The Mindset — Fixed Mindset Vs Growth Mindset — A guide to making the shift to a growth mindset and also a book review.
Recently, I read a great book called ‘Mindset’ by Dr. @Carol Dweck. Carol is a Stanford University psychologist and writes about changing the way you think to fulfil your potential. Thanks to Ankur Warikoo for recommending this book to me.
Enoughsaid, let’s get to the topic.
People are all born with a love of learning, but the fixed mindset can undo it. Primarily, there are two kinds of mindsets. Fixed mindset and growth mindset. This article would both and would be your guide to making a shift to growth mindset. Specifically stressing organisational and growth mindset business mindset.
Fixed mindset people are always trying to prove themselves (that they are smarter/right) and they’re supersensitive about being wrong or making mistakes. They believe people believe their basic qualities, like their intelligence or talent, are simply fixed traits.
On the other hand, growth mindset people understand that important qualities can be cultivated. They believe basic abilities can be developed through dedication and hard work — brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment. They are willing to stretch themselves, and the way they confront obstacles is different.
In the business world, a radical extension of the fixed mindset person wants to be the smartest person in the room whose opinion is considered(and validated); whereas, growth mindset leaders are much more likely to be openly valuable inputs from other smart colleagues and make management decisions based on strong commitment to the future of the company.
In growth mindset organisations, teams
* move with speed
* are willing to try new experiments and share learnings (even if they fail in a test)
* are rewarded for exceptional achievements and efforts
* Collaborative learning (specially digital learning) is encouraged and is a part of the evaluation
* Have open and transparent communication over mid-long term success.
* are trustworthy and have a strong sense of ownership to success.
Bonus tip for all professionals — Keep a weekly 1:1 with yourself and write down your challenges, obstacles, and thoughts about your performance. Remember, people can be independent thinkers and team players at the same time.
One of the things the research also mentioned is that one becomes older, his/her tendency to embrace fixed mindset is higher. 😞
I was never a topper in my class. Neither was I the smartest person one has ever confronted. Fortunately, I ALWAYS have the quench of learning, improving, and look out for something big. I genuinely feel that over the years(specially in the last 3 yrs) my ability to learn & grow has become faster. Aspects of growth mindset have really helped are:-
- Belief that intelligence can be developed.
- Desire to try new experience and take bigger risks.
- Set high standards.
- Therefore, tendency to embrace challenges and persist in the face of setbacks.
- See effort as the path to mastery
- Learn from criticism and feedback
- Find lessons and inspiration in the success of others
As a result, reach ever-higher levels of achievement.
Five key mindsets that leaders need to make this leap:
- Curiosity: When presented with an alternative view for doing something, ask why, instead of closing your mind to it, and embrace the chance to learn something new.
- Courage: Recognize that what you’re doing isn’t achieving the outcomes that you want, and use this fact as motivation to take action.
- Commitment: Commit to practicing new behaviors and skill sets to get better outcomes.
- Comfort with being uncomfortable: Seek opportunities for growth by stepping out of your comfort zone.
- Safety: When people feel safe to fail, they’re more willing to try new ideas.
Guide to change in mindset.
1. It starts by accepting that we all have both mindsets in some aspects of life than others.
2. Then we learn to recognise what triggers our fixed mindset. Failures? Criticism? Deadlines? Disagreements? Abilities?
3. What can we do about it? And we come to understand what can we do about it, then write it down. When, where, and how will I embark on my plan.
4. Importantly, we gradually learn to remain in a growth mindset place — when we have to think what do I have to do to maintain and continue the growth.
Change is tough, but I’ve never heard anyone say it wasn’t worth it. Start your journey now!
I hope you enjoyed reading this edition, as much I did writing it.
Let me know if I can help you!+
