Research has shown that growth-mindset companies have happier employees and more innovative cultures. This step in the GROW model helps you and the employee gain awareness of the current situation—what’s going on, the context, and the magnitude of the situation. In addition to the personal development benefits experienced by students, having a growth mindset also makes employees better team players. Numbers don’t lie. A growth mindset, on the other hand, is “based on the belief that your basic qualities are things you can cultivate through your efforts.” The growth mindset is all about learning, growing and continuing to work hard despite setbacks, while a person with a fixed mindset may be embarrassed by and not willing to admit their personal or professional failures. Proper praise and understanding will teach kids/people that its not what you are born with or where you are born that matters, its what you do with it through effort ; Your brain can grow. Designing growth mindset programs that enable people to recognise that challenges and failure are good for their growth and development is something that drives us everyday. An employee with a growth mindset innately knows that they are in control of their mindset and learning abilities. A growth mindset is present in individuals, and for this reason a company can’t really be said to have a growth mindset if the belief isn’t inherent in the employees. And the best thing about it is that it can be developed in both individuals and organizations. And the way to do it is with a growth mindset. Let the employee think about the question and reflect on their answers. The key is to take it slow and easy with your questions. The growth mindset leads to self-improvement, business innovation and more. A growth mindset is where opportunities lay and is ideally what you want your employees to bring to the table. She was one of the first MAPP graduates in the UK and since then has worked with leaders internationally to introduce growth mindset to hundreds of companies creating successful growth mindset cultures. Cultivating a growth mindset among your employees can mean the difference between an engaged workforce that constantly innovates and a passive workforce that shows up, punches the clock, and passes along by doing the same things—the same way—day in and day out. While much of the Growth Mindset research has been applied to school-aged children, in organizations a growth mindset describes a culture that embraces and encourages change and innovation. Intelligence can be developed. Then there is culture as a value in itself. Individuals with a growth mindset pursue challenging development opportunities. On the contrary, they seize these as opportunities to learn and better themselves. After teaching the fundamental scientific concepts of growth mindset, more than a third of companies we spoke with embed it in more than five touch points in the talent cycle: from onboarding to performance management to high potential selection and development. For example, an employee who struggles when giving presentations in front of a big audience is likely to believe that public speaking is not for them. It’s another to actually operate out of growth mindset consistently. Use this downloadable brochure template to create a handout for inviting teachers to participate in the growth mindset professional development sessions. The employee with the growth mindset would think about every possible way in which to tackle this, rather than resisting and feeling overwhelmed. They worried about failing and so pursued fewer innovative projects. When it comes to showing grit, creativity, and work more collaboratively culture as value. 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