Principle III. Growth is a Powerful Metric for Success
“Twenty years from now you will be more disappointed by the things you did not do than by the ones you did. So… sail away from the safe harbor. Explore. Dream. Discover.”
– Mark Twain
Our team decided early, that each of our learning and growth was the most important measure of success for this project. This shared value pushed us to take on a growth mindset rather than a fixed one. Consequently, there was less fear and blaming and more feedback, risk taking, and laughing. It wasn't about getting it right, it was about learning why we did or didn't.
In Practice : For you
Reflect on aspirations and fears
What do you aspire to learn on this venture, or project? Reflect on this, then identify a plan to learn it. Reflect too on fears-- what is that edge you’d like to move towards? Consider the instances these fears arise, and how you can handle them skillfully. If you notice yourself procrastinating, it could be due to doubt or fear; begin right here.
Share your learning goals
Communicating your goals to teammates, friends, and leaders will plant the seed of your intentions in others minds, and invite support. If your intentions are known, it gives those rooting for you, or those involved in your day to day, a chance to have your back. This can open the door for people to share opportunities for you to build the skills you want, to call you out on patterns you're working to change, or to encourage you to nudge you to step out of your comfort zone.
Seek outside input
While working on something new, and perhaps intimidating, list out your questions as you go. Tracking them real time makes it easier to solicit direct help from others with expertise. You’re not expected to know everything, but do know your limitations. Team members who proactively seek the best answers earn trust and respect. How you go about solving a problem, is just as, if not more important than the solution you arrive at.
Be a giver
Help your teammates grow by offering feedback. Do it often, authentically and with the intention to support growth. I like to borrow from the Stanford d.school framework to offer three “I likes” and three "I wishes” for each teammate… every two weeks.
Publicly champion your teammates
Noting your teammates’ successes and growth on calls, or in meetings, with more senior people and even peers, reminds them that you’re invested in, and appreciate them.
In Practice: For the team
Distribute accountability for growth
In planning sessions, include time to communicate your personal goals and aspirations with teammates to support one another, and build a strong camaraderie. DV’s Mutual Development Plan is a good start.
Schedule feedback sessions
Have feedback sessions scheduled in the calendar to hold yourself accountable to reflect on one another before meeting. This supports a weekly practice of taking notes on what you “Liked and Wished” from teammates, and context to support each item.