The digital Transformation is a continuous learning process. This creates uncertainty and the risk of making mistakes is high. Depending on the prevailing climate and mindset, this can paralyze or creativity release and to common growth .
Two kinds of self-images
American psychologyprofessorin Carol Dweck has studied with hundreds of students and Fortune500 employees.Company discovered that People two different self-images follow:
The one self-image makes it possible to constantly learn and grow. Restraining the other self-image and frightens a new opportunity. It distinguishes the dynamic self-image, the so-called "growth mindset" and the static, so-called fixed mindset.
Error prevention vs. error acceptance
People with a static self-image are wary of making mistakes or weaknesses to admit That's why they prefer to stay in their comfort zone and are reluctant to put themselves in situations that they are not for sure are, they check to be able to.
People with a dynamic self-image, on the other hand, assume that Intelligence and abilities through trial and error, exercise and Endurance and develop with the support of others. They are willing to face new challenges again and again and to work on their skills.
R like travel
The third and last letter of the WIR formula stands for travel. Because it is not to be expected that we will ever find ourselves in the digital transformation Objective arrive, ever one Status reach, on which we can rest. But here, too, there are three tips that will make the “journey” a full one Success becomes:
- Dynamically lead: Executives who present their employees the dynamic self-image, ie, recognize and share their own fallibility and ignorance, create psychological safety in their teams. This also means that the employees do not have to be immediately perfect, which allows them to show themselves with their mistakes, their ignorance and their weaknesses.
- Provide psychological security: Aristotle's study, which Google conducted with 180-owned teams, shows that team success is not as important to team success. The team result stands and falls with the level of psychological security that the team members feel. The Professorin Amy Edmondson has already defined the term 1999 as the belief that you will not be punished or exposed when addressing ideas, questions, concerns or mistakes. If this belief does not exist, team members do not question the results of others and withhold their ideas for fear of rejecting the other team members.
- Improve safety with simple statements: But that's exactly what is fatal when it comes to creating a growth mindset. Even simple statements like "I may have missed something here, what do you think?" or if someone can be helped, the level of psychological security has a clearly positive effect. The higher it is, the higher the likelihood that there will be a desire for further development and that unusual and novel ideas will be expressed and discussed.
Summary
The digital transformation brings change with himself. With the help of the WE formula, all uncertainty is easy to eliminate. Reset can be shared more easily than ever and with the help of a common economic framework, creativity, Innovation and growth are promoted. It's not for nothing that WE is in WE: TSCHAFT.
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Ulrike Stahl is a business coach, trainer and speaker on the subject of cooperation as a success factor. She holds a degree in administration and provides evidence that structure and inspiration are successful partners when it comes to working together successfully. Ulrike Stahl (Professional Speaker GSA, member of the GSF Global Speaker Federation) has already supported over 2000 entrepreneurs with networking and business development. The Swiss-by-choice has been training and coaching teams and executives from DAX companies and medium-sized companies as well as self-employed worldwide for 12 years. 
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