Meetings tend to get dominated by either the leader chairing the meeting or by few others - basis their tenure, orientation, influence on the team etc. Very first step to develop growth mindset to encourage everyone to share their thoughts / ideas freely. Second is listening without judgment, even if the idea seems impractical. Both are easier said than done!

I think connecting people to the "why" is one of the most important things you can do to foster this mindset. SMART goals can help in a big way!

When we talk about growth mindset, we are talking about atmosphere! Get involved first, create an environment of openness and vulnerability where all individuals can feel encouraged to grow from their experiences, but especially to share their thoughts and ideas without fear of judgement. The biggest blocker to any growth mindset environment is fear. And fear is nothing more than the barrier between what you are and the unknown. Therefore, encouraging innovation and experimentation broadens our horizons and gradually stop paralyzing us allows that this GROWTH Mindset to become a way of think, behave, act and live. Come to talk with me about!

Do your best … Success comes from knowing that you did your best to become the best that you are capable of being , You have to apply yourself each day to becoming a little better. By becoming a little better each and every day, over a period of time, you will become a lot better.

Growth Mindset develops when failures are celebrated and are looked at as learning opportunities. Meetings can be used to establish this culture of learning. 🔹Have a section in daily/weekly meetings where people talk about failure and related learnings 🔹Lead by example - Share your failure, learnings, Corrective actions and preventive actions 🔹Assign a Growth Mindset champion who looks out for fixed mindset phrases and points them out during meetings 🔹Promote constructive criticism and questions

While encouraging participation, it is essential to consider the diverse personalities of people in the meeting. Often, the attention of the participants gets engulfed by the loudest and the most communicative people in the meeting. However, there will be quiet or introverted people, who although have great ideas, may not feel confident or comfortable enough to share it. Create a safe environment for such participants to contribute. You may use various influencing techniques and collaboration tools to make them express their opinions and ask their questions confidently.

Fostering the growth mindset starts well before the meeting starts. The culture built around trust starts the moment you hire someone. Don’t wait to encourage collaboration and participation for a meeting.

One tactic that I don't see used enough in meetings to create a supportive environment and encourage the free flow of ideas? Improv! The core of improv is about accepting the contributions of others in the group, and then building on those contributions. It gets people smiling and in a mindset of helping others. Before your next meeting, try an exercise called "Yes, and..." Get ten participants into a circle, and start them off with a neutral statement like "I went to the grocery store." The next person starts by saying "yes, and" and then adds to the previous statement. For example, they might say "yes, and I brought my roller skates to get through the aisles quickly." Each person continues the story, building on previous ideas.

what i have always seem useful in my meets is to give a feedback form to all participants for get specific feedback on the program. The form also has questions on the learnings learnt, how & by when they will be able to implement these learnings in thier professional life and also any more learnings required to enhance thier performance

When you meet with your boss in a one-on-one meeting, do you talk about your progress as an employee and your career path? While this is common, how many employees discuss meeting performance as part of those performance and career path discussions? Given the amount of time that professionals spend in meetings, any discussion of performance and career paths should include feedback and training for meetings. Does the employee need meeting facilitation training? Are decisions being kicked down the road? Are their presentations decks clear and free of jargon? Improving these skills can help make meetings more productive, and thus move work to completion faster while increasing engagement levels. Let's build better meetings!

After your meeting, provide specific feedback like, "I noticed you handled the presentation well, especially your clear explanations. However, try to engage the audience more by asking questions." This focuses on the effort rather than the person. For coaching, say, "Let's set a goal for you to practice audience engagement techniques in your next presentation. We can review your progress together in a week." This approach highlights strengths, addresses areas for improvement, and fosters a supportive environment for growth.

Growth mindset needs to be built on self-awareness. Practicing metacognition (which is thinking about our thoughts) and reflection are two great practices to build self-awareness in this context. When you make these skills a part of your development tools, you can easily identify how and when to demonstrate your growth mindset, including in the context of a meeting.

Do your Best & Be yourself… Success comes from knowing that you did your best to become the best that you are capable of being, You have to apply yourself each day to becoming a little better. By becoming a little better each and every day, over a period of time, you will become a lot better.

One of the greatest ways to nurture and cultivate a growth mindset is to stay curious. Never settling for what feels comfortable. No matter if this is in your personal or professional life, stay curious. Get out of the mundane and allow yourself to fail. When we eventually do fail, we learn and ultimately grow. When your peers, team, or meeting attendees see that curiosity and enthusiasm for growth, they too will begin seeking out more opportunities to do the same.

Growth mindset is also about accountability and ownership. take prompt action on the action items from the meeting, follow up on the progress of the action items of others and, mentor/coach/encourage yourself and others to contribute and collaborate to work on those.

Mindset is considered by researcher as unidimensional, and individuals growth mindset are characterised by eagerness to keep developing and excepting challenges. Transformational leadership can stimulate employees growth mindset and work engagement by creating a healthy working environment and culture. Developing growth mindset requires continuous effort, learning and consistency.