Leadership development prepares current and aspiring leaders to deal with a business landscape that’s constantly shifting and changing. That calls for a learning organization. Julie Winkle Giulioni’s post, “Deconstructing the Development Mindset,†sets the challenge for us.
“Since Peter Senge coined the expression “learning organization†more than two decades ago, businesses around the world have aspired to leverage learning toward agility, transformation and long-term success. And most leaders will admit that they still struggle to make this dream a reality.â€
Leadership development and the growth mindset
Psychologist Carol Dweck created the concepts of “fixed mindset†and “growth mindset†to describe two attitudes toward personal growth. People with a fixed mindset believe that their talent and intelligence are fixed traits. Those with a growth mindset believe that they can develop their talent and intelligence through work, training, and some struggle.
We must help leaders and aspiring leaders develop a growth mindset. When people believe that they can improve their performance they’re better equipped to meet the inevitable challenges of leadership. Leaders with a growth mindset are more flexible. They’re also less likely to think they must look smart and competent all the time and never, ever admit mistakes. That makes them better leaders and good role models.
Leadership development and the development mindset
Julie’s “development mindset†applies a similar approach to organizations from companies to small teams. Learning organizations begin by assuming that every challenge is an opportunity to learn and grow.
Leadership development programs must develop leaders who have a growth mindset themselves and a development mindset to see the possibilities and growth opportunities for their team members. Then performance “problems†become opportunities for growth, every challenge is an opportunity to learn, and people are capable of amazing growth from where they are today.
