"One of the most basic beliefs we carry about ourselves, Dweck found in her research, has to do with how we view and inhabit what we consider to be our personality. A “fixed mindset” assumes that our character, intelligence, and creative ability are static givens which we can’t change in any meaningful way, and success is the affirmation of that inherent intelligence, an assessment of how those givens measure up against an equally fixed standard; striving for success and avoiding failure at all costs become a way of maintaining the sense of being smart or skilled. A “growth mindset,” on the other hand, thrives on challenge and sees failure not as evidence of unintelligence but as a heartening springboard for growth and for stretching our existing abilities. Out of these two mindsets, which we manifest from a very early age, springs a great deal of our behavior, our relationship with success and failure in both professional and personal contexts, and ultimately our capacity for happiness."
Jim Lerman's insight:
An excellent essay/review that summarizes and praises Carol Dweck's book Mindset. If you haven't read the book, this is a great way to find out quickly what all the excitement is about.
Below are the slides for the presentation Crystal and Mary did for the COMO 2014 Georgia Library Association (GLA) conference. The talk was on Evernote, what it is and its most useful features. Emphasis was on how to use it for research and how...
Forbes Cross-Training: Your Best Defense Against Indispensable Employees Forbes Imagine you're part of a dangerous military combat operation. Suddenly, one of your team members with a mission-critical skill is injured or killed.
Benefits of Creating an Organizational Learning Culture Business in Vancouver A learning culture is one with organizational values, systems and practices that support and encourage both individuals, and the organization, to increase knowledge,...
"We'll never stop employing people of different generations here. Although it's a challenge to work together, meshing new ideas, different energy levels, and time-tested experience, I'm a firm believer that evolution only happens by getting outside the comfort zone. There's great value in the diversity of our employees. They provide insight on our wide range of customers, giving us a well-balanced perspective."
The value of a life is always measured by how much of it is given away. At the end of one’s life, we celebrate the selflessness not the title, status, or accumulation. Selflessness is what makes our lives truly bigger than ourselves. If your leadership is all about you, it ends when you come to an end but if your leadership isn’t all about you, it will live beyond you.
Forbes Can Middle Managers Innovate? 3 Ways To Engage The Center Of Your ... Forbes 2 – Reshape the middle of your organization by valuing learning competencies rather than simply incentivizing raw efficiency.
Most American workers aren’t interested in becoming managers. At least, that’s what a new CareerBuilder survey seems to suggest.
Of the thousands surveyed, only about one-third of workers (34%) said they aspire to leadership positions – and just 7% strive for C-level management (the rest said they aspire to middle-management or department-head roles). Broken down further, the results show that more men (40%) hope to have a leadership role than women (29%), and that African Americans (39%) and LGBT workers (44%) are more likely to want to climb the corporate ladder than the national average.