“Mindset before skill set and tool set” is a concept that should be brought further into the spotlight. In today’s working environment there’s so much rapid movement within and between daily tasks that our hard skills are often found wanting, at least in the short term.in particular – becomes key.
There’s much more to the growth mindset though. Those with a growth mindset also appreciate self-efficacy i.e., our belief in our capacity to control our daily lives. They act in a way that helps them reach their goals. They also appreciate diversity of thought, understanding that it’s better to receive input from multiple sources, as well as good old-fashioned humility – accepting that we don’t have all the answers.
In the same lecture, Chenault spoke of the need for diversity of thought, to seek opinions from all quarters of the company, “I reach down to all levels. Any employee who sends me a question, I respond. It may not be 100 lines, but something, and if people know you can be approached, they will come to you. That creates a positive attitude about the company.”Copyright 2011 AP. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.
Managers need to understand this, not just for themselves, but for the people they manage. We must become comfortable with failure, both our own failures and those of our team. Effort should be recognized just as much as outcomes. If we want the people we lead to work hard, then hard work must be acknowledged, even if the end result goes against us.