 “Growth mindset” has become a buzzword in many organizations, but many people have a limited understanding of what that really means.
People who believe their talents can be developed through hard work, strategic thinking, and input from others have a growth mindset. Those who believe their talents are innate gifts have a fixed mindset and are limited by their worry that the effort and hard work it takes to learn something is a sign of not being inherently smart. A growth mindset achieves more, by putting much more effort into learning. Writing in the Harvard Business Review, Carol Dweck, the Lewis & Virginia Eaton Professor of Psychology at Stanford University, points out three common misconceptions about a growth mindset:
Organizations that embody a growth mindset encourage appropriate risk-taking, while knowing some risks won’t work out. They reward employees for important lessons learned, even if a project doesn’t meet its original goals. They support collaboration across organizational boundaries rather than competition among employees or teams. They are committed to the growth of every member, not just in words, but also in deeds such as making development and advancement broadly available. When is the last time you deliberately attempted to learn a new skill? Did your employer encourage that? To join the conversation, click "comments" above. We would love to hear about your experiences! Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.
0 Comments
 It’s possible to fake emotional intelligence – like forgeries and knock-offs. But there are 3 ways to spot counterfeit EQ, not just in others but also in yourself.
Interacting from a place of emotional intelligence requires empathy, active listening, and self-awareness. But some leaders can counterfeit these emotions so skillfully that they can even fool themselves. Writing in the Harvard Business Review, Ron Carucci, managing partner at Navalent and author of To Be Honest, says, “Our ability to express emotional intelligence is sometimes impaired by unacknowledged, unhealthy, emotional needs." If you want to genuinely communicate emotional intelligence, pay attention to these 3 common imitations:
How would you rate your EQ, as well as the leaders you work with most closely? Are there ways to become even more authentic? To join the conversation, click "comments" above. Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.  Sometimes you just need one word to change someone’s mind.
Jonah Berger, Professor of Marketing at the University of Pennsylvania Wharton School, compiled a list of “magic words” that can change the way you communicate. He discovered that using the word “because” while trying to convince someone to do something has a compelling result. He found that more people “will listen to you and do what you want” when you offer a justification for your requests. Berger points to a classic study from Harvard University where researchers sat in a university library and waited for someone to use the copy machine. Then, they walked up and asked to cut in front of the unknowing participant. They phrased their request in three different ways:
Both requests using “because” made the people already making copies more than 50 percent more likely to comply. Interestingly, even the second phrasing — which could be reinterpreted as “May I step in front of you to do the same exact thing you’re doing?” — was effective. The phrasing indicated that the stranger asking for a favor was at least being considerate about it, the study suggested. “Persuasion wasn’t driven by the reason itself,” Berger notes, “It was driven by the power of the word: because.” Have you noticed any reactions when you justify requests with “because”? To join the conversation, click "comments" above. We would love hear about your experience with this one, magic word! Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.  What’s the secret to solving unexpected challenges, seizing new opportunities, and building strong cultures? Ask powerful questions!
Leaders who assume they have all the answers are either clueless or lying. So writes John Hagel III, in the Harvard Business Review). He describes how leaders who know how to ask great questions build a reservoir of trust and team performance. Here are some effective research-based tips:
Check out our Collaborative Problem Solving Model as a vehicle for bringing teams together to solve meaningful, creative questions central to the team’s work. What is the last big question you asked your team? To join the conversation, click on "comments" above -- we would love to hear about your experiences! Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. |
Archives
November 2024
Categories
All
|
RSS Feed
|
Glaser & Associates, Inc.
Executive Offices 1740 Craigmont Avenue, Eugene, OR 97405 541-343-7575 | 800-980-0321 [email protected] |
© 2019 Glaser & Associates. All Rights Reserved.