Mindset Indicator Monitor

Mindset Indicator

Regardless of sector or industry, transformation and change impacts. Your people are at the heart of the change from culture change to digital transformation. Research states that up to 70% of all change programmes fail and that to increase your chances of success, you need at least 50% of the workforce aligned and engaged.

This article looks at how you can implement a change programme with support from Masters in Minds. They believe that businesses can positively contribute to society by creating a workplace culture in which people can thrive and grow.

What problem does the Mindset Indicator solve?

Transformation and change impact business at every level, regardless of the sector or industry. No matter what the transformation may be – whether that’s culture change, mergers and acquisitions, or digital transformation – people are at the heart of the change.

So how do businesses gain intelligent insight into which departments, teams, or individuals require specific interventions to aid business change? Masters in Minds was founded to help organisations create environments and cultures where everyone can thrive and deliver fantastic results. We believe that businesses can and should positively contribute to society by creating a workplace culture in which people can thrive and grow. When we experience satisfaction and well-being in all aspects of our lives, our contribution to the world is positive.

Given that research states that up to 70% of all change programmes fail and that modern businesses are almost in a constant state of flux, something was needed to help both individuals and organisations navigate this better. One particular issue that Masters in Minds Director Stephen McCann noticed was that time (and money) was wasted by businesses that implemented the same education and training for each staff member. Read more about our Director and founder of Mindset Indicator here.

Whilst ‘one size fits all’ seemed to be the rule, Stephen understood that people respond differently to change and development. Instead, time and, ultimately, money could be spent more wisely by assessing each individual's openness to change, growth and development. By understanding this, one is immediately better placed to help that person; by dealing with each person like the individual they are, one helps them understand:

• Why change is necessary,
• What's required from them and,
• What support they will receive.

Doing so in a personable way will inevitably increase engagement.

'One-size-fits-all' Approach vs Mindset Indicator

We all know that L&D is essential in every business, but many programmes, initiatives, and interventions don't get the best return on investment due to this 'one-size-fits-all' approach. Given the importance of change, transformation and continuous improvement to organisational innovation, growth, and performance, the thinking behind such initiatives must change.

In search for a tool that could assess individuals' openness to change, Stephen found many tools investigating culture and emotional intelligence, yet none that could analyse an individual's mindset and their openness to change. Creating a tool of this elk could act as an indicator of how successful any change or transformation programme implemented within the business would be.

As mentioned above, research shows that up to 70% of all change programmes fail (Kotter, 2007) and that to increase your chances of success, Kotter says you need at least 50% of the workforce aligned and engaged. This shows two clear things.

Firstly, the current approach to transformation and change isn’t working and hasn’t been for a considerable amount of time. Whilst there is a lot of emphasis on the technical aspect of change management and a plethora of methods and tools – there are few if any focusing on people. After all a business is made up of individuals, and it’s the people who will determine the success of any change or transformation.

Secondly, organisations need a digital tool which can quickly, easily and efficiently assess whether they are in a position to implement change. Given the high failure rate, there needs to be some sort of fail-safe assessment to reduce the number of failures.

So why wouldn’t a business want to understand an individual’s openness to change?

Understanding the overall openness to change means organisations can design the right interventions from the outset. Masters in Minds can then help the organisation implement the change at the right pace, ensure all people adapt to the change effectively and avoid the organisation from joining that 70% statistic.

Moreover, fostering a culture of people with an open mindset and appetite for continuous improvement can future-proof further changes down the line. The Mindset Indicator can even be used as a recruitment tool to ensure all those entering the organisation do so with an appropriate mindset. Armed with the insight the Mindset Indicator brings, you can actively help people with targeted interventions and increase your chances of success whilst improving job satisfaction.

Organisations spend millions or even billions of pounds when implementing change and transformation programmes – many of which deliver no, or minor, real, sustainable change, sometimes even negatively impacting the business. Our aim is to end organisations wasting money on ineffective change programs and improve people's experience and acceptance of the change.

Masters in Minds decided that they needed to create a bespoke tool that gives valuable data and insight to help an individual and an organisation improve their chances of success. Click here to visit our website. Or email us at 'elysia.sky@mastersinminds.com' to receive the full white paper.