In the last six months, I have had over 1,500 different people complete my personal mindset assessment. As the momentum for this assessment has picked up, so have the requests for me to work with organizations, departments, and teams to assess and help them improve their collective mindsets.
If you have taken my mindset assessment and would be interested in learning about the collective mindsets of your organization, department, or team, I thought I would show you a report I put together for an organization on their mindsets as a way to help you see the value that can come from such an assessment.
What follows are slides of a PowerPoint presentation I put together. In these slides, you can see how the organization is doing related to each of the four mindset continuums. Also, I put together some specific slides associated with the leaders/managers in the organization.
Some high-level takeaways included:
42% of employees have more of a fixed mindset, suggesting that roughly 2 of 5 employees are more inclined to avoid challenges and make decisions/take action focused on helping them personally look good, which is not necessarily what is best for the organization.
The majority of employees have a strong Open mindset, which is very conducive to a culture of psychological safety. Yet, almost 1 in 5 employees have a Closed mindset.
1 in 5 leaders/managers have at least one mindset in the bottom quartile, which is likely putting a limit on their effectiveness.
1 in 10 leaders/managers have at least three mindsets below the median. This suggests that based upon their mindsets, 10% of the organization’s leaders/managers should not be in a supervisory position and are likely having a significant detrimental effect on their direct reports, which may continue down their hierarchical chain.
As a whole, in working with this organization, we were able to develop a clear plan for mindset development that included:
General mindset training across the organization that helped all employees (1) understand the importance of mindsets, (2) identify the different mindsets they could possess, and (3) and learn how to enhance and upgrade their mindsets.
In these trainings, we spent more time and emphasis on fixed/growth mindsets, as that seemed to be the area in greatest need for development.
Additional research into areas within the organization where mindsets were the most negative. We didn’t use the assessment as a way to “weed” out those with negative mindsets, but we did use that information as an opportunity to discover what about those contexts seemed to elicit negative mindsets.
If you have interest in understanding the collective mindset of your organization, department, or team, in the form of a report similar to what follows, I would be happy to work with you.