Reading Notes

In 200 1 year, a heavy news shocked the entire American business community. Qi Industry, one of the representatives of American enterprises and facing the future, declared bankruptcy safely. What caused such a huge disaster?

This is a mode of thinking. According to Malcolm, As Gladwell wrote in The New Yorker, American companies are becoming too obsessed with talent. Authorities of McKinsey, a famous American management consulting company, insist that the success of Qi Industry now needs a "talent-oriented thinking mode".

There is nothing wrong with recruiting super talents safely. Most of them have beautiful academic qualifications. Enron gave them a high salary, not too bad. However, Enron put all its beliefs on "talents" and made a fatal mistake: it created a talent-oriented Qi industry culture, which forced its employees to be extremely talented, that is, forced them to fall into a fixed mode of thinking. People with fixed thinking patterns are unwilling to admit or correct their shortcomings.

A company that cannot correct itself cannot flourish.

What's the difference between those thriving companies and other companies? There are many important factors, and the most important thing is to have a leader who can lead the company to Excellence under any circumstances. This kind of leader does not refer to those who are superior in ability, charismatic and conceited, but refers to those who are modest, brave in asking questions and have the ability to face the cruel reality. In the face of failure, even their own failure, they can still keep their faith and believe that they can succeed in the end.

These leaders all have a growth mode of thinking, and they believe that human beings can develop. Their characteristic is that they don't always want to prove that they are better than them. They don't emphasize that they are at the top of the pyramid, don't take credit from others, and don't show their strength by deliberately belittling others.

On the contrary, they will make continuous efforts to make progress and surround themselves with the most capable people they can find. They will carefully examine their mistakes and shortcomings and honestly ask themselves and the company what skills they need in the future. It is precisely because of these characteristics that they can move forward, which is based on facts rather than beautiful fantasies about their talents.

Like other people with fixed thinking patterns, in the world of fixed thinking patterns, people have advantages and disadvantages. They must constantly confirm that they belong to the excellent level, and the company is the platform for them to show their excellent strength.

Stereotypes want to be the only important person in the company, so they will feel superior compared with the people around them. In the personal biography of a president with a fixed mode of thinking, there will never be any content about career counseling or employee development projects. However, in the biographies of leaders with growth thinking mode, there is a deep concern about personal development, which will be widely discussed.

Michael. Jordan and Bruce? Springsteen

The reason why these two superstars have reached their peak and kept it for a long time is that they keep exploring, facing challenges and making progress.

Ceos with fixed thinking patterns like to put themselves under the aura of super genius and use their intelligence to deter others. They don't like to hear others complain about themselves, and they always fire those employees who don't have "teamwork ability", that is, those employees who don't act according to their own business model.

No leader with a fixed mode of thinking will care about those little people, and many leaders will despise people below their own level in the company.

When the boss of the company is very controlling and keen on abusing employees, they put everyone in the company into a fixed thinking mode. This means that people will not care about learning, growing and promoting the development of the company, but will worry about what others think of themselves. At first, the boss was worried about what others would say about him, but eventually the whole company began to worry. Courage and innovation cannot survive in such a company with a fixed mode of thinking.

Leaders of growth thinking mode believe in human potential and development potential-whether looking at themselves or others. In their eyes, the company is not a tool to highlight superiority, but an engine to promote growth-it can promote the growth of itself, employees and the whole company.

True self-confidence is "having the courage to open your heart and welcome new changes and ideas, no matter where they come from". True confidence does not come from an expensive suit, a famous car or a series of acquisitions. True self-confidence comes from your thinking mode: you are ready to grow up.

Collective thinking and collective discussion

Group thinking means that people tend to think alike in the process of group decision-making, and no one raises objections and adopts a critical attitude. This group thinking may lead to disastrous decisions. This phenomenon generally comes from a fixed mode of thinking.

When people trust a talented leader and a genius too much, group thinking may occur.

Under the fixed thinking mode, there are many different situations that can lead to the emergence of group thinking. For example, leaders are regarded by subordinates as saints who will never make mistakes; Members of a team think they have special talents and power; Leaders suppress different opinions in order to strengthen themselves; Or employees stand in a unified position with the leader in order to gain the affirmation of the leader. This is why the growth thinking mode is so important when people make important decisions.

Like Robert. Wood's research shows that the growth thinking mode eliminates the illusion and burden brought by the concept of "fixed ability"-enabling people to conduct comprehensive and open information exchange and discussion, thus improving the decision-making level.

A gas industry may embody a fixed mode of thinking, which will judge whether employees are "gifted", which we call "genius culture". Another Qi industry may be more inclined to the growth mode of thinking, thinking that employees can grow and progress through hard work and correct strategies and guidance, which we call "development culture".

Compared with Qiye, whose thinking mode is fixed, Qiye managers with growing thinking mode are more willing to think that their employees have good management potential. They can see that future leaders are gradually taking shape.

Cultivate your thinking mode

Does your work environment belong to fixed thinking mode or growth thinking mode? Do you think colleagues around you are judging you or helping you develop? Maybe you can try to change the working environment into a growing mode of thinking and start from yourself.

Is there any way to make you less eager to defend your mistakes? Can you learn more from others' feedback? Is there any way to create more learning experiences for yourself?

Does your workplace encourage team thinking? If so, the whole decision-making system of the company will be in trouble. Try to encourage employees to put forward different ideas and constructive criticism. Let employees debate and discuss different aspects of a matter. Remember, people can work as a team while thinking independently.