Community Fixed vs. Growth Mindset: Which Is Better For Your Business To Stay Relevant And Resilient? Ana SmithDecember 13, 2022 Bigstock {"adCodes": [{"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 0, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 1, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 2, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}], "adsOrder": [2]}

The world of business has changed drastically over the last decade. Large corporations have fallen to the wayside, while smaller businesses with nimble mindsets and the ability to pivot at a moment’s notice have taken their place. In this fast-paced environment, it’s important that you constantly reevaluate your strategies and decide what will give you the advantage over other companies.

There are two mindsets that can either make or break your business: the growth mindset and the fixed mindset. Understanding which one best fits your company can make all the difference when it comes to long-term success.

Read on to learn everything you need to know about these two mindsets, including how they affect your company, how each one can be beneficial for your organization, and which one is better suited for you and your team.

What Is A Growth Mindset?

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A growth mindset is an approach toward business where you believe that every person can learn and improve and that every company can grow and succeed. A growth mindset is based on the idea that we all have the ability to change and grow, given the right environment and tools. A growth mindset will help you to prioritize improvement over instant success, allowing you to constantly evolve and expand your business as needed.

If a growth mindset is the foundation of your business, you’ll be able to pivot and adjust to new information with ease. You’ll be able to take advantage of new opportunities, learn from mistakes, and evolve in response to your customer’s ever-changing needs.

What Is A Fixed Mindset?

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A fixed mindset is an approach toward business that believes success can only be attained by having the “right” genetics and experience. A business with a fixed mindset focuses on the past and the need to be perfect. This can be stifling to a company’s growth and can often lead to stagnation.

A fixed mindset can lead to employees who are afraid to make mistakes and who may be holding the company back. A fixed mindset is not constructive; it’s often based on fear. This can lead to employees who avoid change and who refuse to learn new skills, even if those skills would greatly benefit the business.

Why Is Understanding Your Mindset So Important?

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Both growth and fixed mindsets are necessary for success but in varying degrees. While both mindsets can be beneficial in certain areas of your business, one may be better suited for certain tasks than the other.

For example, a fixed mindset is beneficial for creating highly detailed and accurate long-term strategies. A growth mindset, on the other hand, is beneficial for fixing smaller, day-to-day problems. A business that has employees with both mindsets can work to their advantage. If a team is made up of people who have the ability to shift their mindset as needed, the company can respond to challenges quickly and efficiently.

Which Mindset Is Best For Your Business?

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As you begin to examine each mindset and how it can benefit your business, you’ll want to ask yourself a few key questions:

• Are you trying to get to the top as quickly as possible? Or do you want to build a company that will last?
• Is your company in a growth or fixed stage right now?
• Are your employees able to adapt to the needs of their customers?

These questions can help you to decide whether a growth or fixed mindset would be best for your business, given the current state of your company.

Bottom Line

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The world of business has changed, and it’s now more important than ever to be flexible and agile. Companies that can quickly adapt to new information will survive; those that can’t will fall to the wayside.

Whether you’re trying to decide which mindset is the best fit for your company, or you’re trying to inspire your employees to embrace change and grow, the best place to start is by understanding the difference between a fixed and a growth mindset.

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We get it. Looking for work can be scary, especially if you’ve been at it for a long time and haven’t gotten any results.

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Earlier in my career, as a data analyst, the biggest area of frustration for my marketing clients was the lag time between their requests and the business insight. The lag was extended if the required data had to be ingested from a new source. The old ETL framework and associated data management tasks created long waits for impactful insights to reach marketing tactics.

Over the course of my career, despite advances in data strategies and infrastructure, similar questions remain:

“Why can’t I get my analytics sooner?”

“Why can’t I access my own data?”

“Why does it take so long to source new data that we need for analytics?”

A recent concept that seeks to relieve the stress associated with these questions is the data fabric. According to Gartner, a data fabric is...

“An architecture pattern that informs and automates the design, integration, and deployment of data objects regardless of deployment platforms and architectural approaches.

"It utilizes continuous analytics and AI/ML over all metadata assets to provide actionable insights and recommendations on data management, integration design, and deployment patterns.

"This results in faster, informed, and (in some cases) complete automation of access and sharing.”

Quite a long multi-layer definition, but based on this promise of data fabrics, data analytics teams can now:

Avoid having to move data

Have better access controls and democratize access

Provide faster, more automated analytics through AI

Business managers often think about these issues and their impact on their business:

Speedier time to insight (shorter cycle times): No more ETL, or ELT, or other time-intensive data management tasks associated with data analytics. AI/ML tools will automate data tasks and data virtualization will allow analysts to go directly to the source elements avoiding time-intensive access and exploration—with the exciting possibility of eliminating extract tools, schedulers, and more.

Expense savings: By going directly to the source, no intermediary platforms, systems, or repositories will be needed. Therefore platform/tool expenses and recurrent maintenance expenses would be saved.

Why Move Data? (When You Don’t Have To!)

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The problem many firms face is the storage of their data in many silos and systems—clouds (lakehouses), warehouses, source systems, ODSs, CRM systems, marketing marts, and in some cases even legacy SAS files. Each of these silos introduce workflows that are necessary but increase time-to-insight. How can organizations use all their data efficiently?

The idea behind the data fabric is to break down data silos and get data into the hands of the users. The data fabric is a tapestry connecting data across all platforms to users, creating efficiencies by not having to move data. Data automation capabilities within the fabric further drive efficiencies by providing accessible, quality data for use by AI and other tasks.

One of the key enablers of a data fabric is a virtualization layer that provisions data needs directly (from transaction and operational systems) without moving or copying data. Data tasks like sourcing, extracting, cleaning/transforming, etc. are all automated. The fabric also helps manage the lifecycle of data, for example, by governing your data using active metadata to enforce the policies, including access, compliance, and quality.

In summary, data fabrics are still evolving—the architecture has merit, the concept seems more developed than that of the data mesh (which is much more of a theory), and foundational tech capabilities are well-enabled. I see fabrics as having great promise, but more as an architecture strategy with a focus on less data movement, fewer silos, more access to data, and faster analytics. Will fabrics eliminate the need to move data completely? I don’t think so (at least in the near term), as there will always be a need to move and replicate some data. Would love to hear from the vendors in the space on this post as well.

Is it data fabric or data fabrication? Only further development (and time) will tell, but I’m betting on the fabric’s promise!

I’m also betting on you, my readers—I bet that a discussion with you on this topic will surface many challenges and opportunities for data fabrics. What would you like to learn more about? What has been your experience with the data fabric? Is it fabric or fabrication? Please reply to this post with your comments so we can all dive deeper into the strategic, tactical, and business implications of this fascinating area.

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A key component of a successful job search means getting the word out that you're looking for new opportunities. But when you're still employed, it's wise to take a more discreet approach.

This is particularly true for LinkedIn, where there are many contacts and connections happening on a daily basis and any small peep out of your account about a job search will likely get spread to your co-workers and your boss.

That is something to avoid if you don't want to compromise your current job. You can be discreet and take precautions with the activities you conduct on LinkedIn by doing the following:

Change Your Privacy Settings

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You don't need to broadcast to your network of contacts the new connections you make with recruiters and the job search groups you've joined. Place your mouse on your picture in the top right and choose Settings & Privacy. Under the Visibilitysection, go to Visibility of your LinkedIn activity and turn off the features that might notify the wrong people about your job search. Also, go to Visibility of your profile & network to turn off any additional features that could inform others that you're looking for a job.

There are a lot of subtle ways to signal to your network that you're looking for work without advertising it on your LinkedIn profile.

Be Aware Of The Message Your Profile Is Sending

Social media allows us to openly speak what we're thinking and feeling, but that doesn't mean you should advertise to everyone that you're looking for a new job or suddenly make an update that you're willing to relocate in your status or summary. Even if you think it's only going to your inner circle of friends, the word can easily spread on social networking sites. Things like "willing to relocate" are a dead giveaway.

These are details that should be left off your LinkedIn profile and saved for more personal conversations and job interviews.

Don't Show The Job Search Groups You've Joined Bigstock

When you start joining different job search groups, it is heavily hinting at your job search activity. You can continue to take advantage of using such groups, but change the settings so that the group's logo does not get displayed on your profile.

Go to the group and click the More tab followed by Your Settings in the dropdown menu. From there you can click the Visibility Settings to uncheck "Display the group logo on your profile."

How To Utilize LinkedIn During The Job Search

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Now that you know what NOT to do, here's what you can do to utilize LinkedIn for your job hunt...

1. Make your profile visible to employers and recruiters. Your profile needs to be made public in order for employers and recruiters to see your information. Under Visibility of your profile & network, you can check which content on your profile is made public.

2. Don't be anonymous. When you begin to view recruiter profiles and employer contact profiles, adjust your settings so that you don't come off as "Anonymous viewed your profile." By offering your full information, it prompts the other end to take a look at your profile.

3. Accept messages. While setting up your account, indicate that you're interested in career opportunities and that you will accept messages from other members. Disabling these features means employers and recruiters will have a harder time finding and contacting you.

4. Write a profile to appeal to your current and potential employers. Your LinkedIn profile doesn't have to say, "I'm looking for a job," in order for employers to take notice of you. By simply stating your key skill sets, the value you bring, and what you have to offer, employers will see the appeal and want to contact you.

Just as the general advice goes to not quit your job before you secure a new job, you want to take every precaution possible when using LinkedIn to not impact your current job.

Need more help with your job search?

We'd love it if you signed up for Work It Daily's Event Subscription! Get your career questions answered in our next live event!

This article was originally published at an earlier date.

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