The roots of our behaviour

Our behaviour is significantly influenced by our deeply rooted images of humanity – convictions, beliefs, thoughts and feelings that have been formed from repeated experiences. It is important to be aware that our thoughts and convictions are not absolute truth. They represent only one point of view.

Our inner convictions shape not only our behaviour but also our willingness to learn. An open mindset that sees change as an opportunity is closely linked to positive views of people: Those who believe that skills and knowledge can grow through effort and practice are more likely to dare to take on new tasks, pursue further education and learn from their mistakes. 

Negative beliefs, on the other hand, can inhibit employees; they lead to self-sabotage and fear of change. This can cause employees to decide against professional development and thus miss out on growth. Negative beliefs such as ‘I can't do this’ can often be challenged and gradually resolved through targeted questioning. This makes it possible to step out of your comfort zone and into the learning zone, where personal growth and new experiences await.

To identify negative beliefs and replace them with positive ones, it is important to have regular feedback discussions and explore your inner convictions. It is helpful to recognise the positive intention behind every behaviour, because every behaviour has a purpose, even if it seems negative at first glance. A reflected view of humanity and the breaking down of old convictions can thus lay the foundation for successful learning. 

From comfort zone to learning zone

Our convictions are part of the comfort zone – the area of the familiar and the habitual. It offers security, but if we linger in it for too long, it leads to stagnation. It is only in the learning zone, where new challenges are taken on, that potential can be realised. 

Personal development is a constant ‘surging’ between the comfort zone and the learning zone. Under pressure, we tend to retreat into familiar habits. Sudden changes can quickly lead us into the panic zone, where we are overwhelmed. It is therefore important to consciously step out of your comfort zone and gradually get used to new situations.

Managing fears

Change often brings with it insecurity and can cause psychological stress. This is especially true when there is uncertainty about one's own profession or the future relevance of one's own skills. Many people wonder whether they can keep pace with the speed of learning and whether their profession will still exist in the years to come. As long as these questions remain unanswered, people tend to become blocked and remain in their comfort zone. Phrases like ‘We have to continuously develop’ create insecurity. 
 

Communication and feedback 

Communication is the basis for learning together; it goes far beyond the exchange of information. Open, appreciative communication strengthens trust and promotes a willingness to learn. Not only the ‘what’ at the content level, but also the ‘how’ at the relationship level plays an important role here. 

An open mindset promotes a positive attitude towards feedback and criticism, as constructive feedback is seen as an opportunity for further development. A fixed mindset, on the other hand, tends to see criticism as an attack and can thus inhibit learning progress.

Dealing with mistakes 

An open mindset also plays a crucial role when dealing with mistakes, as it recognises mistakes as learning opportunities. By contrast, a fixed mindset, which emphasises fear and shame, can block learning processes. A culture that sees mistakes as learning opportunities therefore encourages employees to try out new ideas without fear of negative consequences.

Adaptability 

An open mindset is particularly essential in an increasingly digitalised working world, as it promotes the ability to adapt flexibly to new technologies and changing working conditions.