One of your primary company assets is your team, and yet, few company leaders take the time to assess, encourage, direct, cultivate, or reward the factors that enable senior managers, who are responsible for creating results daily, to deepen their capability.
A growth mindset is a fundamental advantage for a company leader who directs managers toward company goals or for a manager overseeing a department because it unlocks four key levers:
- Lever 1: It allows one to take full responsibility for results, not just effort.
- Lever 2: It allows one to better adapt to changing circumstances with new approaches and tools.
- Lever 3: It allows one to better contribute to peer-level interactions with respect while challenging during conversations in private or in a group.
- Lever 4: It makes one a better manager/leader, because of the implicit expectation that others can change, grow, and develop.
A growth mindset is a big deal, so let’s look at a set of three questions to make the most of it in your managers and all of your people.
These are three important questions to use as a tool for
- How would an outside observer say that this manager acts proactively?
- What is a specific example of this manager taking full responsibility for his/her actions and results in the last 4 weeks?
- What specific capabilities has this manager added to his/her group in the last 3 months?