I’ve enjoyed reading through a book of commencement speeches this week called “Way More Than Luck”. Most moving to me was the one given by Madeleine L’Engle to Wellesley College in 1991.
She recounted how she was placed in a school which valued sport participation and she wasn’t able to contribute due to having been born with legs of two different lengths. For some reason, her home room teacher equated this with a lack of intellect and completely gave up on her. Madeleine withdrew from her schoolwork and began to dedicate herself to her own writing in Grade three. She eventually switched schools and ended up with a first-year teacher who considered it part of her role find and affirm in each person, that which is intrinsically valuable. The teacher tasked her with writing a sequel to the Odyssey.
I liked this reminder that people can rise to challenges but that your attitude about whether you think they can is crucial.
A recent article from the Harvard Business Review, People won’t grow if you think they can’t change, elaborates the point drawing on the fixed mindset versus growth mindset work of Carol Dweck. Not only is a growth mindset important to see the potential for people to grow, a fixed mindset may prevent you from seeing the progress an employee has made (and may also well prevent an employee from seeing the progress you are making) thus calcifying a difficult relationship.
What was also poignant about reading L’Engle’s commencement speech was that L’Engle’s teacher acted as a force multiplier for her by taking a task that she was willing to do on her own and asking her to stretch and build on it. I dipped into a book called Multipliers earlier this year on this theme. While “diminishers” are apt to believe that work can’t get done without the help of a manager are more likely to shut people down with sharp remarks, “multiplier” managers can get two times more work from their people if they can build on their employee’s existing talents – things they can do with minimal effort, things they do without being asked and things that they’d do readily without being paid. What is perhaps most liberating about multipliers is that they generate pressure to create the best work (and create the space that this could occur) without creating stress. They rather generate the belief that the impossible is possible.
L’Engle admits that her sequel to the Odyssey likely wasn’t that great but the suggestion to attempt it seemed to help plant the seed for her momentous career in writing.