Carol Dweck, a professor of psychology at Stanford University, defines two opposite mindsets that help define one’s ability to adapt and change.
The first is a fixed mindset. People with fixed mindsets tend to believe that their skills, abilities, and talents are static. It’s a limiting approach. Having a fixed mindset can be traced to the definitive praise we received as a child, which ultimately decided our strengths– “You’re smart!” “You are good at basketball!” The same fixed mindset will define our weaknesses as well: “I’m no good at public speaking.” “I’m a terrible bowler.” and “I can’t draw.”
Those with fixed mindsets tend to be wary of attempting to change and grow. Thus, someone with a fixed mindset not only believes that his or her talents are static, but ultimately creates a static set of talents and skills because they shrink from the opportunity to change.
A growth mindset is the opposite– liberating, empowering, and motivating. Those with growth mindsets know that they are not limited to their current abilities and skills. They search for opportunities to improve because they see their talents as ever-morphing into a new set. Their weaknesses aren’t permanent.
We’ve found that leadership coaching is not effective if the coachee feels that “they are who they are” and others just need to accept it. 360-degree feedback helps to foster a growth mindset because it acts as a catalyst to confront issues and challenge individuals to change.
One can’t change unless they believe change is possible.
Do you tend towards a fixed or growth mindset? How does fostering a growth mindset change your perception of others and their abilities? Share an example when a growth mindset facilitated change for you, your organization, or someone you know.
