By using growth mindset, we can give performance reviews that are more accurate, less threatening, and support our team members to develop and succeed.
The science of growth mindset can help teams communicate more effectively, deliver better feedback, and see greater results from feedback conversations.
Research has shown that leaders can improve multiple aspects of performance management by helping their teams to build a growth mindset.
Research suggests there are three key components that help teams achieve lasting behavior change: priorities, habits, and systems.
Growth mindset is instrumental for creating the right performance management, as it builds resilience in people and helps them embrace challenges.
Microsoft's culture change journey has been marked by a persistent focus on going simple and establishing its essential leadership principles.
Leadership models tend to be exhaustive, rather than essential, which makes them harder to put to use. Research suggests three key habits to focus on.
Reframing a common question around transformation may help leaders reduce the sense of threat often provoked by major change.
When the right people come together, teams can think and act more efficiently. At NLI, we call this balance “optimal inclusion.”
A key aspect of organizational transformation involves leaders getting buy-in from their teams. But leadership doesn't come without followership.