Dr. Anthony Moss-Zobel, PCC (ICF), is a global leader proud of his research in Neuroeducation In Higher Education, leadership development, and inclusive education. With a background in cognitive neuroscience and human behavior, he applies brain-based strategies to help professionals, educators, and organizations enhance performance, resilience, and decision-making. He also is a well respected Associate Professor teaching Master and DBA students in France and China.
Nurturing a growth mindset is indispensable for fostering resilient, innovative, and high-performing teams. Psychologist Carol Dweck (2006) remarks that a growth mindset is rooted in the belief that abilities and intelligence are malleable and can be enhanced through consistent effort, persistence, and learning from challenges.
Many organizations aim to embed this mindset into their culture, yet one essential component is often overlooked: valuing effort as much as outcomes. Studies have demonstrated that recognizing perseverance and incremental improvement significantly enhances motivation, engagement, and sustained success (Heslin & Keating, 2017). But how can leaders and managers seamlessly integrate this into workplace culture?
Dweck (2014) notes:
“When entire companies embrace a growth mindset, their employees report feeling far more empowered and committed; they also receive far greater organizational support for collaboration and innovation.”
This insight shifts the emphasis from merely acquiring top talent to fostering an environment where ongoing development and skill refinement are prioritized.
The importance of valuing effort
A workplace entrenched in a fixed mindset where talent is seen as inherent and unchangeable often breeds risk aversion, a fear of failure, and diminished innovation. On the contrary, cultivating a growth mindset promotes embracing challenges, learning from setbacks, and seeing effort as integral to mastery (Murphy & Dweck, 2010).
Research by Hogan & Holland (2003) shows that organizations valuing persistence over natural talent tend to enjoy:
Higher employee engagement and job satisfaction.
Increased adaptability in changing environments.
Enhanced resilience when facing obstacles.
Greater innovation through experimentation and learning.
By recognizing effort, leaders effectively shift the focus from innate ability to a culture of continuous learning, empowering employees to take charge of their development.
Neuroscientific insights: The role of effort in learning
Neuroscience backs the notion that effort improves learning and performance. Research on neuroplasticity has found that neural connections strengthen through practice and repetition, enhancing future problem-solving skills (Draganski et al., 2006). Thus, employees committed to deliberate learning become more competent and efficient over time.
The dopamine system plays a crucial role in this process, as effort and progress stimulate dopamine release, reinforcing behaviors that promote sustained growth (Schultz, 2016). By acknowledging small successes and ongoing improvement, leaders can create a reinforcing cycle of motivation that encourages employees to approach challenges confidently.
Strategies for recognizing effort in the workplace
1. Shift praise from outcomes to learning behaviors
Leaders should focus on recognizing the process rather than just the performance. Instead of
saying, “You’re a natural at this,” they might say, “I appreciate how you tackled this challenge with persistence and creativity.” This approach underscores the idea that progress is fueled by effort, not just innate ability.
2. Promote constructive feedback and continuous improvement
Feedback should be growth-oriented. Rather than simply evaluating performance, leaders could offer comments like, “You’re making great progress. What adjustments could you make to refine your approach?” This helps employees view feedback as a tool for improvement and innovation (London & Smither, 2002).
3. Implement recognition systems for effort and collaboration
Develop recognition programs that highlight persistence, collaboration, and adaptability. Examples include:
Peer recognition initiatives where colleagues acknowledge each other’s perseverance.
Incentives based on progress and skill enhancement.
Public celebrations of learning, such as sharing personal growth stories in meetings.
Research by Deci & Ryan (2000) on Self-Determination Theory supports that employees whose efforts are valued develop stronger intrinsic motivation, leading to higher engagement and productivity.
4. Encourage experimentation and iteration
Organizations that embrace failure as a learning opportunity foster more innovative workforces. As Thomas Edison famously said, “I have not failed. I’ve just found 10,000 ways that won’t work.”
Companies can promote this mindset by:
Normalizing experimentation and learning through trial and error.
Facilitating reflection and discussions on lessons learned from projects.
Providing dedicated time for skill development, reinforcing the link between effort and expertise.
5. Build psychological safety for innovation and growth
Creating a culture of psychological safety where employees feel safe to take risks and make mistakes is key to fostering innovation and learning (Edmondson, 1999). Leaders can support this by:
Encouraging open conversations about challenges and setbacks.
Fostering an environment where questions and constructive feedback are welcomed.
Demonstrating a growth mindset and showcasing their own learning experiences and vulnerabilities.
Conclusion
Recognizing effort within the workplace is not about lowering standards; it’s about emphasizing the behaviors that lead to success. Organizations celebrating persistence, adaptability, and continual learning cultivate more engaged, innovative, and high-performing teams.
Angela Duckworth (2016), author of Grit, aptly puts it:
“Enthusiasm is common. Endurance is rare.”
Organizations that excel over time are those that appreciate not just innate talent but the consistent dedication and effort that drive excellence.
So, how will your organization begin acknowledging and rewarding efforts today?
Follow me on Facebook, Instagram, LinkedIn, and visit my website for more info!
Dr. Anthony Moss-Zobel, Neuro-led Coach & Trainer, Entrepreneur
Dr. Anthony Moss-Zobel, PCC (ICF), is a global leader proud of his research in Neuroeducation In Higher Education, leadership development, and inclusive education. With a background in cognitive neuroscience and human behavior, he applies brain-based strategies to help professionals, educators, and organizations enhance performance, resilience, and decision-making. He also is a well respected Associate Professor teaching Master and DBA students in France and China.
His work extends across Europe, the USA, and Africa, he is proud of the experience in Ghana, where he collaborates with Ghana School Services, police training programs, and clergy development initiatives to integrate NeuroEducation into schools and leadership training. Through The Forge Ahead Project and its learning ecosystem, The Forge Ahead Village, he pioneers accessible, evidence-based professional development for diverse learners and leaders.
As the host of The Forge Ahead Advantage Podcast, Dr. Moss-Zobel explores the future of learning, leadership, and neuroscience, sharing insights and strategies to create transformative coaching and education systems worldwide. His mission is to make brain-friendly leadership and learning accessible to all, bridging science, strategy, and human potential.
