Fixed or Growth Mindset

A growth mindset is a theory proposed by psychologist Carol Dweck approx. Thirty years ago, following work with students and modes of learning. It is centred around the belief that intelligence and learning can be developed and improved. If someone has a growth mindset, they have a positive attitude towards learning and their ability to progress and achieve. Conversely, if they possess a fixed mindset, they are more resistant to change and accept failure. People with a growth mindset are said to rise to challenges, be more resilient and learn from their mistakes rather than feeling distressed and defeated if they cannot do or understand something.

Before we define mindsets, it is essential to acknowledge a few statements:

• We have a choice; beware of generalisation.
• A person can have a fixed mindset in one area and a growth mindset in another.
• If you can change your mind, you can change your mindset; this has positive implications for cognitive behavioural style approaches.
• Everyone starts with a “learning bent” – a growth mindset; as babies, we learn to walk and talk; however, as we develop, we ask ourselves, “What changes?”
• How does mindset affect success and failure?

What is your mindset? See the test below.

The most effective leaders are continually developing and learning and are not afraid to make mistakes, learn from them, and then pick up and move forward. Acceptance of vulnerability, learning and development invokes trust from others.

Individuals should explore this. Start with some foundation reflection around the following topics:

• The ability to reflect.
• The ability to take feedback.
• The ability and, importantly, the desire to learn and develop.
• How do different cultures present differently through a fixed and growth mindset? (e.g., losing face, organisational hierarchy, and structures).
• Explore and discuss past examples of learning and development.
• Where does their motivation come from?
• What are their core values and beliefs?
• Can you establish any patterns of behaviour?

This is described as an individual’s belief about their basic abilities, qualities, and talents, which are seen to be essentially stable and cannot change. With this construct in mind, there are several attributes that, as mentors and coaches, we need to be aware of when confronted with this mindset:

• They enjoy being praised for output, not effort.
• They don’t like to feel dumb – for not achieving their goal.
• They don’t like to be challenged.
• They don’t respond to difficulties, upsets, or setbacks well.
• They generally have low levels of resilience.

This is an alternative at the other end of the mindset continuum. The basic idea and construct is that our abilities, qualities, and talents can be grown and developed. With this construct in mind, the attributes that, as mentors and coaches, we need to be aware of when confronted with this mindset:

• Effort and difficulty will be rewarded.
• They look for challenges.
• There is increased resilience in the face of setbacks.
• There is increased motivation from setbacks.