Growth mindset

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You should make time to continually grow both professionally and personally because there will always be âlife lessonsâ creating setbacks, challenges, and learning opportunities. Be intentional and constantly improve your knowledge and skills which start with knowing what youâre doing today (understanding your strengths and weaknesses), and what you want to do tomorrow and in the future.

Youâll encounter various scenarios including:

1. Did you start a new role at a new company? Or are you working towards a transfer, promotion, or other future career advancement opportunity?

2. Do you want to work on your intelligence quotient (IQ) such as problem-solving or emotional quotient (EQ) such as empathy?

3. Do you want to develop other life and/or career success skills such as improving verbal/written communication skills or learning a programming language like Python, Java, or C++?

4. Do you have a goal to get a degree or certification such as:

Cardiopulmonary Resuscitation (CPR),
Certified Information Systems Security Professional (CISSP),
Certified Nursing Assistant (CNA),
Certified Public Accountant (CPA), or
Project Management Professional (PMP)?

5. Do you need continuing professional education (CPE) credits for a certification, are you in an industry with constant regulatory changes, or just want to keep current with best practices?

6. Are you interested in learning a new skill like playing chess, swimming, playing a musical instrument, or even doing Tai Chi? Do you remember the effort to learn how to drive?

Key To Lifelong Learning

You and the world are continually changing so the key is to develop a growth mindset of lifelong learning. Stephen Covey said, âThe key to success is dedication to lifelong learning.â Create a personal development plan (PDP) for both professional and personal development. Set a goal and then start working towards it. When you achieve a goal, it can provide a sense of fulfillment boosting your self-confidence and even making you feel more energized. Once youâve achieved the first goal, youâre poised to take on the next goal, the next, and the next. This can help you become more confident to adapt and overcome the next obstacle youâre faced with.

There are multiple options to learn including reading books/articles, watching videos/podcasts, going to webinars/workshops, or taking formal education courses. It may take some time to acquire certain skills and knowledge so be persistent. For example, if youâre trying to learn to speak French, youâll need to take several lessons (and practice a lot) before youâre proficient.

Everyone learns differently so recognize how you learn best and seek out training resources that work better for you. Some would rather read materials on their own while others would prefer web-based or instructor-led training. Many organizations have a training department that offers specific professional development opportunities, including online, virtual, or in-person classes. Organizations might have âlunch and learnâ sessions, a structured management trainee program, or internships. Outside the organization, you can seek knowledge at professional association meetings, industry conferences, or online courses like LinkedIn Learning or Udemy.

On the personal side, challenge yourself to learn something new or pursue a new hobby. In addition to some of the learning options mentioned above, there may be an app for thatâCalm, Duolingo, or Yousician (to play an instrument). If you want to learn to swim, you can take lessons at your local pool. Consider learning something together with a friend, which will make it more fun. For example, having an âexercise buddyâ can make it easier for both of you to commit to those early morning Zumba classes.

Supporting Employees' PDPs

Inspirational/motivational quote about personal growth and development

As a leader, itâs important to encourage and support your employees. Help each employee create a custom PDP based on what theyâre interested in. Give them the tools that they need to thrive and succeed. This is a great coaching/mentoring opportunity so periodically check in to see how theyâre doing. When you invest in the employeeâs personal development, they are more likely to be and stay excited for whatâs next.

For more information about the importance of personal development goals leading to lifelong learning, follow me on LinkedIn!

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Personal Development Goals Leading To Lifelong Learning

In a world where life's challenges seem to test us at every turn, I embarked on a transformative journey over five years agoâa journey that has led me to embrace the power of an abundance mindset. As a thirty-something striving to find my way in a fast-paced and demanding world, I've learned firsthand that progress is a product of practice, patience (not exactly my forte), and rewiring my thought patterns. Yet, amid this personal evolution, I stumbled upon a game-changer, a hidden gem that propelled my growth to astonishing heights: community.

I've experienced firsthand how building a strong network of like-minded individuals who support and challenge you can elevate both your career and personal trajectory. It's not just about having the right people in your network, but also knowing how to network effectively. Let's dive into the key elements that can help you foster a community for your career and personal success.

Surrounding Yourself With The Right People

I've learned the importance of surrounding myself with diverse individuals who share my passions and vision. Seeking out mentors, colleagues, and friends who can offer valuable insights and constructive feedback has been invaluable to my professional growth. Beyond traditional settings, I've engaged with people from various industries and backgrounds to gain fresh perspectives.

Leveraging Social Media

In today's digital age, social media platforms have become powerful tools for networking. Platforms like LinkedIn, Twitter, and even TikTok have connected me with industry leaders, potential employers, and peers who share my interests. Engaging in meaningful conversations, sharing my expertise, and participating in relevant groups have allowed me to expand my reach and connect with like-minded professionals.

When utilizing social media, I can relate to those who are âover it.â However, branding yourself is imperative in this day and age, even in job search/career management. Here is a quick strategy I use to keep myself in check on my social media usage.

Think of this strategy like when you go to the grocery store. If you go in with a list, you give yourself guidelines to adhere to: get in, get what you need, get out! If you donât go with a list, things are forgotten, too many snacks are purchased and you blew your budget, and you may have to go back (eek!).

Making a simple strategy for leveraging social media will keep you focused on managing your time, protecting your mental and physical health, and keeping your productivity intact. Follow the "get in, get what you need, get out" strategyâit will keep your social media usage under control.

1.) Get in.

Lead with your content, expertise, or value-add that you want to share with your network. This provides information to your network about you, your expertise, your experiences, etc.

2.) Get what you need (networking is about supporting/nurturing others).

Create a cadence every day or week on how many reach-outs you will make. Whether it's commenting, liking, or messaging other brands/connections, you are supporting another personâs efforts (also valuable to the trust, connection, and rapport of that individual/brand).

3.) Get out!

Log off or immediately swipe away the app on your phone so you arenât tempted to scroll. Just donât do it!

Attending Networking Events

Despite the digital era, face-to-face interactions remain crucial for building authentic connections. I've made it a point to attend conferences, seminars, workshops, and industry events to meet professionals in my field. Approaching these events with an open mind and a genuine interest in learning from others has helped me establish meaningful connections. Following up afterward to solidify those connections is essential.

Reciprocating And Offering Value

Networking is a two-way street, and I've learned the importance of being willing to assist others in their professional pursuits. By offering insights and support, I've been able to build genuine relationships based on reciprocity and mutual trust. Giving back and nurturing my connections in my community has grown my confidence and has also strengthened my network.

Embracing Authenticity And Vulnerability

I have been inspired by so many different people across many industries. Why? Their authenticity and vulnerability. What you think it took to get where they are is only the tip of the iceberg on their true journey. Remember that for EVERY individual you encounter. Embracing my own journey, including the challenges I've faced and the lessons I've learned, has allowed me to foster genuine connections with others. Sharing my story has not only inspired others but also deepened the sense of community we share.

Adopting A Growth Mindset

Approaching networking with a growth mindset has been crucial for my development. Being open to new experiences, challenges, and opportunities and viewing setbacks as learning experiences rather than failures has helped me adapt and grow in my career. Can we just get rid of the word "failure"? (Asking for a friend!)

Elevating My Online Presence

I've taken steps to ensure that my online presence reflects my professional brand. Crafting a well-designed LinkedIn profile and curating content, practicing being on video (I prefer behind the camera but oh well), and maintaining consistent social media activity have enhanced my credibility and given me even more opportunities to connect with others.

Listening And Learning

I've come to understand that effective networking involves active listening. STOP! Read that again! Taking the time to understand the perspectives and experiences of others and learning from their successes and challenges has enriched my own knowledge and understanding.

In conclusion, building a community for your career is about more than just collecting contacts; it's about creating meaningful connections that support your growth and elevate your trajectory. Surrounding myself with the right people, being authentic and vulnerable, and contributing value to my community has been the key to growth. I now understand that success is not a solitary journey but a collective effort toward mutual growth and prosperity.

Ready to take your career to new heights? Start by building a community that fuels your success. Connect with like-minded individuals, embrace authenticity, and make a difference.

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Building A Strong Community For Career Success: …

The most successful companies are those that foster creativity and adaptability, which is only possible when you build and maintain a culture of innovation. Leaders have a huge impact on an organization's culture, and when they take the time to build a culture of innovation, the company reaps the rewards. So, how can leaders build a culture that inspires innovation, drives organizational change, and stays ahead in a rapidly evolving business landscape?

We recently asked our leading executives for their best tips on how to build a culture of innovation that fosters creativity and adaptability.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist

In today's rapidly evolving business landscape, organizations need to cultivate a culture of innovation that fosters creativity and adaptability. Such a culture empowers employees, drives growth, and enables organizations to stay ahead of the competition. Here are some key strategies to build a culture of innovation within your organization:

1. Encourage and Embrace Diversity

Diversity is a powerful catalyst for innovation. Create a workplace that values and embraces diverse perspectives, backgrounds, and experiences. Encourage employees to share their unique ideas and create an inclusive environment where everyone feels heard and respected. Remember, diverse teams are more likely to generate groundbreaking ideas and adapt to changing market dynamics.

2. Foster Psychological Safety

Psychological safety is crucial for nurturing a culture of innovation. Employees should feel safe to take risks, experiment, and share their ideas without fear of judgment or negative consequences. Encourage open communication, provide constructive feedback, and celebrate both successes and failures as learning opportunities. When employees feel safe, they are more likely to push boundaries, think creatively, and adapt to new challenges.

3. Provide Resources and Support

Innovation requires resources, both tangible and intangible. Allocate time, budget, and tools specifically for innovation initiatives. Establish cross-functional teams and provide them with the necessary training and support to explore new ideas. Encourage employees to pursue continuous learning, attend industry events, and network with experts. By investing in resources and supporting employee growth, you empower them to innovate and adapt effectively.

4. Foster a Growth Mindset

A growth mindset is essential for fostering innovation. Encourage employees to embrace a mindset of continuous learning, curiosity, and resilience. Promote a culture that values experimentation, iteration, and learning from failures. Celebrate and reward innovative thinking and recognize employees who take calculated risks and drive positive change. When employees believe in their ability to learn and grow, they become more adaptable and open to new ideas.

5. Break Silos and Encourage Collaboration

Innovation thrives when teams collaborate and break down silos. Encourage cross-functional collaboration and create platforms for employees to share ideas, collaborate on projects, and provide feedback. Foster a culture of knowledge-sharing and ensure information flows freely across different departments and levels of the organization. By breaking silos, you enable diverse perspectives to come together, sparking creativity and adaptability.

6. Lead by Example

Leaders play a crucial role in shaping an innovative culture. Lead by example and demonstrate a passion for innovation. Encourage leaders at all levels to actively participate in innovation initiatives, share their ideas, and support employees' innovative endeavors. Create a safe space for employees to challenge the status quo and provide channels for their ideas to reach decision-makers. When leaders prioritize innovation, it sets the tone for the entire organization.

7. Recognize and Celebrate Innovation

Acknowledge and celebrate innovation within your organization. Recognize individuals and teams who bring innovative ideas to life, drive change, and contribute to the organization's success. Establish innovation awards or programs that highlight and reward innovative thinking. Celebrating innovation not only motivates employees but also signals to the entire organization that creativity and adaptability are valued.

Building a culture of innovation takes time, effort, and a commitment to continuous improvement.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread.

John Schembari, Senior Education Executive

Creativity, innovation, thinking, ideas concept

To drive innovation within organizations, we need to set up systems and processes that allow for collective decision-making so that all stakeholders can have a say in the direction of the organization.

Within the field of education, I often work with school leaders to ensure that staff (teachers) can participate in data-informed professional learning communities where new research can be explored as to its relevance at the work site, problems of practice/case studies can be reviewed/discussed in a safe environment, and opportunities to shadow other teachers can be planned. This structure can also allow for new voices to be heard. Diversity of opinion/background can also lead to innovation. I believe that a similar structure could be set up in additional types of organizations as well.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Michael Willis, Sports Business Operations Executive

Human brain, innovation, differences, thinking, intelligence concept

I love talking about âculture of innovationâ because innovation to me means completely changing the game. You must be willing to break stuff. You must be ready to break industry norms or business models.

I have outlined three ways to build a culture of innovation that fosters creativity and adaptability.

1. Encourage Dissent

Let people know that even though I am the boss, I donât have all the answers. You canât encourage dissent if everyone on the team thinks the same and agrees with each other. A disruptive-minded environment allows team members to share their ideas, voice opposition, and have bold and aspirational purposes beyond just making money. People that are ready to take risks. This will be a no-judgment zone.

2. Select for Diversity

Nothing makes the team more vulnerable to outside disruption than uniformity. You wonât be able to encourage dissent if everybody thinks the same. You may have a culturally diverse group, but if everyone graduated from the same business school, thereâs a good chance they will all think the same. They will be the most agreeable people you have ever worked with, but this wonât create a culture of innovation.

3. Convert Competitors

What better way to get ahead of disruption in your industry than to be the one whoâs initiating the disruption?

No matter your companyâs success, vulnerabilities, cracks, and apparent weaknesses make it ripe for disruption. Most people wonât address these weaknesses unless they affect revenue or shareholder profits.

Why not address these issues now instead of waiting like everyone else?

Get your team to identify your top three competitors and look at a way to make them customers.

Start by identifying what your company does far better than your competitors. Get specific on the how and why.

So, there you have it; I have given you three ways to build a âculture of innovation.â Encourage dissent, select for diversity, and convert competitors.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

A lack of driving innovation puts any organization at risk of failure. Xerox is a great example. They were the first to invent the PC a decade before mass-market GUI machines became available. Unfortunately, management thought going digital would be too expensive and unable to replace the Xerox copy machines, so they didn't explore the opportunity further. Consequently, Xerox missed the chance to dominate the emerging market, ultimately allowing competitors like IBM, Apple, and Microsft to seize the reins of innovation and reshape the industry.

Building a culture of innovation that fosters creativity and adaptability is crucial for organizations aiming to thrive in todayâs rapidly changing world. Here are key steps to cultivate such a culture:

Empower Employees

Empower your employees to be change agents. When an organization has high trust and empowerment, employees feel comfortable being creative, making decisions, and taking risks. Promoting a growth mindset is also important by helping employees experiment, innovate, collaborate, and problem-solve.

Innovation Advocates

Inspire change throughout your organization by allowing employees to share their ideas for innovation, improvement, and growth. Get creative on how you engage your employees with digital suggestion boxes, all-hands meetings, creative retreats, rewarding employees for great ideas, and innovation tournaments.

Failure Is the Secret to Innovation

The most forward-thinking companies embrace risk-taking and the possibility of failure. What's wonderful about failure is the learning you receive from it. You learn substantially more from failures than successes. Failures should push you to bounce back and work harder to achieve your goals, making you stronger. Here are three things you should model as a leader within your organization:

Lead by Example: Management should share past examples of company failures, suggest new solutions that might not work, and receive ideas from others without judgment.
Provide a Solution: While failing is okay, managers must encourage employees to provide solutions to problems and propose an action plan for the next steps. Managers can then review and guide how best to proceed.
Don't Repeat Failures: The key here is to learn from your mistakes, document the learning, establish a process that ensures these failures won't happen again, and share these learnings throughout your organization.

Taking Action Quickly

If COVID-19 taught us anything, it's that when there is a sense of urgency to create change, organizations can make it happen quickly. Organizations that spent years developing new products and services suddenly rolled them out in weeks during the pandemic to meet consumer demand. How do we continue taking action quickly to drive innovation when a crisis isn't around? Here are three things you can do to take action quickly in your organization:

Sense of Urgency: Start-ups feel a constant sense of urgency to drive innovation to hit key milestones (i.e., sales, funding, etc.). That urgency to move quickly tends to be lost in mid to large organizations. To keep that sense of urgency in your organization, push decision-making down to the local level, be more agile, accelerate the product-iteration process, and ensure 100% focus among decision-makers.
Access to Customers: Being successful is knowing what your customers' needs are and hearing their problems. Employees need to feel empowered to make decisions based on what customers say when they contact them at any level of the organization.
Get Personally Involved: When senior leaders get involved in innovation, it signals throughout the organization that this is critical to their success.

By nurturing a culture of innovation, organizations can embrace new opportunities, overcome challenges, and remain agile in an ever-evolving landscape, driving their long-term success and impact.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What are your best tips for building a culture of innovation that fosters creativity and adaptability? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Build A Culture …

Executive Spotlight: The #1 Skill Executives Need To See In Every Employee

Every hiring manager looks for different skills in the job candidates they're hoping to hire. Not only are job candidates being evaluated on the hard skills they possess; they're also being evaluated on their soft skillsâthe skills that don't belong on a resume but can be identified during a job interview. It's these soft skills that separate the good employees from the great ones. Executives, managers, and other leaders within an organization keep this in mind when interviewing job candidates and reviewing the performance of current employees.

We recently asked our leading executives what's the number one skill they need to see in every employee who works for them.

Here are their responses...

John Schembari, Senior Education Executive

Growth mindset. We live in a world of constant change. Even the best-laid plans are often shifted due to unexpected circumstances. For example. educators had no choice but to switch to teaching remotely during the pandemic. There was no time to become comfortable with the technology firstâwe had to dive in! To remain profitable, many companies also need to reconfigure services and/or products from time to time and the most successful employees are those who are always open to learning new things. One can teach skillsâthe core competencies needed to do a job in many cases. However, it is not as easy to get inside someone's head and affect an employee's will unless one is able to tap into that employee's intrinsic motivations. When a growth mindset is already present, this makes any changeâeven difficult onesâjust a tad easier to implement.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

John Cox, Advertising & Marketing Executive

Curiosity is one of the top things I need out of each of my team members.

That is, they must possess an acknowledgment of the fact that no one of us knows everything and they must be curious in proactively seeking out new knowledge to add to their personal toolboxes.

In my teamâs work on brand development and activation, and more specifically, digital marketing, it especially holds true that the industry, best practices, and tools used are ever changing and evolving. Maybe that involves consuming the latest books, blogs, podcasts, or following subject matter experts on LinkedIn.

In total, each team member must really have a passion for lifelong learning and constantly seek out new ways to stretch and grow in their own expertise and in the execution of their work.

John Cox has 20+ years of performance excellence in advertising and marketing, leveraging Google-certified skill sets in pay-per-click (PPC) advertising and paid search strategy, web planning and conversion measurement, and creative direction and graphic design.

Mark Taylor, Product & Operations Executive

Man types something on his laptop at work

Clear, concise written communication. Less is more.

For example, when it comes to project status âdecks,â my expectation is no more than one page (two at a push). So:

1) On-point title: sets the scene.

2) Background: one or two single-sentence bullets (the story so far).

3) Status: three to five single-sentence bullets detailing tasks completed since the last update (bad news first please).

4) Next steps: two to three bullets detailing key tasks to be done next (win my trust by making sure that these tasks are clearly reflected in the âStatusâ section when we have the update next time).

Make removing every word from the deck until it stops making sense a game.

And donât confuse ruthless editing with time wasted on âperfection.â The process of creating crystal clear prose with no excess fat is a pathway for you to get a deeper understanding of the projectâs current challenges.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

Steve Barriault, Global Technical Sales Management

Businesspeople discuss sales during a work meeting

Resilience in front of adversity.

Look, sales and field engineering are not for the faint of heart. They can often be exhilarating, but there is no doubt that they can be hard.

Each time that you step into a new account (or even an existing one), life can throw you a curveball. The budget you thought was there for your project is gone. The client forgot to tell you one key factor in their development environment that will make your deployment hellâassuming they knew anything about it at all.

Oh, and you travel for work? What do you do when the airline throws a wrench in your plans?

Trust me, I went through it all.

The best sales and field engineers are the ones that can deal with this. When facing a seemingly insurmountable challenge, they make a plan, execute, and when they failâand fail they will!âthey try again. And again. And again. Until it works or the clock times out.

No experience? I can deal with this with education. You made a mistake at times? If you never did, I would say you are not trying hard enough.

But when the going gets tough, you can't stop and get discouraged. And that needs to come from you.

Steve Barriault is a multilingual presales, sales, and business development management professional with 20+ years of experience in the sales and marketing of software & technological solutions worldwide. He's built sales infrastructure from the ground up, going from $0 to millions of $ through both direct sales and distributors.

Lisa Perry, Global Marketing Executive

Professional woman learns a new skill while watching a training/webinar

The most important skill I look for in an employee is their willingness to learn. This includes being open-minded to new ideas, sharing their thoughts and insights with co-workers, and being able to think on their feet and solve problems at a momentâs notice, with a âcan-doâ attitude. These skills are crucial for an employeeâs personal and professional growth and contribute to the company's overall success. The willingness to learn allows employees to adapt to new challenges, develop creative solutions to problems, and continuously improve their skills and knowledge. It also helps to foster a culture of innovation and improvement throughout the organization.

As an employee, focusing on your willingness to learn is essential to staying relevant in your career while maintaining a competitive edge in the marketplace. As the business world is constantly evolving, employees need to be able to adapt and acquire new skills and knowledge to stay current and relevant in their field. Learning new skills also enable employees to be proactive in identifying and addressing challenges and opportunities, which can lead to greater success for both the employee and the company.

Andrea Markowski, Marketing Executive

Executive talks to her employees during a team meeting

Combining the many bits of knowledge and skills gathered over your life and applying them to your current work role can make you stand apart as a valuable asset.

For example, I learned a practical structure for theatrical acting and directing while in college. As a marketing director today, I use a modified version for a strategic framework.

How can this be? Well, both the art of theatre and the art of marketing possess crucial elements of audience psychology and message communication.

Would just any marketer know this tie-in? Probably not.

Is this something an employer would ever teach me? Nope.

When you successfully adapt a learned approach to a different function, you bring a fresh perspective through pattern recognition and critical reasoning.

Your ability to connect the dots from your past jobs and life experiences to your current role brings creativity and innovation that just canât be taught. It is a skill I seek and highly encourage in team members.

Andrea Markowski is a marketing director with specializations in strategy development, digital tactics, design thinking, and creative direction. She has superpowers in presentations and public speaking.

Ana Smith, Talent Architect & Global Learning Strategist

Self-awareness would be the skill that I would like to see in every employee I work with!

The main reason is that self-awareness is a mindful consciousness of your strengths, weaknesses, actions, and presence. And therefore, self-awareness requires having quite a clear perception of your mental and emotional states.

When you have a deep and meaningful self-awareness, it allows you to react to different situations and understand what triggers habitual responses for you, how you relate to other people, and why you feel the way you do toward certain individuals, amongst other areas.

Self-awareness is very important and can bring benefits in both your personal life and professional life. For example, it can help you identify what you like about your job and how to build a successful career path that can keep you motivated and fulfilled by your work.

How do you build this skill? These are a few ideas:

Assess your own capabilities - with a high level of self-awareness, youâll see where you can excel and where you can grow.
Find a peer coach - someone you trust and respect who is willing to support you in your self-awareness journey.
Practice mindfulness - being aware of your surroundings without imposing any personal biases.
Be willing and open to receiving feedback - in order to grow you need to listen to different perspectives.

And let's not forget that like with any skill, it is a journey!

What's the #1 skill you need to see in every employee who works for you? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: The #1 Skill Executives Need …

Fixed vs. Growth Mindset: Which Is Better For Your Business To Stay Relevant And Resilient?

The world of business has changed drastically over the last decade. Large corporations have fallen to the wayside, while smaller businesses with nimble mindsets and the ability to pivot at a momentâs notice have taken their place. In this fast-paced environment, itâs important that you constantly reevaluate your strategies and decide what will give you the advantage over other companies.

There are two mindsets that can either make or break your business: the growth mindset and the fixed mindset. Understanding which one best fits your company can make all the difference when it comes to long-term success.

Read on to learn everything you need to know about these two mindsets, including how they affect your company, how each one can be beneficial for your organization, and which one is better suited for you and your team.

What Is A Growth Mindset?

A growth mindset is an approach toward business where you believe that every person can learn and improve and that every company can grow and succeed. A growth mindset is based on the idea that we all have the ability to change and grow, given the right environment and tools. A growth mindset will help you to prioritize improvement over instant success, allowing you to constantly evolve and expand your business as needed.

If a growth mindset is the foundation of your business, youâll be able to pivot and adjust to new information with ease. Youâll be able to take advantage of new opportunities, learn from mistakes, and evolve in response to your customerâs ever-changing needs.

What Is A Fixed Mindset?

A fixed mindset is an approach toward business that believes success can only be attained by having the ârightâ genetics and experience. A business with a fixed mindset focuses on the past and the need to be perfect. This can be stifling to a companyâs growth and can often lead to stagnation.

A fixed mindset can lead to employees who are afraid to make mistakes and who may be holding the company back. A fixed mindset is not constructive; itâs often based on fear. This can lead to employees who avoid change and who refuse to learn new skills, even if those skills would greatly benefit the business.

Why Is Understanding Your Mindset So Important?

Both growth and fixed mindsets are necessary for success but in varying degrees. While both mindsets can be beneficial in certain areas of your business, one may be better suited for certain tasks than the other.

For example, a fixed mindset is beneficial for creating highly detailed and accurate long-term strategies. A growth mindset, on the other hand, is beneficial for fixing smaller, day-to-day problems. A business that has employees with both mindsets can work to their advantage. If a team is made up of people who have the ability to shift their mindset as needed, the company can respond to challenges quickly and efficiently.

Which Mindset Is Best For Your Business?

fixed mindset and growth mindset comparison concept

As you begin to examine each mindset and how it can benefit your business, youâll want to ask yourself a few key questions:

Are you trying to get to the top as quickly as possible? Or do you want to build a company that will last?
Is your company in a growth or fixed stage right now?
Are your employees able to adapt to the needs of their customers?

These questions can help you to decide whether a growth or fixed mindset would be best for your business, given the current state of your company.

Bottom Line

"Your mindset is your biggest asset" message

The world of business has changed, and itâs now more important than ever to be flexible and agile. Companies that can quickly adapt to new information will survive; those that canât will fall to the wayside.

Whether youâre trying to decide which mindset is the best fit for your company, or youâre trying to inspire your employees to embrace change and grow, the best place to start is by understanding the difference between a fixed and a growth mindset.

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Fixed vs. Growth Mindset: Which Is Better …

Personal Development For Lifelong Learning

One portion of an employeeâs personal development is work-related, but there is more. When you think of an employeeâs personal development do you think of the skills for them to keep current, get a promotion, or transfer to another department? Improving core skills such as analytical abilities, critical thinking, and/or decision making? Skills to take on a leadership role and manage staff? Obtaining higher credentials?

Assuming so, organizational leaders should:

1. Make sure you understand what employees do and how it aligns with the companyâs goals
2. Let employees do the job you hired them to do (leveraging their strengths and interests); nobody likes to be micromanaged
3. Challenge employees with stretch goals
4. Encourage employees to learn new things and give them the tools they need to learn:

Read books, magazines, trade journals, newsletters, blogs
Watch online videos, listen to podcasts
Take courses (in-person, online) and attend webinars, workshops, conferences
- Company-provided training - Microsoft Office, application-specific courses
- Hard skills such as an SQL class, foreign language
- Effective communication skills - writing classes or speaking training (e.g., Toastmasters)
- Other soft skills - time management, problem solving
- Learning platforms - LinkedIn Learning, MasterClass
Leadership-related training
- Supervisor skills, management trainee program
- Some will want to manage people, but others wonât and thatâs ok
Professional license, certification (e.g., PMP, CISSP), college degree
- Donât forget to support CPE (continuing professional education) requirements
Groups - professional associations, networking groups, etc.
Other - internships, volunteer opportunities

These are great work-related considerations, but there is more. There is a saying by Confucius: âI want you to be everything thatâs you, deep at the center of your being.â Do you encourage employeesâ personal development (and the key word is personal) to be the best version of themself? Have you asked them what is important to them? If itâs important to them, it should be important to you too.

Developing A Growth Mindset

Personal development is lifelong learning and itâs never too late to start. Encourage employees to develop a growth mindset and continue learning while working for the company. This includes opportunities to:

1. Enhance their quality of life such as health/fitness, self-care, self-confidence

2. Self-improvement to fully develop their character, capabilities, and potential

Develop a reading habit
Personal finances, personal creativity, or other personal-related learnings
âWork-relatedâ skills listed above even if they arenât relevant to their current role
Some organizations (such as Amazon, Chipotle, and Starbucks) have free or practically free college programs for front-line employees, which removes financial barriers

3. Realize their dream - maybe to become an entrepreneur and start their own business

How To Create A Custom Personal Development Plan For Employees

Has your organization recognized that they need to think differently about developing employees? They should work together with the employee to create a custom personal development plan (PDP) based on what the employee is interested in (including both work and personal aspects). Four basic steps are:

1. Perform a self-assessment

2. Establish and prioritize goals (both short and long term) breaking up the goals into manageable tasks

3. Create a step-by-step plan identifying required resources, timelines, etc.

Identify objectives to reach the goals as well as strategies to achieve the tasks
Identify any weaknesses, development needs, barriers

4. Measure progress

Reward and celebrate accomplishments
Be prepared for setbacks - adjust and course correct

As a leader, be available when employees want to talk with you as well as periodically check in with them to ensure they have a good work-life balance. Both of these could be good coaching/mentoring opportunities.

When there is a comprehensive personal development plan, the employee is more likely to be and stay excited about whatâs next (and stay with the organization longer). For more information about personal development, follow me on LinkedIn!

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