Why is it that some people appear to shine bright in whatever field they choose to pursue, while others, despite obvious talent, can’t even get a fleeting glimpse? It’s their conviction – conviction that they can make the best of a poor circumstance.
Your beliefs, according to Stanford psychologist Carol Dweck, have a key influence in defining what you want and whether you get it. Dweck discovered that your mindset has a significant impact on your ability to perform and achieve goals. So, what precisely is a mindset?
In simple words, mindset is a way of thinking. But in a much broader sense, our mindsets, which reflect our beliefs and attitude towards our own skills, are critical components in influencing our lives and the lives of others around us. The way a person’s mind thinks has a huge influence on how successful they will be in the future. To put it another way, one’s beliefs can make or destroy them.
Beliefs and Mindset
Ideas are the core aspects of beliefs. Beliefs are like a roof without walls, and your roof gains its walls as you accumulate experiences. Beliefs come to life when your ideas become certain. That’s why it’s critical to understand the foundations of your ideas – to set a precedent for your belief system.
Mindset types – Fixed and Growth
There are two key mindsets, according to Dweck: the fixed mindset and the growth mindset.
People who have a growth mindset believe that their success is dependent on their ability to put in the necessary time and effort. They feel that with effort and perseverance, they may improve their abilities and intelligence. They welcome difficulties, persevere in the face of adversity, learn from criticism, and find inspiration in the accomplishments of others.
People with a fixed mindset genuinely believe that traits like talents, skills, and intellectual prowess are fixed—that is, they believe they are born with the amount of intelligence and natural talents they will achieve as adults. This meme pretty much sums it up:
Growth Mindset at Workplace
We spend most of our day at work, and our mindset, as well as that of those around us, will have a huge impact on our lives as well as the goals of the organization. This is why the workplace is one arena where the growth mindset vs. fixed mindset is particularly worth focusing on.
Companies are already acknowledging that the distinction between fixed and growth mindsets in individuals has a major impact on workplace performance. Employees with a growth mentality are:
- stronger team players
- motivated to learn better
- capable of quickly changing and adapting skills and behaviors
- not intimidated by their coworkers’ accomplishments, and
- open to sharing information and helping others accomplish their goals
The growth mindset, according to Dweck, is critical for building a learning culture, as well as improving employee engagement and innovation in the workplace.
Employees who work for businesses that encourage a growth mentality are more collaborative, committed, and willing to try new things. Meanwhile, in firms with a fixed attitude, things are more grouped, and employees are more cautious in their work. As a result, they are collectively moving more slowly. Courage and creativity have a hard time surviving in the face of a company-wide fixed mindset.
When really, after all these questions, we are left with just one essential question: ‘How do we cultivate a growth mindset in our workplace?” I see the following ways to begin going about it:
Being aware of one’s behavior is the first step toward changing it. Many of us refuse to admit that we aren’t where we want to be. Consciously changing your fixed mindset is the first step toward improving your leadership abilities. This will help to pave the road for positive growth. In turn, you’ll also be able to work more harmoniously with your coworkers rather than developing an ethos of silos. Maybe you should ask yourself the question:
It may be beneficial to use a peer learning structure that promotes the core ideas of a “growth mindset.” Giving peers credit for a project achievement or a well-executed task might help them be more receptive to criticism while also fueling their desire to master the area where they still need improvement.
Developing a growth mindset is all about learning from mistakes, recognizing effort over results, and always encouraging oneself to learn and aspire to become the best possible version of themselves. When people are encouraged, motivated, and appreciated, they learn more efficiently. If people are encouraged to improve, they will continue to progress and expand their talents.
In conclusion, the growth mindset holds that intelligence and ability may be developed through the right attitude and continuous learning. Setbacks are a crucial part of the learning process for growth-minded people, and they bounce back from ‘failure’ by putting in more effort. Employee performance and motivation both benefit from this approach.
As the famous stockbroker Henry Stanley Haskins said, “What lies behind us and what lies before us, are tiny matters compared to what lies within us.” Our mindset is truly molded by what is behind, before, and inside us.