Mary Murphy, a Professor of Psychological and Brain Sciences at Indiana University and founder of the Equity Accelerator, digs deep into the dynamics of team collaboration and growth mindsets. She reveals that everyone oscillates between fixed and growth mindsets, emphasizing the powerful role of team culture in shaping them. Mary discusses how organizational environments can hinder or boost collaboration and the need for a cues audit. Additionally, she highlights the importance of aligning incentives with team success to foster a culture geared towards collective achievement.
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Quick takeaways
Understanding that everyone has both a fixed and growth mindset allows for more nuanced support in team collaboration and development.
Promoting a culture of growth within organizations significantly enhances collaboration, innovation, and overall performance by realigning evaluation processes and incentives.
Deep dives
Understanding Mindset Complexity
The concept of mindset is often oversimplified into two categories: fixed and growth. However, recent research indicates that everyone possesses both mindsets along a continuum and fluctuates between them depending on various triggers. Moving away from the binary classification allows for a more nuanced understanding of mindset, emphasizing that the environment and social context significantly influence mindset orientation. Recognizing when individuals transition between these mindsets can help foster a more supportive atmosphere for growth and learning.
Impact of Organizational Culture on Performance
Organizational culture greatly affects employee behavior, performance, and overall outcomes. Companies that adopt a fixed mindset breed competition and information hoarding, ultimately stifling collaboration and innovation. Conversely, organizations with a growth mindset encourage collaboration, normalize mistakes, and prioritize collective learning. The evidence suggests that organizations embracing a culture of growth perform significantly better, achieving higher financial goals and fostering innovation in turbulent times.
The Role of Collaboration in Mindset Development
Creating an environment that promotes collaboration can help employees shift towards a growth mindset more consistently. Factors such as evaluative situations, critical feedback, and competition among employees can trigger a move toward a fixed mindset. By facilitating thoughtful collaborations and leveraging individual skills, organizations can mitigate competitive pressures and encourage a supportive atmosphere. Leaders can maximize this potential by being mindful of how assignments are structured and emphasizing collective achievements.
Rethinking Performance Metrics
Revamping performance ratings can significantly contribute to fostering a culture of growth. Companies like Patagonia have shifted from traditional performance evaluations to more supportive frameworks that focus on employee development without the pressure of harsh ratings. This approach invests in individuals rather than extracting value from them, thus promoting a healthier work environment. Adopting this mindset encourages continuous learning and growth, ultimately aligning employee goals with the organization's objectives.
Mary Murphy is Professor of Psychological and Brain Sciences at Indiana University. She is also Founding Director of the Summer Institute on Diversity at the Center for Advanced Study in the Behavioral Sciences at Stanford University and founder and CEO of the Equity Accelerator, a research and consulting organization that works with schools and companies to create more equitable learning and working environments. She is the author of Cultures of Growth: How the New Science of Mindset Can Transform Individuals, Teams, and Organizations*.
Many of us have heard the distinction between a fixed and a growth mindset. Turns out it’s more of a both/and, especially with our teams. In this conversation, Mary and I discuss how team collaboration can support a growth mindset.
Key Points
Nobody has only a fixed or a growth mindset. While we may favor one, all of us shift between them.
Team culture is so powerful that it can either block or encourage a growth mindset.
Mindset doesn’t just affect perceptions and behaviors, it shapes the bottom line.
To support collaboration, begin with a cues audit. Consider starting with affinity groups.
It’s misperception that cultures of growth are less data-centric than cultures of genius. The opposite is actually true.
Don’t eliminate competition, recast it. Consider how incentives align with supporting others and the organization as a whole.
Yes, share outcomes — and also include the distance traveled to achieve them. This supports a culture of growth.
Traditional rating systems, especially forced-rankings, often reinforce cultures of genius.