’ culture was inhibiting collaboration and stifling innovation.

Action Steps

Nadella embarked on a mission to reboot Microsoft’s organizational culture by instilling a growth mindset throughout the company. Key initiatives included:

  • Redefining Leadership Principles: Nadella emphasized empathy, learning, and openness. He encouraged leaders to listen, understand different perspectives, and continuously seek feedback.
  • Promoting Continuous Learning: Microsoft invested in learning programs and tools, such as LinkedIn Learning, to promote continual professional development.
  • Incentivizing Collaboration: The company restructured their performance evaluation system to reward team achievements and cooperative behaviors rather than individual accomplishments alone.
  • Encouraging Risk-Taking: Nadella focused on creating a safe environment for experimentation, where failures were seen as learning opportunities.

Outcome

Within a few years, Microsoft’s culture transformed. The shift to a growth mindset allowed the company to improve innovation significantly, resulting in game-changing products like Azure and significant improvements in existing services like Office 365. Microsoft’s market value soared, reaffirming the power of a growth mindset to fuel innovation.

Case Study 2: Adobe’s “Kickbox” Program

Starting Point

Adobe, a powerhouse in software for creative professionals, faced the challenge of rapid technological change and increasing competition. To maintain its edge, Adobe needed to stimulate creativity and innovation from within.

Action Steps

Adobe introduced the “Kickbox” initiative to empower employees at all levels to innovate. The program consists of:

  • Red and Blue Boxes: Employees received a “red box” containing a prepaid credit card with $1,000, notebooks for ideas, and a step-by-step innovation process guide. Successful projects would then move to a “blue box” stage, receiving more resources and support.
  • Structured Framework: The Kickbox came with a six-level framework guiding employees through the innovation journey, from initial idea to potential implementation.
  • Self-Driven Projects: Employees were encouraged to take time away from their regular roles to work on their projects, ensuring they could focus entirely on innovation.
  • Democratizing Innovation: Adobe democratized the innovation process by making Kickbox available to everyone, not just those in designated R&D roles.

Outcome

The Kickbox initiative led to the surfacing of countless creative projects and ideas, several of which turned into successful products and features. Moreover, employees felt more engaged and motivated, contributing to a culture where innovation was part of the everyday fabric.

Key Takeaways for Leaders

To foster a growth mindset and drive innovation, consider these critical steps:

  • Encourage Lifelong Learning: Promote continuous learning and personal growth through professional development resources and opportunities.
  • Emphasize Effort Over Talent: Recognize and reward hard work, curiosity, and resilience rather than just innate talent or performance outcomes.
  • Model Growth-Oriented Behaviors: Leaders should exhibit behaviors reflecting a growth mindset, including a willingness to take risks and learn from their mistakes.
  • Remove Fear of Failure: Cultivate an environment where employees feel safe to fail, learn, and try again.
  • Support Cross-Functional Collaboration: Break down silos and encourage team-based problem-solving and idea sharing.

Conclusion

Fostering a growth mindset is not a mere checkbox on an organizational to-do list; it’s a transformative journey that permeates every level of a company. By embracing this philosophy, leaders can unlock boundless innovation potential, creating a vibrant, forward-thinking culture poised for sustainable success.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Pixabay

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Encouraging a Growth Mindset During Times of Organizational Change

Encouraging a Growth Mindset During Times of Organizational Change

GUEST POST from Chateau G Pato

Organizational change is a formidable undertaking. It navigates the volatile waters of market dynamics, technological advancements, cultural shifts, and competitive pressures. Change initiatives falter when they fail to resonate with the human element within the enterprise—its people. At the heart of successful change lies a resilient culture, one that embraces a growth mindset. This article will explore how to nurture such a mindset and present two compelling case studies illustrating its transformative power.

The Essence of a Growth Mindset

Coined by psychologist Carol Dweck, a growth mindset is the belief that abilities and intelligence can be developed through dedication and hard work. This contrasts with a fixed mindset, the belief that talents are innate and unchangeable. In an organizational context, a growth mindset fosters perseverance, adaptability, and enthusiasm for learning—all crucial for navigating change.

Strategies for Cultivating a Growth Mindset

  1. Promote Continuous Learning: Encourage employees to take ownership of their development by offering training, workshops, and access to educational resources.
  2. Celebrate Effort over Success: Recognize and reward the process of learning and improvement, not just the outcomes.
  3. Provide Constructive Feedback: Offer feedback that emphasizes growth and potential rather than pointing out flaws.
  4. Lead by Example: Leadership should embody and reinforce a growth mindset by demonstrating learning and adaptability.
  5. Foster Psychological Safety: Create an environment where employees feel safe to experiment, make mistakes, and share ideas without fear of reprisal.

Case Study 1: Microsoft

When Satya Nadella assumed the role of CEO at Microsoft in 2014, the tech giant was facing significant challenges. Its culture had become siloed, and innovation was waning. Nadella’s solution? Inject a growth mindset into the organization.

Steps Taken:

  1. Cultural Transformation: Nadella initiated a cultural shift from a know-it-all to a learn-it-all mindset. He emphasized the importance of empathy, curiosity, and continuous learning.
  2. Leadership Development: Managers were trained to support and develop their teams rather than command and control.
  3. New Metrics: Success was redefined. Instead of focusing solely on short-term financial metrics, the company began tracking progress in learning and innovation.
  4. Encouraging Collaboration: To break down silos, Microsoft encouraged cross-team collaboration and knowledge sharing.

Results:

Microsoft’s transformation is nothing short of remarkable. Financially, the company’s market value soared from around $300 billion in 2014 to over $2 trillion in recent years. More importantly, the internal culture became more collaborative, innovative, and driven by continuous improvement.

Case Study 2: Procter & Gamble (P&G)

Procter & Gamble, a global leader in consumer goods, faced stagnation in the early 2000s. Sales were sluggish, and the company was perceived as bureaucratic and resistant to change. A significant shift was needed to regain its competitive edge.

Steps Taken:

  1. Purpose-Driven Change: CEO A.G. Lafley revitalized the organization by focusing on a clear purpose: “Touching lives, improving life.” This higher purpose inspired a culture of innovation and customer-centricity.
  2. Empowering Employees: P&G introduced initiatives aimed at empowering employees to experiment, learn from failures, and share insights. This included the “Connect + Develop” program that encouraged external and internal collaboration for innovation.
  3. Embedding Growth Mindset Principles: The company promoted the idea that abilities could be honed and that contributions and improvements were valuable regardless of their immediate success.
  4. Leadership Support: Leaders were tasked with cultivating environments where teams felt supported in pursuing bold ideas and taking calculated risks.

Results:

P&G experienced a renaissance in both market performance and corporate culture. Products resulting from the “Connect + Develop” program generated billions in revenue, and employee engagement soared. The company’s ability to adapt and innovate significantly improved, paving the way for sustained growth.

Conclusion

Embracing a growth mindset is more than an individual choice; it is a cultural imperative, especially during times of organizational change. As the cases of Microsoft and Procter & Gamble illustrate, fostering such a mindset can lead to profound transformations, driving innovation, collaboration, and resilience.

Organizations embarking on the change journey should remember that the path to success begins with nurturing the belief that everyone can grow, learn, and contribute to a shared future. By committing to continuous learning, celebrating effort, providing constructive feedback, leading by example, and ensuring psychological safety, leaders can create an environment where a growth mindset flourishes, ultimately enabling their organizations to thrive amidst the inevitable tides of change.

SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.

Image credit: Pixabay

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