Marketing Podcast with Eduardo Briceño
In this episode of the Duct Tape Marketing Podcast, I interview Eduardo Briceño. He is a global keynote speaker and facilitator who guides many of the world’s leading companies in developing cultures of learning and high performance. Earlier in his career, he was the co-founder and CEO of Mindset Works, the first company to offer growth mindset development services.
His new book, The Performance Paradox: Turning the Power of Mindset into Action, helps you discover how to balance learning and performing to bolster personal and team success.
Key Takeaway:
The performance paradox is based on the constant focus on performing tasks at a high level which can lead to burnout and stagnation rather than improvement. Eduardo highlights the importance of incorporating learning and improvement into daily tasks and goals and he explores the concept of the “learning zone” and the need to balance performance with deliberate efforts to experiment, seek feedback, and continuously grow.
Questions I ask Eduardo Briceño:
- [01:08] What is the paradox?
- [01:37] So the paradox is that instead of people getting better, they actually burn out or perform worse?
- [04:22] You’re suggesting something that’s very structured, right? Is that really the only way to get things done?
- [06:38] What you’re suggesting is that we can actually empower people to make leadership-type decisions, right?
- [07:52] The book is broken up into two major sections targeting the individual as well as the organization. One of the tools that you talk about for the individual is the idea of a growth propeller. Can you explain that?
- [10:48] If you work at a place and you like the place you work at, but your coworker community is not necessarily driving you to meet your goals in the learning capacity. Is that something you should proactively be thinking about building?
- [12:27] How do I create a learning organization? What are some of the things that an organization can do, especially if they haven’t been seeing themselves as such?
- [14:29] Should we add learning goals as part of how we would evaluate the effectiveness of a team member?
- [16:22] What are the characteristics that you think really have to exist for this to work?
- [18:32] Have you seen incentive packages and recruiting approaches that really are rewarding that growth mentality?
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