Fostering a Growth Mindset

Teams that promote and foster a growth mindset tend to be more collaborative, empowered, and committed--all factors we need in an effective organization. But how do difficult times impact people’s ability to stay positive and maintain a growth mindset? In this session, we'll review Dr. Carol Dweck's research on mindset, translate how a growth mindset can help build a more effective team, and provide real-world examples of how mindset can help you not only survive, but thrive in spite of our current environment.

1. FOSTERING A GROWTH MINDSET IN DIFFICULT TIMES

2. TOPICS What is a growth mindset? How does a growth mindset help your team? How can you cultivate a growth mindset now?

3. ABOUT US FUNDRAISING PRACTITIONERS NOT PH.D., PSYCHOLOGIST OR SOCIOLOGIST

4. DEFINING A GROWTH MINDSET

5. MINDSET BY CAROL DWECK, PH.D. Stanford psychologist Latest edition 2016 Short summary: https://youtu.be/EyIF5VUOJc0

6. WHAT MINDSET ARE YOU? http://blog.mindsetworks.com/what-s-my-mindset

7. FIXED MINDSET Talents are innate gifts Failure defines you and is to be avoided More black and white approach to learning: you know it or you don’t May have a sense of entitlement or denial

8. FIXED MINDSET In a fixed mindset students believe their basic abilities, their intelligence, their talents, are just fixed traits. They have a certain amount and that's that, and then their goal becomes to look smart all the time and never look dumb. —Carol Dweck

9. GROWTH MINDSET Talents can be developed through hard work: skill comes from practice Failure is a temporary setback: mistakes are part of learning Learning is a process that is ultimately rewarding

10. GROWTH MINDSET In a growth mindset students understand that their talents and abilities can be developed through effort, good teaching and persistence. They don't necessarily think everyone's the same or anyone can be Einstein, but they believe everyone can get smarter if they work at it. —Carol Dweck

11. KEY COMPARISONS Growth No matter your intelligence, you can always change it I like my work best when I have to think hard I can learn from my mistakes When something is hard, I work harder Fixed You can learn new things, but can't change your intelligence I like my work best when I can do it well without much trouble Mistakes are to be avoided When something is hard, I feel like I'm not smart

12. IS A GROWTH MINDSET BETTER?

13. IS A GROWTH MINDSET BETTER? We all have aspects of both You don't want or need constant innovation: some things should be done a certain way for good reasons Constant change in a time of change can lead to panic, dissatisfaction and disengagement

14. YOUR TEAM AND GROWTH MINDSETS

15. “WHEN ENTIRE COMPANIES EMBRACE A GROWTH MINDSET, THEIR EMPLOYEES REPORT FEELING FAR MORE EMPOWERED AND COMMITTED. A [FIXED MINDSET] COMPANY…MAKES IT HARDER FOR PEOPLE TO PRACTICE GROWTH-MINDSET THINKING AND BEHAVIOR, SUCH AS SHARING INFORMATION, COLLABORATING, INNOVATING, SEEKING FEEDBACK, OR ADMITTING ERRORS.” -ANDREW NGUYEN, HARVARD BUSINESS REVIEW

16. BENEFITS OF A GROWTH MINDSET Fosters collaboration Encourages innovation Promotes higher achievement Supports a more inclusive culture for different backgrounds, skills and abilities Avoids the “expertise trap” May make your team more responsive

17. GROWTH MINDSET COMPANIES IN CRISIS Immediately challenge core services How can we serve mission differently? How can we reassign our talent? How can we distribute the problem solving?

18. EMPLOYEES IN A GROWTH MINDSET COMPANY ARE: 47% likelier to say that their colleagues are trustworthy 34% likelier to feel a strong sense of ownership and commitment to the company 65% likelier to say that the company supports risk taking 49% likelier to say that the company fosters innovation “How Companies Can Profit from a Growth Mindset,” Harvard Business Review, November 2014

19. DISADVANTAGES OF A GROWTH MINDSET Growth mindset people can sometimes believe “anyone can do anything” even when they really can't Risk of distraction and frustration Try to do everything New ideas too often High performers who are motivated by star status may leave

20. WHERE DO FIXED MINDSETS THRIVE?

21. ORGANIZATIONAL GROWTH CURVE

22. PHASE ONE Formative stage Trial and error Informal Leader dominated High risk Hard to attract established talent Reactive

23. PHASE TWO Normative stage Repeat and refine; set systems Formal Manager dominated Low risk Easy to attract established talent Responsive and planned

24. PHASE THREE Storming stage Revise systems Chaos and confusion Leader-Manager dominated Risk increases May lose talent Responsive and reactive

25. FIXED MINDSETS TEND TO THRIVE IN PHASE 2 ORGANIZATIONS OR DEPARTMENTS

26. CULTIVATING GROWTH MINDSETS

27. CULTIVATING A GROWTH MINDSET Define and communicate clear vision Identify and address needs for professional development Create mistake promotion zones Measure based on improvement

28. CLEAR VISION Define what is not negotiable What is the bigger picture goal? Especially in times of crisis, focus is key

29. “YOU DON'T WORK FOR LOWELL OBSERVATORY. YOU ARE LOWELL OBSERVATORY.” BOB MILLIS

30. PROMOTE PROFESSIONAL DEVELOPMENT Set professional development expectations Encourage sharing Periodic skills gap analysis Investing in your team

31. BOOK STUDY: MARKETING REBELLION MARK W. SCHAEFER

32. CREATE MISTAKE PROMOTION ZONES Strategic risk tolerance Designated “loss” Conservative wins Innovation lab

33. EAA DAY OF FLIGHT

34. MEASURE BASED ON IMPROVEMENT Be less defensive about mistakes Post-mortem analysis Reinforce improvements

35. CLICKER TRAINING

36. HIDDEN BRAIN: WHEN EVERYTHING CLICKS HTTPS://WWW.NPR.ORG/2018/06/04/616127481/WHEN-EVERYTHING-CLICKS-THE-POWER-OF-JUDGMENT-FREE-LEARNING

37. HELPING GROWTH AND FIXED MINDSETS INTERACT Talent management systems are biased toward fixed mindset Understand what fixed mindset people see as their best assets For fixed mindsets, place them where they excel Use growth mindset strategies to build a culture of strengths

38. WHY NOW? We've hit the reset button Planning in times of uncertainty focuses on assessing your assets

39. WHY NOW? Stages of quarantine Entertainment Personal development Combat sense of helplessness To help How can you help your team navigate this time?

40. SUMMARY Growth mindset people prioritize learning Fixed mindset people prioritize innate talents A growth mindset focus can help a team be more collaborative and innovative, but if unchecked can lead to distraction Talent management models tend to reward fixed mindsets Create growth mindset innovation zones where mistakes are encouraged

41. ALICE FERRIS, CFRE, ACFRE JIM ANDERSON, CFRE GoalBusters Consulting [email protected] 888-883-2690 goalbusters.net goalbusters goalbusters_