Finding your greatness groove: A conversation with Adam Grant

The ability to overcome change and embrace it as a catalyst for greatness is not limited to a handful of leaders. Adapting and thriving in today’s rapidly changing world - especially in professional environments – involve both a mindset and skillset that we can all develop. With the quest for knowledge and insight, coupled with reinforcement, anyone who’s feeling “stuck” or discouraged can take small steps to find their flow and #GoForGreatness.

With that in mind, our AT&T Business team came together virtually for this year’s Leadership Summit to learn what it takes to move fast, to think boldly, and to reflect on our collective successes. We were honored to have Adam Grant as our keynote speaker, an organizational psychologist, professor, and fellow Wolverine fan (#GoBlue) whom I greatly admire. As an expert in the science behind motivation, generosity, and original thinking, Adam reminded us of the importance of making time to renew our mindset, rethink our opinions, and build a healthy network for growth.

Here are a few takeaways from our discussion.

Rethinking our mindset: Think like a scientist

As we’re encouraging our organizations and each and every team member to take the next step in thinking big and bold, we have to be mindful that ideas become even more powerful when we continuously question what makes them great to begin with. In a dynamic economy, Adam says that “we have to be as quick to think again as we were to form our opinions in the first place.”

Adam suggests we start by thinking like scientists, “Thinking like a scientist means you don't let your ideas become your identity - that you have the humility to know what you don't know and the curiosity to explore alternative viewpoints.” Rethinking also doesn’t mean you always have to change your mind; it just means you’re open to reevaluating and reconsidering.

“The power of thinking like a scientist is that it can motivate you to listen to the ideas that make you think hard - not just the opinions that make you feel good. It also prompts you to surround yourself with people who challenge your thought process, not just the ones who agree with your conclusions.”

Building a challenge network for healthy growth

And speaking of surrounding yourself with the right minds, it’s important to rethink how we build our network of professional support - what Adam calls our “challenge network” of mentors, sponsors, and colleagues. This should be a group of thoughtful critics we trust to hold up a mirror so we can see our blind spots more clearly. “They are the people who instead of lining up to tell you company lies, are willing to tell you unpleasant truths.”

As we search for those colleagues, it’s important to differentiate between givers and takers. The givers are there to support you, while takers want to know what you can do for them. And while it’s no surprise that we are better off with givers than takers on our team, we do have to be cautious with people who are always agreeable. Because we need to be challenged, too.

“The most valuable members of your challenge network in most cases are disagreeable givers. People who are gruff and tough on the surface, but they're doing it because they want to help. They challenge us because they care, they ask hard questions.” These are the colleagues who may not arrive at the same answers as you, but just as well, you respect them deeply for their point of view and the integrity of their thought process.

The importance of psychological safety and recognition

To think big, to truly innovate, employees and businesses should be able to take risks without the fear of being punished. Research shows that leaders who create psychological safety foster environments where employees are more willing to reconsider their thinking and try new approaches. Teams can freely admit their errors and then rethink the processes that caused them.

“One of my favorite steps is to take the old idea of a suggestion box,” Adam says. “In many cases, it's just a Google doc. Anytime you see something broken - a technical bug or a culture bug - you can submit it into the doc.” This is a great way not just to encourage critical thinking and rethinking, but to build consensus about what's broken.  

I would add that psychological safety also helps build professional confidence. Adam talked about how many of us struggle with impostor syndrome at some point in our lives, constantly questioning our choices and performance. And while this sentiment could push us to work harder and smarter, it’s healthy to know that you work in an environment where your ideas are supported, and you’re encouraged to explore different possibilities. It teaches us to judge our skills and follow our instincts more accurately.

Acknowledge languishing: Reconnecting with our purpose 

Finally, I also think it’s important to acknowledge the elephant in the room called “languishing.” In his TED Talk, Adam suggests that this sentiment “might be the dominant emotion of our time.” It’s that feeling of failing to make progress that many in our society are struggling with - most noticeable with the rising mental health crisis and pandemic-related challenges.

“I kept hearing people say, ‘I'm in a pandemic fog. I'm having trouble concentrating.’ I think the power of languishing is that you're not burned out. You still have energy and you're not depressed -you still have hope. But you feel a little bit aimless.” At the individual level, Adam suggests that mastering mindfulness and going after small personal wins can give us back that sense of progress. And it doesn’t have to be a big accomplishment either, but enough to give us a much-needed “jolt of energy and motivation.”

Corporations can certainly play a role in helping overcome languish as well. For example, making sure employees feel connected to the bigger purpose is a great place to start. “I find it powerful that when you come face-to-face with a customer whose life was touched by your work, it takes the intellectual understanding that your work matters, and it turns it into something that’s much more visceral.” Such experience puts everything in a larger context.

Let’s #GoForGreatness

Change can truly be made easier if we invest time and effort in giving people the tools they need to embrace change mentally and emotionally, as well as a safe space to rethink their opinions and keep evolving. As leaders, we also can’t forget to celebrate the small wins, recognize the hard work, and normalize the conversation around the importance of recharging and finding support.

All of this is critical to becoming more resilient, impacting business, and better serving and supporting our people, customers, and communities – as we #GoForGreatness. I hope you found Adam’s thoughts, tips and coaching as educational, valuable, thought-provoking, and inspiring as I did. Here’s to rethinking, growing and changing for good as we move forward together!