AMA Highlights: The 6 secrets for creating a growth mindset
Fame Razak (CTO at AnalogFolk) joined us in Venturi’s Voice Slack on March 1st to host an ‘Ask Me Anything’.
Fame kindly shared with us his ‘6 secrets for creating a growth mindset’. He’s put together an interactive powerpoint presentation for the event with some simple exercises that will get you into a ‘growth mindset’ headspace.
You can find his slides on growth mindset and view the whole transcript of the event over on our Slack channel, Venturi’s Voice.
Below are some of the highlights from the event.
Question by @AV
Hi Fame – I’ll kick this off by asking your advice for cultivating a growth mindset within an established company – it’s something I regularly struggle with – motivating individuals is fine …… but how do you achieve organisational impact?
Yes, I understand your pain! I’ll answer your question with an anecdote.
I once worked in a business where there was a very clear divide with digital and print. On projects where there was a digital and print element combined, it would get ugly, to the print team, all digital meant was their budgets and indeed, their jobs, were about to be lost to this new digital medium.
So.. we turned to ‘educating’ the company on what digital is and why this benefits everyone. Once a week we’d do an inspiration session in the kitchen and showed examples of great digital work.
At first, none of the print people came but then some of the print designers started asking about digital design and how they could do it too. So we facilitated classes and kept going.
Eventually, it became an integrated division with shared budgets, objectives, and goals.
The people who didn’t want change, were management and we changed that by going bottom up. It was a mess but the way we resourced people, charged clients etc had to be re-configured. We changed the processes of the business and management could not disagree, because it benefits their pockets.
Question by @Liam Donoghue
Really interested by the After Action Review. Could you go into more detail on how you’d carry out an AAR? What is the process from start to finish?
We carry these out after each project has been delivered. First we send out a Google form to collect feedback from the team and the questions are as such;
What were we aiming to deliver (what, when, why, how)
Did we achieve what we set out to do? What did or didn’t Goto plan? (Objectives, Timeframes, Budgets)
What were our successes?
We were an effective team when…
It would really help next time if….
The end result may have been better if…
What did we learn?
Summarise what we have learned and how we can improve
Specific Actions eg.
What will we do to help us improve in the future?
How will we change the way we work?
We have some simple ground rules :
Keep it positive
We are all getting better
Everyone is trying their best
Is about celebrating success as well as analysing failure
Once we have feedback, we huddle and share openly and agree on the specific actions we’ll put in place
If you put these into place and do them often, they can shape the way your business works – processes from one project might become standard and help everyone, not just a project team!
Question by @James Wright
Hey Fame, nice to meet you! I’m completely with you that embracing failure, and learning from it, will allow one to grow, but how can one recover from any resulting reputational damage? This isn’t something that’s impacted me, but it’s certainly a problem for others.
Great question. You need to know without a doubt what you did or didn’t do? You also need to know what you absolutely must do, to make it right.
I’d hope I have some trusted friends who could give me feedback to help clear that up for me… then you have to go do it.
Be humble, honest and disciplined to make sure it doesn’t happen again.
Moving forward you are likely to be asked about the situation over and over again so be prepared to address that elephant first before anyone else – have you story down straight and be comfortable with you.
Question by @Squashie
How do you push forward past your limits without falling into a fixed mindset? The easiest example I can think of this is with sports. No matter how far I push my limits, realistically, I’m never going to be a professional footballer. If I refused to give up my dream of being a footballer, I’d be constantly working towards a goal I will never achieve i.e. I’d have a fixed mindset in respect to the outcome of my efforts.
It’s easy to appreciate that I’ll never be in the premiership. But the same principle applies to all other skills in life. So my question is, how do you know you’re at the true limit of your ability, and how can you determine when to push on when there is still big room for improvement?
You’ve probably heard this phrase before
“You’re the average of the five people you spend the most time with”.
At first, you play football with your mates, which is fine but if you want to push to the next level you need to play with better people.
In whatever area you want to excel in, find people who are at the level you are and start showing up in the same places so you can learn from them,
I’m also in a couple of paid ‘mastermind’ groups also – the idea here is that you pay to sit at a round table with people who meet and share the latest strategies that are working for them. Since most of the people in 1 of those groups have 20+ years more experience than me, I save myself a lot of mistakes!
Try it yourself… think of an area you want to grow in and find 5 people who might be interested in sharing and growing with you… they can be the same level as you but for now, it’s just about keeping accountability and the experience.
Question by Tommy G
‘Practice makes permanent’ is a lesson I was taught at an early age. How else, besides asking questions, can an individual make sure they’re practicing effectively?
1. First, get rid of all the distractions that could interrupt ‘practice time’. Switch off the phone. Log out of email. Moving to a quiet part of the house/office
2. Start slowly and develop the habit. Blocking time out to allow for practice is a great start, then it’s just about getting into that zone and doing what you want to do. For example, a friend of mine wanted to hit the gym but hates the gym and is a pretty busy guy. So… we analysed his day and determined he has 20 minutes at 3pm to actually walk to the gym which is just 5 mins away. His goal was to just walk into the gym every other day at 3pm. If he didn’t want to work out, that was fine he could head back to the office, which he did do a few times btw. But eventually, he started to work out for 20 mins and then, he enjoyed it and organised his days so he could be in the gym for an hour. It worked because he formed the small habit of leaving the office at 3pm, start small.
3. Bit woo woo but anyway. Studies suggest that once you’ve physically started doing something, visualising yourself doing it, helps reinforce it – Here’s a TED talk on it –