Possessing a growth mindset, or encouraging improvement through hard work and dedication, is an important component of success for most companies—including nonprofits. Both personal and professional growth should be supported and developed by managers in order to ensure all-around success for their employees and their business.
There are many ways to go about this, including setting various individual and company goals. But at times, the steps toward the right path may not always be so clear. To help managers identify their best course of action, we’ve asked 7 members of Forbes Nonprofit Council to share their rules for implementing a growth mindset for total organizational success.
1. Trend Watching Should Be Encouraged
To foster a growth mindset, I replaced traditional “report out” meetings with “trends and troubles.” Each person is asked to bring one industry trend to the table and one troubling issue. The trend keeps them and the team informed about what’s going on in a specific sector. The team as a whole provides suggestions and helps in resolving the “trouble” that the department or leader is experiencing. – Kimberly Lewis, Goodwill Industries of East Texas, Inc.
2. Employee Development Should Be The Focus
Putting the effort into those around you in terms of developing their skills and knowledge is a great first step because it also teaches that manager how to grow at the same time. Essentially, the manager and employees are learning from each other. It’s so important because it creates an environment where everyone grows and develops. – Gloria Horsley, Open to Hope
3. Organizational Goals Should Be Employee Goals
Having clarity on the high-level goals and communicating them to your employees helps set the context with them. As a next step, managers can then begin talking to their employees about how they can play a role in helping achieve those goals through their projects, responsibilities and ambitions. This makes them part of the success conversation and truly motivates them to drive impact. – Deboshree Dutta, Women in Product | PayPal
4. The Right Person Must Be In The Right Position
Having the right person for the right position matters for a new manager. Not every employee will be there to stay for the long term. A new manager must not be afraid to fail forward and quickly in order to keep the right people on board for the success of the organization. Keeping an employee on too long who is not a good fit could negatively affect the whole team. – Anisa Palmer, I Will Survive, Inc.
5. You Must Ask What You Can Do Better
Remember that the root word of “question” is “quest,” so go on an adventure. Encourage staff and stakeholders to ask questions, watch for opportunities to engage and learn from successful peers or mentors. It is okay not to know everything—no one does. However, it is not okay to not ask. Surround yourself with people who can help you answer the question: What can we do better? – Aaron Alejandro, Texas FFA Foundation
6. There Must Be A Plan For Growth
One aspect of cultivating talent is to be a learning organization in practice. I instituted individual work plans that include smartly written job expectations. The work plan asks the employee to identify a professional learning goal for the year. This annual focus on growth ranges from gaining skills in time management to earning professional certification. This process sets expectations for growth. – Donna Mazyck, National Association of School Nurses
7. Employee Ambitions Need To Be Supported
Nonprofit managers must put more emphasis on professional growth than their counterparts in the for-profit world where incentives are mainly financial. Begin early by setting development plans for new hires and initiating career conversations about how individual staff aspire to grow. Plan for how they can develop the skills and experience to reach those goals and support their ambitions. – Rupert Scofield, FINCA International
Click to go to the full article: