In today's competitive business environments, only the most agile and creative can thrive. Businesses depend on employees and managers who work for them to be highly engaged, so they can adapt quickly to changes, practice fresh thinking, and come up with new ideas. But did you know that innovative thinking is also closely connected to one's will to continuously learn, prototype, and integrate failures?
"The set of skills we need to meet these needs are rooted in our emotional and social behaviors – and studies also show that, as you grow a culture of emotional intelligence in your organization, levels of absenteeism drop, and engagement levels increase," explains
Psychologist Dr. Martyn Newman.
Agility is enabled by providing people with a safe and supportive environment where they feel encouraged to think outside the box and share their ideas. But how do leaders know what makes their employees feel safe? It goes back to a leader's ability to read the needs of their team members. By recognizing others' motivations, leaders can grasp what their team members need to feel safe enough to leave their comfort zones.
As the popular theory goes, the way you handle failure can generally put you into one of two categories. If you believe your failure is a sign you will never be good at something, you have a fixed mindset. If you believe you must persevere and work harder in the face of failure, you have a growth mindset. This, essentially, means that a great leader will support team members to grow from failure.