N11 - Limiting Beliefs, Unconscious Impact, Opportunities to Grow
Hi there. I’m Dr. Bobbi Wegner.
Welcome to The Psychology of Teams and People: Insights from Within. I am a clinical psychologist who lives at the intersection of psychology, business, and technology. I teach organizational psychology at Harvard. I spend a lot of time inside companies across the globe. And, I am the founder and CEO of Groops.
Groops bring experts in organizational psychology to help teams deepen cohesion and improve functioning, at scale. AI helps us provide ongoing insights and recommendations - and allows us to see themes across the team, within the organization, and between companies.
Each message includes (a) noticing and wonderings about everyday psychology at work, (b) a quote to think about, (c) a question to deepen understanding, and (d) something to try. Enjoy!
Noticing and Wondering
I notice the negative consequences of ranking kids in our town's soccer league too early (third grade, 8-9 yr olds), and it made me wonder what is the equivalent of this in the workplace?
Ranking kids in sports at a young age (age is the key factor here) is fraught for a whole bunch of reasons, mainly being that they are in an important stage of identity development where their social sense of self is just forming. Psychologically these children are still little. Categorizing in this way, creates limiting beliefs before they even get started in athletics. It also contradicts the mission of the league which includes building confidence, creating a positive environment, and being inclusive.
Furthermore, there is no “separation between church and state” where the program is run by parent volunteers so kids are ranked and made to feel like it is a fair system, yet the coach’s kid and kids' friends seem to just happen to land on the same team.
If you have read Freakonomics, you know the compounding effect over time - the children who were selected for the A team early on have exponential growth opportunities. And, according to high school players I know, this hierarchy even follows them there despite being on the same team. Kids know and weaponize elementary soccer rankings. Wtf.
Yet, this (mostly) goes unchallenged. People don’t say anything because it is just the way it is.
It made me wonder what the translation of this is in the workplace? What practices do you unconsciously adopt that fundamentally goes against the promotion of a positive culture? Who are you promoting based on relationship rather than skill? What might your workplace do that systematically quells employee confidence? What are you doing that leaves hard working, developing employees on the outside? What are you not saying just because it is the way it is? How is performance being reviewed? How is feedback given? And, how are you promoting an environment where people can flourish, thrive, and meet their full potential?
A QUOTE TO THINK ABOUT
"The only limit of our realization of tomorrow will be our doubts today."
Source: Franklin D. Roosevelt
A DEEP-ish QUESTION (or Four)
If fixed mindset is 0 and growth mindset is 10, what number are you?
What makes you say that?
Whose voice is that (i.e. where did you get that idea from)?
What would need to happen in your work environment to feel free to learn, explore, and grow?
SOMETHING TO TRY
Challenge limiting beliefs in the workplace to create an environment that encourages self-reflection, open dialogue, and a culture where people feel like they are empowered and can grow by:
Encourage employees to identify and reflect on their own limiting beliefs and how they impact their work
Reflect and assess on how the team culture both 1) facilitates a growth mindset and 2) promotes self-doubt / limiting beliefs
Discuss with your team what would need to happen to create a culture where people felt empowered to take risk and push them beyond their comfort zone
Determine how feedback should best be delivered so it is honest, candid, empathic, and seen as a tool for development
ANNOUNCEMENT
Come join an awesome growth group of emerging coaches / leaders as coaches! We have a few spots left in our program. You will not only learn more about your strengths, opportunities for growth, values, and behaviors as a coach / leader, you will learn the basics of asking great questions, listening deeply, and giving feedback while staying in alignment with your coachee / employee.
All cohorts are led by an expert in psychology based coaching. Our next cohort will be on Wednesdays @ 5:30-7pm ET and kicks off on 10/2. Click here to get more information.
Keep on connecting.
Best,
Bobbi
Bobbi Wegner, Psy.D.
Founder and CEO of Groops: helping teams feel and function their best
Lecturer at Harvard University in Industrial-Organizational Psychology
If you are curious about the cohesion and health of your team, book a complimentary 30 minute consultation HERE . Shoot me a note to find out more or to submit a question / problem at work and we will respond anonymously in the newsletter. info@joingroops.com .
