@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Cultivating the Growth Mindsetin the Organisation
MARIAN WILLEKE, PHD
MHWILLEKE.COM /IN/MARIANWILLEKE @MHWILLEKE
CA TECHNOLOGIES – PERFORMANCE CONSULTING CoP
March 17, 2016
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Focus: Being a Learning Organisation
Achieving continuous improvement…
…To stay competitive in the market.
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Our Questions Today
1. What exactly is growth mindset?
2. What is growth mindset’s role in a learning organisation?
3. How do we incorporate growth mindset in the organization?
4. How do we, as managers, influence a learning mindset?
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Growth Mindset
The perception of control over intellect that determines how to
handle:
Threat Self-evaluation Performance
Dweck, 2007 | Johnson & Stapel, 2010
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
GROWTH MINDSET
CHALLENGE
PERSISTENCE
MASTERY
LEARNING
Dweck, 2007
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
GROWTH MINDSET
FIXED MINDSET
AvoidingChallenge Embracing
Challenge
CHALLENGE
PERSISTENCE
Give UpChallenged by
Setbacks
MASTERY
Efforts are Valueless Efforts are a
Journey
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
GROWTH MINDSET
FIXED MINDSET
Dismiss Criticism Embrace
Criticism
LEARNING SUB-CONSTRUCTS
Insecure by Others’ Success Pleased by
Others’ Success
Threatened by Others Inspired by
Others
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
GROWTH MINDSET’S ROLE
IN THE ORGANISATION
INCORPORATING GROWTH MINDSET
IN THE ORGANISATION
INFLUENCING GROWTH MINDSET
AS A MANAGER
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Success Bias
• Performance driven• Failure is incompetence• Low risk oriented
• Seeks challenges• Failure is learning• Risk is necessary
Gino & Staats, 2015
Moser, Schroder, Heeter, Moran, Lee, 2011 Brain Activity when Making Errors
FIXED MINDSET GROWTH MINDSET
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Success Bias
• “I got it done, didn’t I?”• “Why didn’t you
deliver?”• “How will we know this
is going to work?”
• “This will be fun!”• “How will we approach
this next time?”• “What are the range of
outcomes?
Gino & Staats, 2015
Moser, Schroder, Heeter, Moran, Lee, 2011 Brain Activity when Making Errors
FIXED MINDSET GROWTH MINDSET
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Catalyst: Whole Person Learning
Cognitive Learning Domain BLOOM, 1956
Affective Learning Domain KRATHWOHL, BLOOM, & MASIA, 1973
Affective learning has been found as a predictor to attitude and motivation.
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Cognitive Learning Domain
Simple recall
Add to existing
knowledge
Bloom, 1956
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Affective Learning Domain
Present and Listening
Krathwohl, Bloom & Masia, 1973
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Cognitive Learning
MEASURABLE “FROM THE NECK
UP”
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Affective Learning
PERSONAL AWARENESS CONNECTION TO PERSONAL
VALUE SYSTEM
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Simple recall
Present and Listening
Actively Participates
Believes Strongly
Organise Values into Personal Value System
Value System Influences
Others
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
GROWTH MINDSET’S ROLE
IN THE ORGANISATION
INCORPORATING GROWTH MINDSET
IN THE ORGANISATION
INFLUENCING GROWTH MINDSET
AS A MANAGER
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Incorporating a Learning Mindset Space
Understand the constraints Understand how adults learn Understand the value of reflection
@MHWILLEKE | FACILITATING THE ADULT LEARNER
@MHWILLEKE | FACILITATING THE ADULT LEARNER
Illeris, 2002
ENVIRONMENT
COGN
ITION EMOTION
SOCIETY
FUNCTIONALITY SENSIBILITY
SOCIALITY
Meaning ability Mental balance
Integration
Acquisition
Inte
ract
ionLearning Process
@MHWILLEKE | FACILITATING THE ADULT LEARNER
Employing Illeris’ Model
What focused skill do you want them to investigate?
How are you wanting them to relate to it?
What environment are you going to shape for them to share and learn?
@MHWILLEKE | FACILITATING THE ADULT LEARNER
ACT
Concrete Experience
Facts (What Happened?)
Theory of Action
CONCEPTUALIZEAbstract Conceptualization
Findings (Why Did This Happen?)
Revise Theory
REFLECT
Reflective Observation
Feelings (What Did I Experience?)
Asses Behavior & Consequences
APPLY
Active Experimentation
Futures (What Will I Do?)
Implement Revised Theory
David Kolb Roger Greenaway Chris Argyris & Donald Schon
COMPILED BY ANDREA CORNEYwww.edbatista.com/2007/10/experiential.html
Learning Cycles
@MHWILLEKE | FACILITATING THE ADULT LEARNER
GROWTH MINDSET’S ROLE
IN THE ORGANISATION
INCORPORATING GROWTH MINDSET
IN THE ORGANISATION
INFLUENCING GROWTH MINDSET
AS A MANAGER
@MHWILLEKE | FACILITATING THE ADULT LEARNER
Influencing the Learning Mindset Space
Propel the growth mindset through behavior Connect to each individual authentically Demonstrate vulnerability in your developing
growth mindset
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Promoting Growth Mindset
1. Encourage employees on new opportunities and skills
2. Focus the stories to be on employees who develop skills
3. Praise learning efforts both informally and formally
4. Distribute research on growth mindset to employees
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
Authenticity Model Maintain strong personal self-awareness. Be aware of the differences and preferences
of the individuals in your audience. Develop unique relationship between each
individual and yourself. Be aware of constraints. Engage in reflection.
Fostering Authentic
Relationships
Cranton, 2006
@MHWILLEKE | CULTIVATING THE GROWTH MINDSET
EXCITERS COMFORTS
CHALLENGES FEARS
Eric Willeke@erwilleke
Understand Your People
Individuals are shaped by their backgrounds and experiences.
Cherish it.
Positive Framing
Negative Fram
ing
Active Emotion Passive Emotion