I stumbled upon an interview with Carol Dweck, the author of Mindset, on how your mindset might be affecting your companies ability to innovate. It’s interesting because when asked how a potential job candidate might identify if the company he wants to join has a growth-mindset culture, she said to look for 4 things.
Signs of a growth-mindset culture
- Emphasis on development (mentorships, programs for encouraging growth across the company)
- A concern for all employees’ progress
- Respect for everyone’s contribution
- Teamwork and collaboration
A growth or learning mindset leads to innovation because the attitude is to always be learning. Although this seems simple, you should see what a culture of un-innovation looks like.
Signs of a fixed-mindset culture
- Emphasis on sheer talent
- Categorizing and labeling employees by ability
- Constantly telling themselves (and you) that they are the elite
- Emphasis on pedigree
- Lack of respect for many employees
- An atmosphere of competition vs. collaboration within the company
A a fixed mindset believes things are they way they are and that’s how they’ll always be. Sure sounds a lot like Microsoft!
Bottom line: A culture of learning is a culture of innovation.
- Are you a born genius? Being a learner is smarter (psychologytoday.com)
- David Rock: Better a Learner Than a Genius (huffingtonpost.com)
- Rethink organizations with the brain mind: The big picture (psychologytoday.com)
- Understanding Your Mind Is Mission Critical (blogs.scientificamerican.com