Bijay Kumar Khandal - “Peak Impact Mentorship Show”
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In today's show, I will be covering the importance of having a growth mindset. Along with that, I will also help you understand the process of developing a growth mindset.
Show Objectives - The Why
The era we belong to is an era where everything is changing rapidly due to technology disruption. In today's world, fast is faster, and forward is shorter. If we are not agile and don't have a growth mindset for our organization and ourselves, we will not sustain.
What You Need to Know - The What
Here are the 4 simple things that can help us develop the growth mindset.
What You Need to Do - The How
There are 4 simple steps to develop the growth mindset.
1) Learn, unlearn & Relearn
COVID-19 brought about a reallocation shock, which economists at the University of Chicago estimate has caused three new hires for every 10 layoffs. They also predict that 32% to 42% of COVID-19-related layoffs will be permanent.
To avoid mass long-term unemployment, we must prioritize and pour efforts into preparing workers for future jobs.
Increasingly, these are the kinds of jobs that focus on uniquely human skills that current technologies cannot simulate — things like empathy, problem-solving, collaboration, and communication. Increasing such skills helps workers and has real business implications: Human skills make companies stronger.
The World Economic Forum's "Future of Jobs Report 2020" shows that workers recognize this. Topics like mindfulness, meditation, gratitude, kindness, and listening moved into the top 10 areas of focus among employed people, supplanting artificial neural networks, cloud computing, and general statistics.
Employers also recognize the need to increase their development initiatives for so-called soft skills, which are now also known as power skills or human skills.
Things are changing at a rapid pace. Infact fast is faster and forward is shorter.
When I started my career people used to take one year of break to prepare for IIT, at present by 7th grade students are preparing for IIT.
When I started my Job, a long-range plan was ten years, a medium-range plan of five years, and a short-range plan of two years. That seems absurd now.
Today a long-range plan maybe two years.
Seeing the present state, we need to learn agility lessons from a cheetah.
2) ABCD of Learning
The ever-increasing pace of change in today's organizations requires that executives understand and then quickly respond to constant shifts in how their businesses operate and how work must get done.
That means you must resist your innate biases against doing new things in new ways, scan the horizon for growth opportunities, and push yourself to acquire drastically different capabilities—while still doing your existing Job.
To succeed, you must be willing to experiment and become a novice over and over again, which for most of us is a highly discomforting proposition.
After working for 13+ with executive leaders, I have found that people who do succeed at this kind of learning have four well-developed attributes:
They have a deep desire to understand and master new skills; they see themselves very clearly; they're constantly thinking of and asking good questions, and they tolerate their own mistakes as they move up the curve. Andersen has identified some fairly simple mental strategies that anyone can use to boost these attributes.
3) Thrive on criticism
Feedback is crucial—but almost everyone, from new hires to C-suite executives, struggles with receiving it.
After training managers and CEO's for 13+ years on tough conversations, I have found six steps that can help you turn feedback into an important,
and an unthreatening tool.
• Be blunt honest about yourself. Look for patterns in how you respond. Once you understand your standard operating procedure, you can make better choices about where to go from there.
• Separate the "Person" from the "Message." Your feelings about the messenger might be the cause of your inability to learn from the message.
• Reflect, not react to the feedback. If you reflect on the feeback provided it will work as a growth stimulus.
• Don't accumulate feedbacks. Get it done in 2 days at max. Things that are reviewed fresh have the power of coaching.
• Start implementing the feedback even if you fail to implement it in the right way.
Criticism is never easy to take—but learning to pull value from it is essential to your development and success.
All these responses are natural and reasonable; in some cases they are unavoidable. The solution isn't to pretend you don't have them. It's to recognize what's happening and learn how to derive benefit from feedback even when it sets off one or more of your triggers.
4) 4 step solution to create a growth atmosphere
If you want to keep getting better, here is the 4 step algorithm for your and your organization's growth:
• LEARN SOMETHING NEW—Ask yourself, "When's the last time I learned something for
the first time?"
• TRY SOMETHING DIFFERENT—Ask yourself, "When's the last time I did something for the
• FIND SOMETHING BETTER—Ask yourself, "When's the last time I found something better
for the first time?"
• SEE SOMETHING BIGGER—Ask yourself, "When's the last time I saw something bigger for the first time?"
Keep in mind: everyone can improve, and everything can be improved. Every day has improvement possibilities. Now apply this framework of growth by the following 3 steps:
Value Yesterday But live in today
Move Forward amid uncertainty
Today's best won't meet Tomorrow's challenges
It's beyond the scope of the podcast to give you the entire solution, and for a more detailed solution, email me at: email@example.com or Whatsapp me @ +917019253453
I would love to help you grow in your business/Career/Life.
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