Growth Mindset

I’ve posted about the mindsets outlined in Carol Dweck, PhD’s book “Mindset: The New Psychology of Success.” The person who embraces a growth mindset focuses on how they can learn and grow from failure, focusing on I’m not good at that “yet.” With a fixed mindset, individuals believe their gifts are innate and they cannot be developed. Even with this brief description, you can understand how a growth mindset will support success and happiness.

Mindsets perturbate organizations, too. When you consider the organizations with which you’re involved, how would you categorize their mindset? How do they view failure? Is it a learning opportunity or is it penalized? 

While organizations with both fixed and growth mindsets value performance, a growth mindset values learning and understands that mistakes may be made and risks must be taken. A learning organization is one that continuously learns, including from failures, supported by open communication, collaboration, and innovation.

How is your company demonstrating a growth mindset?

What characteristics of a learning organization are valued where you work?

And…

What can you do to support these concepts on your team and at your company?