How can you create a growth-focused work environment?

It is scientifically supported that growth mindset-intelligence positively impacts an organizations culture and leverages appreciative inquiry to influence business profitability. Adopting a growth mindset means to challenge your neurons to stretch beyond the comfort zone, embrace challenges, to become resilient, seek possibilities, become more solutions oriented and be a continuous learner. Supervisors in growth mindset companies also build solid trust because this behavior increases the chances to par-take in risks and fosters great collaboration, innovation, and ethical behavior. Study persists whether this impacts the monetary growth which is measured by fiscal metrics but the more this is practiced, it increases EX & happiness index.

To set clear and challenging goals: - Create a visual roadmap highlighting how individual goals affect company's objectives, offering a clear understanding of the collective mission. - Encourage an environment where employees feel comfortable and safe realizing their own goals within the organization. - Set goals that are both challenging and adaptable, allowing for revisions and adjustments based on evolving circumstances. - Encourage a growth mindset that views setbacks as learning opportunities, promoting continuous improvement. - Encourage knowledge-sharing and provide resources, mentorship, and guidance. Clear goals offer a safe roadmap that guides every single person within the organization, knowing exactly where the team will end up.

Help team members develop personal customized goals focusing on one of their strengths. This goal should also support the team goals, and create opportunities for professional growth and future advancement. Most team members will find the added responsibility challenging and confidence building. Positive outcomes should be recognized and rewarded promptly. This allows team member to exercise their potential, and instills a sense of ownership and contribution.

Identify and measure what drives the commitment of your workforce. That will make the steps 1 through 5 listed more attainable.

It starts with the recruitment/employment process. Hiring individuals with a growth mindset is crucial for fostering a growth-focused work environment because this mindset translates into a proactive approach to challenges and a willingness to embrace new ideas and skills. These type of team members will create a culture that encourages continuous learning and development.

Feedback is a door to improvement. - Be willing to listen to different viewpoints, even if they might be challenging to hear. - Provide feedback on particular areas you want to improve. - Specific questions can elicit more focused and actionable feedback. - Encourage employees to gather feedback from diverse sources, including peers, mentors or those impacted by their actions. Different perspectives offer a comprehensive view. - Appreciate and thank people who provide feedback, regardless of whether it's positive or constructive. Acknowledge their time and effort in making you grow. - Develop an action plan and implement changes based on the feedback received. - Make it clear that "Feeedback is the breakfast of champions."

Feedback works, but there are a few things to consider: -The old sandwich rule (give compliments with criticism in the middle) fails -Critical feedback that focuses on a weakness is less effective than feedback designed to build upon strengths -When you want to deliver feedback, pause and invite the intended recipient for their feedback thoughts first, listen & learn before speaking -Ensure you have enough observatory information to offer quality feedback (watching a few moments of activity is rarely enough time to build an accurate perspective) -Check your subjective bias before delivering any feedback -Consider what assumptions you bring from your past experiences and ensure the current feedback is rooted in the present

This is the most valuable skill a leader can have. However giving feedback is an art that should keep evolving. Yes there are methods you can use but good feedback skill will also develop the leader

I would only add that leaders define what does their team as individuals and as a team see as constructive feedback and how do they want to hear it. Getting how to communicate is just as important as what to communicate.

Encourage learning paths where employees have autonomy in selecting courses or skills that align with their interests and career aspirations. - Emphasize the importance of internal knowledge exchange platforms, encouraging employees to share insights, experiences, and best practices among themselves. - Align learning initiatives with organizational goals, ensuring that the skills acquired contribute directly to the company's strategic objectives. - Promote diverse learning methods, including online platforms, micro-learning modules, or gamified approaches, to accommodate different learning preferences. - Create mentorship programs where senior employees guide newer ones, while also considering exchanging insights and bridging gaps.

Las oportunidades para el aprendizaje y desarrollo deben ser muy bien definidas y alineadas a lo que busca cada profesional, es aquí donde muchos profesionales comienzan a ponerse la camiseta y transpirarla también.

Prioritize employee development and innovation. Create short, intensive bursts of targeted skill development tailored to individual and team needs. By customizing learning experiences, employees gain relevant skills rapidly, fostering a culture of continuous improvement.

In my experience, organizations fail to put intentionality around the growth of their teams, which is critical to the growth of the business. Teams may be not be participating in learning opportunities or they may be the wrong ones - i.e., opportunities that are not aligned to the needs of the business and to each team member’s development and specific career trajectory. Executive teams must identify overarching growth priorities, then leaders must align their teams’ development plans to support those priorities. Connecting development to the organizational objectives and incorporating regular assessment and feedback drives individual and collective success.

There's no growth mindset without excepted failure. That's the foundational importance of integrating experimentation and innovation into our development. Experimentation pushes us to explore unfamiliar territory. It removes predictability from our experience and forces us to learn in the moment. We learn to trust our insights, instincts, and capabilities. Whether the expected outcome becomes reality, the growth lies in learning from our mistakes. A growth mindset requires developing resiliency to setbacks. Innovation doesn't happen on a linear path. It forms from an evolution of failed attempts culminating in compounded knowledge leading to those breakthrough moments of success.

For me it always a play of different variables - both team and leader aiming for shared goals, mostly rowing in the same direction and be out of comfort zone in support of novel way of handling even 'tried and tested' stuff:)

Project Aristotle, and all of Amy Edmonson's work points to the need for psychological safety. Her new book The Right Kind Of Wrong is a great description of when failure is acceptable and even an important part of the process (experiments for new products, where you've read the best research, and keep risk low), to where failure should be avoided (basic failures such as simple mistakes, all the way up to complex failures like NASA and Columbia). Great read for anyone interested in creating the right environment. For culture - Edward Catmull's book Creativity Inc about the creation and culture of Pixar is a great read, and will take you step by step through the process of creating a culture where experimentation and creativity thrive.

An example is safe to fail experiments, allowing space for innovation and learning is wonderful way to engage in growth work. Safe to fail experiments allows for individuals or teams to learn more about community before taking charge of larger projects. It allows for rich discussions around learning, innovation and goals.

A leader modelling a growth-mindset should understand the interaction between the leadership styles and the mindset. Research stresses the need for a growth mindset on the employees as it interleaves with the transformational leadership style, affecting the work environment (Caniels et al., 2018). Taking that into consideration Zeng et al. (2019) established a positive relationship between developing a growth mindset and work engagement as an implication that the fostering of a growth mindset may enhance workers commitment to the work environment (Zeng et al., 2019). A leader can shift corporate culture and enable a learning organization through modelling a growth mindset (Liu & Tong, 2022).

Para generar una mentalidad de crecimiento, debemos tener cuidado con nuestras acciones hacia los demás, debemos tener cuidado con lo que prometemos y con lo que reconocemos. Las recompensas son importantes, pero es importante tener cuidado con ello para evitar que solo les motive esa recompensa que solo los mantenga en sus lugares, recompensas que impulsen a sus crecimientos es lo que se necesita.

Ein wachstumsorientiertes Umfeld bekommt man durch: - diverse Teams, in denen alle Menschen gehört werden und mitreden, - die Ermutigung Dinge auszuprobieren und innovativ zu sein, - eine positive Lernkultur, in der Fehler machen und daraus lernen kein Problem sind, - die Unterstützung an Weiterbildungsmaßnahmen teilzunehmen, - eine offene und konstruktive Teamkultur, in der das Engagement und die Identifikation hoch ist.

In today's dynamic and ever-changing business landscape, fostering a growth-focused work environment is crucial for organisational success. In my experience here are three things that have helped me nurture a growth mindset in my teams: 1. While not always easy, I have tried to set an example by actively seeking feedback, embracing new ideas, and demonstrating a willingness to learn from my mistakes 2. Providing opportunities for employees to share their ideas, concerns, and feedback 3. Invest in development programs to enhance my teams skills and knowledge - whether its training, new projects, or attending conferences that challenge the status quo or getting inspiration from others

Build a safe environment. Encourage learning, innovations and allow failures. Celebrate small successes with teams to boost out-of-box thinking and doing things differently.

Na minha opinião, não adianta tudo isso se quem erra é punido ou existe sempre a busca de um culpado. Uma cultura de aprendizagem estimula um mindset de crescimento. Algumas perguntas que o gestor pode fazer para isso: 1) O que você fez ou deixou de fazer que contribuiu para que este fato acontecesse? 2) você poderia ter escolhido reagir de outra forma? Qual? 3) O que você aprende com esta situação?

A growth-focused environment is about tuning into what truly matters to our teams—the things that keep them up at night. It’s about aligning personal aspirations with the company objectives, creating a symbiotic relationship where growth is mutual. A company’s vision must transcend its own borders and resonate with the individual employee purpose. When they can connect their daily tasks to a greater mission, every screw turned, every help desk ticket answered, and every line of code written becomes part of a larger narrative. This sense of contribution to something bigger is what ignites passion and drives growth. It’s not just about fitting into a company’s needs but feeling the heartbeat of the organization in every task they undertake.