To understand inclusion, we need to get to the root of unconscious biases and issues that professionals face. So how do we do that? well it starts with you and shifting your mindset to a growth mindset. Mindsets are a set of beliefs that impact on how a person may think, feel and act, based on how they see their intellectual skills and human qualities. According to Dweck (2012), people have either a fixed or growth mindset, and while this often falls on a continuum, one mindset is normally predominant. A person with a fixed mindset believes that their intelligence and human qualities are set. Consequently, they often fear effort and change, seeing it as a weakness. They are attracted to experiences where things are within their grasp. When they don’t reach an expected standard, they manage their self-concept and ego by using strategies such as blaming, excuse making and rumination. Fixed mindsets impact inclusivity because racial prejudices and stereotypes can be traced back to the idea that a group has "fixed" travels. These thoughts or unconscious biases shape an organisation. It can impact the chances of someone being recognised, promoted or even receive constructive feedback. A fixed mindset marginalises people and leaders to an unsafe workplace. A person with a growth mindset, believes that human qualities and intelligence are developed through effort, leading to a passion for learning and acceptance of setbacks and recognise that it takes time and effort to improve and abilities are malleable. This type of mindset fosters inclusive leadership. Developing a growth mindset can reduce stereotyping by a attributing them to external factors. Growth mindsets help us understand that our identities and attitudes aren't centred or permanent but consistently evolving. In a workplace setting, organisations with a growth mindset had higher performance and were more engaged, open to learning, better performers, better communicators and were intrinsically motivated DEVELOP A GROWTH MINDSET
P R A C T I C A L W A Y S
T O D E V E L O P A
G R OWT H
M I N D S E T
Acknowledge and embrace imper fect ions View cha l lenges as oppor tuni t ies Repl ace the word “ fa i l ing” wi th “ learning” Stop seeking approva l Va lue the process over
the end resul t Cul t ivate gr i t
Use the word “yet ” Pay at tent ion to the words you speak Use inc lus ive l anguage l ike "Hi Everyone" instead of "Hi Guys" Don' t be a bystander - Speak out for apparent injust i ces
N E X T I S S U E :
The next i ssue of Leadership Edge wi l l be focused on empathy and ent i t lement in leadership . S U B S C R I B E : To have the Leadership Edge del ivered to your inbox or for content submi ss ions or feedback , please ema i l us at NSLHD- ODTeam@hea l th . nsw. gov . au
Inclusive leadership is not a destination. It's a journey that requires humility, curiosity and courage. Thais Compoint - author of "Succeed as an Inclusive Leader'
Made with FlippingBook - professional solution for displaying marketing and sales documents online