To the Editor,
The twenty-first century management hierarchy must acknowledge a need to change based on
methods that have been unsuccessful, or have remained stagnant for too long with little to no
movement or growth whatsoever. When improvement of any organization, large or small, is
needed, it’s an understanding of growth mindset that can move efforts in the right direction.
“When managers assume that their employees’ ability to learn and adapt are finite, limiting their
horizons for personal and professional growth, it can cause good company cultures to deteriorate,
strategy to derail, talent to be squandered and results to suffer.” Lisa Bullock Integrity Solutions
“In our society, and especially in the hierarchical structure in the corporate world, there is a
prevailing belief that some people are simply smarter or more talented than others and that this
difference is what accounts for a person’s success or failure. However, in industries like sports
where natural talent is highly coveted, over and over again the athletes who initially showed
lower levels of raw talent are the ones who come out on top.” Wrote Joeel & Natalie Rivera
Udemy for Business.
To build high performance across the organization, managers should encourage and promote a
growth mindset among all employees. Are today’s employees ready for the impact of artificial
intelligence and automation? T. O’Halloran commented “To do that, they first have to believe
that the solutions to the challenges their employees face can be found within the employees
themselves. Too many managers have their own fixed mindsets about what an employee’s
growth potential might be, and it becomes a self-fulfilling prophecy.”
Leadership: growth mindset for leadership and organizations, become a great leader, unlock
employee potential & inspire a creative corporate culture by embracing a growth mindset.
“We all want to know why some companies prosper while others struggle, why some
transformations succeed while others fail, and – perhaps more importantly – what behaviors
cause the pendulum to sway one way or the other.” Wrote D. Bernett Lean Management. In our
experience as lean folks, what drives success (or failure) is how leaders think and act, whether
they believe they know everything or are open to learning continuously. In other words, it’s
organizational effectiveness and improving work quality.
“Leaders can use a variety of strategies to counter the biases, including stressing that mistakes
are learning opportunities, building more breaks into schedules, helping employees identify and
apply their personal strengths, and encouraging employees to own problems that affect them.”
Commented B. Staats HBR. Virtually all leaders believe that to stay competitive, their
enterprises must learn and improve every day. But even companies revered for their dedication
to continuous learning find it difficult to always practice what they preach.
Successful businesses in this era essentially should be adapt as a growth mindset leader. “The
“Leader” needs to work to develop their entire team, management and employees, not
just a chosen few. Which results in strength across the organization. Leaders who
recognize that great ideas come from everywhere work to expand the diversity of talent
and thought necessary for solving tough problems.” Wrote Alaina Love, SmartBrief.
They create teams that are built for success. “Leadership is the lifting of a man’s vision
to higher sights, the raising of a man’s performance to a higher standard, the building of
a man’s personality beyond its normal limitations.” – Peter Drucker
Embracing growth mindset leadership allows new ideas and approaches in providing improved
service or products. Growth mindset allows people to take responsibility for their lives. It builds
better relationships with managers and employees that are creative and engaging.
Norman Halls
