Roadblocks To Success: Fixed vs. Growth Mindset

By Suzanne Corliss – Senior Transformation Consultant

A very good friend reminded me the other day that we lie to ourselves far more than we ever lie to anyone else.  Self-deception can be a hard habit to break.

You’ve probably experienced the feeling of things moving in the right direction, you’re feeling positive about certain triumphs, then suddenly – BAM! Up comes one roadblock after another. You hear your inner voice saying to yourself, “not again.” Or, “why does this always happen to me…?”

Sound familiar?

It’s not you

The truth is, it doesn’t just happen to you. It happens to everyone at various times.  The difference is in how you approach it.

With some people, you don’t notice that they’re working through roadblocks, because they seem as enthusiastic and determined as ever. Others are feeling deflated and flicking it into the “too hard” basket.

Maybe it’s time to look inside and see what’s going on in your mind. What deceptive little tricks is your mind playing on you?

Everything starts with a thought

Thought –> Action –> Outcome

When taken a little deeper, this says our reality is determined by Be –> Do –> Have. The results and outcomes we reap begin with the thoughts and energy we sew.

So, how do we become aware of what our thought process is? How do we know what Mindset we’re in?

Let’s look at a simple example to assess your mindset.

Imagine you see someone exhibiting behaviours you consider unacceptable. They may be overbearing, loud and dominating. Or maybe they hold a belief or value system that differs greatly from your own. Does your inner judge quietly condemn the person? Does your facial expression hold signs of dismay or disgust?

Fixed vs. growth mindset

Perhaps you try and put yourself in that person’s shoes and offer explanations for their behaviour. That’s what’s called a fixed mindset. A person whose beliefs tell them, “they are the way they are,” and there’s precious little they can do to change it.

So, how would someone with a growth mindset approach this situation? Well, they’d probably just talk to the person about their behaviour! From their point of view, that person presents an opportunity to learn something.

Someone with a growth mindset will confront a challenging person or challenging behaviours/views with the following approach: “I may not understand this person’s motivations or actions right now but I’m going to find out what this person has to offer and try to understand their perspective.”

That inner voice is a great opportunity to understand where your mindset sits regarding certain situations.

If your mindset is focused on failure (even if it is avoidance) you are already on the path to it. Listen to whether your inner voice is telling you, “this is the way things are/aren’t.” Or whether it’s exploring new possibilities. Challenge your inner voice to see whether it’s trying to keep you in your comfort zone, away from potential failure.

Where’s your head at?

When we embrace challenges, new ideas and other people’s perspectives we allow ourselves to grow. What was once seen as a roadblock is now an opportunity to do something even better, create something that may make a difference.

So here’s an exercise for today. Ask yourself, where is your head at? Is it helping or hindering your growth and ultimate success?

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Mindset & Managing Change: When Will CEO’s Realise Their Mistake?

By Don Holley – 

Change management is one of the biggest barriers companies face when moving to a shared services or outsourcing model.

Many Australian companies are looking at business transformation initiatives such as these to achieve some level of organisational improvement. It may be the need to become more competitive on an international level, broader access to supply constrained skills, or the need to reduce costs and/or improve operational efficiencies.

But what’s the one constant that’s required to realise any of these improvements? Change!

They all require significant amounts of change to occur in the organisation, both at an individual and enterprise level.

Change management affects every layer of the shared services journey. As such, it presents challenges both at SSO staff and business stakeholder levels. It’s the people involved in the change that will make or break its success, so it only makes sense that you need a plan from the outset to manage the transition.

Mindset and managing change

I recently read an interview with Pfizer’s ANZ Head of HR Shared Services, Jonathan D’Souza. He said, “For us at Pfizer, it’s a mindset change.”

Music to my ears!

A key part of setting strategy is achieving alignment within the business, so there is one single direction and approach. A single mindset.

Don’t fall into the usual trap

A lot of clients only begin to understand this mid or part way through the transformation project. The trouble is that by then the activity has already started and the dye has been cast.

Why do so many organisations continue to dedicate inadequate resources to manage the change that is required for a successful transition?

We know all too well that mistakes made during the transition can have an impact for years to come, leading to delays and loss of financial benefits. Or even worse, stakeholder dissatisfaction.

Culture is either the key enabler of strategic execution or the invisible force that kills it. But so many CEOs are still overlooking this critical piece of the puzzle, a fatal mistake in my book.

When will CEOs and leaders of business finally realise that the soft skills are actually the hardest?

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