We can’t become what we need to be by remaining what we are.” —Oprah Winfrey
Every one of us has a certain mindset. Organisations have a mindset, too.
Changing a mindset is an almost impossible task unless the holder or owner of that mindset chooses to do something about it. Our mindsets are strong and firmly rooted beliefs, opinions, attitudes and a stance we take towards living life generally. These are certainly affected by our thought processes…because our set minds set us in our ways!
The interesting thing about having a mindset is that one can choose to remain fixed in it or be open to adaptation or change.
How Mindset Affects Organisations
I daresay one’s mindset is on open display when certain behaviours are exhibited. For example, for an organisation that genuinely believes that its customers are its first or major/ only priority, it is clear to observers what is important to them as they deal with their own employees first and then, their external customers.
As we go through different experiences in our growth as individuals or organisations, our mindsets get shaped through what we hear, observe, and experience. Upon closer examination of how people feel, perceive, and respond to situations, one cannot entirely blame a person for the kinds of mindsets they develop. However, in order for this to change or improve, there must be –
- A personal ownership of the situation/ taking responsibility
- A willingness or desire to change or improve upon the current mindset
- A conscious working towards a change
Greatness is a mindset, not a destination.” —Alex Toussaint
The saying that “mindset is everything” cannot be overemphasized. An employee’s way of thinking alone contributes a major percentage of how they respond to a situation, whether in their own life or as a representative of an organisation. Let us suppose that Mr. A feels that his supervisor only cares about sales figures/targets and not necessarily about his welfare as a person, he may do all he can to achieve or even exceed his targets, purely motivated by his earnings or the fear of losing his job.
Another employee, Ms. B, may also achieve well over or exceed her targets based on her perception of her relationship with her supervisor, colleagues, and how valuable she feels as part of the team. Her perceptions may be right or wrong, but the effort she puts into her job is devoid of fear or intimidation or just the desire to keep following instructions without owning the vision and mission of her organisation.
Any CEO will more likely prefer Ms. B’s approach to work. However, we must not forget that people come to work together in an establishment with various thoughts, attitudes, and experiences, good and/bad, including top management. An organisation with a focus on its employees will make it a point to find ways of harnessing the good and work at shaping the raw and untamed thoughts, emotions, and attitudes so that everyone has a shared positive experience to shape the joint paradigm and attitude of the organisation.
How This Can Be Achieved
1. Get to know your team members
- Make use of assessment tools
- Make room for enough interaction with team members at work
Getting to know someone else involves curiosity about where they have come from, who they are – Penelope Lively
- Move some work into the field and get to see team members outside typical corporate work settings. It allows for a different experience of each other.
2. Develop a learning culture
- Allow room for innovation and initiative-taking
- Allow room for some degree of mistakes/errors
- Support team members through challenging times
- Encourage an open-door policy
3. Celebrate small steps
No matter what your ability is, effort is what ignites that ability and turns it into accomplishment.” —Carol Dweck
- Encourage the process of achieving results by celebrating incremental steps
Conclusion
The shared points above help to foster a growth mindset within the organisation, which ultimately steers the organization in the direction of its vision.
We’re all about progress, not perfection.” —Selena Samuela
Freda Abah-Dakou
Ready to shift mindsets and propel your organisation forward? Click here and start nurturing a powerful culture of growth today.
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