Learning Archives - Emotive Brand

Growth vs. Fixed Mindset

We believe an organization that adopts a growth mindset can position itself to thrive. But what exactly defines a growth mindset?

At Emotive Brand, we define a growth mindset as a set of attitudes and behaviors that reflect the belief that an individual’s talent is not set in stone. Talent can be developed. Intelligence can be fostered. Creativity and innovation can be strengthened. Leaders can emerge. People hold potential.

This means every employee within an organization has to have the ability to develop, grow, and learn. And organizations who believe this seek out individuals who show a capacity for such growth. And we believe that the companies who work to help each of these individuals progress, advance in their roles, take on more leadership capabilities, and constantly evolve their skills and thinking will thrive as a whole.

Growth Mindset Is Key

Strong leadership, continual learning, and innovation are key to thriving business today. And not just amongst the C-suite or those in designated leadership roles. Leadership and learning must be fostered throughout an organization in order for that organization to really progress. Although this often starts at the top, it must ring true throughout an entire business.

A fixed mindset – unlike a growth mindset – does not encourage any of these ideals. Nor does it allow employees to grow and new leaders to emerge. And less risk-taking, less freedom, less collaboration, and less acceptance of failure – all behavioral symptoms of a fixed mindset – can be detrimental to business.

Adopt a Growth Mindset to Drive Business By:

1. Seeking out learners

Often times, in business, as expertise increases, individuals struggle more and more to see new solutions or ideas. Learning stalls and this leads businesses to get stuck in their thinking.

In order to adopt a growth mindset that can fuel your organization forward, you must focus on people’s capacity and not their pedigree. As such, recruitment should value people who show a real commitment to learning. These people will help build a learning culture, develop independently, collaborate successfully, and be able to adapt to whatever challenges arise.

Individuals that value learning, and show a capacity and passion for continual knowledge have a natural growth mindset that can move any business towards success.

2. Allowing employees to step out of their daily work

Creating a growth mindset means enabling each individual’s work to be more than just their job. Developing new skills – even if they shift outside of someone’s current daily work – is always valuable.

We believe that understanding and learning other roles than your own can help promote empathy, collaboration, and encourage new ways of approaching things. And setting aside time to build skills such as collaboration and leadership is key to making your people more productive and inspired at work.

3. Building a culture that is willing to take risks and accept failure

An inevitable part of growth is failure. And adopting a growth mindset means accepting the chance that, in the end, you might fail. But innovation, creativity, and fueling a business forward wouldn’t be possible if people weren’t willing to take risks.

And often, this starts at the top. Leaders should set an example but also allow all employees to take on leadership roles – giving individuals the independence and freedom to try things, fail, and learn from their mistakes.

Taking on challenges is key. And organizations who view their people as capable of taking on challenges – even if it means failing – position themselves for success.

4. Driving commitment, determination, and innovation

Employees at growth mindset companies feel more committed to their work because they feel they have the potential to grow, learn, and thrive within it. They also feel more motivated to do their best because they know that their personal development and hard work is valued.

In fact, research has shown that employees at growth mindset organizations pursue more innovative projects. They also behave more transparently, cut fewer corners, and work more collaboratively. And these authentically motivated people will drive innovation and fuel business. Goals and Objectives

Any business that wants to position itself to meet goals and objectives, set new ones, continually move forward, and advance needs to adopt a growth mindset to succeed.

It’s all about developing, advancing, expanding, and seeing the opportunity and potential in every moment, individual, failure, and success. A growth mindset will move your business forward and position your business, its brand, and its people for growth, profit, and success in the future.

Emotive Brand is a brand strategy and design agency in Oakland, California.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section]

Expertise in Learning?

Starting a new job or entering a new industry always entails a learning curve. People understand they have to learn quickly in order to survive. It’s the key to their success.

When people work closely in a business or specific industry, as experience builds and time accumulates they often forget this sense of voracious learning. It becomes more and more difficult to see things in a new light. And some top leaders are stuck thinking in a silo.

Some call this ‘the paradox of expertise.’ As expertise increases, people struggle to notice possibilities, discern novel patterns, or see new prospects, ideas, or insights.

Out-Learning the Competition

Learning – studying and absorbing trends, market forces, new technology, research, and happenings within your industry and outside it – is key to success today. It will drive your business towards the future, keep your brand agile and able to shift as fast as the world you work within. Building a culture of voracious learners is one of the best things you can do for your business.

Here’s how to build a learning culture:

1. Look wide and far:

If you gather information from the same, ingrained sources as your competition, the findings and the decisions you make from those findings won’t stand out. Shifting perceptions requires widening the lens of where you’re looking. And innovation and creativity thrive on perception shifting.

Expanding your point of view and discovering a different angle requires bringing people with a diverse array of mindsets into the conversation. Experiment and adopt new ways of thinking, seeing, and working. What you do and how you think should never be contained. So examine what’s happening in other industries and draw parallels and note constrasts. In fact, the most established practices in one industry could be revolutionary when translated into another.

Interconnectivity is key to successful business today. And understanding a business and where it can go requires learning about the world at large and where you are situated within it. A learning culture can help bring new thinking, ideas, and opportunities to your business.

2. Learn collaboratively:

Collaboration hinges on humility. It’s important to listen as if you can learn something – asking questions, engaging fully, and being open to other angles. Everyone within your organization should have the mindset “I’m still learning” – no matter your role.

Admit when you don’t know something. Ask for help from different people. Gather an opinion from someone you don’t usually talk with. These kind of collaborative practices can be quite valuable.

A designer can learn a lot from a strategist, an accountant from a writer, a C-Suite leader from a new recruit, and vice versa. And always share your findings. Engaging in collaborative learning can take an organization to the next level.

3. Be open to what’s possible:

Don’t settle for the status quo. Ask: What can I learn now? What’s possible for my knowledge? My organization? Its products and/or services? Its people? The brand? The best brands of today are built for the future. By being open to what’s possible, you can position yourself to be at the cutting edge of that future.

So take interest in what you don’t know. Strive to gain new perspectives and new information. Expand your knowledge and the scope of your learning in order to fuel creativity, innovation, and agile decision making.

Learn to Thrive

Consider some learning-focused companies today that are thriving. The CEO of WD-40 Company, Garry Ridge, prides himself on building a learning-obsessed company culture. And rightly so. The focus Ridge placed on a voracious learning culture explains how how the company nearly tripled its share price since 2009.

Google has formalized informal and continuous learning, giving employees allocated time to explore their own interests within the workplace. GE has created programs such as Change Acceleration Process, meant to foster experiential and continuous learning and fuel innovation.

The examples are many. No innovative, cutting edge, top company today is at the top because they stopped asking questions. These companies are always curious and always learning.

Creating a learning culture can foster the business agility and open mindedness that businesses and brands require today. And leaders who put a premium on learning can help fuel a culture of learners that will shine from the inside out. So focus on learning as an asset and position your business for greatness.

Emotive Brand is a San Francisco brand strategy and design agency.

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Adopt a Growth Mindset to Drive Business