The growth mindset is gaining traction in the business world, as companies like Microsoft and Starbucks have employed the growth mindset to help transform their cultures. The growth mindset is simply accepting that we can always improve, learn from mistakes and carry on. You know, the “at first you don’t succeed, dust yourself off and try again” kind of mantra. Seems pretty simple, yet in the business world we are just starting to catch on that having a mindset that centers on "getting better" rather than “being good” can be a big differentiator to the company’s ultimate success. Still, somehow the value of employing the growth mindset is still elusive for many, and it's a skill we don’t find in all leaders.
In business, you may come across the common refrain that people are either born leaders or they are not — that somehow it's the luck of the draw that determines whether we have the goods to be a successful leader. Granted, some people do have a natural propensity to lead, but what about those to whom leadership may not come naturally, those who have to work at it and have been successful in doing so? Think Gates, Jobs and Bezos: What these leaders share is the relentless pursuit of learning from mistakes, getting better each time and never being satisfied that they got it right. This is the growth mindset in action and these are what I like to call growth leaders. Anybody who aspires to be a leader can be a growth leader. The growth mindset is about navigating the organization through these ups and downs, continually learning, refocusing, motivating and enabling the organization to achieve its goals.
How do you identify a growth leader?
They Have A Strong Belief And Vision For Success
Growth leaders are driven by an unwavering belief in the potential of their organization. They engage and inspire those around them in this shared belief and vision for success, and they are perpetual optimists. Even when faced with hiccups or challenges along the way, growth leaders help the organization stay positive and work through challenging times by refocusing on the longer-term end game and how the organization will get there.
They Are In Touch With Their Market
Growth-orientated leaders have an appreciation and understanding of their customer needs and the market in which they operate. They have a feel for where the market is going, the opportunities, challenges and threats. They set the company's strategy and direction to position the company to take advantage of these opportunities and minimize the risks from the threats. While growth leaders have a solid understanding, they don’t necessarily need to be experts and get trapped in the mire of complex details and lose sight of the bigger picture.
They Hold Themselves And Those Around Them Accountable
Growth-orientated leaders lead by example. They expect the highest of themselves and those around. They build self-accountably by being transparent with their goals and progress toward them. They don’t make excuses, and they directly address problems and challenges as they arise and refocus on making it right.
They Promote That Continuous Learning Is A Necessity
As part of the growth culture, these leaders encourage their people to grow and develop. They encourage creativity and innovation and provide license and empower their organization to pursue ideas and learn from their experiences.
They Stay Focused On What Is Important
Growth leaders stay focused on what is important and those items critical to their organization’s success. They don’t readily get distracted, and when they do their discipline and focus help them realign quickly. They actively address the challenges and take care of the important short-term items, but they also keep the eye on the future to ensure that they continue to build the foundations for the long-term growth and success of the company. Balancing these strategic and tactical priorities is a skill that growth leaders possess.
They Design And Build The Organization's Path
Growth leaders build and optimize the high-performance organization around what they want to achieve. They ensure that they have the right leadership, organizational structure and culture to support their goals. They break down the traditional political barriers and silos and are constantly looking to redeploy their organizational resources to support frontline growth initiatives.
They Are Resilient But Also Prepared To Adapt And Change
Growth leaders have the persistence and resilience to navigate through resistance and challenges, and to stay focused on the end game. At the same time, they are prepared and open to change and adapt as required, and they have the confidence make the decisions that they consider right for the overall long-term success of the organization.
Companies are now starting at the very top of the organization in building this growth mindset. Boards are bringing into their fold directors with a record of driving growth who can challenge the status quo and norms of the organization. In CEO recruitment, psychological profiling is expanding from the traditional personality and leadership traits to explore one’s aptitude and mindset for driving growth. The reality for organizations today is that simply managing the organization is no longer sustainable. Without this continuous growth focus, companies will rapidly see their competitiveness and relevance quickly wain, which ultimately puts the future of the organization in jeopardy.
