Performance Matters - The Healthy, High-Performing Cultures Issue - 28

" You can't teach an old dog new tricks
can always learn and grow. "
Mister Rogers once shared:
How we think about learning, intelligence, and our abilities has a direct and
significant effect on our learning progress and our ability to improve.
When we believe that we can do and be better, according to our abilities
and the effort we put in, we are embracing a growth-oriented mindset.
Conversely, when we believe that we're just not good enough or capable
enough to learn, achieve, or do something challenging, we set ourselves
up to fail...thus proving ourselves " right. "
According to Carol Dweck, PhD, professor at Stanford and author of Mindset:
The New Psychology of Success, mindset is a self-perception that's either fixed
( " I am a great speaker " or " I am a bad speaker " ) or growth oriented ( " I know
I can develop further " or " I've never done this, but I know I can learn " ).
What's your current mindset about a challenge or problem you're
facing? How might you benefit from transitioning a fixed mindset
into a growth mindset?
Here are some benefits to having a growth mindset:
* Embracing challenges
* Finding lessons and inspiration in the success
* Learning from criticism
* Persisting in the face of setbacks
* Seeing effort as the path to mastery
" From the time you were very little you've had
people who have smiled you into smiling,
people who have talked you into talking,
sung you into singing, loved you into
loving...they've always cared about you
beyond measure and have encouraged you
to be true. "
The next time you're facing an organizational gap or
opportunity with your culture, ask yourself how you could
show care and bring a more people-centered perspective to
organizational beliefs and maxims about talent. In the words
of Mister Rogers, " care beyond measure " about cultivating
team trust and safety, authentic recognition, collaboration,
work-life integration, and growth mindsets.
1 The New York Times Magazine, 2016
2 McKinsey Quarterly, July 2022
about the authors
Karen Nelson is a Principal at TiER1. She
is passionate about helping others to
experience a high quality of life personally
and professionally. Karen loves coaching
people to embrace their innate talents,
unearth their passions, and optimize the
use of their skills and knowledge. Whenever
possible, Karen can be found enjoying
beautiful Lake Cumberland with her family.
Zac Ryland is a Principal at TiER1
Performance, designing solutions such as
eLearning modules, instructor-led training,
and mobile learning. He has a passion for
culture, engagement, and growing people.
Teaching in the Cincinnati Public School
district and the Teach for America program
taught Zac to combine data, content, and
methodology to produce strong results.

https://rework.withgoogle.com/print/guides/5721312655835136/ https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools https://tier1performance.com/author/k-nelson/ https://tier1performance.com/author/z-seiler/

Performance Matters - The Healthy, High-Performing Cultures Issue

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