At Thinking Focus, we work with many organisations on issues around productivity. We’ve met some great teams of people with fantastic skills and experience. So why is it that their productivity levels are not as high as they could be?
Low productivity is often the result of a fixed mindset. This is a mindset that says: I have the skills to do this job so I don’t need to try, my talent is enough. If a team has a fixed mindset, they won’t fulfil their potential and will be complacent, unmotivated and unproductive.
A growth mindset, on the other hand, says: There is always more I could learn, it’s up to me to develop my skills and abilities, I’m open to new ideas. This way of thinking enables people to push the boundaries, become more creative, try things, and do the best they can. People with a growth mindset do not fear a new challenge, and view a mistake or setback as an opportunity to learn.
So, if a productive team needs a growth mindset, how do you help your people to adopt one?
How to instil a growth mindset in your people
The first step is to look at yourself. As leaders, the mindset we get from our people is the mindset we create ourselves. People mirror the actions and behaviours of their leaders, as we discuss in our blog about The Shadow of the Leader here. As a role model for your people, if you display a growth mindset, it’s likely they will adopt one, too. While it can take work to develop a growth mindset, fixed mindsets can be contagious, so if you have one, they will probably have one to.
Help your team identify a goal, and focus not just on what you want them to do but also where the boundaries are, so they have some scope to develop their own ideas. Think of the goal as the pins at the end of a bowling alley. Your role as a leader is to point out the pins and the direction the ball needs to go in, then put up the lane guards on either side of the lane (normally used for small children and me!). But to create a growth mindset, you should neither tell your people how to throw the ball nor throw the ball for them. Trust the strengths, knowledge and skills of your people. Give them guidance, set the direction and the purpose, but don’t identify the ‘how’.
Leaders with a growth mindset inspire their people to do the best they can, and promote a culture of learning and freedom. Praise your team for effort and learning, not talent and experience. Encourage them to adopt a have-a-go attitude and even to take risks without fear of the consequences should there be a setback or a mistake. This is where the boundaries are helpful, as it ensures that if they do fail, they fail safely. Help them accept that things don’t always go to plan but, with a growth mindset, they will learn from setbacks and mistakes. This will instil confidence, ambition and innovation in your team.
Behave in a consistent manner and act in a way that is consistent with the culture and ethos you are trying to achieve for your organisation. Understand what motivates your team and ensure that it’s aligned to your organisation’s objectives.
So, set an example to your team by displaying a growth mindset yourself, and helping them adopt one too. By demonstrating that you have made mistakes, and used them to help you grow, you can help your people feel safe and allow them to learn, have a go at new things, push boundaries, and become better at what they do. And that, ultimately, will create a more productive team.