What are the best ways to maintain a growth mindset as a leader?

While it is important for leaders to establish clear goals, timing, and planning, I strongly recommend delving into the "why" with a compassionate leadership mindset, especially when it comes to promoting a growth mindset. More frequently than desired, Leaders may encounter resistance due to deeply ingrained cultural norms and a fear of the unknown and what is different.

I believe that maintaining a growth mindset as a leader starts with setting clear, achievable goals for both yourself and your team. Drawing from my experience in data analytics, AI, and as a founder at Onyx Data, here's what I consider critical: - Embrace continuous learning: Stay up-to-date with industry trends, technologies, and best practices. - Be adaptable: Flexibility allows you to respond effectively to evolving challenges and new opportunities. - Collaboration: Involve your team in goal-setting, tapping into collective wisdom and promoting ownership. - Measure progress: Regularly track and analyse performance metrics. - Celebrate successes: Acknowledge achievements—both large and small—to foster engagement and momentum.

I think we also need to cultivate big dreams and an infinite mindset to have a true growth mindset. Otherwise, it's easy to get caught up into just ticking tasks off your list that are SMART goals. Focusing on the bigger picture and the infinite number of possibilities that exist for us to learn, pursue, and achieve provides a framework to keep going even when you don't achieve your goals.

“A goal without a plan is just a wish." Antoine de Saint-Exupéry A plan with actionable steps to the goal is key. Planning out goals gives us directional clarity, a guide to allocate our time, energy, and focus each day, week, month, etc.

To maintain a growth mindset as a leader, first embrace challenges as opportunities for learning. Stay curious, continuously explore new ideas, and never stop learning. Show resilience in the face of failure. Accept feedback and use it for self-improvement. Encourage and recognize your team's effort and progress rather than only outcomes. Promote a culture of learning and innovation, where mistakes are seen as growth opportunities, not failures. Be open-minded and adaptable, understanding that change is constant. Cultivate an environment of mutual growth.

Feedback is key to fostering a growth mindset. Leaders should view feedback as a learning opportunity, and not as a personal critique. In addition, creating an open and transparent environment for feedback exchange is key. I believe that leaders can set an example by seeking feedback and responding constructively, normalizing it within the team. Giving feedback also offers a chance for self-reflection and improvement. In essence, feedback is not just a tool for improvement, but a pathway to growth for leaders.

While seeking feedback is essential, it's imperative to also self assess. Here are 7 questions to assess where you are in your evolutionary journey to becoming a world class coach. 1. Are you facilitating conversations w/ open ended or closed ended, leading questions? “What have you tried so far?” (collaboration), vs “Have you tried...” (directive, manipulation)” 2. Are you patient? 3. Are you scheduling 1-to1 sessions w/ your team? 4. Are you coaching in your own image? “When I was in your role, here’s what I did in a similar situation.” 5 Are you a Chief Problem Solver? 6. How consistent are you with observation? 7. Are you working with a peer accountability coach?

We see the world through our own eyes, shaped by our experiences, beliefs, values and perspectives. But this only gives us one way of seeing things. What if you could take a step back and see the world throuhg the eyes of someone else? Would you see the same? Seeking feedback allows us to do so; broaden our understanding by seeing through the eyes of others. We all have moments where we feel like we're doing great, that everyone loves what we're saying, doing, or offering. But the truth is, what feels amazing to us might not have the same effect on someone else. That's why seeking feedback; especially as a leader; is paramount. It gives us a chance to see ourselves from a different angle, to understand how others perceive us.

In my experience, it is in the challenges and failures where we grow the most. Three reasons to embrace challenges: 1. It grows your mindset and perspective. 2. People are most open to connection and ideas when times are challenging. 3. The collective team can be its most productive when working to overcome challenges. Three ways to embrace challenges: 1. Bring the team together to acknowledge and validate the challenge, seek feedback on what support the team needs. 2. State your support for all members of the team as you work through these challenges. 3. Have frequent 1:1's with team members, supporting them where needed until the challenge is behind you. Embrace the struggle - it's where you will grow the most. #ShowingUp

Mistakes and failures are enormous opportunities for growth. Ensuring a culture that views these in a positive model is crucial. The richest conversations emerge when errors are dissected and studied for improvements. Errors are the result of one of three things: - Communication - Processes/Protocols - Human Error Being completely transparent around our own mistakes sets the tone for an open working environment where forward progress is the result and there is constant learning for everyone.

Any time you find yourself thinking or acting out of fear - call a TIME OUT. My cofounder and I have made this a rule with each other. Any time we aren't in a growth mindset, we stop the other person and observe: "it looks like you're in contraction right now. Let's revisit this decision when you're in a better headspace." Resetting back into a growth mindset for me usually means clearing whatever is bringing me negativity - I go for a run, take a nap, talking to an inspiring colleague. Most importantly, you have to have self-awareness of your own headspace and then know how to self-regulate

Very insightful especially as regarding embracimg challenges. I have also taken it upon myself to encourage my Optometrist colleagues to not be afraid of failure and should view it as an opportunity to learn and improve. With a growth mindset, you use failures as feedback to help you identify areas for improvement and adjust your approach.

You will maintain a growth mindset to the extent that you’re willing to pursue new challenges and accept failure as part of your learning journey. You will never learn if you’re too afraid to fail or take on new challenges. Growth is about pushing yourself to step outside your comfort zone. This is, of course, much easier said than done. When you’re in the valley of failure, it can be very hard to focus on what you’re learning in the moment. The same goes for times when you’re on the verge of screaming out of frustration at a seemingly insurmountable obstacle. Staying true to your learning paradigm will determine how well you transform your experiences into actionable items that help you improve.

In the realm of leadership, it is essential to wholeheartedly embrace the knowledge of team members, refraining from perceiving it as a threat. By valuing their expertise, leaders enhance their own leadership capabilities. By nurturing an environment of open communication, leaders tap into the collective intelligence of the team, fueling a culture of innovation. It is important to acknowledge personal limitations, humbly learn from others, and leverage available resources to become a more effective leader. Actively seeking industry insights, attending conferences, and connecting with experts enable leaders to bridge knowledge gaps, while introducing fresh perspectives that propel continuous improvement and foster a growth mindset.

The world's most influential philosopher, Plato, once said, "Knowledge is the food of the soul." And isn't that just the truth? That hunger for knowledge, that thirst for new ideas – isn’t it the core of what drives us forward? But the topic isn’t just about us; it’s about fostering a culture of curiosity and innovation within our teams. It’s our duty to encourage our colleagues to step out of their comfort zones and provide them with the resources and support they need to grow. Being receptive to new ideas and approaches is what sets the great apart from the good. So stop finding yourself excuses and become that person you’ve always wanted to be! Sky is the limit and the only obstacle is you!

I have a set of "go-to's" that can get me back into a growth mindset anytime I find myself slipping out of it. I read user notes telling me how much our product has changed their lives. I brainstorm with colleagues who have an abundance of creativity and ideas. I call friends who are constantly imagining "what if..." I read a book to learn something new. These will be different for everyone. The point is to know what works best for YOU. And then know when you need to self-regulate and get yourself back into a growth mindset.

To model and promote a growth mindset as a leader, first embody it yourself by embracing challenges, learning from failures, and continually seeking new knowledge. Recognize effort over ability, demonstrating that perseverance and resilience are key to growth. Share your learning process with your team, highlighting the importance of persistence and curiosity. Foster a culture that celebrates learning, where feedback is encouraged and mistakes are opportunities for improvement. Lead by example, showing your team that growth and adaptability are valuable traits for success.

We hear a lot about growth mindset, power of diversity of thought, and successfully managing diverse team these days. In my experience to transform a group of talented people into an amazing global team comes from: 1️⃣ Humility to (always) learn 2️⃣ Empathy to listen 3️⃣ Courage to be vulnerable and innovate Relentlessly use these 3 traits to promote inclusion and belonging. Plus, you may want to surround yourself with diverse and growth minded people who chooses courage and action over comfort on any given day.

What about coaching? Coaching is the #1 driver of creating a team of critical thinkers with a growth mindset vs. a fixed mindset since creating a growth mindset is a result of the asking the right questions to others as well as yourself self-reflect on. Since leaders need to model what they want for their people, just like what your team needs, every leader needs a coach. So, whether you hire a coach, seek out coaching from your peers, direct reports & your manager. Find those people who you trust to challenge you to continually grow, evolve and achieve more.

Self-awareness is necessary for a growth mindset. If you aren't aware of your own triggers and blind spots, you will unconsciously impose them on others and misread the context. You also need to be aware of your gifts and talents so that you can see them in others. A growth mindset sees what is good, shows appreciation, and focuses on increasing it. It sees what is challenging without being absorbed into it.

In some circles, there is a belief that only those who have 'done it before' but lack domain knowledge are necessarily better than the real stars of the organisation that may lack the CV, but are A performers. It's only when those A performers go on to do something great at their next job that they are appreciated at the old one. Don't be that person or that Board. Recognise top talent when it's there in front of you, and don't make it risky for leaders to believe in that talent!

👁️🗨️ I believe we can make a difference. By redesigning how we work and manage, you can create a safe, growth minded and thriving environment. 🌀In my experience, successful leaders are not just smart and innovative, but also genuinely caring. They support, coach and uplift their teams. It's a journey I personally aspire to every day—embracing compassionate leadership. 🌀To do that, it takes courage. Engage in transparent and difficult conversations. Focus on relieving others' distress and lifting them up. Be honest and act with integrity, not just for profit or self-preservation. 🌀Collaboration thrives when people feel cared for. The link below gives you access Mental Fitness resources. Hope it helps! 🔘 https://lnkd.in/eZ6KGzfK

I would like to mention some points. In My experience, These would be some key points - - Set ambitious yet attainable goals: Encourage your team to set stretch goals that push them beyond their comfort zones. Break down big goals into smaller, manageable steps and celebrate progress along the way. - Embrace failure as a learning opportunity: Help your team understand that failures are part of the growth process. Encourage them to analyze failures, extract lessons, and apply those insights to future endeavors. - Foster a collaborative and supportive environment: Promote teamwork, collaboration, and open communication. Encourage your team members to share their knowledge and experiences, fostering a collective growth mindset.