Event Date: 05/05/2020 (2:00 pm EDT - 3:00 pm EDT)
Are you facing increased competition, shortened product life cycles, and rapidly changing customer needs and interests? Welcome to the new reality. In order for teams and organizations to succeed within this new reality, it requires that their leaders and employees become more agile. But agility is not something organizations can incentivize or coerce. Agility must be unleashed and empowered – and this is easier said than done.
What most organizational leaders do not recognize is that employees’ agility is driven by an oft-overlooked personal attribute called “mindsets.” In this workshop, Ryan Gottfredson will introduce participants to mindsets and the power they have in driving agility, and help those in attendance learn how to harness the power of mindsets to enhance agility in their teams and organizations.
Ryan Gottfredson designed a leadership development survey to assess the quality of organizational leadership development efforts and to detail how an agile workforce is created. He will present his research and findings during this webinar.
Attendees will learn:
- Why having an agile workforce is essential for team and organizational success
- The identification of unsuccessful and successful efforts organizations engage in to enhance agility
- The power and importance of mindsets in driving agility
- How to identify mindsets essential for enhanced agility
- How to improve employees’ mindsets to drive higher levels of organizational agility and effectiveness
Who should attend:
- Managers and leaders
- HR professionals
- Anyone looking to improve workplace agility
Presented By:
Ryan Gottfredson, Ph.D., is a mental success coach and cutting-edge leadership consultant, author, trainer, and researcher. He helps improve organizations, leaders, teams, and employees by improving their mindsets. Gottfredson is currently a leadership and management professor at the Mihaylo College of Business and Economics at California State University-Fullerton (CSUF). He holds a Ph.D. in Organizational Behavior and Human Resources from Indiana University, and a B.A. from Brigham Young University. He is the author of Success Mindsets: The Key to Unlocking Greater Success in Your Life, Work, & Leadership. He also works with organizations like CVS Health and Deutsche Telekom to develop their leaders and improve their culture. He has published more than 15 articles across a variety of journals including the Journal of Management, Journal of Organizational Behavior, Business Horizons, Journal of Leadership and Organizational Studies, and Journal of Leadership Studies.
8 Comments
Here is a question from the webinar.
Question
What’s your recommendation on how to handle an organization that has been told each year for 5 years, this is the year we do it, just get on board, change will happen, etc., how do I get them to get on board again?
Answer
I think what is being described is primarily a trust issue. But, that trust issue can likely be connected back to mindsets that been resisting prior change initiatives. If we want change to go much more smoothly and effectively, we have got to first start with a focus on mindsets, and prime the mindsets necessary for people to even be open to change.
Here is a question from the webinar.
Question
What is the relationship between mindset and Big 5?
Answer
There are 100’s of ways to slice and dice who we are (e.g., emotions, values, mindsets, personality, intelligence). We can rank these in terms of stability, with emotions being relatively unstable (i.e., easy to change) and personality being relatively stable (i.e., difficult to change). Mindsets falls right in the middle. They are not super easy to change (long term), but once you change them, they tend to stick around for a while. Thus, mindsets and personality are distinctly different personality attributes.
Here is a question from the webinar.
Question
How open are managers and leaders for this approach as you have experience in the past and how many years have you explored this approach?
Answer
It is always a little mixed, especially going into it. But, my experience is that after going through a workshop the most initially resistant leaders become my biggest supporter in the organization.
Here is a question from the webinar.
Question
Is this a tool for business coaches too?
Answer
Yes, my mindset assessment is free for anyone to take/use: https://ryangottfredson.com/personal-mindset-assessment. If you want a collective mindset report put together for a group of people, you’ll have to connect with me. Here is more information about that report https://ryangottfredson.com/collective-mindset-assessment
Here is a question from the webinar.
Question
Many Organizations are closed and negative. How much time do we need to change any Mindset?
Answer
The great news about mindsets is that they can be changed after relatively short interventions (e.g., watching a 3-minute video), but the effect of one intervention is always going to be temporary. Thus, we need to stack interventions on top of each other. To learn more about this process see this article: https://ryangottfredson.com/blog/2019/12/09/how-do-you-improve-your-mindsets/ . Also, see this article for information specifically about developing an open mindset: https://ryangottfredson.com/blog/2020/02/03/how-to-develop-more-of-an-open-mindset/
Here is a question from the webinar.
Question
Have you shared these concepts in academia with academic leaders?
Answer
Whenever possible, yes. In this blog post, you will find some results that I found through some research of managers and employees at an academic institution: https://ryangottfredson.com/blog/2020/04/13/mindsets-the-key-to-effective-leadership-development/. Also, I have been a guest on Jethro Jones’ Transformative Principal podcast: https://www.jethrojones.com/podcast/episode330.
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