How to Spread Growth Mindset Among Your Employees

Growth Is Unselfish or It Is Isolated

You cannot ask your employees to help grow your business. For long-term effects, you need to create a growth culture where employees are naturally inclined to help grow the business. They need to be unselfish rather than selfless. An unselfish person takes one doughnut from the box whereas a selfless person takes none…unselfish people are best for business and personal growth.

Unselfishness and Growth Often Leads to Pain

Take my example of a young female employee who was pretty, perky, highly motivated, and the sort of woman who middle-aged male executives like having around because she reminds them of the girls they knew in college. She worked in an office full of people whose only job is to maintain client contracts, and our clients liked having her around so much that they were throwing new contracts her way.

Creating an Unselfish Culture

Some articles say you should reward effort to create a growth culture but doing things for rewards is not growth! Some articles say you should dwell on success and not on failure, and others say that your managers shouldn’t fear failure, but these have nothing to do with being unselfish. For example, if working 10% harder on your job means you get 10% more work next week, then why would somebody care if their progressive manager has a, “We fear no failure” attitude?

How on Earth Do I Make My Employees “Part” Of the Company’s Growth?

You do it by making their improvement and your company’s improvement interlinked. As your company starts to produce more, you should add more to your team, so your employees may share the burden. Make it clear that as your business grows, so do your employee’s level of work experience since it is better to be an integral part of a larger business than as a smaller business.

Beware the Words of The Thoughtful but Clueless

Childless person number 1 may give out some very detailed and highly researched advice to childless person number 2, and even though both are thoughtful, they are clueless when it comes to raising kids when compared with a parent who has cried because he/she has had no sleep for 48 hours and now need to go to work. Very few online writers have actually created and managed small and medium businesses in the same way that I have, which is why a lot of what you read online may sound reasonable, but it is actually useless. The four headers below detail four of the most damaging pieces of advice, but before moving onto it, here is a word about going against the grain and staying off the bandwagon.

Poor Quality Advice 1 — Motivate Your Employees Daily

This is a massive mistake. Growth has nothing to do with motivation. You can improve the workplace culture far more effectively by cutting down a sarcastic employee in front of her/his victims than you can with praise and promises of bonuses. How you cultivate and manage the workplace atmosphere counts more than motivation.

Poor Quality Advice 2 — Set Realistic Goals

Managing your company with the use of goals is fine, but goals are not a tool used to create a growth mindset. If you use goals or key targets, they cannot enter into your growth planning outside of the boardroom. Even if you give your goals some sort of context with regards to growth, your employees have no reason to be invested in them.

Poor Quality Advice 3 — Employees Need To-Do Lists to Help You Grow Your Business

To-Do lists are the Kryptonite of a growth mindset!!! Remember that a growth mindset is about creating a culture where the company and the employees have a linked fate, (when the business grows then the employees grow in some way). Do you know what employees get when they finish their to-do lists? …more to-do lists! Daily goals and tasks are fine, but to-do lists have no part in your employee growth-mindset enculturation.

Poor Quality Advice 4 — Be Positive and Foster A Positive Environment

This is terrible advice. I have worked with a broad range of people, from the vapidly useless to employees who struck out on their own and made millions. I promise you that bad moods, frustration and tiredness are healthy in small doses. Trying to force a positive atmosphere all the time is like trying to walk and whistle through a brush fire. Instead, create an understanding that you are all adults, and that things such as sulking and whining are best left in your employee’s teenage years. Adults take it on the chin and keep walking.

Final Thoughts

Remember that a growth mindset occurs when leaders create a growth culture. When your employees are part of that growth, when their future is linked to its success, when they benefit as the company benefits, then a growth culture appears, and its future relies on how well you manage it. Your employees do not want a boss who has read the Top Ten Ways to Motivate Employees. They want a boss who grows a business and its employees in tandem. As your business’s future gets brighter, then so should the future of your employees.



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