Curiosity as a measure of passion

Learning and curiosity is one of the key elements of quiet leadership as defined on this blog. My personal carnival of learning at Lead Quietly would include these posts:

• It's All About Learning
• It's All About Learning - Part Deux
• Fixed or Growth, What's in your mindset?
• Mindset, it will profoundly affect everything.

I was intrigued when Steve Roesler, a fellow Best of 2008 Leadership Blog nominee at his All Things Workplace blog took a different twist, a better perspective on the work of Dr. Carol Dweck that differentiates between a Growth versus Fixed Mindset. I have discussed this concept previously.

In Curiosity, Passion and Leadership, Steve elevates the value of curiosity, by proposing that a curious mind-set that can be used as a yard stick to measure passion. As he writes,

Leaders value people who display a never-ending curiosity for the many facets of the business. Similarly, successful employees of every ilk display a never-ending curiosity that emerges as "passion" in a meeting room filled with people.

What better measure of passion than curiosity?
You can see it's presence or absence in interviews, meetings, telephone conversations, or luncheon chatter. You can display it and you can discern it.

Steve encourages leaders to hire and promote people with passion where you measure passion by sensing their curiosity.

As leaders, we should show our curiosity, it comes across as passion. And when asked, "What's in your mindset?" Show your curiosity and passion.

Thanks Steve for the new insight.

Thanks for reading. Please lead quietly and show your passion, ahhhh, I mean curiosity.
Don

Mindset, it will profoundly affect everything.

How do you learn? You are voracious? Are you constantly learning, and seeking new opportunities to tackle new stuff? Do you find yourself saying, "I wish I had time to learn more?"

If you answer yes, your thinking about learning is aligned with a key quiet leader principle and you likely have a "growth mindset," a personal characteristic that Professor Carol Dweck says will "profoundly affect all aspect of a person's life, from parent and romantic relationship to success at school and on the job"

A Sunday NY Times article this past week (7/6/2008) summarized the work of Carol Dweck and her book Mindset: The New Psychology of Success. The Time articles was a good reminder of the Dweck concepts we first identified in Fixed or Growth, What's in your Mindset. In her work, Dweck identifies two basic mindset, fixed or growth. You want to have a growth mindset.

Are you curious about your mindset. Dweck provides this diagnostic test.

Read each statement and decide whether you agree or disagree.

1. Your intelligence is something very basic about you that you can’t change very much.
2. You can learn new things but you really can’t change how intelligent you are.
3. No matter how much intelligence you have, your can always change it quite a bit.
4. You can always substantially change how intelligent you are.
5. You are a certain kind of person and there is not much that can be done to really change that.
6. No matter what kind of person you are, you can always change substantially.
7. You can do things differently, but the important parts of who you are can’t really be changed.
8. You can always change basic things about the kind of person you are. Which statements do you agree with?

A person with a fixed mindset will agree with statements 1, 2, 5, and 7, while a person with a growth mindset will agree with statements 3, 4, 6, and 8.

If you find yourself in a fixed mindset, you can learn Dweck's four step recommendation for changing your mindset on the MindsetOnline.com web site.

Finally, I believe that the simplest, quiet leader interpretation of Dweck's work for leaders is to coach, mentor, encourage, and create opportunities for learning for yourself and the people around you. As Kevin Eikenberry notes in his book, Remarkable Leadership, "we must focus on continual lifelong learning as the cornerstone skill on the path to remarkable leadership." It's really all about learning.

Thanks for reading. Please lead quietly and learn, learn, learn. Never stop learning.
Don

Fixed or Growth, What's in your mindset?

I have posited in earlier posts that learning and adapting are key and essential elements of quiet leadership. The hypothesis of an earlier post, It's All About Learning, Part Deux is, "Highly effective, remarkable leaders must be continuous, lifelong learners."

This week, I was introduced to the work of Carol Dweck, professor of Psychology at Stanford University. Her work brain development and learning further validates the importance of learning to success. The short video will give you an introduction to her work.



In her book Mindset: The New Psychology of Success, Dweck identifies two mindsets, i.e. fixed and growth, that impact and influence people's success.

1. People with a fixed mindset believe that talents and abilities are fixed. You are rationed an amount and those are the cards you are dealt.

2. People with the growth mindset believe that talents and abilities are developed through education, work, passion, and persistence.

It seems like a simple concept to suggest that people with an openness to learning have greater success and the research of Dweck and others bears this out. It's a pretty simple concept and straightforward relationship.

What can the leader do to increase learning? It appears that encouragement and coaching can have an impact. One study of student achievement by Dweck and others compared the student results across two groups who were learning study skills. The control group received only the standard study skills training. The experimental group received the study skills training and were also taught, "how they could learn to be smart—describing the brain as a muscle that became stronger the more it was used." The skills improvement in the experimental group exceeded the improvement in the control group suggesting that the perception that a person has about their ability to learn impacts learning.

My simple interpretation of the research for leaders is to coach, mentor, encourage, and create opportunities for learning for yourself and the people around you. You are hoping to avoid mindset "lock down" and foster the growth mindset for greater success. Again, it seems that it is "All about learning."

Thanks for reading. Please lead quietly.
Don