• In the corporate world, ask a time they experienced a failure. Does the candidate answer with accountability and how they learned from that experience or did the candidate answer by placing blame on others or by answering with saying they worked too hard or another similar answer that reflects well on him or herself. • She also suggests asking questions to see if the candidate is ready to learn or share credit with others/be a teammate. Key Strategies to Keep Employees Committed to Growth Mindset and DEI REWARD AND VALIDATE GROWTH MINDSET ACHIEVEMENTS Recognizing and rewarding individual accomplishments that demonstrate a growth mindset can reinforce the desired behavior. This can be done through formal recognition programs, performance bonuses, or simply acknowledging and praising employees for their efforts and achievements. By highlighting and celebrating examples of growth mindset thinking and behavior, organizations create a culture that values and encourages continuous improvement. EMPLOYEE RESOURCE GROUPS (ERGS) Establish and support ERGs that promote diversity, inclusion, and growth within the organization. These groups can provide a platform for employees to connect, share experiences, and collaborate on initiatives that foster a Growth Mindset and support DEI. These groups can include: • Women's networks • People of Color networks • Sexual Orientation networks The list goes on. Remember, one should always be thinking of what groups may feel marginalized in a company, and how can one create a safe space for them. CULTIVATING INNOVATION AND CREATIVITY In growth mindset organizations, employees perceive their companies to be more innovative and creative. This is because a growth mindset encourages experimentation, risk-taking, and learning from failures. When employees are empowered to explore new ideas, share their perspectives, and challenge the status quo, it cultivates a culture of innovation. This, in turn, enables the organization to adapt and thrive in an ever-changing business landscape. Empowering Employees Employees in growth mindset organizations feel more empowered and engaged. When leaders prioritize personal and professional development, encourage a learning culture, and provide opportunities for growth, employees are more likely to feel valued and motivated. They have a sense of ownership over their work and feel empowered to take on new challenges and responsibilities. This increased empowerment leads to higher levels of commitment and loyalty to the organization. SEEK REGULAR EMPLOYEE FEEDBACK Actively ask for feedback from employees on their experiences, suggestions, and concerns related to Growth Mindset and DEI initiatives. This can be done through surveys, focus groups, suggestion boxes, or anonymous feedback
24
Made with FlippingBook Annual report