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“Creating Successful Leaders”

August 3, 2022 4 Simple Ways to Develop a Growth Mindset

If there’s anything the last few years has taught us, it’s that life can change at the drop of a hat. Many people had to transition to a work from home environment with little notice, meetings were suddenly virtual, and kids were learning at home instead of in a classroom setting. Now, with the Great Resignation still in full swing, employers and business leaders are having to adapt and adjust to the needs of their teams. Life is fluid, and if you don’t want to be swept up in the current, you need to be flexible and adapt a growth mindset.

The term “growth mindset” was coined by psychologist Carol Dweck, who described two main mindset categories: growth and fixed. Those with a growth mindset often see opportunities to learn, grow, and develop. They believe they can change when they need to and actively work toward making those changes. On the other hand, those with a fixed mindset generally believe they are unable to change, adapt, or evolve. They are more easily defeated by failures, and they tend to firmly resist change.

If you’re sometimes guilty of having a fixed mindset, that’s okay! It is possible to develop a growth mindset. It only takes time, tools, and the willpower to do so.

Let’s talk about 4 ways to develop your growth mindset…

1. Pay Attention to Your Thoughts

We all have an inner voice. It may be positive and encouraging, or it may be telling you things like, “You can’t,” “You’re not good enough,” or “This is just the way things are.” What is your inner voice telling you? If it tends to be more negative and defeatist, that’s a good sign you tend to have a fixed mentality. Once you’re aware of that, you can begin to talk back to your inner voice and begin to take on a more positive, growth-oriented mindset.

2. Reframe Failure

It’s easy to feel deflated by failure. No one likes to fail. However, it is possible to reframe failures as opportunities. Next time you’re faced with failure—a work project that flopped, a client that went with another company, an idea that didn’t get picked up—think about what you learned from the failure. What went wrong? How can you do things differently next time? Use these moments as chances to learn, redo, and move on.

3. Embrace Brain Plasticity

We used to think adult brains were somewhat rigid and fixed, but recent studies have shown that that’s not at all true. The brain is still malleable, even as an older adult. Even those who have experienced extreme brain trauma (such as a coma or major concussion) can retrain and essentially rewire their brains. That is the power of neuroplasticity, or the brain’s ability to adapt and reshape.

4. Use the Word “Yet”

Next time you catch yourself doubting your abilities or lamenting failure, add the word “yet” to the end of your sentence. For example:

I don’t understand computer coding…yet.

I can’t operate this machinery…yet.

I can’t speak Spanish…yet.

I haven’t reached my sales goals…yet.

This simple word connotes opportunity and helps you get in a positive frame of mind. Instead of feeling defeated, you give yourself a glimmer of opportunity. Maybe you haven’t achieved something yet, but success could be on the horizon.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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July 27, 2022 One Secret to Finding Satisfaction in Life

From a young age, we’re conditioned to always strive for more. We try to earn top grades in school or become the best athlete. We try to become first chair in the band or the lead singer in the school musical.

And that inclination doesn’t leave us as adults. At work, we try to earn accolades, climb the ladder, or gain recognition from our peers. In our personal lives, we think we’ll be happier if we buy a bigger house, purchase a certain car, join a certain club, or modify our appearances to look a certain way.

Where does it end? When do you actually achieve satisfaction?

Arthur Brooks, author of From Strength to Strength, asked the Dalai Lama this very question. To me, the answer was enlightening. The Dalai Lama said that to find “stable happiness,” we need to “stop striving to have what we want and start wanting what we have.”

If we’re constantly striving for more, we forget to be grateful for what is right in front of us—what we already have. Yes, ambition and motivation are important, but there’s a limit. If you’re always wanting more, more, more, you will forget to pause and enjoy life.

Today, I fear we’re all moving at a pace that is unsustainable and, frankly, unhealthy. What if we were to slow down? What if we were to pause each and every day to think about what we have instead of dwelling on what we lack? How might your worldview change? How might your sense of self-worth and happiness change?

Let’s start small. This week, I challenge you to set aside 5 minutes every day to journal about your gratitude. Jot down whatever comes to mind.

Consider these questions:

  • What are you grateful for right now?
  • What gives you a spark of joy?
  • What do you have that you often take for granted?
  • Who has helped you along the way?
  • What small act of kindness or helpfulness aided you today?

Focusing on what you have (whether tangible items, reliable people, or kind gestures/actions of others) is an important step toward becoming a generally satisfied person. Of course, you’ll probably have moments when you’ll want more of something or desire some kind of change in your life, but let those moments spur productive motivation instead of greed. As long as you keep gratitude at your center, you’ll empower yourself to become more content and satisfied with life. And isn’t that the ultimate dream?

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE.

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July 20, 2022 What is Proximity Bias? (And how to avoid it)

Many organizations are still getting used to a work-from-home or hybrid workforce. Even if they use a variety of virtual technologies, that isn’t necessarily enough to create a level playing field between employees. Part of the reason some people may receive preferential treatment in today’s (often hybrid) environment is due to a subconscious tendency known as proximity bias.

What is Proximity Bias?

In short, proximity bias has to do with giving preference to those who are close by. The BBC describes proximity bias as “an unconscious – and unwise – tendency to give preferential treatment to those in our immediate vicinity.” Due to proximity, we might distribute projects or tasks unfairly, let certain people “have the floor” more often during meetings, or pay closer attention to those who are nearby…all without even realizing we’re doing it.

Humans are constantly seeking 1) shortcuts and 2) connections. Because of these tendencies, proximity bias is the most natural thing in the world. It’s easier to assign tasks or communicate with those who are in the office next door. And it’s easier to form connections when you’re in the same room as someone, rather than someone in the virtual space. Frankly, that is unfair to those who are unable to regularly be in the office for whatever reason (irregular childcare schedules, caretaking for an ailing loved one, an outlandishly long commute, etc.)

How do we change these impulsive tendencies?

How Do We Overcome Proximity Bias?

The first step is to build awareness.

Once you understand proximity bias and its implications, you can begin working to overcome it. Start paying attention to the interactions you have with those close by, as opposed to the interactions you have with virtual workers. Start questioning your preferences—who is assigned certain projects, who has the most air time during meetings, etc. Tuning in is the first step to making mindful, meaningful changes.

Secondly, normalize logging in.

Even if part of your team is sharing a conference room during a meeting, encourage everyone to log in to their own laptop. That way, you’re conducting one meeting (in the virtual space), instead of two meetings, and in-person participants won’t be able to strike up side conversations or give body language signals that the virtual attendees might not see. Logging in when you’re in the same room might seem awkward at first, but people will adapt (especially if you explain why it’s important to do so).

Third, make sure everyone has equal access to resources.

Files should be shared in a virtual space; action plans and notes should be digitized. To further combat proximity bias, it’s a good idea to promote virtual discussions/forums, rather than rely on casual hallway interactions. Besides, if you use online forums, you’ll have a digital record of ideas and discussions that could be useful going forward.

Fourth, balance in-person meetings/events with virtual ones.

When the office culture revolves around in-person lunches, activities, and get togethers, those who are working remotely are naturally left out. When that happens, their connection with the office and their co-workers (and, often, and their sense of loyalty to the company) diminishes. Instead, make a conscious effort to host online events just as often (or more often!) as in-person ones.

Proximity bias is a very real phenomenon, but it is possible to combat it. Even though it’s difficult to entirely erase this subconscious bias, we can all take mindful steps to minimize it.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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