What is meant by “Growth Mindset”?

Growth mindset is an individual who has a strong, positive mindset and does not easily give up on their abilities, but they are able to improve the quality of themselves to become better over time. In addition, people with growth mindset also know themselves very well, they know what their strengths and weaknesses are. Examples of this mindset are indeed very appropriate for people who want to achieve success. That is why this growth mindset is commonly referred to as the mindset of successful people. Why is that? Because they believe that the abilities and skills of every person can change at any time, in which every individual can change and improve their behavior and improve their abilities.


Individuals who hold fast to growth mindset will be encouraged to continue to change into a better person from day to day. Carol Dweck as one of the renowned Psychology Professors who teach at Stanford University, California states that each individual has two different mindset or mindset. The two mindset is “Fixed mindset and Growth mindset” or “fixed and developing mindset”. Well, the two forms of mindset can be distinguished as follows:


Growth Mindset vs Fixed Mindset

Since the discovery of the concept brought by Carol Dweck, the teachers and trainers have begun to change the way they teach their participants. First of all, they will find out in advance which participants have a growth mindset and which participants have a fixed mindset.


Even so, Dweck does not deny that there are some individuals who are indeed blessed by God with a good sense of confidence that they believe they can change for the better over time. Unfortunately, most parents make the mistake of trying to make their children only recognize the talents they have, but parents often forget to make children aware that the “effort” we give at every step is also very important.


When a child understands that business has an important role to achieve success, then they will not feel discouraged from the talents that they do not have. Instead, they will continue to feel motivated to develop their qualities and abilities for the better. That is why those who have a growth mindset always like to get constructive feedback. On the other hand, individuals with a fixed mindset feel that the feedback they get is a form of threat to themselves.


How can growth mindset bring positive impacts at work?

Now, fellow readers know the difference between a growth mindset and a fixed mindset in a nutshell. Then, how can the growth mindset actually have a positive impact on us, especially in the world of work?


After the concept of growth mindset vs. fixed mindset increasingly global, leaders and business people have begun to realize how important it is to instill a growth mindset or growth mindset in their employees. Coaching and mentoring material has begun to try to convince human resources in every organization or company to be able to realize that they will always have the opportunity to grow and develop over time.


Growth mindset or growth mindset will not only have a positive impact on the individual concerned. However, this mindset will also have a positive effect on the people around us, especially in the work environment. Some examples of positive impacts are as follows:


– People around us become motivated to continue learning and receive constructive feedback gracefully.

– People around us will be inspired by the achievements that we have and try to achieve achievements as well.

– Other co-workers will also try to change their attitudes and behavior so that they can become a better person.


What Ways Can Encourage Growth Mindset in a Company?

In the above points, we have already discussed that many companies have begun to realize the importance of a growth mindset, so leaders begin to invest their money, energy and thoughts in forming employees who have a growth mindset. The good news, there are 4 interesting questions that we can ask ourselves, every employee or work team in the company so that this growth mindset can be formed properly. Let’s look at the following explanation:


1. How Do You and the Team Design and Set Goals?

These are the main questions that need to be asked ourselves and the work team. Why is this question so important? Because every human being needs to have a goal in his life, the purpose of one’s life can identify whether the individual has a growth mindset or a fixed mindset?


Individuals with a growth mindset will focus on the learning goals they will get in the process of achieving goals. Meanwhile, those whose mindsets do not want to develop only focus on the results of performance without caring about the existing learning processes. This is why Carol Dweck states that the way we set goals will greatly affect our mindset.


Ask this question to ourselves and the team, so we can detect what mindsets we have. If we do have a fixed or fixed mindset, this is the right time for us to change it to a more dynamic mindset.


2. Do You Like Thinking with a Developing Mindset?

The second important question is to find out whether fellow readers think with a growth mindset or mindset or not? And do we train work teams with a growth mindset or vice versa?


When we answer that we don’t like to experiment with new things, we don’t like a change or we feel that everything that is in us is something that doesn’t need to be changed anymore, then this is a sign that we have to build patterns growth mindset.


There are studies that show that employees who are trained to work according to their skills and strengths will feel more attached to their work. However, this condition will not encourage a mindset of growth (growth mindset) in a person. So, if your fellow readers get a project that requires skills outside the skills of your fellow readers, don’t give up. Instead it is the right time for fellow readers to improve the quality of yourself. Come on, cheer up!


3. Has the Work System in the Company Stunted Your Growth?

This third question is important for us to ask all team members. This question is intended so that we can detect any obstacles or challenges that have been felt by the employees. Do they feel hampered by a work system that they have had to implement in the company?


For example, the work system at company A does not allow employees to receive feedback in any form. The work system or maybe we can call this work culture aims to make the employee not feel judged by his colleagues or leaders. Unfortunately, this does not actually build growth mindset (growth mindset) in the individual, but employees will instead feel undirected because they have never had constructive feedback for their future development.


In essence, don’t forget to ask this question and find out what obstacles or challenges we or our team feel, so that the growth mindset cannot be formed.


4. Has Feedback Helped or Injured Your Work Team?

Yep! There is no denying that everyone will like a “compliment”, but not everyone likes feedback. Some people will assume that feedback is just one of the ways other people do our reputation. In fact, feedback (especially constructive feedback) can help us improve our quality of being better.


When we assume that feedback will only destroy our lives and careers, then this is the time for us to begin to improve our mindset into a growth mindset.


Colleagues, the 4 questions above will help us to detect the mindset or mindset that we have or that our work team holds firmly. By detecting mindset, then we can take the next step which may be very vital to shape our growth mindset.

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