How do we build an environment or culture where growth is valued?
I have always valued my desire to grow, whether it was personally or professionally. The desire to grow wasn’t always something I focused on. I would say that it has really been part of who I am in the past 15-20 years. One book gave that to me, Awaken the Giant Within by Tony Robbins. I have shared this with others in the past. It wasn’t the typical book I would choose to pick up and read, but after reading it the thoughts of growth and self-improvement developed in me. I started reading self-help and motivational books after that. I found my favorite author John Maxwell and others. I bring this up because someone pointed out to me that they see the growth environment I have worked hard to create. It took me by surprise because I didn’t think people noticed. I wanted to share a few simple things that could help create that kind of environment.
When creating an environment that values growth, just remember you don’t have to be the expert. Sometimes it is simply offering an opportunity to share something new. Bringing in experts on a topic or sharing information can offer growth opportunities. Our world if filled with new ideas, we just need to find ways to exploit them. We could share articles or blogs that assist our organizations with new initiatives. Exposure to new and up to date information give us guidance that allows us to grow or improve something. The beauty of our world is whatever you want to learn you can gather the necessary information to improve the understanding of any topic.
Sometimes when we want to point out important topics, we should consider questions that isolate an area needing growth. Every organization should question why they do things the way they do. We have always done it that way; is a statement that could indicate an area of growth or improvement. Reflection is important to growth and development. Questioning our plans, procedures, and even our thinking helps make our organizations improve.
The best mentor I had, allowed me to explore new ideas. If I was excited about something new that I wanted to explore, he allowed it. When I needed to showcase my learning with peers, he pushed me. He encouraged me to change roles and take risks. As a leader, we must allow our people to take the lead on things. The leader must be the encourager in the organization. The people will be more willing to try changes the leader initiates if their ideas for change are encourages too.
As leaders we are always asking how we could improve or become more efficient. The leader’s greatest impact comes when they are reminded that it’s not about their growth or benefit. Rather, it’s about the people of the organization. They are the reason we want to create the best growth-minded environment. What do our people and the organization want or need? We should always put our people first and take care of their needs before our own.
What new opportunities are you offering the people of your organization?
Are you asking questions that will make you and the organization improve?
How are you encouraging others to take risks for their growth?
How are you serving the people in your organization?
Creation of a growth-minded community or environment is an intentional process. Our people and the organizations we lead thrive when growth is valued. I hope you give some thought to how growth and improvements can be explored in your organization. Thanks for looking in on Leading Conversations this week. I look forward to your stories on growth in the comments below.
Steven C. Bucks- Leading Conversations
