Leadership

Growth Mindset

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Individuals who believe their talents can be developed (through hard work, good strategies, and input from others) have a growth mindset. They tend to achieve more than those with a more fixed mindset (those who believe their talents are innate gifts). This is because they worry less about looking smart and they put more energy into learning.

Growth mindset” has become a buzzword in many major companies. There are three common misconceptions:
Let’s take a look at three common misconceptions:

  1. I already have it, and I always have.
    People often confuse a growth mindset with being flexible or open-minded or with having a positive outlook — qualities they believe they’ve simply always had. Everyone is actually a mixture of fixed and growth mindsets, and that mixture continually evolves with experience.
  2. A growth mindset is just about praising and rewarding effort.
    Unproductive effort is never a good thing.
  3. Just espouse a growth mindset, and good things will happen.
    Mission statements are wonderful things. You can’t argue with lofty values like growth, empowerment, or innovation. Organizations that embody a growth mindset encourage appropriate risk-taking, knowing that some risks won’t work out. They reward employees for important and useful lessons learned, even if a project does not meet its original goals. They support collaboration across organizational boundaries rather than competition among employees or units.