Tips for Fostering Accountability and a Growth Mindset

“I don’t know how!” Is what my son tearfully said to me the other night when, amidst a meltdown, I (foolishly) told him to calm down. 🤦🏻♂️ Let’s put aside for a second the utter dad fail that was telling him to “calm down”. No one wants to hear that let alone a disregulated 5 year old. Once the dust settled, I was left with the realization that calming down means nothing until you know HOW to calm down. And in my son’s case, asking him to calm down simply made matters worse because I was asking him to do something that he had not yet been taught how to do. Now for the hard pivot…. Oddly, as I was reflecting further (after he went to bed, feeling guilt ridden and scrolling through the bazillion pics of him on my phone…), I thought about how many of us, myself included, have struggled at times with receiving feedback. I pondered if it’s a skill or a will thing. We’ve always been TOLD to receive feedback with a growth mindset and not take it personally, but have we ever been taught HOW to do this? So, here’s my starter pack take on HOW to demonstrate that you are receiving feedback with a growth mindset: 1/ Active Listening: Show genuine interest by actively listening without interrupting. Maintain eye contact, nod to show understanding, and ask clarifying questions to ensure comprehension. 2/ Stay Curious: Approach the feedback with curiosity rather than defensiveness. Ask for specific examples or suggestions for improvement to gain deeper insights and demonstrate a willingness to learn. 3/ Acknowledge and Reflect: Acknowledge the feedback with an open mind, reflecting on the points raised. Avoid immediately dismissing or justifying your actions. Instead, take a moment to understand the perspective being offered. 4/ Express Gratitude: Thank the person providing feedback for their insights and investment in your growth. Acknowledging their effort shows appreciation for their input, regardless of the nature of the feedback. 5/ Take Ownership: Embrace accountability for your actions and decisions. Instead of blaming external factors, focus on what you can control. 6/ Create an Action Plan: Discuss ways to implement the feedback into actionable steps. This shows commitment to growth and improvement. 7/ Seek Support or Guidance: If needed, ask for further support, resources, or additional training to help address the areas identified for improvement. This shows a proactive approach to skill development. After the feedback session, it’s beneficial to: 1/ Reflect on Feedback: Take time to reflect on the feedback received. Consider its validity and how it aligns with your development. 2/ Implement Changes: Act on the feedback by implementing the suggested changes or improvements. 3/ Request Follow-Up: Proactively seek feedback and schedule follow-up discussions to review progress and demonstrate your dedication to improvement. And to all the parents out there, keep calm & parent on 🤪 #Leadership #GrowthMindset #Parenting

𝗧𝗵𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: 𝗕𝗮𝗹𝗮𝗻𝗰𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 . . . "Clear is kind. Unclear is unkind." – Brené Brown. This quote underscores the importance of clarity and compassion in leadership. By setting clear expectations and holding ourselves accountable, we show true compassion for our teams, fostering an environment where everyone can thrive and contribute to collective success. In today's dynamic leadership landscape, balancing compassion with accountability is more crucial than ever. Effective leaders foster accountability without compromising team member well-being. Accountability as a "worthy challenge" encourages a growth mindset and drives better performance. 👉3 Habits That Build Accountability: 1️⃣ Think Ahead: Leaders who anticipate challenges and communicate expectations clearly help team members visualize success. This approach enhances shared understanding and prepares teams for potential obstacles. 2️⃣ Own Your Commitments: Consistently following through on promises builds trust and sets a strong example. When leaders demonstrate accountability, it motivates their teams to do the same, fostering a culture of reliability. 3️⃣ Anchor on Solutions: Emphasizing growth over punishment encourages a collaborative approach to problem-solving. Leaders who focus on solutions rather than blame create an environment where mistakes are seen as opportunities for improvement. 🏆🤝 By integrating these habits into organizational culture, leaders can create a balanced approach to accountability that meets individual needs while driving performance. This not only enhances team dynamics but also ensures long-term success and well-being. 👇Additional insights: 🧠❤️Balancing Empathy and Rationality: Leaders can practice "rational compassion," making decisions based on sound reasoning while showing empathy and understanding towards those affected. This approach helps maintain emotional boundaries while fostering a supportive environment. 📝Setting Clear Expectations: Clear communication of roles and responsibilities reduces ambiguity and aligns efforts with organizational objectives, maintaining high standards and achieving goals. 🌟Leading by Example: Leaders who embody accountability in their actions inspire their teams to follow suit. By owning both successes and failures, they foster a culture of responsibility and continuous improvement. ⚖️Avoiding Misguided Compassion: Effective leaders avoid actions that, while intended to be compassionate, ultimately harm organizational performance and team member well-being. Courageous decisions are needed to ensure that team members are in roles where they can succeed and contribute meaningfully. 🌟 By cultivating these habits, leaders can build resilient and high-performing teams. Embracing the science of accountability allows us to create workplaces where compassion and results go hand in hand.

#FridayReflections – 7 Effective Techniques to Foster a #GrowthMindset in your #Mentees . Mentoring is a powerful tool that shapes future leaders by nurturing their potential and guiding their growth. By fostering a growth mindset, mentors can inspire their mentees to embrace challenges, learn from setbacks, and continually strive for excellence. Having mentored numerous individuals through my career, I have found that these seven techniques are particularly effective in cultivating a growth mindset. .1. Model a Growth #Mindset -- Share My Learning Journey: Discussing my own experiences with learning & growth, including challenges & failures. Show that continuous learning is valuable. .2. Set Realistic #Goals -- Encourage Goal Setting: Help my mentees set specific, achievable goals that focus on growth. Teach them to see goals as steppingstones for improvement. .3. Provide Constructive #Feedback -- Focus on Effort and Strategy: Give feedback that emphasizes effort & learning process. Highlight the strategies used rather than just the outcomes. .4. Encourage #Learning and Curiosity -- Promote Curiosity: Encourage mentees to ask questions and explore new ideas. Make learning an exciting & continuous journey. .5. Cultivate #Resilience -- Normalize Struggles: Let my mentees know that struggling is a natural part of learning. Teach them to view setbacks as opportunities for growth. .6. Celebrate #Effort and Progress -- Recognize Progress: Celebrate the effort & progress my mentees make towards their goals, reinforcing the idea that growth comes from consistent efforts over time. .7. Role Modeling #Adaptability -- Stay Flexible: Demonstrate how to adapt & learn from changing circumstances, showing that flexibility & openness to new approaches are essential for growth. #Mentoring is a #journey of mutual growth and discovery, where both mentor and mentee evolve together. By implementing these techniques, you can unlock the potential of your mentees and help them achieve their greatest aspirations. Remember, every challenge is an opportunity for growth, and your guidance can make all the difference. How do YOU plan to encourage a growth mindset in YOUR Mentoring Relationships? #GrowthMindset #MentoringMatters #LeadershipDevelopment #Mentorship #PersonalGrowth #ProfessionalDevelopment #MentorMentee #LifelongLearning #SuccessMindset #GrowthJourney #InspireGrowth #MindsetShift #ContinuousImprovement #Empowerment #Achievement #SoftClouds #UnfoldLabs

Accountability shouldn't be about assigning blame; it should be about lifting others to perform at their best. In a fighter squadron, we learned that accountability could be the difference between success and failure. It goes beyond personal responsibility; it's about fostering a culture of trust and collaboration to ensure each of us performs at our best.   Even though talking about our mistakes never really feels comfortable, we can learn to shift our mindset about accountability . . . to view it instead as an opportunity to learn, improve, and develop our capabilities.   As leaders, we also have a responsibility to shift the narrative: ✅ Lead by example: Demonstrate accountability in your own actions and decisions. ✅ Create psychological safety: Establish an environment where team members can provide feedback and admit mistakes without blame or shame. ✅ Foster a learning culture: Encourage a culture where mistakes and failures are seen as opportunities for growth and improvement. When we hold ourselves and our team accountable with a focus on lifting others and elevating the performance of our team, then we create an environment where our team can excel. #leadership #accountability #teamwork #LeadWithCourage

People perceive accountability in two ways: as a threat or as a worthy challenge. The first type, punitive accountability, involves reprimanding people for mistakes, fostering a culture of threat and blame. The second type perceives accountability as an opportunity for growth, seeing missteps as chances to improve. Leaders should aim for this growth-oriented approach, as research shows it encourages risk-taking, solution-finding, and personal investment in challenges, creating a more positive, productive team culture. Harvard Business Review Review identifies three key habits that build non-punitive accountability. 💭 Think Ahead: Leaders should anticipate outcomes when assigning tasks. By vividly painting a picture of how the job should be done and potential obstacles, leaders can more effectively communicate their vision to their team. 🤝 Own Your Commitments: Owning your commitments is both a learnable skill and one that is unconsciously learned from others. Because we unconsciously track the people who keep their promises and those who don’t, someone who is fastidious about executing on promises — large and small — can become a person others trust deeply. ⚓ Anchor Your Solutions: When stakes are high, failures are bound to happen. What matters most is that leaders respond to those failures with an impulse toward learning, not punishment. As a leader, what are some of your accountability strategies that consider individual needs while still ensuring the job gets done? https://lnkd.in/g3iBktpJ I #Accountability #ThoughtLeadership #LeadershipTips #FemaleLeadership #LeadershipSkills