I’ve gotten comments from people who think that when I say things about challenging the status quo at your organization, that I’m invalidating work that others have done before me. And I’m just trying to stir the pot, that I’m not respecting the thought, research and effort that went into creating either the instructional design or enablement programs I want to improve with Digital Adoption.
However, one thing I’ve been studying recently is adopting a growth vs a fixed mindset.
Having the ability to develop, embrace change, and be inspired by others who are making differences can be incredibly powerful and lead to game changing updates and improvements to any employee or customer program.
I also want to call out the danger of a fixed mindset. I’ve been on calls over the years and have heard the term “Our program and processes are set, I don’t see why we’d change them”
If you see effort as fruitless, if you’re threatened by change or criticism, think about how you can improve.
The second I finish a project, I go back and look at how I can either make it better, or improve for the next project. It’s painful to admit where I’ve fallen short, but empowering to show improvement and growth in my own work.
Do you feel like you’re in a fixed or growth mindset? What do you do to improve your sales enablement or employee training programs within your own org?
Thank you Tina Grazioso and the other members of the Sprinklr team who are providing this type of training for new hires as part of our onboarding program!
I'm an industry leader in Digital Adoption Technology, Digital Learning, LX, and Employee Enablement with several years of experience creating disruptive and strategic technology learning programs for global companies.