• Providing certificates or personal recognition letters from leadership for completing training programs that lead to measurable career advancement. This not only acknowledges their dedication to personal growth but also reinforces the organization's commitment to supporting their professional development. • Exceptional strides in professional development or instances where managers demonstrate critical thinking skills that lead to successful client interactions should be celebrated and rewarded. This can be in the form of spot bonuses, restaurant gift cards, or company-recognized value or milestone awards that the manager can proudly showcase on their desk. By implementing a robust recognition and rewards system, organizations create a positive feedback loop that motivates managers to continuously contribute to a culture of Growth Mindset and DEI. It reinforces the importance of these values and encourages others to embrace them as well. ONGOING EDUCATION AND AWARENESS Continuously educate managers on the latest research, trends, and best practices related to Growth Mindset and DEI. • Share articles, resources, and case studies that provide insights into the benefits of these values in the workplace. • Encourage managers to attend conferences, webinars, or seminars focused on these topics to stay informed and inspired. • Have a space where these can be shared like a staff meeting, newsletter, or internal intranet. FEEDBACK AND ITERATION Encourage feedback from employees on the organization's progress towards a growth-oriented and inclusive culture. Conduct surveys, focus groups, or anonymous feedback mechanisms to gather insights and suggestions. Use this feedback to iterate and improve existing initiatives, ensuring that management remains committed to continuous improvement. Think, are DEI practices at the forefront in all aspects of the company? Where can we still improve? RETENTION AND ATTRACTION Research conducted by Carol Dweck with Fortune 500 companies has shown that employees in growth mindset organizations are less likely to disengage and seek opportunities elsewhere. When employees feel empowered, supported, and encouraged to develop their skills and abilities, they are more likely to stay with the organization and contribute to its success. Moreover, growth mindset organizations tend to attract top talent, as individuals are drawn to environments that foster innovation, creativity, and personal growth. Incorporate Growth Mindset Questions in the Hiring Process During interviews, ask questions that assess a candidate's mindset, such as their approach to learning, handling failures, and their willingness to collaborate and share credit. Look for candidates who demonstrate a growth mindset by taking accountability for mistakes, showing a desire to learn and improve, and exhibiting a collaborative attitude. This helps ensure that new hires align with the organization's values from the start. • Dweck found that a growth mindset can be identified in the interview process. She worked with a major league baseball team. Players who were interviewed were asked how they developed their talents. Those with more fixed mindsets answered that they were born with it. Those with growth mindsets answered that they worked tirelessly learning everything about the profession that they could to always improve. They were also asked what they would learn by joining a major league baseball team. A more fixed mindset answer was learning how to handle a loud, large crowd cheering. The more growth mindset answer was the desire to take skills to a whole new level.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
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