Tag: Growth

Breaking Fixed Mindsets in Managers with Rick Carson

Breaking Fixed Mindsets in Managers with Rick Carson

A manager needs to think of growth to chart that path. That’s why Carol Dweck’s philosophy of a growth mindset is highly recommended for leaders globally. But, a lot of us struggle in maintaining that balanced view. There’s a constant tug of war of growth mindset vs fixed mindset. A fixed mindset, as opposed to a growth mindset, is a limiting force that keeps managers from success.
  • What are “Gremlins,” and how do they relate to self-limiting beliefs and a fixed mindset?
  • How does one identify and tame their “Gremlin” to overcome self-defeating behaviors?
  • What role does the environment, including workplace dynamics, play in the development and manifestation of “Gremlins,” and how can these influences be managed?

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Meet the Speaker!

For four decades, Rick has been a practicing psychotherapist, personal/executive coach, seminar leader, and consultant to businesses, nonprofit organizations, several United States government agencies, and more. Rick Carson is the author of four HarperCollins books.

His seminal work, Taming Your Gremlin, has had a remarkable track record having been a top seller for Harper since its publication in 1984. It has been translated into several languages leading to a Revised Edition in 2003 and a sequel, A Master Class in Gremlin-Taming, 2008.

Connect with Rick: LinkedIn

What’s a fixed mindset and how can you break free?

“Gremlins” are an internal force that seeks to diminish one’s potential, as Rick explains. They use various tools, like inner criticism, fear, and worry, to sabotage one’s vibrant self. Self-awareness is crucial for taming the Gremlin. This involves paying attention to how one is getting in their own way in the present moment, rather than seeking insight from past events. The Gremlin Taming Method consists of three steps:
  • Step One: Simply Notice and Accentuate. This involves noticing what you are doing to yourself in the moment you are doing it. This is done by paying attention to your body’s sensations, your breathing, and your thoughts.
  • Step Two: Play with Options. Once you are aware of your negative patterns, you can start to explore alternative ways of being and thinking.
  • Step Three: Be in Process. Continue to practice the first two steps. Taming your Gremlin is not a one-time event, but a continuous process.
Fear and worry are common tools of the Gremlin . Worry is always based on fear and serves no purpose. Limiting beliefs are often expressed through definitive statements about oneself, such as “I can’t remember names” or “I’m not good at math.” Recognizing these statements is the first step in addressing them. The method emphasizes experiential learning and taking responsibility for one’s own misery. By really noticing how one is contributing to their own suffering, a natural correction can occur.

How can self-awareness help you overcome a fixed mindset?

As Ashish and Rick discuss, self-awareness plays a crucial role in overcoming limiting beliefs:
  • Identifying Limiting Beliefs: Self-awareness is the first step in identifying self-limiting beliefs. These beliefs are often expressed as definitive statements about oneself, like “I can’t remember names” or “I’m not good at math”. By paying attention to one’s own language and thought patterns, individuals can bring these limiting beliefs into the light. This involves noticing the language used not just in speech but also in one’s own head.
  • Noticing How You Get in Your Own Way: Self-awareness is about paying attention to how you are getting in your own way in the present moment. This isn’t about gaining insights from past experiences or trauma. It’s about noticing what’s going on within you, around you, and, most importantly, in your own head. The focus is on the “how” rather than the “why,” emphasizing the importance of noticing the actions and patterns that perpetuate self-limiting beliefs. This involves paying attention to your body’s sensations, your breathing, and your thoughts.
Self-awareness, as described by Rick in the podcast, is not about insight, but rather about paying attention. Many people, including therapists, may have insight into their past and their relationships, but that is not what helps one overcome self-limiting beliefs. What is helpful is awareness, noticing how those patterns of self-sabotage are playing out right now. Self-awareness also involves recognizing that external circumstances often trigger negative emotions or angst, but it’s how long one chooses to hold onto that stress that matters. By becoming more self-aware, you can take control over your reactions and avoid being caught in a cycle of negativity.

Meet the Host!

Ashish is an entrepreneur tackling workplace development challenges through Risely, an AI copilot that helps managers and leaders build essential people skills.

Drawing on his experience in technology and organizational behavior, he’s passionate about creating scalable solutions that transform how companies develop their talent. His mission is to empower leaders to build thriving teams and sustainable organizational success.

Connect: LinkedIn

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Explore your capabilities in 30+ core and advanced leadership areas with Risely’s suite of assessments.

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How to build and retain high performing employees? | Laletha Nithiyanandan

How to build and retain high performing employees? | Laletha Nithiyanandan

Are you really an HR if you have not spent hours chasing the ideal high performing employees for your team? We are willing to bet you won’t feel legit without doing it. But what if, perpetual high performance was a myth after all? In conversation with Laletha Nithiyanandan from BoP Hub, we uncover the truth of 10x employees. We’ll primary discuss:
  • What are the misconceptions around the idea of “10x employees” or high-performing individuals?1 The speakers discuss the problematic tendency to rank and classify individuals, focusing on top and bottom performers while neglecting the majority, and the misconception that individual brilliance is the key to success. They challenge the idea that some people are inherently 10x and advocate for focusing on team performance instead.
  • What defines a high-performing team and how can managers foster it? The speakers discuss what constitutes a high-performing team, emphasizing that it’s not just about individual performance but also about teamwork, shared values, and the ability to function well even without direct supervision. They also touch on the importance of hiring people who complement each other’s skills and perspectives.
  • How can managers effectively support team members who are not consistently high performers, and avoid the pitfalls of overworking and micromanaging? The discussion covers how to manage performance fluctuations, the importance of coaching and feedback, and how to understand the underlying reasons for dips in performance. They highlight the danger of assuming that all employees are driven by the same goals or that pushing for high performance is always beneficial and the importance of self-reflection from managers

Watch Now: How do you build 10x employees?

Meet the Speaker!

Laletha is the Executive Director at BoP, where she focuses on helping leaders build their dream teams. She facilitates sustainable development for people managers by combining behavioral science with practical leadership and management practices.

Connect with Laletha: LinkedIn

Key takeaways to read before you start building high performing employees…

  • Individuals are not machines: The term “10x employee” is problematic because it treats people like machines, overlooking their emotions and personal challenges.
  • Team performance is paramount: High performance is more about the team than the individual. Focusing on individual “stars” can create toxicity and neglect the majority of the team.
  • Performance is not linear: Performance fluctuates, and managers should be comfortable with this. It is important to understand the reasons for changes in performance and support the individual. As managers, we end up setting unfair expectations from high performing employees and resultantly fail them when they need support.
  • Managers should focus on coaching and development: High performing employees are not dropped out of thin air. You have a key part in building them as a manager. Instead of focusing solely on results, managers should coach their team members, provide constructive feedback, and empower them to take initiative.
  • Effective communication is key: Short, frequent, and informal conversations are more impactful than long, formal reviews. You should ask good questions that empower your team and give them opportunities to shine.
  • Understanding individual needs is crucial: Not everyone is motivated by the same things. Some people are happy with a stable job and work-life balance. Managers should respect these differences.
  • Managers need self-awareness and self-care: Managers need to reflect on their own behaviors and be aware of their biases. As a manager, you should practice self-care and avoid transferring your stress to your teams
Read more: High potentials vs high performers: 10 steps for managers to make them reach heights

Meet the Host!

Ashish is an entrepreneur tackling workplace development challenges through Risely, an AI copilot that helps managers and leaders build essential people skills.

Drawing on his experience in technology and organizational behavior, he’s passionate about creating scalable solutions that transform how companies develop their talent. His mission is to empower leaders to build thriving teams and sustainable organizational success.

Connect: LinkedIn

Grab free assessments to support you on the leadership journey!

Explore your capabilities in 30+ core and advanced leadership areas with Risely’s suite of assessments.

Start Now

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5 Steps to Get Started with GROW Coaching Model

5 Steps to Get Started with GROW Coaching Model

As a coach, you strive to empower your clients to reach their full potential. Sometimes, however, knowing where to start or how to help them achieve their goals can be challenging. This is where the GROW coaching model comes in. The acronym stands for Goal, Reality, Options, and Will. It is a powerful tool that provides a structured approach to coaching and helps individuals move from where they are now to where they want to be. This blog post will dive deep into the GROW coaching model. We will cover its four stages and explain why it is so effective. We will also provide examples of successful applications of the GROW coaching model in various contexts and give concrete steps to implement it in your practice. By the end of this post, you will have all the information you need to leverage this powerful coaching tool and help your clients achieve their goals like never before!
Table of Contents

What is the GROW coaching model?

The GROW coaching model rose to fame in the 1980s, when Sir John Whitmore and Graham Alexander presented it in their book Coaching for Performance. It soon became a widely used methodology for personal development and goal-setting. The GROW coaching model guides coaching conversations through the four stages of Goal, Reality, Options, and Will, helping your clients gain clarity and take actionable steps toward their desired outcomes. The GROW coaching model is effective for several reasons, but the most important is it’s people centric approach. Unlike other systems that rely heavily on what the learner wants to achive, GROW coaching pushes us to look inside and stay in tune with reality. While the system has four structured steps, it is quite flexible too, as the coaches keep going back and forth when needed. Plus, it ties in effectively with the idea of setting SMART goals.

What are the four stages of the GROW coaching model?

The GROW model consists of four key stages, which are typically represented by the acronym GROW. Let’s understand each of them in detail and follow through with an example. Suppose you are a new manager, and you want to lead effective meetings. Upon taking a communication skills assessment, you have noticed that your public speaking skills need a boost. What should you do next?
  • Goal: In this initial stage, the coach/manager and coachee (the person being coached) work together to set smart goals as a team and establish clear and specific goals. These goals should be SMART, which stands for Specific, Measurable, Achievable, Relevant, and Time-bound. The coach helps the coachee define their goals and ensures that they are realistic and attainable. For e.g., we can start with “I want to improve my public speaking skills in the next quarter.”
  • Reality: Once the goals are established, the next step is to explore the coachee’s current reality. This involves taking an honest and objective look at the present situation. The coach asks questions to help the coachee understand where they are right now, what resources they have available, what obstacles they may face, and what progress they have made toward their goals.
  • Options (or Opportunities): In this stage, the coach and coachee brainstorm and explore various options and strategies for achieving the established goals. The focus is on generating a wide range of possibilities without judgment. The coach encourages the coachee to think creatively and consider different approaches to overcoming obstacles and reaching their objectives.
  • Will (or Way Forward): The final stage of the GROW model involves creating a concrete action plan. The coachee decides which options or strategies they will pursue to achieve their goals and sets specific actions, deadlines, and responsibilities. This stage emphasizes commitment and accountability, like in our example, we commit to a weekly practice of 5 minutes. The coach may also help the coachee set up a system for monitoring progress and making necessary adjustments.

Let’s check out a few more examples of the grow coaching model in action.

By the way, you can ask Merlin, Risely’s AI coach, to do this with you in case your coach is not available at the moment. Try it out now with whatever is bugging you, it’s a free first chat!

Example 1: Career development with GROW coaching

  • Goal: The coachee wants to advance in their career and take on a leadership role within their organization.
  • Reality: The coachee currently holds a mid-level position and lacks experience in leadership roles. They have good technical skills but need to develop leadership competencies.
  • Options: During this stage, the coach and coachee brainstorm potential options. These might include seeking mentorship from a senior leader, enrolling in leadership development courses, volunteering for leadership projects, or identifying specific leadership skills to improve.
  • Will (Way Forward): The coachee decides to seek mentorship from a senior leader, enroll in a leadership development program, and set a goal to lead a cross-functional team within the following year. They establish a timeline, identify milestones, and commit to regular check-ins with the coach to track progress.
Moving away from the professional space, let’s think of other areas where you can apply this framework. How about health and wellness?

Example 2: Using GROW coaching for health goals

  • Goal: The aim to improve their overall health and well-being by losing weight and adopting a healthier lifestyle.
  • Reality: The coachee is currently overweight, sedentary, and struggling with unhealthy eating habits. They also have a busy work schedule.
  • Options: In this stage, the coach and coachee explore various options. Options may include consulting a nutritionist, starting a workout routine, meal planning, reducing stress through mindfulness practices, or setting aside dedicated time for self-care.
  • Will (Way Forward): The coachee starts by consulting a nutritionist for a personalized meal plan. They commit to exercising for 30 minutes three times a week, practicing mindfulness for stress reduction, and scheduling regular check-ins with the coach to monitor their progress. The coachee sets specific weight loss and fitness goals with timeframes.
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What are the steps in implementing the GROW coaching model?

Implementing the GROW coaching model requires you to begin by recognizing a couple of things:
  • First, you are the manager acting as the coach for your team. At this point, you are committed to your company’s vision and simultaneously to the betterment of your team members in areas that matter to their professional growth.
  • The coach’s role is to facilitate rather than direct. In the reality stage, the coach plays the devil’s advocate to ensure the goal is rooted in truth.
With that in mind, let’s begin!

#1 Establish the Coaching Relationship

Start by building a rapport and trust with the team member you are a coaching. Create a safe and comfortable environment where they feel free to express themselves. It could include starting with some ice-breaker questions to know your team better, building a common ground over personal interests, etc. before heading to the main topic at hand. You will also have to clearly define the roles and expectations of both the coach and the coachee. Ensure the coachee understands the purpose and benefits of coaching.

#2 Set the Stage for the Coaching Session

Begin the coaching session by clarifying its purpose and agenda, as we noted in the first step. Next, discuss what the coachee hopes to achieve during the session. If necessary, remind the coachee of the confidentiality of the coaching relationship to encourage open and honest communication.

#3 Follow the GROW Model

Guide the coaching conversation through the four stages of the GROW model:
  • Goal: Help the coachee articulate specific, measurable, achievable, relevant, and time-bound goals.
  • Reality: Encourage the coachee to explore their current situation, including challenges, resources, and progress toward their goals.
  • Options: Facilitate a brainstorming session to generate possible strategies and approaches.
  • Will (Way Forward): Assist the coachee in creating a concrete action plan, including specific actions, timelines, and accountability measures.

Use Risely’s free GROW coaching model worksheet to make it easier!

People management resources by Risely – your buddy on this journey of growth.

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#4 Ask the right questions

Throughout the coaching session, you should practice active listening to understand the coachee’s perspective and emotions. Use powerful questioning techniques to stimulate reflection and critical thinking. A few examples of GROW coaching model questions for every stage are: Goal Stage Questions:
  • What do you want to achieve?
  • How will you know when you’ve reached your goal?
  • What does success look like to you?
Reality Stage Questions:
  • What is happening right now?
  • What have you already tried?
  • What are the current challenges you’re facing?
Options Stage Questions:
  • What possible approaches could you take?
  • If you had unlimited resources, what would you do?
  • What alternatives have you not considered yet?
Will (Way Forward) Stage Questions:
  • Which option feels most compelling to you?
  • What specific actions will you take?
  • When exactly will you start?
Open-ended, probing, and clarifying questions will help the coachee gain insights and make decisions. To sum up, your purpose here is to facilitate self-discovery, and not impose ideas and options. Check out: 20 Active listening questions to help you become a better listener

# 5 Close the Coaching Session

Towards the end of the session, summarize the key points discussed during the session. Ensure clarity and alignment on the goals and action plan. Secondly, you must encourage the coachee to commit to their action plan and discuss any potential obstacles or challenges they may encounter. You can also join in as their accountability partner. Also, don’t forget to schedule follow-up sessions to monitor progress, provide support, and adjust the plan. Remember that successful implementation of the GROW coaching model requires practice and adaptability. As coaches, you should be flexible and responsive to the coachee’s needs and the specific context of each coaching session. Maintaining confidentiality, respect, and a non-judgmental attitude is crucial for creating a supportive coaching environment.

Your role as the facilitator of GROW coaching

As the team leader, coaching your people is integral to your role. The good part of the GROW coaching model is that it does not position you as the expert on the challenge that your team member is facing. Instead, you are the facilitator who ensure that the team member is able to find their way and stick to it. In order to get this right, there are a few best practices of GROW coaching that you should keep in mind.
  • Always listen actively and follow up with clarifying questions
  • Allow silence for reflection
  • Avoid leading questions that suggest a specific answer
  • Encourage the coachee to dig deep and be honest
  • Maintain a non-judgmental and supportive tone
Overall, your approach should be empathetic and supportive, rather than guiding. It is quite a shift from the conventional path of leadership, where the leader is supposed to show the way because they know all the ins-and-outs. With the GROW coaching model, we are showing ourselves some grace, and lending the same to our team as we proceed forward – together. GROW coaching has many applications in learning and development. It’s not just something managers should try with their team but also an effective way for managers to succeed. So, don’t shy away from taking it up with your coach either!

Conclusion

The GROW coaching model provides a structured framework to guide coaching conversations and facilitate personal growth and development. By following the four stages of setting goals, assessing reality, identifying options, and establishing a will, coaches can help individuals clarify their objectives, explore their current situation, brainstorm potential solutions, and commit to action. The success of the GROW model lies in its ability to empower individuals to take ownership of their growth journey and make meaningful progress toward their goals. Whether you are a coach looking to enhance your practice or an individual seeking personal development, incorporating the GROW coaching model can be a valuable tool for achieving positive change. The first step towards implementing the GROW coaching model is establishing trust, setting SMART goals, and exploring reality with your coachee.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

Grab your free copy of the GROW coaching model worksheet!

People management resources by Risely – your buddy on this journey of growth.

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Learning And Development 70 20 10 Plans (Free Template)

Learning And Development 70 20 10 Plans (Free Template)

Is classroom training enough? Or can on-the-job training do the job? Neither can do justice to an organization’s learning and development needs. What you need to create an impactful L&D strategy is a balance between all these learning and development methods for teams. The learning and development 70 20 10 plan helps you visualize this mix accurately to meet your team’s needs. In this blog, we will further understand how learning and development 70 20 10 plans work, along with finding ways to effectively develop it for your team with Risely’s free template.
Table of Contents

What is the learning and development 70 20 10 plan?

The 70-20-10 Model for learning and development became popular in the 1980s for the development of managers. This model helps us understand how people learn new knowledge and skills. It moves away from focusing only on formal training. Instead, it shows that most learning happens through different experiences. According to this model, 70% of learning comes from job experiences, 20% from talking and working with others, and 10% from formal training programs. This way of learning reminds us that we should create an environment for learning. This environment should include real-world activities and sharing knowledge with others, not just classes and workshops.
The 70 20 10 model focuses on how people learn best through experience. It shows that people learn more when they actively do tasks and think about the results. This model encourages hands-on skill development. It helps your team use what they learn in real-life situations. Social learning is also a key part of this model. It shows how important working with others is, like through collaboration, mentoring, and sharing knowledge. When people talk to their peers, mentors, and experts, they can see different views. This helps them make connections and deepen their understanding through feedback and observation. Formal learning is important too, even if it takes up a smaller percentage. It gives people the basic knowledge and planned learning experiences they need to support both experiential and social learning. However in the recent years, new research has called for a shift in the ratio between the various modes of learning, especially since the model focused heavily on learning for managers and not learning for all the kinds of employees you have. Training Industry has termed this the “OSF ratio,” referring to the mix of on-the-job, social, and formal learning which remains flexible to the context of application.
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How to set up the 70 20 10 plan for your organization?

Designing a strong 70 20 10 plan needs a clear strategy. It should match learning activities with the goals of the organization and the growth needs of individuals in your team. First, find out the skills and knowledge gaps in your organization. These gaps must be filled to reach your goals. After identifying these gaps, the next step is to build a plan. This plan will show how the 70 20 10 approach will be used. It should clearly explain the roles of everyone involved, like employees, managers, and learning professionals.

Before you get started: Setting up the 70 20 10 framework

A clear 70 20 10 framework helps create a strong way to learn and grow. Here are some steps to set up your plan:
  • Start with a Needs Analysis: First, check the current skill levels in your organization. Look at the skills you will need in the future and identify any gaps. This analysis will help you focus on what skills to develop.
  • Define Learning Objectives: Write down the specific knowledge, skills, and abilities that people should gain from the 70 20 10 plan. These objectives will help you measure how well your learning and development efforts are working.
  • Establish a Supportive Environment: Create a culture that appreciates continuous learning. Give chances for growth and support employees in taking on challenging assignments. Encourage them to step out of their comfort zones and see challenges as helpful job experiences. Because a 70 20 10 plan steps away from conventional methods, this is very critical for success.

Incorporating Experiential Learning: The 70% Component

Experiential learning is key to the 70 20 10 model. People learn and remember better when they can apply what they know in real-life situations. This approach is not just about traditional classroom lessons. It focuses on practical, hands-on activities. To use experiential learning in workplaces well, provide chances for on-the-job learning. This allows people to try new things, solve problems, and gain real experience. Job rotations, new tasks, and shadowing others can help develop skills and allow team members to see different parts of the business. Also, encourage a friendly space for informal learning. Make sure team members feel safe to ask questions, share their knowledge, and learn from their mistakes. Let’s run an example of the learning and development 70 20 10 plans alongside to understand this matter. We have a manager; let’s call them Alex; your skills gap analysis shows they need to work on their people management skills to succeed in their first managerial role.

Experiential learning for a manager: In the first step, i.e., experiential learning, they can practice delegation by assigning a real project or task to one of their team members. It will include ensuring the person has the resources needed and setting regular check-ins to monitor progress. After completing the task, Alex can reflect on what worked and what could be improved in their approach.

Leveraging Social Learning: The 20% Component

Humans are naturally social. The 70-20-10 model shows that social activities are key for learning. To promote knowledge sharing and teamwork, we should start mentoring programs, coaching between peers, and groups to share experiences. We can use technology to help social learning. You can do this by creating online spaces, discussion boards, and tools that let employees connect. It allows employees to share ideas and learn from each other no matter where they are. Creative leadership is very important for a great social learning space. Leaders should be the change agents and start to share their stories, be mentors, and create chances for their teams to work together and learn.

Social learning for a manager: You set up peer groups of people managers in your company for discussions or join a manager network where they can exchange experiences and tips on leadership. Alex can also take mentoring sessions or small group discussions with experienced managers, which offer insights into successful delegation practices.

Implementing Formal Learning: The 10% Element

The 70 20 10 model is based on experiential and social learning, but formal learning is also very important. It gives structured knowledge and basic skills. Make sure that formal learning matches the skills found in your needs analysis. Formal training programs should add to and support what you learn from experiential and social learning. These programs can be in different forms, like workshops, online courses, industry certifications, and conferences. Think about mixed learning approaches. These can combine online lessons, interactive workshops, and hands-on tasks. Doing so can make learning more engaging and help people remember better. Focus on programs that get everyone involved, use real-life examples, and provide chances for feedback and reflection.

Formal learning for a manager: Alex takes up the manager effectiveness masterclass on Risely, which offers in-depth ideas and insights on what it takes to succeed as a manager and gives real-life scenarios to practice on. The formal learning component in a 70 20 10 plan gives the theoretical framework for the learner to practice independently.

Using a 70 20 10 plan is just the start. You need to keep checking how well it works and change things if needed. Set clear ways to see how your learning and development (L&D) efforts affect both individual and team performance. Look at things like how engaged employees are, how well they keep what they learn, how they use their skills, and how these tie back to your plan’s goals. Continue reading: Comparing Informal vs Formal Learning: A Quick Guide

Learning and development 70 20 10 plan example

Let’s see this in action with another example of learning and development 70 20 10 plans, this time for a marketing manager. We start with the organizational objectives your employee needs to meet and use them to derive personal learning goals. These learning goals are further split into three sections: on-the-job learning like running A/B tests, informal learning through peers, and formal learning via reading and video material.
You can effectively build similar learning and development 70 20 10 plans with Risely’s free 70 20 10 plan template. Grab your copy now! It also offers more ideas on building impactful plans, what ideas you can use in each component, and, of course, a free template.

Is your learning and development 70 20 10 successful?

Since we have three major action areas per the 70 20 10 framework, we can track the impact of initiatives with a similar model, although the impact comes from the combination of efforts.

#1 Employee Performance

Track improvements in individual and team productivity, efficiency, and the quality of work produced as a result of the 70 20 10 initiatives. These outcomes are primarily a result of the formal learning components and you will witness the impact in performance reviews, project outcomes, key performance indicators (KPIs).

#2 Talent Development

Measure the effectiveness of your L&D programs in developing future leaders and fostering a strong internal talent pipeline. These effects come in when learners utilize informal methods like peer groups and interactions, which not only boost their performance but also solidify their position, leading to career growth. How do you see these? Promotion rates, internal mobility, and succession planning metrics are your tools.

#3 Mindset and Attitude

Assess the impact on employees’ mindsets, including their willingness to embrace new challenges, their confidence in their abilities, and their overall job satisfaction. Learning together with peers and in the flow of work provides a relaxed atmosphere, allowing the employees to not just master skills but also gain confidence, recognition, and approval. Employee surveys, feedback sessions, and observation will help you notice these changes. By regularly monitoring these metrics, you gain insights into the effectiveness of your 70 20 10 plan and keep growing! Read more: 5 Steps of Developing an Effective Training Evaluation Program: With Best Practices Explore other models of learning and development for your team: 6 Learning and Development Models For Employee Growth

Conclusion

The 70 20 10 model is a useful way to plan learning and development. It combines hands-on experiences, social interaction, and traditional teaching methods. This helps workers grow and do better at their jobs. It is important to track results and get feedback. This way, organizations can see how well the plan is working and make changes if needed. Small businesses can also use a customized 70 20 10 approach to build a learning culture. This model works well, even for remote learning. It can bring great benefits for both people and organizations. Check out our free template to start your 70 20 10 path to create a lively learning environment.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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5 Essential AI Skills for L&D Leaders

Sneha MishraMar 31, 202520 min read
5 Essential AI Skills for L&D Leaders According to LinkedIn’s 2025 Workplace Learning Report(1), 71% of L&D professionals are now…
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How to Create a Course with AI: A Guide for L&D Professionals

Sneha MishraMar 20, 2025
How to Create a Course with AI: A Guide for L&D Professionals According to a McKinsey survey(1), only 11% of…

Building an Ultimate Leadership Development Action Plan

Sneha MishraMar 15, 2025
How to Build a Leadership Development Action Plan? Having a strong Leadership Development Action Plan is more critical than ever…

How to build a Learning and Development Action Plan ft Katie Greenwood

Sneha MishraMar 13, 2025
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My Five Key Lessons for Entrepreneur Leaders by Ed Johnson

Ed JohnsonMar 5, 2025
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Why Every Leader Needs a Growth Mindset Coach?

Why Every Leader Needs a Growth Mindset Coach?

There’s so much happening around us – your competitor is merging with another company, and your rival manager is showing how well their team did. In this racket, it’s quite easy to get trapped in self-limiting beliefs that stem from a fixed mindset. A fixed mindset tells you that hard walls limit your prospects. There’s not much you can do beyond it. But that’s not true at all. That one mistake is not the end of the world. These are the precise problems that need a growth mindset coach to help you out. A growth mindset coach helps leaders accept challenges, learn from failures, and reach their full potential.
Table of Contents

What Does a Growth Mindset Coach do?

A growth mindset coach helps leaders change their thinking. Instead of believing your abilities are set in stone, you see your potential as endless. The coach offers support, strategies, and help to ensure you can face and change your limiting beliefs that might hurt your and your team’s prospects. In personalized coaching sessions, leaders learn about their own thoughts and actions. They pick up skills to talk back to negative thoughts, become stronger in tough times, and adopt a more positive way of leading.

What is the Genesis of Growth Mindset Coaching?

The idea of mindset coaching comes from the important research done by psychologist Carol Dweck. She showed how our beliefs can greatly affect what we accomplish. People with a growth mindset are better at facing challenges, sticking with tough situations, and reaching greater success. Growth mindset coaching does not just give away all the answers. It helps leaders find their own solutions. Coaches do this by asking good questions and helping you think about themselves. This helps you see limiting beliefs and come up with ways to overcome them. As leaders go through this self-discovery process, they build confidence. Your team is inspired to follow suit as you learn to step beyond your comfort zone and take on new skills and perspectives. Growth mindset coaching is not just about personal wins, it determines the fate of teams. Managers can make or break company growth.

How can a Growth Mindset Coach Help you?

Investing in growth mindset coaching benefits leaders and organizations. When leaders adopt a growth mindset, they become more flexible and strong, better able to handle the challenges of today’s business world. This change in mindset leads to better decisions, more creative ideas, and a more engaged and motivated workforce. Ultimately, a growth mindset becomes a part of your team’s culture, fostering an environment where success can thrive. But beyond that, let’s try to outline the primary areas where a growth mindset coach can support you:

Enhancing Adaptability and Resilience

For many of us, change triggers quick responses and impulsive behavior because we are unsure of what’s happening next. When a leader in such a situation is facing self-limiting beliefs as well, they are unlikely to think of innovative or out-of-the-box unconventional solutions for the challenges hitting their team, either. Leaders with a growth mindset can better handle change. They are more able to face challenges and change their plans when needed. Growth mindset coaching lets you see setbacks as chances for personal development and learning instead of failures.

Fostering Continuous Learning and Development

A growth mindset is closely tied to a promise of continuous improvement. Growth mindset coaches help leaders build a strong desire to learn and to step out of their comfort zones to gain new skills. They encourage leaders to create a learning culture in their teams. In this culture, trying new things is welcomed, and failure is seen as a part of growing towards success.

Build Self-awareness

Many of us are bound by self-limiting beliefs unknowingly. A growth mindset coach supports breaking down these walls and prompts us to build healthier relationships with ourselves, leading to enhanced self-awareness that is not clouded by biased judgment in any manner.

Improve Emotional Competence

In addition, awareness of ourselves and others ensures that we are able to regulate our emotions better and support others in doing the same. It includes improving our understanding of common triggers and defeating harmful patterns that limit our professional growth.
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4 Signs You Need a Growth Mindset Coach

Recognizing that you need growth mindset coaching is often the first step to reaching your potential. Do you feel stuck? Are you having trouble handling new challenges or seeing your team’s performance decrease? If so, these could be signs that a growth mindset coach can help you get the support and guidance you need. Other clues include being afraid to fail, pushing back against feedback, and not wanting to move beyond your comfort zone. Let’s see these signs in detail before you search for a growth mindset coach:

Stagnation in Personal or Team Performance

One clear sign that you or your team need a growth mindset coach is when you or your team stop improving. This standstill often results from limiting beliefs that slow you down. A fixed mindset leads to poor performance, a fear of taking risks, and not wanting feedback. It makes things worse. You might avoid challenges, thinking that failure shows your lack of ability rather than seeing it as a chance to learn. A growth mindset coach can help you spot and change these limiting beliefs. They will help you create new, empowering beliefs that inspire a wish for ongoing improvement and help unlock your full potential. Read more: Mastering the Mindset Game: Growth Mindset vs Fixed Mindset

Difficulty in Navigating Change and Challenges

The business world is always changing, requiring leaders to be flexible and strong. Struggling to handle change will cause stress, lower team spirit, and even slow progress. A growth mindset coach helps you by giving you the right tools and methods to face these challenges successfully. By using change management strategies and focusing on a positive mindset, you can see change as a chance to grow, not something to fear. You learn to recover from setbacks, adjust your plans, and confidently guide your teams through tough times. Being able to manage change well gives you a competitive edge.

Perfectionism and Defensiveness to Criticism

Perfectionism and defensiveness to criticism hinder personal and professional growth. These traits often stem from a fixed mindset, where individuals feel threatened by feedback and failure. A growth mindset coach helps you shift toward a more adaptive approach, where you see mistakes as opportunities to learn and grow. By working with a growth mindset coach, you can develop resilience to criticism, embrace constructive feedback, and strive for progress rather than perfection.

Fear of failure and Micromanagement

Fear of failure and micromanagement are common challenges that impede personal and professional growth. These behaviors often stem from a lack of trust in oneself or others. A growth mindset coach assists you in overcoming these obstacles by fostering self-confidence, uplifting autonomy, and promoting a culture of trust within teams. Through targeted coaching sessions, you learn to embrace failure as a stepping stone to success, delegate effectively, and empower your team members to take ownership of their work. Are you micromanaging your team due to fear of failure? Find out now with a free assessment: Micromanagement assessment for managers.

Conclusion

In conclusion, having a growth mindset is very important for leaders. It helps you adapt, keep learning, and handle challenges well. A mindset coach is key to building resilience, boosting performance, and encouraging growth. When leaders use growth mindset ideas, they can build a place where feedback and improvement are normal in their teams. Noticing when you need a growth mindset coach is the first step to growing in your personal and work life.

Explore personalized coaching for a growth mindset!

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Podcast

Breaking Fixed Mindsets in Managers with Rick Carson

Deeksha SharmaFeb 24, 20255 min read
Breaking Fixed Mindsets in Managers with Rick Carson A manager needs to think of growth to chart that path. That’s…
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10 Signs You’re Struggling with Analysis Paralysis at Work

Deeksha SharmaSep 11, 2024
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Did You Know? Michelin Stars was started by a tire Company

AshishJul 19, 2024
Did You Know? Michelin Stars was started by a tire Company Do you know that a tire company gives Michelin…

Did You Know? Michelin Stars was started by a tire Company

Did You Know? Michelin Stars was started by a tire Company

Do you know that a tire company gives Michelin stars? Not kidding! The French tire company Michelin started rating restaurants in its guidebooks for travelers nearly a century ago. It was a clever attempt to boost sales, which became fierce culinary expertise over the years. 😋

Finding meaningful ways to grow

Now, if you propose a food rating service to a tire business, they are unlikely to find it appetizing. However, this old tradition of Michelin rating outlines one idea very clearly: growth is not a one-shot game. It’s ongoing. For managers, three key insights are evident –

Learn constantly

Michelin stars are awarded every year. Restaurants must maintain their standards to retain their stars, year after year. Similarly, management and leadership are dynamic areas. While you may master some aspects once, there are others that you’ll need to keep updating as time passes. And even the best ones may need some polishing from time to time. 🍎

Evolve with time

Michelin’s rating system has changed since its first implementation. While the earlier ones focused primarily on food quality, the new ones consider many more factors, including service quality and sustainability, which matter today. On the same note, your managerial approach must evolve as your career progresses and a new generation of workers finds a home in your teams. 🍳

Perception matters

Why do we even care about Michelin-starred restaurants? You’d say they’re Michelin! That’s reputation talking. We trust Michelin to be good at their job, impartial, and reliable.

Similarly, it would help if you cultivated a perception of reliability and impartiality in your actions to build a reputation that allows people to trust you without doubting it much. Demonstrating those qualities consistently makes them a part of your identity and helps you craft a unique and impeccable brand. 🍰

How many stars have you got?

Don’t worry; we are not rating you right now. But there’s something easier and much more helpful out there: a conversation with a coach who can help you achieve success.✨

Check out Merlin by Risely, an AI leadership coach designed to provide direction and define progress for insatiable managers like you. With three exciting modes, Merlin brings to you

  • constant learning by skill development 🧪
  • situational awareness through discussions and 🤼
  • personal brand building in role-plays 🦸

Which one are you starting first in this free conversation with Merlin? Do let us know how it goes! 🗨️

Updates from the Doodle Office

Top 7 Leadership Development Training Courses

Top 7 Leadership Development Training Courses

It’s 2024, and being a good leader is more important than ever. Good leaders do more than just guide their teams to meet the company’s goals; they also motivate people to give their best. But not everyone starts out as a great leader. The good news is there are plenty of leadership development training courses designed to help you grow into an effective leader. This blog will take you through seven top-notch courses that aim to boost your leadership skills. These courses tackle various subjects like understanding emotions better, communicating strategically, leading high-performing groups, and thinking outside the box for solutions. They’re perfect for anyone hoping to improve their game in leadership roles—from managers all the way up to CXOs. So, let’s hop right in!
Table of Contents

Top 7 Leadership Development Training Courses You Should Try!

Growing as a leader is an ongoing journey about boosting your ability to lead and building your skills. It means getting to know and polishing your own way of leading and picking up the key skills needed to guide others well. While knowing your stuff technically can help you climb the ladder at work, having soft skills like understanding people’s feelings, working well with others, being adaptable, and solving problems is just as important for truly effective leadership. Yet, busy schedules take over and throw out learning and growth. Online courses for leadership development are a great way to bridge this gap. Let’s explore some leadership development training courses that can boost your profile and break the rut.

Leadership Development Training Course #1

Leading with Emotional Intelligence

by American Management Association

Duration: 3 days

Price: $2,995.00 for Non AMA Members

Being a good leader is about understanding and handling feelings well, both yours and those of the people you work with. The emotional intelligence course offered by American Management Association teaches important emotional smarts that every top-notch leader needs. In this course, you will explore leadership training for emotional intelligence and why it’s key to leading effectively. You will learn how being aware of your emotions, controlling them, understanding others’ feelings, and managing relationships play a big part in emotional intelligence. This can help you connect better with your team members, motivate people around you more effectively, and make choices that lead to success for everyone involved. Why should you take this course?
  • Emotional intelligence prepares you to handle difficult people management situations better, such as conflicts, broken professional relationships, or sensitive conversations.
  • It will also help you improve self-awareness as a people leader and understand your own emotions better.

Leadership Development Training Course #2

The Leadership Development Program (LDP)®

by Centre for Creative Leadership

Duration: 5 Days

Price: $7,950

The Leadership Development Program by the Center for Creative Leadership brings home innovative approaches to developing leaders. One of the program’s primary objectives is to reduce the gap between frontline staff and senior management, which is a frequent impediment to organizational effectiveness. By reducing such communication and strategic gaps, you can enhance performance for the whole set-up. That’s not all; this leadership development training course also goes into the following:
  • Leveraging identities and building resilience in the team as a leader
  • Using networks to support personal and professional development for yourself and your peers at work
  • Developing the skills you need to understand the role of DEI and build relevant skills effectively

Leadership Development Training Course #3

Leadership Training for Results: Unleash Talent in Others

by Dale Carnegie

Duration: 3 Days or 8 Weeks

Price: $ 2,195 onwards

To lead teams that perform well, you need to know some special tricks and methods. This course by Dale Carnegie Institute empowers you to enable performance in others. It teaches people leaders what they need to know so their teams can do their best work. In this course, you will first understand how to be confident in your leadership abilities. Next up, the course adopts an other-focused approach, so learn all about enabling and empowering others as a team manager or leader. You will better understand the typical problems that trouble teams, how to diagnose them, how to manage common types of teams, and the ins and outs of building a strong team on the foundation of effective communication. What You Will Learn About Team Building and Management?
  • You will learn about being and building accountability in your team. The key questions being answered are: What is accountability, and how can you develop it in yourself and others?
  • You will understand the common reasons why teams get in trouble. After learning about the causes and contexts, you will move on to resolving these challenges with your team through strategic interventions with an external focus.

Leadership Development Training Course #4

Leadership Excellence Course & Executive Coaching

by Academy Leadership

Duration: 3 Days

Price: $3,650

This leadership development training course combines many interesting elements in a concentrated yet comprehensive three-day program focusing on your growth and development. It starts with assessments and then provides support through convenient one-on-one coaching. That’s not all, though; the program enables support through peer-to-peer learning and post-program support in the form of leadership coaching for 90 days. Compared to the previous course, we saw focusing externally; this makes you focus on yourself. The journey is one of “self-discovery,” as described on the program’s website. This course teaches you the many faces of leadership, how to switch up your style based on what’s happening around you, and how to make plans for personal growth. You will discover what makes you strong as a leader and where you can improve.

Leadership Development Training Course #5

Leading Successful Change

by INSEAD

Duration: 4 Days

Price: S$ 13,600

If you were to ask one thing that marks the present era of business, the answer is likely to be simple: change. The rapid global movement needs leaders who are both ready and proactive in handling such situations. You have a big job: explaining why change is necessary, standing by their team members during the shift, and getting everyone excited about trying new ways of doing things. How will this course help you in the journey of managing change?
  • First, the course begins by building the foundations and assessing your change management skills. It helps you understand change management and how it works, including the primary processes and phases within the change management cycle.
  • Next, this course prepares you to handle the most troublesome aspect of any change, which is resistance. You will also develop a framework to propel and sustain changes in organizations.

Leadership Development Training Course #6

Leadership, Ethics, and Corporate Accountability

by Harvard Business School Online

Duration: 6 weeks, self-paced

Price: $1,850

Ethics are super important when it comes to being a good leader. Resultantly, it’s one of the most important leadership development training topics. When leaders make choices that are right and fair, they not only get the trust and respect of their team members but also help create a really positive place to work. Being ethical in leadership means sticking to what’s morally right, keeping honest, and making decisions based on what’s ethically sound. Leaders who stick by their ethics set a great example for everyone on their team, encouraging an atmosphere where everyone trusts and treats each other fairly. In this course you will learn how to:
  • Develop a framework for understanding the responsibilities leaders have
  • Determine and deliver on your economic, legal, and ethical responsibilities
  • Formulate a plan to address conflicts and communicate the “why” behind your decisions
  • Establish a toolkit for making tough leadership decisions now and in the future

Leadership Development Training Course #7

Critical Thinking & Problem Solving For Organizational Leaders

by CEED Academy

Duration: 5 Days

Price: Available upon enquiry

During the course, you will dive into the concept of creative thinking in problem solving and work around ways to enable it with your team. You will learn ways to make your teams more open to new ideas, encourage everyone to think creatively and tackle any hurdles that might stop innovation. Key Takeaways from This Course on Fostering Innovation In this course, you will gather:
  • An understanding of how creativity, problem-solving, and decision-making work in tandem in real-life scenarios
  • Multiple proven decision-making and problem-solving techniques that you can apply to your challenges
  • The ability to understand, expect and minimize risk and uncertainty effectively as a team leader to ensure that your team moves on a safe footing
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Wrapping Up

To weave leadership development programs into the fabric of an organization, you need a well-thought-out plan and a holistic approach. Here’s a simple framework to use leadership development training courses with your team:
  • Start by figuring out what your team needs in terms of leadership skills and what would be the essential leadership development training topics in your context. Look closely at where you are strong and where you need help. You can seek feedback, take skill assessments from Risely, or conduct a personal SWOT analysis.
  • Then, put together tailored leadership development training courses that match your organization’s goals and tackle specific areas that need improvement.
  • Coaching and mentoring give leaders extra support to grow their abilities while guiding them along their development journey. So be open to accepting those offers from potential coaches at work. If not, you can look for coaches outside.
  • Promoting an environment that values learning encourages everyone in charge to keep getting better through various activities designed for growth. Thus, start discussing your ideas and get going.
  • Lastly, remember to check regularly to see if these efforts are making a difference for you and the whole group. Adjust as needed based on what you find.
When leaders start acting differently in good ways—like talking better with their teams or solving problems more effectively—it shows the training did its job. By keeping track of improvements in how a team gets along and does its work overall, you can be sure that you are getting real value from investing in leadership development training courses.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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How To Receive Feedback With A Growth Mindset?

How To Receive Feedback With A Growth Mindset?

Receiving feedback is an essential part of personal and professional growth. But let’s be honest. We frequently struggle to accept feedback and view it as criticism rather than an opportunity for improvement. To truly benefit from feedback, it is crucial to develop a growth mindset. A growth mindset is the belief that our abilities and talents can be improved through hard work, dedication, and the willingness to learn from others. In this blog, we will explore how to receive feedback with a growth mindset and how you can use it as a catalyst for personal and professional development.
Table of Contents

How does a growth mindset enhance feedback?

Feedback, when seen through the lens of a growth mindset, is not a judgment but a learning opportunity. It’s a chance to gain valuable insights and improve, rather than a reflection of one’s worth. Constructive feedback, in particular, is a powerful tool for your growth. It provides the stepping stones to enhance skills and reach one’s full potential. By adopting a growth mindset, you can transform feedback from a potential threat to a valuable resource for continuous learning, development, and goal achievement.

💡 What’s a growth mindset?

A growth mindset, coined by Carol Dweck, is the belief that one’s abilities and talents can be developed through effort, perseverance, and the willingness to learn from setbacks. This mindset is essential for your academic achievement, professional development, and personal growth. Individuals with a growth mindset are more likely to embrace challenges, seek out feedback, and view failures as opportunities for learning and improvement.

How to receive feedback with a growth mindset? Let’s see an example

Picture this: An employee named Alex has missed several project deadlines, which has impacted your team’s overall productivity. As a result, Alex receives the following feedback: “Alex, I’d like to discuss our recent project deadlines. We’ve noticed that in the last month, you missed the deadlines for the marketing report and the client proposal by a few days each time. When these deadlines are missed, it affects the entire team’s workflow and delays our ability to move forward with other tasks. For example, the marketing team had to postpone their campaign launch, and the client proposal had to be expedited, which added extra stress to the team. I know you’re capable of delivering high-quality work, and I believe we can avoid these issues with a bit more time management and prioritization. How about we work together to set intermediate milestones for your projects? Additionally, if you’re facing any challenges or need support with managing your workload, please let me know. I’m here to help, whether it’s through additional resources, time management tools, or simply talking through your tasks to prioritize better.” In this scenario, we can note that the feedback is provided pretty efficiently. The manager shared their observations, supported them with examples, and moved on to suggestions and support. Based on Alex’s mindset, there can be two very different reactions. First, let’s see how a fixed mindset receiving feedback works: If Alex works with a fixed mindset, they might react defensively to constructive feedback, viewing it as a personal criticism rather than an opportunity for growth. Their responses might exhibit:
  • Denial or Defensiveness: “I don’t think missing a couple of deadlines is such a big deal. Besides, other people have missed deadlines, and no one pointed it out.”
  • Blaming External Factors: “It’s not my fault that the marketing report was late. I was waiting for data from another department, and they didn’t get it to me on time.”
  • Feeling Threatened or Discouraged: “I always get picked on for things like this. Maybe I’m just not good enough for this role.”
Overall, Alex, with a fixed mindset, will view this feedback as a threat to their team’s presence. Consequently, they will miss out on opportunities for growth. Now, let’s see the other way: How should you receive feedback with a growth mindset? The reaction to feedback changes with the mindset. A growth mindset enables Alex to show many positive behaviors, like:
  • Acknowledging the Issue: “Thank you for pointing that out. I didn’t realize that my missed deadlines were having such an impact on the team.”
  • Taking Responsibility: “I understand that I need to manage my time better to meet deadlines consistently.”
  • Showing Willingness to Improve: “I think setting intermediate milestones is a great idea. It will help me stay on track and address any issues early on.”
  • Seeking Feedback and Support: “Can you help me identify some tools or strategies for better time management? I want to make sure I’m improving in this area.”
In doing so, Alex shows many signs of a growth mindset, such as being open to suggestions and handling mistakes as chances to learn and grow more. Read more: Mastering the Mindset Game: Growth Mindset vs Fixed Mindset Before proceeding further, think which set of reactions matches your behavior more. Receiving feedback effectively as a manager can make or break your journey, check out the tips below if you feel the need to defend or shift feedback.

Why do we react negatively to feedback?

Receiving feedback can often trigger strong emotional reactions, such as defensiveness or frustration. But why?
  • Feedback, especially if it is critical, can feel like a personal attack, threatening our self-worth and self-esteem. Negative feedback can trigger a fear of failure, making us feel inadequate or incapable.
  • Critical feedback challenges a fixed belief and suggests that you need to change, which can be unsettling.
  • Poorly delivered feedback, lack of clarity, or miscommunication can lead to misunderstandings about the intent or content of the feedback.
  • Past negative experiences with feedback can lead to a conditioned response to react negatively to new feedback. You might have received bad feedback, or personal criticism disguised as feedback earlier.
In sum, it’s a mix of internal and external factors. Bad experiences can make us resistant to feedback, but remaining open to the good ones can help us big time! Let’s see some strategies to do this in the next section.

How to receive feedback with a growth mindset?

By developing a growth mindset, you can shift perspectives and view feedback as an opportunity for growth and development, regardless of whether it is positive or negative. Understanding the impact of emotions on feedback reception is crucial for developing a growth mindset and leveraging feedback for personal and professional development. Emotional responses to feedback can vary from person to person. Some may feel defensive or hurt, while others may become motivated to improve. You need to recognize these emotional responses and their impact on how you handle feedback. Difficult feedback, in particular, can trigger negative emotions, but by acknowledging and processing these emotions, you can maintain a receptive attitude and use the feedback as an opportunity for growth. Read more: 5 Ways To Master Emotional Management At Work For Managers

How to Maintain a Positive Attitude Towards Feedback?

Maintaining a positive attitude towards feedback with a growth mindset is essential for receiving it. Here are some strategies to help you maintain a positive attitude:
  • Practice active listening: Pay attention to the feedback giver and actively listen to fully understand their perspectives.
  • Seek specific examples: Ask for specific examples to gain a deeper understanding of the feedback and identify areas of improvement.
  • Embrace a receptive attitude: Approach feedback with an open mind, accepting that there is always room for growth and improvement.
  • Focus on your growth: Instead of viewing feedback as a personal attack, see it as an opportunity to enhance your skills and achieve your goals.

Don’t Shy From Constructive Criticism

Embracing constructive criticism is crucial for personal and professional growth. It allows you to identify areas of improvement and take actionable steps towards development. Here are some practical steps to embrace constructive criticism better at work:
  • Seek clarification to fully understand feedback: Ask questions and seek clarification to gain a deeper understanding of the feedback and how to apply it. Active listening and engaging in a dialogue with the feedback giver can also help in understanding specific examples and actionable items for improvement.
  • Identify actionable items from feedback: Analyze the feedback received and identify specific actions or changes that you can make to improve performance. These actionable items serve as the next steps towards improvement and enable you to continuously develop their skills.
  • Engage in feedback conversations: Have open and honest conversations with feedback givers to gain insights and discuss potential areas for growth.

Catch more insights on how to receive feedback with a growth mindset, only on RiseUp Radio!

But, I genuinely got bad feedback!

We get it. Bad feedback happens. Sometimes, the feedback provider is up to no good, and there’s little that you can do. Here are three ways to make the most of little constructiveness in feedback that you receive:

Dealing with vague or non-constructive criticism

It’s frustrating. However, it is important to approach such feedback with a growth mindset. Instead of dismissing it or becoming defensive, seek clarification from the giver. Ask specific questions to better understand their concerns or suggestions. It will enable you to generate valuable insights and identify areas for improvement. Remember, your manager might be learning how to give feedback. Help them out, too.

Feedback from Multiple Sources

Receiving feedback from multiple sources can be overwhelming, but it is an opportunity for growth and learning. While one appreciates you, the other promises they have never seen anything worse! You need to cultivate a feedback culture within the team to navigate feedback from various sources. It involves creating an environment where feedback is actively encouraged and valued. Actively listen to feedback from different sources and look for common themes or areas for improvement. Engage in open and honest conversations to gain deeper insights and understand different perspectives on the same situation.

Wrapping up

In embracing feedback with a growth mindset, we open doors to endless personal and professional development opportunities. By understanding the power of constructive criticism, we pave the way for self-improvement and transformation. It is essential to navigate initial reactions with mindfulness, seeking clarity and actionable steps from feedback. Transforming feedback into growth opportunities involves setting goals and leveraging insights for continuous enhancement. Cultivating a culture of effective feedback within teams fosters open communication and mutual growth for everyone around you.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Ace performance reviews with strong feedback skills.

Master the art of constructive feedback by reviewing your skills with a free assessment now.

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Growth Mindset Training For Leaders: When Should You Take It

Growth Mindset Training For Leaders: When Should You Take It

One key factor contributing to leaders’ success is their mindset. A growth mindset, as opposed to a fixed mindset, is crucial for leaders to excel in their roles and drive their teams towards success. Growth mindset training plays a pivotal role in developing the right mindset for leaders. It helps you cultivate a growth mindset culture within teams, promote personal growth, and enhance your leadership skills.  Stanford University’s research on growth mindset, led by Carol Dweck, has been instrumental in shaping the field of growth mindset training. Dweck’s research emphasizes the importance of believing in the potential for growth and the power of effort and resilience in achieving success. This research forms the foundation for effective growth mindset training programs for leaders. With the right mindset, you can create a positive work environment that fosters innovation, collaboration, and personal development. In this blog, we will set you up on a journey toward a growth mindset.
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Let’s Define Growth Mindset in Leadership

In the context of leadership, a growth mindset refers to having the right mindset that enables leaders to lead and inspire their team members effectively. Leaders with a growth mindset believe that their team members have the potential to grow and develop, and they actively support and encourage their personal and professional growth. Having a growth mindset as a leader also means approaching problems and challenges with a solution-oriented mindset. Instead of viewing obstacles as roadblocks, a growth mindset enables you to see them as opportunities for problem-solving and growth. As a result, you are open to new ideas, feedback, and continuous improvement.

When Is the Right Time for Growth Mindset Training?

Knowing when to embark on a growth mindset training journey as a leader is crucial. Growth mindset training can benefit you at various stages of your career and at different points in your personal and professional development. One key factor to consider is the need to enhance critical thinking skills. Growth mindset training equips you with the mindset and tools to approach complex problems and make informed decisions. It stimulates innovative thinking and encourages leaders to step outside their comfort zones, leading to personal and professional growth.

Signs that you need growth mindset training for leaders

  • Consistently avoiding challenges and taking the easy way out
  • Feeling threatened by the success or abilities of others
  • Having a fixed mindset about your own abilities
  • Being resistant to feedback and viewing it as a personal attack
  • Lacking perseverance and giving up easily in the face of setbacks
  • Avoiding learning opportunities and not seeking out new knowledge
  • Feeling overwhelmed by change and struggling to adapt
There are several critical moments in your journey where growth mindset training interventions can significantly impact you. These moments include:
  • Change management: During periods of organizational change, growth mindset training can help you navigate uncertainty, adapt to new challenges, and effectively lead your teams through the transition.
  • Building a team: Growth mindset training can provide you with the mindset and skills necessary to facilitate the growth and development of your team members when they engage in coaching sessions.
  • Poor decision-making: When you face the consequences of poor decision-making, growth mindset training can help you reframe your mindset, learn from your mistakes, and develop better decision-making skills.
Learning experiences and professional development opportunities also serve as opportune moments for growth mindset training. When you are open to learning and actively seeking ways to improve your skills, growth mindset training can provide you with the mindset and strategies to maximize the value of these experiences and accelerate their development.
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How to shift from a fixed mindset to a growth mindset?

Shifting from a fixed mindset to a growth mindset requires embracing adaptability, personal growth, and stepping out of their comfort zones. Very often, we cannot recognize the fixed mindset patterns that limit us. Hence, this step begins with a focus on self-awareness for leaders. This shift involves:
  • Recognizing and challenging fixed beliefs: You need to identify your fixed beliefs about your abilities and challenge them. Acknowledging that abilities can be developed allows you to open yourself up to new possibilities and growth.
  • Embracing a growth-oriented action plan: Leaders should actively seek opportunities for growth and view challenges as chances to learn and improve. They should cultivate a mindset that values effort, resilience, and continuous learning.
  • Stepping out of the comfort zone: You must be willing to take risks, try new approaches, and tackle unfamiliar challenges. This is essential for personal growth and development.

Planning Your Growth Mindset Development Journey

Planning a growth mindset development journey as a leader involves setting goals, creating an action plan, and committing to lifelong learning. Here are some steps to consider:
  • Set specific goals: Identify the areas where you want to develop a growth mindset and set specific goals to guide your journey.
  • Create an action plan: Break down your goals into actionable steps and create a plan to implement them. This might involve seeking learning opportunities, coaching or mentoring, and practicing growth mindset techniques.
  • Commit to lifelong learning: Embrace the mindset of a lifelong learner and actively seek out opportunities for personal and professional growth. Cultivate a curiosity for learning and continuously challenge yourself to expand your knowledge and skills.
  • Embrace the growth mindset journey: Understand that developing a growth mindset is a continuous process. Embrace the journey, be patient with yourself, and celebrate small wins.

Common Challenges Faced by Leaders Without a Growth Mindset

Leaders who lack a growth mindset face several challenges that hinder their personal and professional growth. These challenges include:
  • Lack of resilience: Without a growth mindset, you may struggle to bounce back from setbacks and failures. You are more likely to give up when faced with challenges instead of persevering and finding new solutions.
  • Resistance to new ideas: Leaders without a growth mindset may be resistant to new ideas and innovations. You are more inclined to stick to familiar strategies and methods, limiting your ability to adapt to changing circumstances.
  • Reluctance to put in hard work: A fixed mindset leads to a belief that abilities are fixed and cannot be significantly improved. This results in leaders being less willing to put in the effort and hard work required for personal and professional growth.
Through growth mindset training, you learn to overcome challenges with resilience and perseverance. You develop the ability to analyze situations objectively, identify areas for improvement, and create action plans for success. This mindset shift allows you to navigate obstacles and setbacks with confidence, inspiring your teams to do the same.

Growth Mindset Training for Leaders with Risely

A growth mindset among leaders can often make or break the deal for teams. But not every leader has the same set of typical challenges to beat! And we get it; that’s why we created hyper-personalized learning journeys that enable skill development in your context. Here is how it works with you and for you:
  • Step 1: Define your challenges from over 30 options on Risely.
  • Step 2: Assess your current position on relevant skills as Risely recommends.
  • Step 3: Generate a roadmap of skill development that involves something new every day. We are not going to just talk about a growth mindset—we will build it one step at a time with case studies, sample statements, and more engaging ways.
What’s more? Growth mindset training can be tricky. We know you might feel a little down at time. That’s when you can talk to Merlin, Risely’s AI leadership coach, to vent your heart out, free from the fear of judgment or appearances. Let’s get you started: Sign up for a free trial today.

Learn more about a growth mindset

Conclusion

In conclusion, embracing a growth mindset is crucial for leaders to navigate challenges effectively and foster a culture of continuous improvement within their teams. By recognizing the value of adaptability, resilience, and learning from setbacks, leaders can inspire their teams to strive for excellence. It’s essential to identify critical moments for growth mindset training interventions and proactively shift from a fixed mindset to a growth-oriented approach. Developing a growth mindset takes time and effort, but the benefits extend far beyond personal development to positively impact team dynamics and organizational success. Stay committed to your growth mindset journey and lead with a forward-thinking perspective.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Building a growth mindset was never easier!

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How To Find An Executive Coach? A 5 Step Guide For Managers

How To Find An Executive Coach? A 5 Step Guide For Managers

Many organizations are realizing the value of executive coaching in helping their senior leaders unlock their full potential and enhance their leadership skills. However, with a vast number of coaches to choose from, finding the right executive coach can be a daunting task for managers. It’s crucial to take the time to identify your specific needs and goals to ensure that you find the coach who can best support your growth and development as a leader. In this blog, we will provide a comprehensive 5-step guide for managers on how to find an executive coach perfectly tailored to their needs.
Table of Contents

What is the Role of an Executive Coach?

Before diving into the process of finding an executive coach, it’s important to understand the role they play. An executive coach is a professional who provides guidance, support, and feedback to individuals in leadership positions, helping them develop their leadership ability and achieve their professional goals. Executive coaching differs from business coaching and mentoring in focusing specifically on leadership development. Unlike a mentor who shares their own experiences and advice, an executive coach serves as a sounding board, providing objective insights and helping you navigate challenges and maximize your potential.

The Difference Between Executive Coaching and Mentoring

While both executive coaching and mentoring can be valuable for professional development, it’s crucial to recognize the personalized approach of executive coaching. Mentoring typically involves a more experienced individual sharing their knowledge and advice with a less experienced individual, often within the same organization or industry. The mentor acts as a guide, offering you insights based on their own experiences. In contrast, executive coaching is a tailored process that focuses on the development of your unique leadership skills and the achievement of your specific goals. The executive coach provides support, feedback, and guidance, helping you identify your strengths and areas for improvement and develop strategies to enhance your leadership abilities. Executive coaching is a more structured and goal-oriented process designed specifically for your needs, making you feel valued and understood in your professional journey.

How Executive Coaching Can Elevate Your Leadership?

Executive coaching can profoundly impact your leadership abilities, enabling you to reach your full potential and become a more effective leader. By working with an executive coach, you can gain valuable insights into:  
  • Your leadership style
  • Strengths
  • Areas for development
The coach provides objective feedback and guidance, helping you navigate challenges and develop strategies to overcome them. You can enhance your communication skills, emotional intelligence, decision-making abilities, and strategic thinking through executive coaching. The coach is a trusted advisor, providing support and accountability as you achieve your leadership goals.  Read more: 5 Reasons To Try Executive Coaching For Leaders

Before Starting the Search for an Executive Coach

Before embarking on your search for an executive coach, it’s essential to take some time to prepare and clarify your specific learning needs. Consider the areas where you want to improve as a leader and the goals you want to achieve through coaching. This self-reflection will help you identify the right coach with the expertise and experience to address your needs. Additionally, it’s essential to clearly understand what you are looking for in a coach, including their coaching style, approach, and compatibility with your leadership style. This preparation will ensure you find the right coach to effectively support your leadership development journey.

Identifying Your Coaching Needs

Identifying your coaching needs is critical in finding the right executive coach. Take the time to reflect on the areas of your leadership that you want to improve or develop further. This could include enhancing your communication skills, building stronger relationships with team members, improving your decision-making abilities, or developing strategic thinking.

Setting Clear Goals for Executive Coaching

Setting clear goals for your coaching journey is crucial for maximizing its effectiveness. When setting your goals, consider the specific outcomes you want to achieve and the timeline in which you hope to achieve them. Here are a few examples:
  • Develop stronger communication skills to effectively lead and inspire your team.
  • Enhance your strategic planning abilities to drive organizational growth and success.
  • Improve your decision-making process to make more informed and impactful choices.
  • Build stronger relationships with team members and foster a positive and collaborative work environment.
By setting clear goals, you provide direction to your coaching engagement and ensure that you and your coach are aligned on the desired outcomes. These goals serve as a roadmap for your leadership development journey and benchmark your progress and success.
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How to Find an Executive Coach?

Finding the right executive coach may seem overwhelming initially, but it can be a rewarding and transformative experience with the right approach. As a beginner, conducting thorough research and due diligence is crucial to identifying potential coaches who align with your needs and goals. Let’s walk you through five essential steps to help you find the right executive coach for your leadership development journey.

What You Will Need to Get Started?

Before you begin your search for an executive coach, make sure you have a few critical components in place. These include:
  • Clearly defined coaching objectives: Identify what you hope to achieve through executive coaching and the specific areas you want to focus on.
  • Budget and resources: Determine your budget for coaching services and any additional resources you may need.
  • Commitment to the coaching process: Recognize that executive coaching requires time and effort and be prepared to fully engage in it.
  • Coaching agreement: Once you have found a potential coach, it’s essential to establish a coaching agreement that outlines expectations, objectives, and confidentiality agreements.
Read more: Is Executive Coaching Cost Worth the Investment? Exploring Options for Leaders

Step 1: Assessing Your Leadership Challenges and Goals

The first step in finding the right executive coach is to assess your leadership challenges and goals. Take the time to reflect on the specific areas of your leadership that you want to improve upon or develop further. Consider the challenges you currently face and the goals you want to achieve through executive coaching. This self-assessment will help you narrow down your search and find a coach who has the expertise and experience to address your specific needs. By clearly understanding your challenges and goals, you can effectively communicate your needs to potential coaches and ensure a productive coaching relationship. Try your hand at this with Risely’s free leadership skill assessments that cover core areas of managing people effectively.

Step 2: Researching Potential Coaches

Once you have identified your leadership challenges and goals, it’s time to research potential coaches. Utilize online resources such as LinkedIn and coaching directories to find a diverse range of executive coaches. These platforms allow you to filter your search based on criteria such as location, specialty areas, credentials, and coaching methodologies. Explore the profiles of potential coaches to assess their background, experience, and client testimonials. In addition to online platforms, consider reaching out to professional organizations and networking groups to find executive coaches who may be located in your local area. Gathering as much information as possible about potential coaches will help you make an informed decision and find the right coach for your leadership development journey.

Step 3: Evaluating a Coach’s Credentials and Compatibility

As you research potential coaches, evaluating their credentials and compatibility is essential. Look for coaches who have relevant certifications and training in executive coaching. These certifications ensure the coach has undergone rigorous training and adheres to professional standards. Consider their experience working with individuals in similar leadership positions or industries. This will help ensure the coach has the expertise to address your needs. Compatibility is also crucial in a coaching relationship. Pay attention to the coach’s approach, style, and values to ensure they align with yours. Feeling comfortable and trusting the coach is important, as this will facilitate open and productive coaching sessions.

Step 4: Engaging in a Preliminary Consultation

Once you have narrowed down your list of potential coaches, it’s time to engage in a preliminary consultation. Most coaches offer an initial consultation or discovery session to assess compatibility and discuss coaching objectives. Prepare for this meeting by outlining your leadership challenges, goals, and desired outcomes. Be open and transparent about what you hope to achieve through executive coaching. During the consultation, ask questions to gain insights into the coach’s approach, methodology, experience, and compatibility. This meeting is an opportunity to establish clear communication and mutual understanding, setting the foundation for a productive coaching relationship. Use this consultation to evaluate how well the coach understands your needs and if they can effectively support your leadership development journey.

Step 5: Making the Commitment

After engaging in preliminary consultations, it’s time to commit to the coach who best aligns with your needs and goals. This commitment involves establishing a coaching agreement that outlines expectations, objectives, and confidentiality agreements. The coaching agreement serves as a roadmap for your coaching engagement, providing clarity and ensuring that both you and the coach are on the same page. It’s important to fully commit to the coaching process and invest the time and effort required to make meaningful progress. Remember that executive coaching invests in your long-term success and development as a leader. Try another interesting read: Develop leaders for a self-propagating culture

Maximizing the Relationship With Your Executive Coach

Working with an executive coach is not just about finding the right coach but also about maximizing the relationship for optimal results. Ongoing support from the coach is crucial in the learning and development journey. Regular coaching sessions provide a platform for open communication, where managers can discuss challenges, receive feedback, and explore strategies for growth. Here are a few tips to make the most of coaching as a leader: 
  • Establish Communication Expectations: Effective communication is a key component of a successful coaching relationship. When working with an executive coach, it is important to establish clear communication expectations from the beginning. This includes determining the frequency and mode of communication, such as in-person meetings, phone calls, or email exchanges. You should also express your preferred communication style and how they like to receive feedback. 
  • Be Open to Feedback and Change: One of the most significant benefits of working with an executive coach is the invaluable feedback you receive. To truly benefit from this, you must be open to feedback and embrace change. This could involve adjusting your leadership style, adopting new strategies, or developing new skills.
  • Setting Benchmarks for Success: Benchmarks serve as milestones or indicators of progress toward specific goals. When setting benchmarks for success, it is important to establish specific and measurable goals that align with the manager’s leadership development objectives. You can categorize these goals into different areas, such as communication, decision-making, or team management. 

Common Pitfalls to Avoid When Choosing an Executive Coach

Finding the right executive coach is crucial; it is equally important to avoid common pitfalls that can hinder the effectiveness of the coaching engagement. When choosing an executive coach, it is essential to conduct due diligence and be aware of any red flags. This includes researching the coach’s credentials, certifications, and experience. But there’s more that you should think of before starting: 
  • Don’t Overlook the Importance of Chemistry: Chemistry is the connection and rapport between the manager and the coach. You must feel comfortable and at ease with your coach, as you will be discussing sensitive topics and receiving feedback. You should look for a coach with whom you have a good personal connection and shared values. Additionally, it is important to consider the coach’s coaching style and whether it aligns with your preferred leadership style. 
  • Don’t Ignore Red Flags: Red flags can include a lack of relevant experience, questionable credentials, or a coaching approach that does not align with your needs. You need to conduct due diligence and thoroughly research prospective coaches before making a decision. This may involve reviewing their credentials, certifications, and client testimonials. You should also consider any negative feedback or warning signs that may indicate potential issues.
  • Be realistic with your schedule: Not being realistic can hinder your progress with an executive coach. It’s crucial to consider your availability and commitment level before engaging in coaching sessions. Setting aside time for coaching and actively participating in the process is essential for reaping the full benefits of working with a coach.

Conclusion

In conclusion, finding the right executive coach is crucial for your leadership development. You can effectively elevate your leadership skills by assessing your needs, setting clear goals, and engaging with potential coaches. Establishing good communication, being open to feedback, and setting success benchmarks are key to maximizing your relationship with your coach. Avoid pitfalls like overlooking chemistry and red flags. Remember, executive coaching is an investment in yourself and your future success. Stay committed, seek results proactively, and nurture a collaborative partnership with your coach to unlock your full leadership potential.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Meet Merlin, your AI coach by Risely.

Merlin is there to hold your hand through people management challenges of all shape and sizes. Explore now with a free conversation.

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12 Easy To Do Leadership Training Activities

12 Easy To Do Leadership Training Activities

Leadership training activities are an excellent way to enhance leadership skills, promote team building, and improve overall productivity. These activities allow individuals to practice and develop their communication, problem-solving, decision-making, and critical thinking skills in a controlled and supportive environment. This blog will explore 10 easy-to-do leadership training activities that can be implemented in various professional settings. These activities are designed to engage participants, foster teamwork, and enhance leadership skills. Whether you are a team leader or a new leader looking to develop your leadership abilities, these activities offer valuable personal and professional growth opportunities.
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10 Engaging Leadership Training Activities

Leadership training activities are an effective way to develop essential leadership skills and qualities. These activities provide opportunities for individuals to practice and enhance their communication, problem-solving, decision-making, and critical thinking skills. Here are 10 engaging leadership training activities that can be easily implemented in various professional settings:

The Blindfold Game 

Skill in focus: Verbal communication, Active Listening The Blindfold Game is a trust-building activity that requires participants to rely on their team members for guidance. It promotes practical communication skills and trust-building among team members. 

How do you do the blindfold game of leadership training?

  1. Design an obstacle course with materials available near you in the workspace
  2. Blindfold one of the participants
  3. Assign the task to your team members: They have to navigate with the help of verbal instructions from their team
  4. Discussion round: Talk about good and bad examples of verbal communication you observed

Role Reversal 

Skills in Focus: Understanding Different Perspectives Role Reversal is an activity that allows participants to step into the shoes of others and understand different perspectives. It promotes active listening, empathy, and the ability to see things from different angles. 

How do role reversals help in leadership training? 

In this activity, participants are divided into pairs, each pair given a scenario or a problem to solve. Each person takes turns assuming the role of the leader while the other person takes on the role of a team member. This activity helps participants develop their leadership qualities, improve their active listening skills, and become more empathetic leaders.

The Shipwreck 

Skills in focus: Problem Solving, Critical Thinking The Shipwreck activity challenges participants to make decisions under pressure. It promotes critical thinking, problem-solving, and decision-making skills. 

How is the shipwreck leadership training activity conducted?

In this activity, participants are presented with a hypothetical scenario where they are stranded on a deserted island after a shipwreck. They must work together to prioritize and make decisions about the limited resources available to them. 

Feedback Circle 

Skills in focus: Constructive Feedback Skills The Feedback Circle is an activity that focuses on developing constructive feedback skills. It promotes emotional intelligence, effective communication, and the ability to provide feedback in a supportive and constructive manner. 

Steps to run a feedback circle leadership training

In this activity, participants sit in a circle and take turns providing feedback to each other based on a specific prompt or question. The Feedback Circle encourages participants to practice giving and receiving feedback, develop their emotional intelligence, and improve their leadership behaviors. This activity is valuable for enhancing leadership skills and fostering a culture of open and constructive communication within a team.

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The Leadership Compass 

Skills in focus: Self-awareness The Leadership Compass activity helps participants identify their leadership styles and develop self-awareness. It promotes team building and the understanding of different leadership traits. 

How can you run the leadership compass activity?

In this activity, participants complete a leadership style assessment and discuss the results with their team members. They explore the strengths and weaknesses of different leadership styles and how they can adapt their leadership approach to different situations. The Leadership Compass helps participants develop a deeper understanding of their own leadership traits.

The Minefield 

Skills in focus: Communication and Trust The Minefield activity focuses on improving communication and trust within a team. It promotes effective communication skills, trust-building, and team bonding. 

How to conduct the minefield activity?

This activity is similar to the first blindfold game that we saw above. In this activity, participants are divided into pairs, one blindfolded and the other acting as their guide. The blindfolded participant must navigate through a “minefield” (a designated area with objects) with the help of their guide’s verbal instructions. The Minefield activity encourages your team to communicate effectively, trust their team members, and work together to overcome challenges.

Bridge Building 

Skills in focus: Collaboration and Problem-Solving Bridge Building is an activity that focuses on collaboration and problem-solving skills. It promotes teamwork, leadership skills, and effective communication. 

How to conduct the bridge-building activity?

  1. Gather some materials of daily use (notepads, pens, cups, etc.) in your workspace
  2. Divide your team into small groups
  3. Assign the task: create a bridge that can support the weight of a specific object or cross a designated gap

The Great Egg Drop 

Skills in focus: Creativity and Innovation The Great Egg Drop is an activity that promotes creativity, innovation, and leadership development. It encourages participants to think outside the box and come up with innovative solutions to protect an egg from breaking when dropped from a height. It also promotes teamwork and a sense of camaraderie among participants.

How do we conduct the egg drop activity for leadership training?

  1. Assign common objects from the workplace to your team members
  2. Share the task: design and build a contraption to protect their egg

Scenario Planning 

Skills in focus: Strategic Thinking and Planning Scenario Planning is an activity that focuses on strategic thinking and planning. It promotes critical thinking, decision-making, and the ability to anticipate and prepare for future challenges. 

How do you do the scenario planning activity? 

In this activity, participants are presented with different scenarios or challenges and must work together to develop strategic plans to address them. Scenario Planning encourages participants to think strategically, analyze potential outcomes, and make informed decisions.

Leadership Reflections 

Skills in focus: Self-awareness and Personal Growth Leadership Reflections is an activity that focuses on self-awareness and personal growth. It promotes self-reflection, self-improvement, and the development of leadership qualities. 

How can you do the leadership reflections activity? 

In this activity, participants are given time to reflect on their leadership journey, strengths, weaknesses, and areas for growth. They can engage in journaling, group discussions, or self-assessment exercises on leadership skills to better understand their own leadership qualities. Leadership Reflections activity encourages personal development, fosters self-awareness, and helps new leaders identify areas for improvement and growth.
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Bonus Leadership Training Activities

While the above set consisted of simple and easy to start leadership training activities for your team, those listed below will need you to collect some materials and define the rules pretty clearly before you start:

The Marshmallow Challenge 

Skills in focus: Teamwork and Innovation Materials: Spaghetti sticks, marshmallows  The Marshmallow Challenge is a popular activity that focuses on teamwork and innovation. It encourages participants to work together, think creatively, and develop strategies to build the tallest tower using only spaghetti, tape, string, and marshmallows.

How does the marshmallow challenge work?

Divide participants into teams of 3-5 members each for this activity. Try to mix up people from different departments or with varied skill sets to encourage diverse perspectives. Present the challenge to the teams. They have a limited time (usually around 18 minutes) to build the tallest free-standing structure and can use only the materials provided (spaghetti). The catch is that the marshmallow must be at the top of the structure and supported by the structure itself, not just balanced on top. Discuss how the skills and insights gained from the challenge can be transferred to real-world situations.

Tower of Babel 

Skills in focus: Cross-functional Teamwork, Communication According to the biblical story, people once spoke a single language and decided to build a tower that would reach the heavens to symbolize unity and ambition. God confused their language to thwart their plans, so they could no longer understand each other. As a result, they could not effectively communicate and coordinate their efforts in building the tower. The Tower of Babel effectively simulates the dynamics of a work environment where cross-functional collaboration is key to achieving success, making it an effective leadership training activity for nurturing well-rounded leaders.

How to create the Tower of Babel?

Divide participants into small groups and assign each group a specific role or character from the story (e.g., builders, leaders, God). Ask them to role-play a scenario where they attempt to build the tower, facing the challenges of communication breakdown and cultural differences. Introduce communication challenges similar to those faced in the story. For example, provide instructions in a language unfamiliar to the participants or ask them to complete a task with limited verbal communication. Read more: 5 Easy & Fun Icebreaker Office Games For Teams

Conclusion

In conclusion, leadership training activities are crucial in developing essential skills for effective leadership. By engaging in interactive and engaging exercises like trust-building blindfold games and decision-making scenarios, teams can enhance communication, problem-solving, and collaboration. Incorporating a variety of leadership training activities, from feedback circles to strategic thinking games, can cater to diverse learning styles and maximize leadership potential. Elevate your leadership skills by embracing these activities in structured training sessions and everyday situations to cultivate a continuous growth and development culture.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Grab the free training and development plan template by Risely!

Refocus on core elements for effective training programs with Risely.

Start Now

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6 Must Read Growth Mindset Books For People Managers

6 Must Read Growth Mindset Books For People Managers

As a people manager, having a growth mindset is crucial for success in managing and developing your team. A growth mindset is the belief that your essential qualities and abilities are not fixed traits but can be developed through effort, learning, and perseverance. It is about embracing challenges, seeking feedback, and seeing failure as an opportunity to learn and grow. In this blog, we will explore six must-read growth mindset books for people managers. These books provide valuable insights, strategies, and real-life examples of how to cultivate a growth mindset in yourself and your team. Understanding the power of a growth mindset and implementing its principles can create a positive and empowering work environment that fosters personal and professional growth.
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Essential Growth Mindset Books for People Managers

Developing a growth mindset as a manager is a complex process. It’s about taking the right actions with the right intent to keep you going, even when trouble strikes much more than successes. To simplify this process, we have collated a list of the top 6 growth mindset books managers must read. It’s not a complete list by any means, nor does it prepare you to apply a growth mindset everywhere and anywhere – it just does exactly what you need: hold your hand through the initial steps of building a growth mindset. Exploring the work of renowned authors who have extensively studied human motivation and the power of a growth mindset sets on this journey. These books provide valuable insights, strategies, and real-life examples of how to cultivate a growth mindset in yourself and your team.

Mindset: The New Psychology of Success

Carol S. Dweck Key Concept: Difference between growth and fixed mindset

Why should managers read it?

 This book is a must-read for anyone looking to cultivate a growth mindset and unleash their and their team’s untapped potential.
Mindset: The New Psychology of Success by Carol S. Dweck is among the top growth mindset books that explores the power of our beliefs and how they impact our ability to improve. Dweck, a renowned psychologist and researcher at Stanford University, delves into the concept of a growth mindset and its implications for personal and professional success. In this book, Dweck demonstrates that our fixed or growth-oriented mindset significantly influences our behavior, motivation, and success. She presents compelling research and real-life examples to illustrate the transformative power of adopting a growth mindset. By reading “Mindset: The New Psychology of Success,” you can better understand the fundamental principles behind a growth mindset and learn practical strategies for fostering a growth mindset culture within your teams.

Drive: The Surprising Truth About What Motivates Us

Daniel H. Pink Key Concept: Motivations

Why should managers read it?

The book highlights the importance of creating an environment that fosters intrinsic motivation and aligns with a growth mindset. 
In Drive, Daniel H. Pink explores the factors that truly motivate individuals, debunking traditional theories of motivation based solely on external rewards and punishments. Pink argues that intrinsic motivation, driven by autonomy, mastery, and purpose, is the key to personal and professional growth. By understanding the principles outlined in Drive, you can develop strategies to empower your team members, facilitate their professional development, and create a work culture that promotes personal growth and resilience.

Grit: The Power of Passion and Perseverance

Angela Duckworth Key Concept: Role of passion at work

Why should managers read it?

Duckworth’s research and insights provide valuable guidance for people managers on how to cultivate grit in their teams, encourage moral character, and instil the belief that effort and perseverance are key drivers of success. 
In Grit, Angela Duckworth explores the concept of grit and its impact on achievement and success. Duckworth defines grit as a combination of passion and perseverance, the ability to face challenges and setbacks. For people managers, developing grit in themselves and their team members is essential for long-term success and personal growth. By reading Grit, you can understand the importance of fostering a growth mindset that values effort, resilience, and hard work. This book is a must-read for people managers looking to inspire their teams and create a culture of continuous improvement and growth.

The Growth Mindset Coach: A Teacher’s Month-by-Month Handbook for Empowering Students to Achieve

Annie Brock and Heather Hundley Key Concept: Actionable growth mindset activities

Why should managers read it?

Brock and Hundley provide practical lesson plans, activities, and guidance for implementing growth mindset practices month by month.
The Growth Mindset Coach by Annie Brock and Heather Hundley is a valuable resource for people managers looking to empower their team members to develop a growth mindset. While this growth mindset book is primarily aimed at teachers, its principles and strategies can be easily adapted to the workplace.  By leveraging the strategies and resources outlined in The Growth Mindset Coach, you can create a structured approach to developing a growth mindset in your teams. This book is a practical guide for incorporating growth mindset principles into your daily interactions, feedback sessions, and team-building activities.

Mindset Matters: A Counseling Curriculum to Help Students Understand How to Help Themselves Succeed

Bryan Smith Key Concept: Growth mindset roadmap

Why should managers read it?

Smith’s curriculum includes lesson plans, discussion prompts, and activities to help individuals understand the concept of a growth mindset and apply it to their personal and professional lives.
In Mindset Matters: A Counseling Curriculum to Help Students Understand How to Help Themselves Succeed with a Growth Mindset, Bryan Smith provides a comprehensive curriculum for counselors and educators to help students develop a growth mindset. While this growth mindset book is targeted towards counselors, its principles and activities can be adapted by people managers to foster a growth mindset within their teams. By incorporating the strategies and activities outlined in Mindset Matters, you can create a supportive and growth-oriented environment where team members are encouraged to embrace challenges, learn from failures, and strive for continuous improvement. 

Peak: Secrets from the New Science of Expertise

Anders Ericsson and Robert Pool Key Concept: Role of continuous learning

Why should managers read it?

Ericsson and Pool’s research, combined with real-life examples, provides valuable insights for people managers on how to foster a growth mindset, encourage deliberate practice, and create an environment that promotes continuous learning and improvement.
In Peak, Anders Ericsson and Robert Pool explore the concept of deliberate practice and its role in achieving expertise in any field. One of the foremost growth mindset books, it challenges the notion that exceptional talent is solely based on innate abilities and instead emphasizes the importance of deliberate practice and continuous learning. For people managers, understanding the principles of deliberate practice helps guide their team members toward mastery in their respective roles. By implementing the techniques and strategies outlined in Peak, you can help your team members develop the necessary skills, knowledge, and mindset to excel in their careers.
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Beyond Growth Mindset Books: Transforming Your Team with Growth Mindset Principles

Transforming your team with growth mindset principles involves creating a culture that values effort, embraces challenges, and fosters continuous learning and improvement. To start with, here are the basic principles of growth mindset that you should adopt:
  • Embrace challenges: Encourage team members to step outside their comfort zones and take on new, challenging tasks. Provide support and guidance to help them navigate these challenges and learn from their experiences.
  • Encourage experimentation and risk-taking: Create an environment where team members feel safe to experiment, take risks, and learn from failures. Celebrate and recognize efforts and growth, regardless of the outcome.
  • Provide regular feedback and support: Offer constructive feedback and guidance to help team members develop their skills and abilities. Encourage open communication and a growth-oriented approach to feedback.
  • Foster a learning mindset: Encourage team members to see setbacks as opportunities for growth and learning. Promote a mindset of continuous improvement and a willingness to seek new knowledge and skills.
  • Provide development opportunities: Offer training, workshops, and professional development opportunities to support team members’ growth and development. Encourage them to take advantage of these opportunities and apply what they have learned in their work.
What’s more? We have a free resource for you: Grab Risely’s Growth Mindset Toolkit for Managers to access sample statements, templates, and much more for free. Curated by experts and celebrated by people managers – it’s the perfect buddy to enable your mindset shift.

More Free Resources on Growth Mindset

Conclusion

In essence, embracing a growth mindset is pivotal for people managers to foster continual learning, adaptation, and success within their teams. These recommended reads offer invaluable insights into cultivating a growth-oriented approach that empowers individuals to achieve their fullest potential. By understanding the foundations, implementing growth strategies, and overcoming challenges with a growth mindset, managers can create a culture of resilience, development, and innovation. As you embark on this journey of personal and professional growth, remember that every obstacle presents an opportunity for advancement and that fostering a growth mindset is critical to unlocking unlimited potential.

Grab a free copy of the growth mindset toolkit for managers!

It comes with multiple resources curated by experts to guide the growth of people leaders like you.

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6 Best Growth Mindset Interview Questions (with Sample Answers)

6 Best Growth Mindset Interview Questions (with Sample Answers)

A growth mindset has become more important than ever before. The concept of a growth mindset revolves around the belief that skills and abilities can be developed with practice and effort. It is the opposite of a fixed mindset, which assumes that our skills and abilities are fixed and unchangeable. Employers increasingly recognize the value of employees with a growth mindset, as they are more likely to embrace personal growth, continuous learning, and adaptability. Having a growth mindset can significantly impact your success in a job interview. Employers are not only looking for candidates with the right skills and qualifications but also those who have the right mindset to thrive in a dynamic and ever-changing work environment.  This blog will explore the top growth mindset interview questions you can expect, along with sample answers to help you prepare effectively. 
Table of Contents

Why do Employers Value a Growth Mindset?

Before discussing growth mindset interview questions, let’s first understand why they are asked. Clarity on this aspect of the questions will help you prepare better answers.  The primary reasons to ask interview questions on growth mindset are:
  • Employers value a growth mindset because it promotes innovation, personal growth, and resilience. Companies need employees who can adapt and thrive in new situations. A growth mindset encourages individuals to embrace challenges, learn from setbacks, and continuously improve themselves. 
  • Employers also recognize that a growth mindset fosters a positive and collaborative work culture, as individuals with a growth mindset are more likely to support the growth and learning of their teammates. 
  • In the hiring process, a growth mindset is often considered a strong indicator of a candidate’s potential for success and future growth within the company.
At the organizational level, a growth mindset promotes resilience by encouraging adaptability and continuous improvement. Organizations that embrace a growth mindset are more likely to navigate change successfully, innovate in the face of uncertainty, and foster a culture of learning and development. Growth mindset interview questions enable the hiring managers to check for this alignment and ensure they hire the right person for their team. 

Top 6 Growth Mindset Interview Questions to Expect

In recent years, many employers have started incorporating growth mindset interview questions better to understand a candidate’s mindset and potential for growth. These questions go beyond technical skills and job experience to assess a candidate’s attitude toward personal growth, continuous learning, and adaptability. Here are the top growth mindset interview questions that you can expect:

#1 Can you describe a situation where you had to learn from failure?

Failure is often seen as a negative experience but can also be a powerful catalyst for personal growth and development. Employers are interested in candidates who can learn from their mistakes and setbacks, as this demonstrates resilience and a growth mindset.

Use the STAR method to structure your responses

The STAR method is a powerful tool for structuring your responses during a job interview. It allows you to provide a clear and concise answer while showcasing your communication skills and ability to reflect on past experiences. Let’s understand this better with a sample answer: 
 “In my previous role, I was assigned a project that required me to lead a team and deliver results within a tight deadline. Unfortunately, we faced several challenges along the way and could not meet the deadline.  I reflected on what went wrong and identified the areas where we could have improved. I realized we had not effectively communicated our expectations and timelines to the team members, leading to confusion and delays. I also recognized the importance of setting realistic goals and managing resources effectively. I took proactive steps to improve my project management skills and learn from this failure. I enrolled in a project management course and started applying the learnings to my future projects. I also implemented better communication practices within the team, ensuring everyone was on the same page. I now approach challenges with a growth mindset, knowing that failures are opportunities for growth and improvement.”
Here’s how you can apply the STAR method in your answers too:
  1. Situation: Describe the specific problem or context in which the experience occurred. Provide relevant details to give the interviewer a clear understanding of the scenario. In the example above, the answer starts with context.
  2. Task: Explain the task or goal you were trying to achieve in that situation. Be specific about your role and responsibilities, as the sample answer does with “lead a team and deliver results within a tight deadline.”
  3. Action: Detail your actions to address the situation or achieve the goal. Focus on your individual contributions and the strategies you employed, such as “I enrolled in a project management course and started applying the learnings to my future projects.“
  4. Result: Share the outcomes or results of your actions. Quantify the impact if possible and highlight any personal growth or lessons learned, like “implemented better communication practices within the team.”
Using the STAR method helps you structure your responses logically and organized, ensuring that you provide a comprehensive answer that effectively demonstrates your skills, experiences, and growth mindset.  💡 Important: While it is important to acknowledge and reflect on past failures, it is equally important to demonstrate how you have learned and grown from those experiences. Avoid dwelling on the negative aspects of the mistake or placing blame on external factors. Instead, focus on the lessons you learned, the actions you took to address the mistake, and what was the ultimate outcome.
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#2 How do you approach challenges that seem insurmountable?

Challenges are a natural part of any job, and it is important to demonstrate to employers that you can tackle complex tasks with a growth mindset. When faced with insurmountable challenges, showcasing your adaptability, problem-solving skills, and proactive approach is crucial. Let’s put these ideas into a sample answer:
 “When faced with insurmountable challenges, I approach them with a proactive and adaptable mindset. One example that comes to mind is when I led a team on a high-pressure project with a tight deadline. We encountered unexpected obstacles that threatened to derail the project. I took a step back to assess the situation and identify potential solutions. I asked everyone to share their ideas and perspectives. We brainstormed creative solutions and explored alternative approaches. I broke down the challenge into smaller, more manageable tasks to stay motivated and focused. This allowed us to make progress and maintain momentum. I also sought feedback from team members and stakeholders to ensure we were on the right track.”

#3 Share an example of how you’ve continued to improve a skill over time.

Continuous learning is a key aspect of a growth mindset. Employers value candidates who actively seek opportunities to develop and improve new skills. When answering this question, provide a specific example of a skill you have worked on improving. Here’s what your answer can look like:
“One skill I have continuously worked on improving is my public speaking ability. Early in my career, I realized that effective communication is a vital skill that can greatly influence success in various aspects of work. However, I also recognized that I had room for improvement in this area. To enhance my public speaking skills, I enrolled in a public speaking course and actively sought opportunities to practice. I volunteered to present in team meetings, took on leadership roles in student organizations, and participated in speaking engagements within the industry. Each experience provided valuable feedback and allowed me to refine my communication style. While initially challenging, the continuous practice and feedback helped me become more confident and articulate in my presentations. Not only did my public speaking skills improve, but I also noticed a positive impact on my overall communication effectiveness.“

How to highlight learning and adaptability in your stories?

When sharing stories during a job interview, especially for growth mindset interview questions, it is essential to highlight your commitment to learning and adaptability. Here’s how to effectively showcase these qualities:
  • Emphasize your desire for continuous learning: Mention specific instances where you pursued additional training, attended workshops, or sought new knowledge to enhance your skills, as the sample answer does by focusing on “public speaking skills.”
  • Discuss how you have adapted to new situations: Share examples of times when you had to quickly adjust to changes in the workplace or take on new responsibilities. Highlight your ability to be flexible, open-minded, and resourceful in learning. The sample answer achieves this by showing different ways one skill can be worked on, “I enrolled in a public speaking course and actively sought opportunities to practice. I volunteered to present in team meetings, took on leadership roles in student organizations, and participated in speaking engagements within the industry.“
  • Reflect on personal growth and development: Discuss how you have evolved personally and professionally. Share instances where you have learned from failures sought feedback, and actively worked on improving yourself.

#4 Describe a scenario where you had to adapt to significant changes at work.

Adaptability is a crucial skill in today’s fast-paced and ever-changing work environment. Employers want to know how candidates respond to significant changes and whether they can adapt and thrive in new situations.  Let’s check out a sample answer:
 “In my previous role, our department underwent a significant reorganization that resulted in changes to our team structure and responsibilities. The changes required us to quickly adapt to new roles. To facilitate this, I took a proactive approach and organized team meetings to discuss the changes and identify areas where we could support each other. I also contacted colleagues from different departments to ensure a smooth integration. Additionally, I recognized the need for additional training to acquire the skills necessary for my new role. I enrolled in relevant training courses and sought guidance from experienced colleagues. This allowed me to quickly develop the required skills and contribute effectively to the team. Our team successfully navigated the transition by embracing the changes with a growth mindset and taking proactive measures. This experience taught me the importance of adaptability and the ability to work collaboratively with others. I now approach change with a positive outlook, knowing that it presents opportunities for growth and development.”

#5 How do you set and achieve your personal and professional goals?

Setting and achieving goals is a crucial aspect of personal and professional growth. Employers want to know how candidates approach goal-setting and whether they have a growth mindset regarding their development. It is not enough to simply state that you have a growth mindset; you must provide concrete examples that illustrate your commitment to continuous learning and improvement. Let’s look at a sample below. Is this answer good for growth mindset interview questions?

“I believe in setting clear, achievable goals that align with my values and aspirations. Through dedication, perseverance, and a strategic approach, I work towards achieving these goals, regularly monitoring my progress and adjusting my strategies as needed. Additionally, I prioritize continuous learning and seek opportunities for growth and development to ensure success in both my personal and professional endeavors.”

For instance, the example above follows through on the ideas, but it lacks three critical elements of a good answer for growth mindset interview questions:
  • it does not have specific examples to reinforce the idea
  • the answer uses a lot of vague ideas
  • it does not acknowledge failures, which are a real part of the process
When answering this question, provide a specific example of how you set and achieved a personal or professional goal. Here’s a sample answer to help you out:
 “When setting and achieving my personal and professional goals, I follow the SMART framework. One example of a goal I set was improving my project management skills. I identified this as an area for development as I wanted to take on more complex and challenging projects. To achieve this goal, I first made it specific by defining the project management skills I wanted to improve and the available resources. I then set measurable targets, such as completing a project management course and successfully leading a project from start to finish. I ensured the goal was attainable by breaking it into smaller, manageable tasks and allocating weekly time for learning and practice. I made the goal relevant to my personal growth by aligning it with my career aspirations. Throughout the process, I faced challenges, such as time constraints and competing priorities. However, I remained focused and committed. I sought support from colleagues and utilized online resources for additional learning opportunities.”

#6 Can you provide an example of how you’ve contributed to a team’s growth and learning?

Employers value candidates who not only focus on their personal growth but also contribute to the growth and learning of their team. When answering this question, describe how you have contributed to a team’s development and learning. Here’s how you can structure your answer:
 “In my previous role, I recognized the importance of fostering a culture of continuous learning within our team. To contribute to the team’s growth and learning, I organized monthly training sessions where team members had the opportunity to share their expertise and learn from each other. I also identified relevant training courses and workshops that would benefit the team and advocated for their participation. I facilitated the booking process and ensured team members had the necessary resources and support to attend these training sessions. Additionally, I encouraged team members to share useful resources and best practices through a dedicated knowledge-sharing platform. This allowed everyone to access valuable information and learn from each other’s experiences. As a result of these initiatives, our team’s knowledge and skills improved, leading to increased productivity and improved performance. I now strive to contribute to the growth and learning of the teams I work with, knowing that it leads to overall success.”

How to Demonstrate a Growth Mindset in Your Answers?

Demonstrating a growth mindset in your answers during a job interview is crucial to impress potential employers. Here are some key ways to showcase a growth mindset:
  • Prepare thoroughly for the interview beforehand: Approach the interview as an opportunity to learn about the company and the industry. Research the company, your interviewer, and recent industry news or product launches.
  • Use the STAR method to structure your responses: Craft your answers using the Situation, Task, Action, and Result framework. This structured approach demonstrates your communication skills and ability to reflect on past experiences.
  • Highlight learning and adaptability in your stories: Emphasize how you have learned from failures or challenges and adapted to new situations. Showcase your willingness to step outside of your comfort zone and embrace change.
Find more resources to build a growth mindset:

Conclusion

In essence, embracing a growth mindset is crucial in interviews to showcase your ability to learn, adapt, and grow. Employers value this approach as it fosters teamwork, innovation, and resilience. By structuring your responses using the STAR method and emphasizing learning and adaptability, you can effectively demonstrate your growth mindset. Avoid common mistakes like being overly critical without showing growth. Remember, your experiences, even from failures, contribute to your personal and professional development. Stay open to feedback, reflect on your growth experiences, and show your willingness to learn and improve. This mindset will set you apart in interviews and in your career journey.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Grab a free growth mindset toolkit for managers!

Check out sample statements and templates designed for people managers by experts.

Start Now

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11 Growth Mindset Reflection Questions For The Top Leaders

11 Growth Mindset Reflection Questions For The Top Leaders

Being stuck in the past is passe. Today’s leaders embrace growth at every step because each action counts in your journey. A growth mindset believes that intelligence, abilities, and talents can be developed through hard work, dedication, and the right strategies. It is about embracing challenges, learning from failures, seeking feedback, and continuously improving. Top leaders understand the importance of reflection in cultivating a growth mindset. They ask themselves thought-provoking questions to assess their progress, set new goals, and foster personal and professional growth. In this blog, we will examine 11 growth mindset reflection questions that can help leaders like you embrace your true potential.
Table of Contents

11 Key Growth Mindset Reflection Questions for Leaders

Leaders who aspire to cultivate a growth mindset can reap significant rewards by engaging in self-reflection. This process, facilitated by a set of 11 key reflection questions, allows leaders to scrutinize their actions, behaviors, and mindset, paving the way for profound personal and professional growth.

What challenges did I overcome today, and what did it teach me?

Reflecting on the challenges you overcome provides leaders valuable insights into their resilience, problem-solving skills, and ability to adapt. By examining the lessons learned from each challenge, you can identify areas for improvement and develop strategies to overcome future obstacles. Embracing challenges as learning opportunities fosters a growth mindset and encourages continuous improvement.

How did my failures contribute to my growth this week?

Failures are an inevitable part of any journey toward success. Reflecting on failures allows you to embrace a growth mindset by recognizing the opportunities for growth and learning that arise from setbacks. It helps you develop resilience, learn from your mistakes, and adapt your strategies for future success. By reframing failures as learning experiences, you can foster a culture of growth and continuous improvement within your team.

In what areas did I seek feedback, and how did I respond to it?

Seeking feedback is crucial for personal and professional growth. Reflecting on the areas where you sought feedback helps you understand your willingness to learn, be open to different perspectives, and improve your performance. It also highlights your ability to respond to feedback constructively, implement suggested changes, and continuously develop your skills and knowledge.

What new strategy did I try in my leadership role, and what was the outcome?

Trying new strategies is essential for growth and innovation. growth mindset reflection questions on the latest methods you implemented can assess their effectiveness and identify improvement opportunities. Evaluating the outcomes of these strategies allows leaders to learn from successes and failures, refine their techniques, and continuously adapt to changing circumstances.

How did I foster a culture of growth and learning within my team?

Leaders are critical in creating a culture of growth and learning within their teams. Thinking on your efforts to foster such a culture helps you assess the impact of your actions and behaviors on team members’ development and engagement. It enables you to identify areas for improvement and implement strategies to support your team members’ growth and learning.

What are the limits I imposed on myself, and how can I expand them?

Reflecting on self-imposed limits allows leaders to identify the beliefs, fears, or assumptions that may hold them back from reaching their full potential. Recognizing these limits will enable you to develop strategies to overcome them, expand your comfort zones, and embrace new challenges. You can foster personal growth and inspire your teams to do the same by pushing past self-imposed limits.

How did I handle a recent setback, and what growth opportunity did I find in it?

Setbacks are inevitable in any leadership journey. Growth mindset reflection questions on how leaders handle setbacks allows them to assess their resilience, problem-solving skills as leaders, and ability to find growth opportunities amidst challenges. By reframing setbacks as learning experiences and identifying the lessons learned, leaders can transform setbacks into opportunities for growth and development.

In what ways did I push my team out of their comfort zones to encourage growth?

Leaders are responsible for challenging and inspiring their teams to reach their full potential and attain professional growth for team members. Growth Mindset Reflection Questions on how you pushed your teams out of their comfort zones allows you to assess their effectiveness in fostering growth and learning. You can create a supportive environment that promotes continuous improvement and personal growth by identifying the strategies and approaches that encourage your team members to embrace challenges.

What long-term goal am I working towards, and how did I progress this month?

Having long-term goals provides leaders with a sense of purpose and direction. Reflecting on your progress toward these goals helps you assess your commitment, prioritize your actions, and identify areas for improvement. Tracking this progress regularly allows you to stay focused, motivated, and aligned with your long-term vision.

How did I demonstrate resilience in the face of adversity recently?

Adversity is an inevitable part of leadership. Reflecting on how leaders demonstrated resilience in the face of adversity allows them to assess their ability to bounce back, adapt, and remain focused on their goals. It also highlights their emotional intelligence, problem-solving skills, and ability to inspire and support their team members during challenging times.

What new knowledge did I acquire, and how can I apply it to future challenges?

Continuous learning is essential for personal and professional growth. Growth Mindset Reflection Questions focusing on your new knowledge allow you to assess your commitment to self-improvement, identify gaps, and explore opportunities to apply your newfound knowledge to future challenges. By integrating learning into their leadership practices, leaders can stay ahead of the curve, adapt to changing circumstances, and inspire their teams to embrace continuous learning.
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Overcoming Common Challenges in Developing a Growth Mindset

Developing a growth mindset can be challenging, as individuals may face resistance to change and fear of failure. Overcoming these common challenges is crucial for cultivating a growth mindset.  Resistance to change is a common challenge when developing a growth mindset within teams. Leaders can navigate this resistance by clearly communicating the benefits of a growth mindset, emphasizing the value of learning and development, and involving team members in decision-making. By creating a supportive environment and providing opportunities for skill-building and growth, you can overcome resistance to change and foster a culture of continuous improvement.

Addressing Fear of Failure and Encouraging Risk-Taking

Fear of failure can hinder individuals from embracing challenges and taking risks. Leaders can address this fear by creating a safe environment that encourages risk-taking and learning from failures. Providing constructive feedback, celebrating efforts and progress, and reframing failures as opportunities for growth can help your team members overcome their fear of failure and develop a growth mindset. By modeling a growth mindset yourself, you can inspire your teams to embrace challenges and take calculated risks.

Conclusion

Embracing a growth mindset is crucial for leaders who foster continuous improvement and resilience. Reflect on the challenges you’ve conquered, the feedback you’ve sought, and the strategies you’ve implemented. Encouraging a culture of growth within your team and pushing boundaries are key. Remember, setbacks are growth opportunities, and acquiring new knowledge enhances your leadership journey. As you navigate resistance and fear, focus on developing daily practices that nurture a growth mindset. By prioritizing personal development and innovation, you pave the way for organizational success and impactful leadership.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Grab a free growth mindset toolkit for managers!

Start working with frameworks and sample statements designed for managers by experts.

Start Now

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5 Steps to Time Management Training for Managers

5 Steps to Time Management Training for Managers

In today’s fast-paced and demanding world, time management has become more critical than ever. Whether you are a professional striving for success in your career or seeking a better work-life balance, effective time management is the key to achieving your goals. Time management training provides valuable skills and techniques to help managers control time, prioritize tasks, and increase productivity. But yet, confusion awaits at the first approach. This blog will explore time management training and the best way to use it to enhance professional and personal life. From enhancing productivity and efficiency to improving work-life balance and reducing stress, effective time management can profoundly impact a manager’s success and well-being. We will also provide a step-by-step guide to getting started with time management training and highlight different training modes, including online courses and in-person workshops. So, if you struggle to meet deadlines, feel overwhelmed by tasks, or simply want to make the most of your time, read on to discover how time management training can help you.
Table of Contents

Do you Need Time Management Training?

Sometimes, even in the middle of our busiest schedules, we are unwilling to think that we may need help to better manage time. After all, isn’t it evident that we have so much work that it will spill out of our dedicated hours? The bummer: it doesn’t have to be like that! Time management skills are not innate but developed through practice and training. Recognizing the need for time management training is the first step towards improving your professional development and taking control of your time. Let’s see some signs that point toward a strong need for time management training for people managers: 

Where can time management training help managers?

Some common time management challenges for people managers and leaders include:
  • Procrastination: Putting off tasks or delaying work to the point it induces stress and decreases productivity.
  • Distractions: Constant interruptions from emails, phone calls, or social media that disrupt workflow and waste valuable time.
  • Interruptions: Whether it’s colleagues seeking assistance or unexpected meetings, interruptions disrupt focus and derail productivity.
  • Working overtime: You are never off work, whether daylight, moonlight, or anything worth your full attention. 
  • Deadlines run fast, And you are always chasing them: There are always a ton of things to do, yet everything must be done at once.

Why does this matter?

Poor time management significantly impacts both professional and personal performance. When you struggle to manage time effectively, tasks and responsibilities pile up, leading to stress, missed deadlines, and decreased productivity. And it’s about more than the bad performance score you will get; think of the missed opportunities and relationships that never got their due because you were running short of time. By developing practical time management skills through training, you can: 
  • Be a successful professional with clarity of goals and processes 
  • Lead a team through chaos with a single-minded focus 
  • Balance the professional and personal sides of your life to be there for your loved ones 
  • Be the manager you have always wanted to be! 
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Step-by-Step Guide to Time Management Training

A step-by-step guide to time management training can provide practical strategies and techniques to develop effective time management skills. Following these steps can build a strong foundation for managing time efficiently and achieving your goals.

Step 1: Conducting a Time Audit

The first step in time management training is conducting a time audit. This involves evaluating how you currently spend your time and identifying areas for improvement. By clearly understanding how you use your time, you can take control of your time and your life. To conduct a time audit:
  1. Start by tracking your activities for a week or two.
  2. Use a journal, spreadsheet, or time management app to record how you spend each hour of your day.
  3. Be honest and thorough in documenting your activities, including work tasks, personal activities, and even leisure time.
Once you have gathered the data, analyze it to identify time-wasting activities, areas of inefficiency, and opportunities for improvement. Look for patterns, such as excessive time spent on non-essential tasks or frequent distractions. It will help you pinpoint areas where you can adjust to optimize your time. This sets the foundation for effective time management and greater control over your time and your life.

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Step 2: Prioritizing Tasks Using the Eisenhower Box

Once you have conducted a time audit and clearly understood how you spend your time, the next step in time management training is prioritizing tasks using the Eisenhower Box. The Eisenhower Box is a simple yet powerful tool that helps individuals categorize tasks based on urgency and importance. It consists of four quadrants:
  1. Important and Urgent: These tasks require immediate attention and should be completed as soon as possible. They have a high impact on your goals or responsibilities.
  2. Important but Not Urgent: These tasks are essential for long-term success or development but do not require immediate action. They should be scheduled and given proper attention to prevent them from becoming urgent.
  3. Urgent but Not Important: These tasks are often distractions or interruptions that demand immediate attention but do not contribute significantly to your goals or responsibilities. If possible, delegate or eliminate these tasks to free up time for more important ones.
  4. Not Urgent and Not Important: These tasks are low-priority and have little to no impact on your goals or responsibilities. They should be eliminated or postponed to create more time for important tasks.
Using the Eisenhower Box, you can prioritize tasks effectively, focus on what truly matters, and allocate your time and energy accordingly. It helps prevent the feeling of being overwhelmed and ensures that important tasks are given the attention they deserve.

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Step 3: Implementing the Pomodoro Technique

The Pomodoro Technique can be implemented as part of time management training to optimize productivity and manage time effectively. This technique involves breaking tasks into manageable chunks and working in focused intervals, followed by short breaks. The Pomodoro Technique is based on the concept that regular breaks can help maintain focus and prevent burnout. Here’s how it works:
  1. Choose a task you want to focus on.
  2. Set a timer for a specific period, typically 25 minutes (known as a “Pomodoro”).
  3. Work on the task with full concentration until the timer goes off.
  4. Take a short break of around 5 minutes.
  5. Repeat the process, completing several Pomodoros, and take a longer break of around 15-30 minutes after a set number of Pomodoros.
By working in focused intervals, you can reduce time wasted on distractions or unproductive activities. The Pomodoro Technique helps maintain motivation, improve concentration, and enhance overall productivity by creating a structured schedule for work and breaks.

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Step 4: Learning to Say No and Setting Boundaries

An important aspect of time management training is learning to say no and setting boundaries at work. By prioritizing your tasks and commitments, you can effectively manage your time and avoid taking on unnecessary responsibilities or functions that do not align with your priorities. Developing effective communication skills is essential for saying no politely and assertively. Practice clear and concise communication, expressing your limitations and priorities without feeling guilty or overwhelmed. Setting boundaries involves defining what is acceptable and what is not in terms of your time and energy. It may include establishing work hours, limiting interruptions, or delegating tasks when necessary. By setting boundaries, you can protect your time and focus on the most critical tasks.

Step 5: Continuous Monitoring and Adjusting

Effective time management is an ongoing process that requires continuous monitoring and adjustment. Once you have implemented time management strategies and techniques, evaluating their effectiveness and making necessary adjustments regularly is important. Monitor how you use your time and assess if you are achieving the desired outcomes. Identify areas needing improvement or where you can make further changes to enhance your productivity and personal satisfaction. Stay adaptable and open to new techniques and tools that can further optimize your time management. Seek feedback from colleagues, mentors, or coaches to gain different perspectives and insights.

How to Take Time Management Training as a Manager?

You can pursue time management training through different modes to suit individual preferences and learning styles. 
  • Online courses offer the flexibility of learning at your own pace and schedule. They often provide access to expert instructors, video lessons, resources, and interactive exercises. Platforms like LinkedIn Learning, Coursera, and Udemy offer a wide range of time management courses you can access from anywhere with an internet connection. While you get the ideas, solutions for your unique problems might be lacking.
  • In-person workshops and seminars provide a more interactive and immersive learning experience. These sessions often involve group activities, discussions, and personalized feedback from instructors. They can benefit if you prefer face-to-face interactions and enjoy learning in a collaborative environment. However, ironically enough, these modes require your time.
  • Coaching need not be limited to traditional rooms. Risely’s AI coach for managers, Merlin, helps with its three unique modes to discuss problems, guide skill development, and offer advice when needed. A guided skill development journey focusing on time management with Risely can help you build skills one step at a time without disrupting your flow of life.

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Wrapping Up

Effective time management is crucial for professional success and personal well-being. Recognizing common challenges, understanding the impact of poor time management, and embracing training can enhance productivity, reduce stress, and achieve a better work-life balance. Whether through online courses or in-person workshops, investing in time management training will reap rewards in all aspects of your life. Take the first step towards optimized efficiency and start your time management journey today with Risely – the people manager’s buddy!

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Take charge of your time today!

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