Equip Managers to Foster a Dynamic Learning Mindset

• Organizations struggle to increase innovation at the necessary pace of change to remain competitive, and they need employees to be able to continuously learn and grow to do so.
• A fixed mindset outlook does not learn from failure or feedback, avoids risk, and does not value effort, all of which hinder the organization. Organizations need to support employees in being resilient in change, taking calculated risks, and recovering from mistakes.

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Critical Insight

• A dynamic learning mindset (DLM) consists of five principles that speak to building resilience, promoting innovation and creativity, and fostering a commitment to continuous learning and diligent personal growth.
• Embedding the DLM principles in the organization starts at the top. Senior leaders must embody and vocally support a DLM. Managers must model the desired DLM behaviors to the team and identify ways to embed DLM principles into team processes.
• Managers need to help employees overcome obstacles to embrace a DLM and guide them to taking a DLM approach when they are facing situations that trigger them into a fixed mindset.

Impact and Result

• Organizations that embrace the values of a dynamic learning mindset have a workforce that is much better at adopting change, seeing change as an opportunity, and is more resilient. It is better able to recover from mistakes. This outlook and ability help the organization move forward and be more agile.
• The organization also benefits from improved innovation and risk-taking. When employees feel that their new ideas will be supported, even if they don’t work out, they feel more comfortable putting them forward. Improved innovation and creativity lead to improved organizational performance and profitability.
• An organizational dynamic learning mindset can result in a more trusting environment with higher morale and engagement levels. In an organizational DLM, co-workers are viewed as collaborators, rather than competitors, and performance is judged based on effort and progress. Employees are empowered to ask questions and offer their ideas and believe their opinions matter.