In this article, we aim to share our approach to personal development and the cultivation of a robust start up culture, which has transformed us into a high-performance team deeply rooted in our core values.
With the management team, we had a vision: a high-performing team with strong bonds that would enable us to uphold open and honest communication. It may sound like a lot because it wasn’t a feature we could simply develop and consider “done”; it required us to embrace learning and experience some discomfort.
Core concept for a start up culture
We selected the concept coined by Carol Dweck, the ‘Growth Mindset,’ as the central theme for the year.
In essence, the concept introduced by Carol Dweck can be summarized as follows: Individuals who believe in the potential for their talents to develop through hard work, effective strategies, and input from others possess a growth mindset. They tend to achieve more than those with a fixed mindset who believe their talents are innate gifts. This is because those with a growth mindset worry less about appearing intelligent and invest more energy into the process of learning.
When entire companies embrace a growth mindset, their employees report feeling significantly more empowered and committed. Additionally, they receive increased organizational support for collaboration and innovation. In contrast, individuals in companies primarily rooted in a fixed mindset tend to report more instances of cheating and deception among employees, presumably as an attempt to gain an advantage in the talent competition.
We chose this concept to serve as our guiding principle whenever our team faced an obstacle. The first thing we did was to share it with the team and reinforce it in every conversation opportunity. When designing the training for team leads, we knew it was crucial to rely on this concept to implement the changes and improvements we envisioned for our ‘Clarity Break’ training.
Victim or player?
But how did we first come to embrace this concept? We have a Friday tradition that has been with us since the first day of Mighty Block: Crypto Research. Originally, it was a forum where we discussed various topics related to crypto that had been researched. This was crucial in the early days of the company when the crypto industry was rapidly expanding, and our team was relatively new to blockchain. It was essential to stay updated on all the latest developments.
However, recently, it became tedious to find a NEW topic for research related with crypto. We would prepare it without enthusiasm, procrastinate, and so on.
To address this issue, we began to contemplate the two models, framed by the ‘victim vs. protagonist’ dichotomy introduced by Freddy Coffman. What does a victim do when they don’t like Crypto Research? They complain, get frustrated, and kick it – were some of the responses we received.
On the other hand, as protagonists, we seized an opportunity during a workshop we held in Cordoba. Together, we designed a new format, made commitments, and implemented the change. We would no longer confine ourselves to a single topic (crypto), but instead, we would include subjects that positively impact our daily lives. Additionally, we could invite guests and introduce special editions featuring panel discussions. Change the name help us to not limited ourselves and give to “the mighty show” a new beginning
Open and Honest Feedback
In order to learn from each other, take more risks, and grow as a team, we needed to ensure that we had the skills to provide feedback in an open and honest manner. That’s why it was essential to dedicate time during the workshop we held in Buenos Aires to discuss those ‘monsters’ that make us hesitant when it comes to giving feedback.
Fears of having to take on extra tasks, fear of hurting someone else’s feelings, fear of being wrong in my assessment, among others – identifying these fears helped us. We created actions in collaboration with the leads to ‘combat’ them and encourage each other to embrace the open and honest mindset. Later, during a virtual discussion, we explored the best tips for effective communication when giving feedback. We reviewed do’s and don’ts to enhance our feedback process.
Learning from Mistakes
Mistakes are a fundamental source of learning in a start up culture, and we’ve been discussing what happens to us when we make mistakes, the emotions and feelings we experience, and how we can make the most out of our errors. In a special session of our Friday “Mighty Block Show”, we learned that the key to evolving from the traditional concept of failure is not to view success and failure as a binary but to incorporate them into the learning process.
We shared our experiences with error and took away some key insights: When we’re trying to resolve an error, it’s beneficial to take a moment to clear our minds, seek help, and breathe. When someone shares a problem or mistake they’ve encountered, it’s essential to assist and make them feel comfortable and supported. We emphasized not getting caught up in the mistakes – they don’t define us.
Strong Growth Workshop – Key Takeaways
At our start up culture, we have a unique tradition. Every quarter, we come together as a team for an entire week. During our recent gathering, we revisited the invaluable lessons we’ve learned throughout the year.
With the theme of ” Strong Growth” in mind, we approached our learning experience in a playful way. We incorporated various games to enhance our understanding of these lessons. We recognized that mistakes are an integral part of the learning process; they are the stepping stones to success. We also acknowledged the value of maintaining a player’s attitude – being open to new challenges and eager to explore uncharted territories. We also learned that frustration and expectations often go hand in hand. By acknowledging this fact, we can navigate our professional journeys with greater resilience and a clear perspective.
One of the most exciting outcomes of our learning journey was the construction of a Jenga tower. This tower, where each block represented our learnings and experiences, serves as a symbol of our team’s commitment to growth and our evolving organizational start up culture. It visually represents how we stack our achievements, learn from our failures, and build a stronger and more resilient team.
Incorporating playful learning into our professional development has not only made our quarterly gatherings more enjoyable but has also proven to be an effective way to drive our team’s personal and collective growth. We look forward to the upcoming quarters with renewed enthusiasm, ready to embrace the challenges and successes!