cultivating the growth mindset in the organisation

@MHWILLEKE | CULTIVATING THE GROWTH MINDSET

Cultivating the Growth Mindsetin the Organisation

MARIAN WILLEKE, PHD

MHWILLEKE.COM /IN/MARIANWILLEKE @MHWILLEKE

CA TECHNOLOGIES – PERFORMANCE CONSULTING CoP

March 17, 2016


Focus: Being a Learning Organisation

Achieving continuous improvement…

…To stay competitive in the market.


Our Questions Today

1. What exactly is growth mindset?

2. What is growth mindset’s role in a learning organisation?

3. How do we incorporate growth mindset in the organization?

4. How do we, as managers, influence a learning mindset?


Growth Mindset

The perception of control over intellect that determines how to

handle:

Threat Self-evaluation Performance

Dweck, 2007 | Johnson & Stapel, 2010


GROWTH MINDSET

CHALLENGE

PERSISTENCE

MASTERY

LEARNING

Dweck, 2007


GROWTH MINDSET

FIXED MINDSET

AvoidingChallenge Embracing

Challenge

CHALLENGE

PERSISTENCE

Give UpChallenged by

Setbacks

MASTERY

Efforts are Valueless Efforts are a

Journey


GROWTH MINDSET

FIXED MINDSET

Dismiss Criticism Embrace

Criticism

LEARNING SUB-CONSTRUCTS

Insecure by Others’ Success Pleased by

Others’ Success

Threatened by Others Inspired by

Others


GROWTH MINDSET’S ROLE

IN THE ORGANISATION

INCORPORATING GROWTH MINDSET

IN THE ORGANISATION

INFLUENCING GROWTH MINDSET

AS A MANAGER


Success Bias

• Performance driven• Failure is incompetence• Low risk oriented

• Seeks challenges• Failure is learning• Risk is necessary

Gino & Staats, 2015

Moser, Schroder, Heeter, Moran, Lee, 2011 Brain Activity when Making Errors

FIXED MINDSET GROWTH MINDSET


Success Bias

• “I got it done, didn’t I?”• “Why didn’t you

deliver?”• “How will we know this

is going to work?”

• “This will be fun!”• “How will we approach

this next time?”• “What are the range of

outcomes?

Gino & Staats, 2015

Moser, Schroder, Heeter, Moran, Lee, 2011 Brain Activity when Making Errors

FIXED MINDSET GROWTH MINDSET


Catalyst: Whole Person Learning

Cognitive Learning Domain BLOOM, 1956

Affective Learning Domain KRATHWOHL, BLOOM, & MASIA, 1973

Affective learning has been found as a predictor to attitude and motivation.


Cognitive Learning Domain

Simple recall

Add to existing

knowledge

Bloom, 1956


Affective Learning Domain

Present and Listening

Krathwohl, Bloom & Masia, 1973


Cognitive Learning

MEASURABLE “FROM THE NECK

UP”


Affective Learning

PERSONAL AWARENESS CONNECTION TO PERSONAL

VALUE SYSTEM


Simple recall

Present and Listening

Actively Participates

Believes Strongly

Organise Values into Personal Value System

Value System Influences

Others



IN THE ORGANISATION


IN THE ORGANISATION


AS A MANAGER


Incorporating a Learning Mindset Space

Understand the constraints Understand how adults learn Understand the value of reflection

@MHWILLEKE | FACILITATING THE ADULT LEARNER


Illeris, 2002

ENVIRONMENT

COGN

ITION EMOTION

SOCIETY

FUNCTIONALITY SENSIBILITY

SOCIALITY

Meaning ability Mental balance

Integration

Acquisition

Inte

ract

ionLearning Process


Employing Illeris’ Model

What focused skill do you want them to investigate?

How are you wanting them to relate to it?

What environment are you going to shape for them to share and learn?


ACT

Concrete Experience

Facts (What Happened?)

Theory of Action

CONCEPTUALIZEAbstract Conceptualization

Findings (Why Did This Happen?)

Revise Theory

REFLECT

Reflective Observation

Feelings (What Did I Experience?)

Asses Behavior & Consequences

APPLY

Active Experimentation

Futures (What Will I Do?)

Implement Revised Theory

David Kolb Roger Greenaway Chris Argyris & Donald Schon

COMPILED BY ANDREA CORNEYwww.edbatista.com/2007/10/experiential.html

Learning Cycles



IN THE ORGANISATION


IN THE ORGANISATION


AS A MANAGER


Influencing the Learning Mindset Space

Propel the growth mindset through behavior Connect to each individual authentically Demonstrate vulnerability in your developing

growth mindset


Promoting Growth Mindset

1. Encourage employees on new opportunities and skills

2. Focus the stories to be on employees who develop skills

3. Praise learning efforts both informally and formally

4. Distribute research on growth mindset to employees


Authenticity Model Maintain strong personal self-awareness. Be aware of the differences and preferences

of the individuals in your audience. Develop unique relationship between each

individual and yourself. Be aware of constraints. Engage in reflection.

Fostering Authentic

Relationships

Cranton, 2006


EXCITERS COMFORTS

CHALLENGES FEARS

Eric Willeke@erwilleke

Understand Your People

Individuals are shaped by their backgrounds and experiences.

Cherish it.

Positive Framing

Negative Fram

ing

Active Emotion Passive Emotion

cultivating the growth mindset in the organisation

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