Have you ever wondered why some people seem to rise above themselves under pressure, while others literally crumble? The answer may lie in the #mentality and #mindset of your employees!
The mindset* describes the beliefs and inner attitudes of a person or group, from which ways of thinking and behavior patterns arise. There are basically two types:
The #Growthmindset asks "how": It is a dynamic self-image based on the belief in one's own ability to learn, expand intelligence, and develop new skills through effort and training. A growth mindset likes to try new things, sees mistakes as part of its development, and finds inspiration in the success of others.
The #Fixedmindset asks "if": This mindset does not consider how something could work, but whether it can work at all. It is based on the belief that intelligence and abilities are innate and unchangeable. This way of thinking relies on what is already there and sees mistakes as a threat to one's own competence. It feels intimidated by the success of others.
Why is this important? Because organizations can only be successful in the future if they are able to constantly develop and react quickly to changing conditions. To do this, however, they need employees who are open to change, who like to try new things and who are not afraid of failure - in other words, people with a growth mindset.
The OKR framework helps you to steer your employees' attitudes in the desired direction: OKR requires your teams to continually face new challenges, to see mistakes as an opportunity to learn, and to work closely together beyond departmental thinking in order to achieve ambitious goals.
As a manager, the best way to start is to develop a clear vision of what you want to achieve with OKR. Get your teams excited about this vision and make sure everyone understands their role in achieving this goal. Create an environment of trust in which every team member can develop creative and innovative ideas and is also willing to fully commit to achieving the goal.
In short: OKR is a great way to align your teams' goals with your company's goals. However, simply implementing the framework is only half the battle: you also need to invest in developing the mindset of your employees. Only then can you use OKR to make your organization more focused, faster and more adaptable!
* Note: The distinction between "growth mindset" and "fixed mindset" comes from the American psychologist and Stanford professor Carol Dweck, who has shown in her studies that our success is influenced by how we think about our own talents and abilities. Recommended reading: "Mindset: The New Psychology of Success" (2006) by Carol Dweck