Why You Need To Develop a Growth Mindset!
How can we define a growth mindset?
A growth mindset is the belief that an individual’s skills and intelligence can be developed through dedication, effort, and learning from their experiences. Popularised by psychologist Carol Dweck, the term contrasts with a fixed mindset, where individuals believe that their skills and intelligence are static and unable to be significantly changed.
The growth mindset approach has been widely recognised and integrated into teaching strategies and school cultures in the UK and globally. It has been used since the 1970s but has been more formally adopted since the mid-90s. This approach focuses on the specific principles of resilience, adaptability, perseverance, and a love of learning from whatever the starting point is. This approach has demonstrated that all students can make significant attainment gains when operating in a growth mindset environment.
While a fixed mindset limits individuals to their starting abilities, a growth mindset embraces challenges, viewing failure not as a sign of inadequacy, but as an encouraging foundation for growth and expanding one’s skills. Dweck’s insights have highlighted strategies for cultivating a culture of development and continuous improvement across a diverse range of professional fields.
Organisations that encourage their employees to have a growth mindset by providing them with resources and opportunities will see an array of benefits, being one step closer to an inclusive culture.
What does a growth mindset encourage?
Individuals should embrace challenges: A growth mindset involves viewing challenges as opportunities for learning and professional growth. Challenges encourage problem-solving and allow us to seek out new information to complete the sometimes-difficult tasks at hand.
Effort is the necessary path to improve oneself: A growth mindset involves recognising that effort is necessary for improvement. Effort builds resilience and encourages appreciation for when the effort pays off!
Learn from criticism: Individuals with a growth mindset should not see criticism as a negative thing. Even when criticised, individuals should take critiques as a means for professional and personal growth.
Persistence through obstacles: Individuals with growth mindsets don’t give up when they face setbacks. Although difficult, they will push through difficulties and retain resilience to overcome challenges.
Learn lessons and get inspiration from others: When you observe the achievements of others, individuals with growth mindset will learn and seek inspiration from their successes, seeing it as proof of what is possible.
Shifting to ‘Yet’ language: Instead of saying statements such as ‘I can’t do this’, individuals with growth mindsets will switch attitudes to ‘I can’t do this yet’. With a positive mental attitude, individuals will go further in overcoming the challenges they will face.
How can organisations contribute to a growth mindset?
Organisations need to promote environments of continuous learning: Employees need workplace environments where they will be motivated to grow professionally and continuously be encouraged. By providing employees with mentors, training programmes, workshops, and online courses, they will actively become stronger employees through regular upskilling.
Feedback for employees should be constructive: Employees should regularly receive feedback from senior leadership regarding their work and how they can improve without feeling discouraged. Feedback should be focused on growth and not on judgement.
Encourage innovation: To encourage innovation, organisations need to focus on making their employees feel psychologically safe. Once employees feel psychologically safe, they will be open to sharing new ideas, even if they might not work out. By encouraging and rewarding innovation, individuals will feel more comfortable brainstorming and taking risks.
Encourage employees to set goals and reflection: Organisations should encourage employees to make self-development goals, so they can monitor their progress. Checking back in with employees regarding these goals, will encourage self-improvement and convey to them that your organisation cares about their professional development.
Recognise and reward improvement: Rather than just rewarding employees when they achieve something, employers should also reward and acknowledge when they see their employees are making efforts and progress. This will allow employees to feel more appreciated and will encourage them to continue upskilling.