Introducing the new and exciting SightCare Business Book Summary Club for busy Leaders
Quick Question – Do you have a Fixed mindset or a Growth Mindset?
You might quickly answer a growth mindset because it sounds better , but do you really know what that means?
How would you find out? Google ‘growth mindset’ and you’ll get back over a billion responses – click on the first one or two replies and you are faced with accepting cookies if you want to see the content, and then adverts, clickbait and all sorts of distractions on other subjects you’ve previously accepted cookies on whilst trawling the internet – it’s so frustrating.
So after 15 mins you’ve probably no wiser, but your initial research has found that the expert on the subject is a Professor Carol Dwek. So now you can go and buy the book or download the audiobook (subject to membership of audible) and spend the next few days trying to answer the question- but do you have the time? Probably not, so if you’re like me the book stays on your shelf development shelf with all the other books and notes taken at seminrs/webinars and you’ve added yet another to do (or read) to your ever expanding to do/read again list.
There is a better way. Readitfor.me.
Readitfor.me have summarised the top business books on Leadership, Soft skills and Sales and Marketing.
SightCare in partnership with Readitfor.me would like to offer you free access to their huge catalogue of expert book summaries. All the book summaries take about 15 mins to listen to or less time to read. Many have animated videos associated with them.
You should have received an email offering you membership if not please call the SightCare office for details.
So now you I’ll ask the same question:
Do you have a Fixed mindset or a Growth Mindset?
To answer that question goto your book summaries and search mindset and you’ll find the following. And within a few seconds you can answer the question. Spend a few more minutes and you can become a mini expert on the subject and start to talk about how as a team we can ensure we all have growth mindsets…
Mindset by Carol Dwek.
Ok, it’s pop quiz time.
Do you agree or disagree with the following statements…
1. You are a certain kind of person, and there’s not too much you can do to change that.
2. No matter what kind of person you are, you can always change substantially.
3. You can do things differently, but the important parts of who you are can’t really be changed.
4. You can always change basic things about the kind of person you are.
Did you find yourself agreeing with #1 and #3? Or more with #2 and #4? If you connected more with #1 and #3, you have a fixed mindset when it comes to your personality traits.
There are other ways you can have a fixed mindset, though. You might think your intelligence is fixed, or that your athletic ability is fixed, or even your relationship skills are what they will be for the rest of your life.
As Carol Dweck, the author of Mindset and professor of psychology at Stanford University would tell us, the mindset you take on will have an enormous impact on the trajectory of your life. So if you found yourself identifying more with the growth mindset, congratulations, you are more likely to live a more happy and fulfilled life. But if you found yourself identifying more with the fixed mindset, does that mean you should just throw in the towel?
No, because there’s good news here for you too. Because the only person who decides what mindset you adopt in your life is you. And guess who has the power to change it? In the next 10 minutes we are going to take a journey inside the two mindsets, and understand exactly how you can start building a better life by utilizing a growth mindset in everything you do.
The Fixed Mindset
There are many ways to divide the world.
Benjamin Barber – an eminent sociologist – would tell you that one way is to divide it by learners and non-learners. And this is at the heart of Dweck’s argument. The learners believe that they have the ability to change, and set about learning what they need to do in order to make the change a reality. The non-learners, on the other hand, are quite clear about the fact that “things are the way they are,” and that there’s no sense in trying to change them.
But we don’t come out that way.
Think about the way a baby comes into this world. Babies spend all of their waking hours designing experiments and learning about the world around them. They are curious beyond belief. They stretch their skills on a daily basis, and take on some of the largest challenges in life – like learning how to walk and talk.
You probably don’t remember what it was like to learn these things, and it’s probably a good thing – our adult selves would probably have given up and spent the rest of our lives sitting down and not saying a word. But as children, we just did it. If we fell down, we got back up again and figured out how we’d avoid falling down the next time. And we kept learning, and learning, and learning, until one day we were walking and talking and terrorizing the household.
Then, somewhere along the way, some of us magically developed a fixed mindset. It might have been something our parents said (we’ll get to that later), or some event where we learned that life was about being evaluated against some arbitrary “norm.” Children as young as four-years-old exhibit the behaviour of somebody with a fixed mindset.
Everything that happens in life from that age onwards seems to enforce the belief that “things are the way they are, and that’s all there is to it.” We start identifying some kids as “more intelligent” than the other kids. Some people have athletic ability, and some don’t. For the kids who were developing a fixed mindset, this was problematic.
If you had a fixed mindset and were unlucky enough to get labelled as one of the gifted ones, you learned that effort was for people who were deficient. If you were on “not-so-gifted” side, you learned that effort would only lead to ridicule and embarrassment.
Unfortunately for the kids with the fixed mindset, this eventually catches up to them. For them, trying their hardest and leaving themselves with no excuses is the biggest fear of all. If they left it all on the proverbial table and failed – they will be exposed as a fraud. For them, it’s always better to leave themselves with the excuse that if they had just “tried a little harder” (or at all), they would have succeeded.
The Growth Mindset
The children who learned the growth mindset learned to live in a very different world than their fixed mindset counterparts. Where the fixed mindset people saw a world full of judgments and fear, the growth mindset people saw a world full of wonder and things to learn.
Most importantly, they understand that even the most talented people the world has ever seen, had to start somewhere. Dweck tells us of a visit to a gallery to see the early works of Cezanne, one of her favourite artists. When she saw the exhibition, she realized something profound – some of his work was actually quite bad. Some of it had the promise of his later work, of course. But some of it seemed like it was created by somebody else entirely. It was there, Dweck learned that it took Cezanne a lot of time to become Cezanne.
Michael Jordan took a while to become Michael Jordan, as well. He was famously cut from his high school basketball team, and for many high school basketball players around the world, this would have signaled the end of their basketball careers. After all, if you can’t make your high school team, how are you ever going to make the NBA? However, Jordan took this as a sign that he just needed to work harder than anybody else in the world. So that’s what he did.
Over the span of 6 short years, he went from not making his high school team to gracing the cover of Sports Illustrated with the caption “A Star is Born.” He went on to become the best basketball player the world has ever seen.
And, this wasn’t by accident. Jordan had a growth mindset and believed that through hard work and dedication he could improve enough to get to the NBA. One of the other findings from Dweck’s work is that people with a growth mindset find success in trying their best, and in learning and improving. In successful people around the world, you’ll find this same trait.
But what about after you’ve “made it?”
Surely once you are named the best basketball player on the planet you can take it easy, right? Well, that’s a trick question because “taking it easy” is not even an option for growth minded people. For Jordan – and all growth minded individuals, success is about the journey, not the destination.
The third finding of Dweck’s work is that growth minded people take control of the process that brings success and maintain it.
Mindset in Leadership
But do these traits occur in the business world, long after we’ve gone through our formative phases? Or do they apply only to sports?
You don’t have to look too hard to find shining examples of both fixed-mindset leaders and growth-mindset leaders in the business world.
One of the most famous examples of a fixed-mindset leader is Lee Iacocca. Before Iacocca, most people thought that the “business mogul” had vanished with the age of JP Morgan and Henry Ford. But then Iacocca came along and became a role-model for fixed-mindset people everywhere. He turned Chrysler around and is viewed a business legend (for all the wrong reasons).
People like Iacocca have the belief that some people are superior, and that small crowd includes Chrysler. Instead of using their employees to the best of their abilities and for the good of the company, they use them to fuel their need to feel superior to everybody else. Classic behaviours include belittling their direct reports, and scaring everybody around them to the point that they agree with with them to avoid being reamed out on a regular basis. This is what Dweck calls the “CEO disease,” and Iacocca had a mean dose of it.
Of course, whatever success these fixed-mindset leaders seem to have never sticks for long, because they fall apart when confronted with failure. When things go wrong, they are driven to place blame on other people, make excuses, and generally avoid being made to feel like they had any role in the failure. Luckily, there are great examples of growth-mindset leaders for us to emulate instead.
Jack Welch, for all the nasty things that people said about him, was a growth-mindset leader. Welch took the reigns at GE when he was relatively young. In fact, the case he made to the outgoing CEO for why he should get the job was that he had a lot of “runway” – meaning that he had a lot of room to grow, and that the company would benefit from his dedication to doing more and better every day.
But he didn’t start out that way. He was originally labelled as a “problem child” at GE. He was viewed as being arrogant and got by on his talent alone. Luckily, through episodes of literally blowing the roof off the GE building he was working in, and other embarrassing failures, he learned that he still had a lot to learn. And learn he did.
When he was climbing the ranks at GE, he originally was very interested in the pedigree of his team – preferring to hire engineers who had fancy degrees from places like MIT and Princeton. But he learned later on that the most valuable thing an employee could bring to the organization was a growth-mindset, because over time that would erase any advantage that a degree from a top school could produce. The “inner hunger,” as Welch described it, was paramount.
Of course, these are just two famous examples of each mindset in action. But, if you look around at the people who create enduring success for themselves and their businesses, they are much more likely to have a growth-mindset.
Dealing with the Mindsets
By now, it should be clear that in order for YOU to succeed, you should adopt the growth mindset. But how do you deal with other people and get the best from them, regardless of the mindset that they currently have?
We would be wise to take some lessons from John Wooden, one of the most celebrated sports coaches of all time. UCLA won 10 national championships under his tutelage in a 12 year span. However, he didn’t inherit a basketball program that was destined for greatness. In fact, when he arrived on campus, the team was picked by most to finish dead last in the standings. Coach Wooden took a novel approach.
He didn’t demand perfection. He didn’t even demand that they win every game. What he did demand, however, was a full effort each and every time his players took to the court, whether it was in a game or a practice. And he demanded that they treat each of those games and practices as a learning opportunity. Most coaches, if they find their players not putting in a full effort at practice, would have lined them up and made them run sprints. Not Wooden. He walked off, turned off the lights, and told his team to go home. They had lost their opportunity to learn and grow that day. You can bet that he only had to do that a handful of times in order to get the intended effect.
A Division I basketball team is for the most part filled with determined individuals eager to grow and learn because they want a career in the NBA. But what if you encounter people who have no desire to change, and insist that the world around them should change?
This is a tricky situation to find yourself in. However, there are things that you can do to help create change. The most powerful thing you can do in this situation is always ask what a person is learning. If they are your direct reports at work, don’t focus on the success or failure of their work directly, but focus on what they learned through the experience. Fixed mindset people have trouble thinking this way, because to them that’s not what it’s about. It’s about winning and losing – looking good or not looking good.
However, you should make it clear to them that the only way they will achieve the success they are looking for is by learning. If they want that bonus, raise or promotion, they’ll earn it by proving that they are learning and growing.
Of course, this take more time and effort on your part. You can’t focus only on the numbers and results – you have to focus on the process and how to get there. It’s hard work, but to have a team full of growth-mindset people is the only way to achieve long-term success.
Conclusion
There are two mindsets you can have in this world, and the one you choose will make all the difference. As you go off into your day now, ask yourself the question – which one do I choose?
