How to Foster a Growth Mindset in Times of Change and Uncertainty

The world is rapidly changing in the face of COVID-19, with many businesses on temporary pause and record numbers of people working from home. As we all adjust to this new reality, the idea of adopting a growth mindset matters more than ever. As you and your workforce prepare for our new constantly evolving landscape, fostering a growth mindset and adaptability to change is an important part of weathering today’s situation.

What is a growth mindset?

First, what is a growth mindset and why does it matter? In recent years, the field of mindset has changed the way organizations operate. Through her research at Stanford, Carol Dweck has observed that the mindset you choose can have a profound impact on how you live your life. 

According to Dweck, individuals can be placed on a continuum based on their mindsets. Those who believe their abilities are based on innate talents — and therefore can’t change much — have a “fixed” mindset. Those who believe that success is based on effort are said to have a “growth” mindset. They believe that with hard work, you can ALWAYS improve. One definition I like is that a fixed mindset focuses on proving how smart you are; a growth mindset is focused on improving.

Another important litmus test for a growth versus fixed mindset is a person’s reaction to failure. People with a growth mindset see failure as a learning opportunity and can bounce back relatively quickly, while those with a fixed mindset see failure as a reflection of their ability and therefore do everything they can to avoid it. That’s why people with fixed mindsets like to play it safe. As a result, they’re not often game-changers in our world. 

These two mindsets impact all aspects of our lives, including work, parenting, and even personal fulfillment. And it’s not just limited to individuals. Organizations have mindsets as well. They have (and promote) a growth or fixed mindset depending on the behaviors they penalize and reward. Are failed initiatives punished or celebrated? Dweck’s research suggests that individuals in fixed mindset organizations regularly keep secrets, cut corners, and cheat to try to get ahead. She found that employees in growth mindset organizations are 47% likelier to see their colleagues as trustworthy, 34% likelier to feel a strong sense of ownership and commitment to the company, 65% likelier to say that the company supports risk-taking, and 49% likelier to say that the company fosters innovation. 

The good news is that a growth mindset can be cultivated. Through my work, I’ve observed six key roadblocks that prevent people from adopting a growth mindset. In this blog post, I’ll outline three of the most common roadblocks and offer a few strategies to address them. Prepare yourself and your employees to be adaptable to change and uncertainty with my Learning Platform course, Growth Mindset: The Key to Greater Confidence and Impact. The course includes an in-depth look at all six roadblocks, along with proven techniques for overcoming them.

Recommended Learning Platform course

Growth Mindset: The Key to Confidence, Impact & Fulfillment

Diane Flynn