Two kinds of self-images
US psychology professor Carol Dweck has worked with hundreds of Fortune500 students and employees on her studies.Company discovered that humans follow two distinctive self-images:
The one self-image makes it possible to constantly learn and grow. Restraining the other self-image and frightens a new opportunity. It distinguishes the dynamic self-image, the so-called "growth mindset" and the static, so-called fixed mindset.
Error prevention vs. error acceptance
People with a static self-image are careful not to make mistakes or admit weaknesses. Therefore, they prefer to stay in their comfort zone and are reluctant to face situations that they are not sure they can control.
People with a dynamic self-image, on the other hand, assume that intelligence and abilities are evolving through testing, exercise and endurance, as well as through the support of others. They are ready to face new challenges and to work on their abilities.
R like travel
The third and last letter of the WIR formula stands for travel. Because it is not to be expected that we will ever reach our goal in digital transformation, ever achieve a status on which we can rest. But there are also three tips that will make the “trip” a complete success:
- Dynamically lead: Executives who present their employees the dynamic self-image, ie, recognize and share their own fallibility and ignorance, create psychological safety in their teams. This also means that the employees do not have to be immediately perfect, which allows them to show themselves with their mistakes, their ignorance and their weaknesses.
- Provide psychological security: Aristotle's study, which Google conducted with 180-owned teams, shows that team success is not as important to team success. The team result stands and falls with the level of psychological security that the team members feel. The Professorin Amy Edmondson has already defined the term 1999 as the belief that you will not be punished or exposed when addressing ideas, questions, concerns or mistakes. If this belief does not exist, team members do not question the results of others and withhold their ideas for fear of rejecting the other team members.
- Improve safety with simple statements: But that's exactly what is fatal when it comes to creating a growth mindset. Even simple statements like "I may have missed something here, what do you think?" or if someone can be helped, the level of psychological security has a clearly positive effect. The higher it is, the higher the likelihood that there will be a desire for further development and that unusual and novel ideas will be expressed and discussed.
Digital transformation brings about change. With the help of the WIR formula, any uncertainty is easy to eliminate. Knowledge can be shared more easily than ever, and with the help of a common economic framework, creativity, innovation and growth can be promoted. Not for nothing is the WE in WE: TSCHAFT.
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