Why the Growth Mindset? |
The growth mindset offers many benefits at an individual and organizational level. Perspectives shift from having a set of fixed talents to focusing on development with the effort to master skills and achieve goals. No one is locked into their natural abilities. At an individual level, the growth mindset encourages us to embrace setbacks as learning opportunities and to be intrigued by our mistakes. In the workplace, cultivating a growth mindset fosters innovative ideas, promotes teamwork, and creates a learning environment, which can contribute greatly to an organization’s overall success (Dweck, 2008; Jeffrey, 2024).
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Going from a Fixed Mindset to a Growth Mindset
Moving from a fixed mindset to a growth mindset is a long-term commitment and requires ongoing development (Dweck, 2016). Even once it is achieved, it must be preserved and encouraged consistently. Strategically applying the four steps as individuals and throughout the organization, the growth mindset will start to emerge.
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Step 1
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Step 2
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Step 3
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Step 4
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Step 1: Learn to Hear Your Fixed Mindset “Voice”
Acknowledging that no individual or organization is perfect is the first step. We all have some combination of a fixed mindset within us. There is always going to be an opportunity to grow and develop. Embracing this message as a leadership team within an organization and as individuals will set the tone that perfection does not exist and we all have an inner fix mindset voice to be aware of.
Acknowledging that no individual or organization is perfect is the first step. We all have some combination of a fixed mindset within us. There is always going to be an opportunity to grow and develop. Embracing this message as a leadership team within an organization and as individuals will set the tone that perfection does not exist and we all have an inner fix mindset voice to be aware of.
Step 2: Recognize that You Have a Choice
Once we accept that everyone has some variation of a fixed mindset within, we can learn to recognize when the fixed mindset voice speaks up by identifying triggers. It becomes a conscious choice to accept setbacks as limitations or embrace them as opportunities. For individuals, the fixed mindset could appear when they feel like they are not progressing by trying different strategies. Thoughts such as giving up or not feeling cut out for it could emerge. For organizations, a fixed mindset could appear when competing against a competitor. The focus could shift to finding natural talent and superstars. Teamwork could decline as a result. Recognizing when our fixed mindset appears empowers us to choose how to respond and what to do next.
Once we accept that everyone has some variation of a fixed mindset within, we can learn to recognize when the fixed mindset voice speaks up by identifying triggers. It becomes a conscious choice to accept setbacks as limitations or embrace them as opportunities. For individuals, the fixed mindset could appear when they feel like they are not progressing by trying different strategies. Thoughts such as giving up or not feeling cut out for it could emerge. For organizations, a fixed mindset could appear when competing against a competitor. The focus could shift to finding natural talent and superstars. Teamwork could decline as a result. Recognizing when our fixed mindset appears empowers us to choose how to respond and what to do next.
Step 3: Talk Back to it with a Growth Mindset Voice
When the voice of the fixed mindset appears, let the growth mindset respond to it. For example, an individual may think, “I’m not a good test taker.” The growth mindset could respond by saying, “Am I learning to understand, or am I learning to memorize? What practice exercises can I do to help me better understand the concepts?” Another example could be an individual thinking, “This looks too hard for me, I don’t want to try.” The growth mindset could respond by saying, “Is there a way I can break this down into smaller steps? What resources do I have to help me get started?” An organization may see a drop in production and think, “We don’t have talented people to reach our target numbers.” The growth mindset could respond by saying, “Do employees feel safe to deliver feedback and ideas across all avenues regardless of position? If not, what steps can we take to change that?” An organization may be competing very well, and profits are on target, but think, “We should not take a chance for any risk right now and only focus on keeping the status quo the same.” A growth mindset response could be, “Are we encouraging our employees to feel supported by being innovative and taking risks - even if they fail?” Challenging the fixed mindset with growth mindset questions can help align toward the growth mindset.
When the voice of the fixed mindset appears, let the growth mindset respond to it. For example, an individual may think, “I’m not a good test taker.” The growth mindset could respond by saying, “Am I learning to understand, or am I learning to memorize? What practice exercises can I do to help me better understand the concepts?” Another example could be an individual thinking, “This looks too hard for me, I don’t want to try.” The growth mindset could respond by saying, “Is there a way I can break this down into smaller steps? What resources do I have to help me get started?” An organization may see a drop in production and think, “We don’t have talented people to reach our target numbers.” The growth mindset could respond by saying, “Do employees feel safe to deliver feedback and ideas across all avenues regardless of position? If not, what steps can we take to change that?” An organization may be competing very well, and profits are on target, but think, “We should not take a chance for any risk right now and only focus on keeping the status quo the same.” A growth mindset response could be, “Are we encouraging our employees to feel supported by being innovative and taking risks - even if they fail?” Challenging the fixed mindset with growth mindset questions can help align toward the growth mindset.
Step 4: Take the Growth Mindset Action
Following through from the growth mindset approach is key. Take action to explore those growth mindset questions or responses. Embrace the challenge and be curious to learn along the journey.
Following through from the growth mindset approach is key. Take action to explore those growth mindset questions or responses. Embrace the challenge and be curious to learn along the journey.
A Growth Mindset Plan for Training and Development
LeadershipInternalize the four steps to a growth mindset and lead by example within the team. Offer transparency on projects and department updates and welcome feedback and ideas from all team members (Tony, 2018). Recognize overall department progress and be open to challenging the status quo. Reward teamwork and cultivate a learning environment through mentorship.
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TrainersSet the expectations and tone for the training environment. At the beginning of the training program, let trainees know this is a safe environment and mistakes are encouraged for the learning process. Help trainees understand perfection is not expected. Instead, a strong focus is placed on progressing toward mastering skills needed for their responsibilities in their new position. There will be a lot of emphasis on practice, which means it is normal for hands-on training to start out as awkward, moving toward mechanical and then fluid. This emphasizes not mastering a skill immediately doesn’t mean they never will, just just means they are not there yet.
Throughout training, the trainer needs to remind trainees they are there to support, guide, and coach them in the learning process. Trainers must provide honest feedback to each trainee in coaching sessions, evaluating their progress and offering alternative strategies to try out when applicable. |
TraineesTrainees will participate in reflective discussions through online postings and live sessions with their trainer. These discussions provide an opportunity to reflect on what they are learning, evaluate their progress, and what actions or strategies they may implement to continue their progress. Ongoing reflective discussions will also help to cultivate an ongoing growth mindset with a support system from their peers.
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Promoting the Growth Mindset
Dweck (2008) mentions a growth mindset plan needs to answer when, where, and how it will be implemented. The growth mindset plan should be integrated into all communication exchanges. Some specific opportunities to promote the growth mindset include:
Weekly Staff Meetings
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Mentoring Peer Sessions
- The mentor gives input on the employee’s progress and recommends any alternative suggestions if applicable. The mentor should collaborate with the employee on problem-solving situations as they arise and work together to find a solution. Both should share in identifying what was learned from the problem-solving experience.
- When errors are identified in an employee’s work, the Quality Assurance Specialist notifies the employee via email what the error is and requests correction. The Quality Assurance Specialist is mindful to share observations with the employee on their progress. Observations provided should include reductions in repeat errors, timely error resolution, and decreased error rates.
Recommended Growth Mindset Resources
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Books
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Videos
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Websites
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Mindset: The New Psychology of Success by Carol Dweck
Grit: The Power of Passion and Perseverance by Angela Duckworth
Good to Great: Why Some Companies Make the Leap...And Others Don't by Jim Collins
The Growth Mindset Coach: A Teacher's Month-by-Month Handbook for Empowering Students to Achieve by Annie Brock and Heather Hundley
Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear
Grit: The Power of Passion and Perseverance by Angela Duckworth
Good to Great: Why Some Companies Make the Leap...And Others Don't by Jim Collins
The Growth Mindset Coach: A Teacher's Month-by-Month Handbook for Empowering Students to Achieve by Annie Brock and Heather Hundley
Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear
My Personal Growth Mindset Journey
As I progress in EDLD 5302 and throughout the Applied Digital Learning program, the growth mindset will challenge me to stretch myself. There will be an emphasis on “not yet” when I am still learning how to master certain skill sets. Feedback from peers and professors will be openly received as an opportunity to improve and refine strategies. The development of my growth mindset will extend outward into my innovative project and future collaborations in all areas of my life. Through all setbacks, I will encourage myself to be curious, reflect, and explore alternative strategies to develop different abilities and achieve goals.
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References
Dweck, C. (2016, January 13). What Having a “Growth Mindset” Actually Means. Harvard Business Review. https://hbr.org/2016/01/what-having-a-growth-mindset-actually-means
Dweck, C. S. (2008). Mindset: The New Psychology of Success. Ballantine Books.
Jeffrey, S. (2024, January 2). How to Change Your Mindset from Fixed to Growth: A Definitive Guide (4 steps). CEOsage. https://scottjeffrey.com/how-to-change-your-mindset/
Tony, S. (2018, May 7). Create a growth culture, not a performance-obsessed one. Harvard Business Review. https://hbr.org/2018/03/create-a-growth-culture-not-a-performance-obsessed-one
Dweck, C. S. (2008). Mindset: The New Psychology of Success. Ballantine Books.
Jeffrey, S. (2024, January 2). How to Change Your Mindset from Fixed to Growth: A Definitive Guide (4 steps). CEOsage. https://scottjeffrey.com/how-to-change-your-mindset/
Tony, S. (2018, May 7). Create a growth culture, not a performance-obsessed one. Harvard Business Review. https://hbr.org/2018/03/create-a-growth-culture-not-a-performance-obsessed-one