What Type of Mind-Set Does Your Organisation Have?

Many leaders, teams and people in general hope to believe they automatically have a mind-set that is about growth; seeking challenge, achievement and motivation.

When we look at the research that comes from worlds such as employee engagement, positive psychology and neuroscience, it’s clear this isn’t an automatic given.

Continuous studies reveal our mind-set is something we have to develop and nurture. Most importantly the type of nurturing we give it depends on the results we achieve. Another very interesting piece of research on this comes from the Stanford University, Professor Carol Dweck.

The affects of praise on mind-sets and performance

Here, the professor makes some profound links between the type of recognition given to human beings, their mind-set and how this affects performance, attention and motivation.

Particularly important in today’s fast paced business world, as praise is often misunderstood, underutilised and hardly factored into some leader’s performance strategies.

In the accompanying video (click below – just 3.26 minutes!) you can see the research and the implications it may have for you, your teams and your organisation.

Before you do so, consider the current state of praise running through your organisation.

  • How confident are you about your organisation’s ability to develop mind-set through praise?
  • Does your organisation take into account the differences between recognising people based on their effort versus their intelligence?

Until next time!

Glenn Bracey

Glenn Bracey

Glenn is the co-founder and inspirational learning and performance director of Future Vision. He is a trainer, coach, conference speaker and passionate advocate of developing learning that makes a tangible difference to your business, its people and customers.

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