Growth mindset – is it just another business buzzword? How does it relate to challenges and skill sets? In this blog, we are going to explore the nature of growth mindset and explain why organizations should work to adopt a growth mindset culture.
What Is a Growth Mindset? Where Does This Idea Come From?
Carol Dweck, a psychologist at Stanford University, has been researching human motivation for decades. Early in her career, Dweck was particularly interested in finding out why some school children get excited about tough problems or challenges and why others get anxious. Dweck defined two mindsets that differentiate both types of reactions. Children with a fixed mindset believed that their skill sets and knowledge were innate, and therefore challenges would call out their weaknesses. Children with a growth mindset believed that their skill sets and knowledge could be developed, particularly through challenges. Beyond children and education, this theory is now being considered in adults at an organizational level.
An employee with a fixed mindset is focusing on being good at what they do. They are constantly trying to prove themselves and demonstrate their strengths. At work, they are competitive and focused on performing better than their colleagues. They often refrain from challenge, fearing that either they will make a mistake or that someone else could do it better.
In contrast, a person with a growth mindset is focused on continuous learning and improvement, and that the constant development of skills and abilities is the purpose of what you do. Instead of competing with other colleagues, they are focused on competing with themselves, doing better than they did before. People with a growth mindset embrace challenge, hoping to develop their skill set in the process.
Why Should Organizations Adopt a Growth Mindset Culture?
More and more, organizations are turning to Dweck’s mindset theory, and looking for ways that they can instill the growth mindset as a norm within their organization. When a value or process becomes a norm at an organization, it becomes part of the culture. Studies show that implementing a growth mindset culture provides great organizational benefits. Growth mindset cultures are the key to transformation, engagement, and innovation.
Employees at organizations that have growth mindset cultures have 47% higher trust in their company, are 34% more likely to feel a sense of ownership and commitment to the future of the company. They also show 65% stronger agreement that their company supports risk-taking. Organizations that are committed to helping nurture potential see direct performance results.
What is your organization doing to nurture the potential of your employees? Stay tuned for our tips and tricks on how your organization can work towards implementing a growth mindset culture!