Skilled Positive Feedback Leverages Growth Mindset

On September 16, 2015   /   Blog, Civility, positive feedback, Workplace   /   Leave a comment

Giving positive feedback is an important skill, however it is a tricky skill to apply. We teach giving positive feedback as one of the eight civility practices in our workplace programsGraphic for positive feedback.

The research from Carol Dweck on growth vs. fixed mindset informs our perspective.

“Mindset change is not about picking up a few pointers here and there. It’s about seeing things in a new way. When people…change to a growth mindset, they change from a judge-and-be-judged framework to a learn-and-help-learn framework. Their commitment is to growth, and growth takes plenty of time, effort, and mutual support.”

― Carol S. Dweck, Mindset: The New Psychology of Success

Dweck’s work suggests that feedback can impact whether a person stays in a growth mindset or becomes fixed in their thinking about their work. When we acknowledge a person’s talent and intelligence, the person can become stuck or fixed in thinking they need to maintain an image of being talented or smart.

Instead, Dweck recommends that we give feedback that supports process and effort. A good way to do that is to start an ongoing conversation that supports learning and growth. Consider the following interaction between manager and employee…

Manager: I appreciate how well the office has been running since you started.

Employee: Really?  Thanks!

This a simple positive feedback interaction. However, we are not sure what mindset we set up for the person receiving positive feedback. It could be possible that the employee is thinking one of two thoughts:

  1. Wow! I am good. (This can lead to trouble when a manager needs to give constructive feedback. The person might think they are so good that you can’t run the office without them.)
  2. Oh no! I better not screw up. (This can lead to lack of innovation or a fixed mindset because the person isn’t aware of the process that led to the result. They think it was some talent or luck that they might not be able to apply in new situations. )

Instead of stopping with this two line interaction, follow up with a question that supports the employee to reflect on the effort or process involved in the good result.

Manager: I appreciate how well the office has been running since you started.

Employee: Really?  Thanks.

Manager: What are some of the things you did that made the office run better?

Employee: Well, I am not sure. I haven’t really thought about it.

Manager: It would be helpful to know because maybe we can apply the process to other situations.

Employee: Well, I have been paying attention to the workflow. I noticed the reports different people use and thought about how to set things up so everyone knows were to find important reports.

Manager: What other ideas do you have?

Employee: I can’t think of anything right now.

Manager: Ok. This kind of thinking process can be useful in other areas so let’s keep thinking and talking as you have new ideas.

This interaction sets the stage for an on-going dialogue about how things are going. In this manner, conversations plant seeds for a civil workplace that respects the processes that lead to good results.

Gather 510 px squareThe Wallace Centers of Iowa shares tips and tools for leading with civility in the workplace.  Tweet  your thoughts to keep the conversation going?

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Seeds of Dialogue: Four Civility Practices

On July 29, 2015   /   Civility, Civility News   /   Leave a comment

Photo of Water Dialogue Dinner

Water is a subject that is on people’s minds. The Wallace Centers of Iowa and four promotion partners are encouraging people to talk to each other at Conversations about the Future of Iowa’s Water.

At the dinners, dialogue is structured with questions that naturally bring about four civility practices. These practices are taught in The Wallace Centers of Iowa programs for the workplace.

Speaking Up-

In order to understand issues better, it makes sense to explore what feels troublesome about an issue. Eventually a person will need to speak up in order for things to change.

When it comes to the future of Iowa’s water, what are your concerns?

Listening Well –

When a person speaks, they have a right to respect and to be heard. Listening well involves asking questions to understand and truly acknowledge what others are saying.

Thinking about the future of Iowa’s water, have you listened to the concerns of other Iowan’s?

Seeing Possibilities –

No matter what issues come up, there are always positive examples of people taking action. Being able to see those examples and build on them creates a more civil society.

What positive actions have you seen that address the future of Iowa’s water?

Responsibility –

Each person must assume some level of responsibility in order for any kind of civil action to occur on a larger scale. In the case of the future of Iowa’s water there are two questions to consider about responsibility.

What role do elected officials have to play?

What personal actions have you taken or plan to take to improve the future of Iowa’s water?

Discussing questions in a small setting, after getting to know new people over dinner, is a simple but profound experience.

Promotional Partners include:

Iowa Agriculture Water Alliance

Iowa Environmental Council

Iowa Association of Water Agencies

Iowa Farmer’s Union

Seeds of Civility is a blog that cultivates conversations about civility and leadership in the workplace and in the community.  Keep the conversations going!

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Three Lessons from Two Activists on Civil Dialogue

On May 27, 2015   /   Civility, Civility News   /   Leave a comment

Previous Seeds of Civility posts have discussed the difficulty of staying open when our deeply held beliefs are questioned. Based on our brain design, we want to leave or engage in defensive behavior.  These two options are not helpful when we live in a diverse world. Practically, we need to know how to work and live in communities with others who have opposing points of view.

Real world examples are the best way to learn. On Dec 31, 2014 The Des Moines Register published an insightful story on about two political activists, Donna Red Wing of One Iowa, and Bob Vander Plaats from The Family Leader. Red Wing and Vander Plaats have strongly opposing views about marriage.

According to the author, Rehka Basu, the point of the article Activists Vander Plaats, Red Wing find Common Ground, is to encourage readers “to reach out to someone with whom we disagree and find the common ground.”  Basu writes:

Red Wing and Vander Plaats have been meeting every few months for over a year now, for an hour at a time, with no agenda or talking points. They talk about their families, religion, politics. They share an outrage over human trafficking and payday lending. He appreciates her love of children and says she appreciates his service to special ­needs people.

Three Lessons in Civil Dialogue

Graphic of Three lessons in civil dialogueThere are lessons to be learned from the two advocates as they stayed true to their beliefs yet sought out conversation and dialogue. These are not rules, they are simply lessons learned from the powerful example of Red Wing and Vander Plaats’ story.

  1. Goal – If you decide to spend time listening to another side of an issue, have a goal in mind that is greater than trying to change the person’s mind.
  2. Listen – Treat the other person with same respect you would like when it is your turn to speak.
  3. Rhetoric – Consider the possibility of tempering hard line rhetoric.  Ask yourself, “Can I say the same thing and speak with sincerity in a way that does not cause unnecessary pain?”

Think about it:  Would you consider engaging in this kind of dialogue?

Share your thoughts below or at @seedsofcivility.

Cultivate 510 px squareSeeds of Civility is a blog that is created by The Wallace Centers of Iowa.  Here we cultivate conversations about civility in the workplace.

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