Dr. Carol S. Dweck, author of Mindset: The New Psychology of Success, argues that individuals can learn to fulfill their potential by changing their mindsets. Over 30 years of research have shown that people naturally tend to either of two perspectives that influence how we understand and interpret ourselves: a fixed or a growth mindset. Specifically, she suggests that the two mindsets impact how people perceive themselves and their capabilities, influencing their behavior and success in navigating the world around them.
- The fixed mindset is the belief that abilities, intelligence, personality characteristics, and talents are fixed traits that cannot be significantly changed or developed. Individuals with a fixed mindset tend to believe that their qualities and abilities are predetermined, and they see little room for improvement or growth.
- The growth mindset, on the other hand, refers to the belief that individuals can develop their abilities, intelligence, and skills through dedication, hard work, and a willingness to learn. In a growth mindset, people believe that their intelligence, talents, character, and capabilities are not fixed traits but qualities that can be cultivated and improved upon over time.
Diagram by Nigel Holmes, taken from Carol Dweck’s Mindset: The New Psychology of Success (p. 263).
Dweck suggests that by adopting a growth mindset, individuals can overcome self-imposed limitations, embrace challenges, and reach higher levels of achievement and success in various aspects of their lives, including parenting, school, careers, and relationships. In other words, Dweck suggests that while we all differ in terms of the talents, aptitudes, interests, and temperaments with which we were born, a growth mindset allows us to change and grow them.
Sketchnote by Dr. Hayley Lewis
In her book, Dweck explains that leaders and athletes, for example, are not born but made. There is no such thing as a “natural,” even if some people are born with a talent toward a given ability. Instead, those who succeed are the ones who embrace challenges, perceive failure as a learning experience, constantly seek to improve, are open to feedback, and persist through effort. Even among the naturally talented, a fixed mindset can limit personal and professional growth, as individuals may be less inclined to take on challenges, learn from mistakes and setbacks, or put in the effort required to develop new skills
While Dweck suggests that mindsets stem from upbringing experiences, like any quality, ability, or character trait, we can change and improve them. The great news is that recognizing and actively working to shift from a fixed mindset to a growth mindset can open up new opportunities for learning, achievement, and personal development.
While Dweck is a prominent figure in the field of growth mindset, other experts and researchers have contributed to the study of this concept as well.
- David Yeager, Ph.D., often collaborates with Dweck to investigate the impact of the growth mindset on people’s success. Specifically, he researches mindset interventions and their influence on academic achievement by focusing on students’ beliefs about their abilities.
- Lisa S. Blackwell, Ph.D., a social psychologist, also investigates the impact of growth mindset interventions in educational settings. She studies strategies to foster a growth mindset among students and is president and co-founder of Mindset Works.
- Angela Duckworth, Ph.D., focuses specifically on grit, but because it closely relates to the growth mindset, many of her studies have expanded upon its role in influencing individuals’ success. She has explored the role of perseverance and passion in achieving long-term goals.
- Eduardo Briceño, who helps organizations develop cultures of learning and high performance, has worked on fostering a learning mindset. He argues that people must adopt a growth mindset to facilitate continuous learning and development. He encourages individuals to embrace challenges, persists through setbacks, and actively seek feedback for improvement.
While there may not be specific frameworks dedicated solely to the growth mindset concept, frameworks and models often incorporate and promote its principles. For instance, the G.R.O.W. (Goal, Reality, Options, Will) model, commonly used in coaching and mentoring, includes elements of a growth mindset. It focuses on setting specific goals, understanding the current reality, exploring different options, and fostering the willpower and commitment to take action and grow. Within the career development context, experts often point to the importance of adopting this mindset. With it, individuals can continually learn, adapt, and evolve to meet the demands of their chosen profession. They become more resilient, proactive, and open to new possibilities, ultimately enhancing their professional growth, satisfaction, and success.
Individuals with a growth mindset approach their careers as continuous learning journeys. They actively seek opportunities to acquire new skills, knowledge, and experiences. Rather than disappointment or discouragement, setbacks and failures are seen as opportunities for growth. They understand that taking calculated risks and pushing themselves beyond familiar territory are essential for career growth. They view feedback as a valuable tool for self-improvement and professional growth. They remain flexible and embrace change as a catalyst for growth. Ultimately, a growth mindset enables them to embrace change and adapt to evolving career landscapes.
The growth mindset is also applicable to leadership and managerial contexts, as it can impact a leader’s effectiveness and the overall success of their team. Growth-minded leaders foster a culture of continuous improvement, learning, and development. They understand the potential for growth and development not only in themselves but their team members.
- They inspire their team members to strive for excellence, embrace challenges, and reach their full potential.
- They provide opportunities for their team to learn, take on challenges, and stretch their abilities.
- They value feedback from their team members, peers, and superiors and model resilience and perseverance.
- They see setbacks as temporary and welcome them as learning experiences.
- They create an environment where taking risks and learning from mistakes are valued and celebrated.
Growth-minded leaders provide autonomy, trust, and support for individuals to set their own goals. By applying the principles of a growth mindset, leaders ultimately create a positive and impactful environment that drives individual and collective growth.
Want to learn more about mindset? Check out these resources:
- Indeed: Growth Mindset Interview Questions
https://www.indeed.com/career-advice/interviewing/growth-mindset-interview-questions - Indeed: Fixed vs. Growth Mindset – definition and application at work
https://uk.indeed.com/career-advice/career-development/fixed-vs-growth-mindset
