What mindset is really all about

It was a cringeworthy moment when I heard a trainer responding to a question from the audience about how to increase output, sales and production with members of his team who fall below targets and expectations. The trainer said, “Oh, all you need to do is to “mindset” your people so that they can develop a “positive growth mindset.” I smiled to myself and figured this person was probably misusing the word mindset when what he meant is “hypnotize or brainwash.”

In psychology and organizational development, few concepts have gained as much popularity and acclaim as the “growth mindset.” Carol Dweck’s research on the distinction between a “growth” and a “fixed” mindset has profoundly impacted individuals and organizations. Yet, as with any concept that garners widespread attention, misconceptions and oversimplifications can muddy the waters.

Carol Dweck wrote an article entitled “What Having a ‘Growth Mindset’ Actually Means” (HBR, January 13, 2016) seeking to clarify the misconceptions about her “mindset” findings.

Misconception 1: “I already have it, and I always have.”

It’s not uncommon for individuals to assume that they’ve always possessed a growth mindset or that it’s synonymous with being flexible or open-minded. However, this notion constitutes what Carol Dweck and colleagues call a “false growth mindset.” In reality, every individual is a blend of fixed and growth mindsets, and this blend evolves with experience. A pure, unwavering growth mindset doesn’t exist, underscoring the importance of fully acknowledging this fact to reap its benefits.

Misconception 2: “A growth mindset is just about praising and rewarding effort.”

The idea that a growth mindset solely involves praising effort is a myth, especially in educational and organizational contexts. While effort is valuable, the ultimate goal is not unproductive exertion but productive learning and progress. Rewarding effort and the processes that lead to genuine learning and progress is essential. This includes seeking assistance from others, experimenting with new strategies, and using setbacks as stepping stones to move forward effectively.

Misconception 3: “Just believe in a growth mindset, and good things will happen.”

It’s heartening to see companies adopting lofty values like growth and innovation in their mission statements. However, such values are hollow if not supported by policies that translate them into concrete actions and outcomes. A proper growth mindset is not merely about belief; it’s about implementation. Organizations that embody this mindset cultivate a culture of appropriate risk-taking, acknowledging that not all risks will pay off. They reward employees for valuable lessons learned, even if a project falls short of its initial goals. They foster collaboration over competition, invest in the growth of every member, and offer concrete opportunities for development and advancement. In essence, they back their growth mindset values with tangible policies.

Even after dispelling these misconceptions, embracing a genuine growth mindset remains challenging. Fixed-mindset triggers, such as challenges, criticism, or comparisons, can easily lead to defensiveness and hinder growth. Practicing growth-mindset thinking and behaviors can be especially difficult in work environments emphasizing innate talent and competition.

Recognizing and working with these triggers is crucial to cultivating and maintaining a growth mindset.

Many individuals, including managers and executives, have learned to identify when their fixed mindset tendencies emerge and how they respond defensively to perceived threats. Most importantly, they have developed the ability to engage in a constructive dialogue with their inner fixed mindset, persuading them to collaborate as they pursue ambitious goals.

While it requires effort and self-awareness, individuals and organizations can derive immense value from a deeper understanding of growth mindset concepts and their implementation processes. This understanding enriches their self-concept and clarifies their core values and aspirations for the future.

The concept of a growth mindset elucidated by Carol Dweck’s research is far more nuanced and impactful than mere buzzwords or lip service. It’s a transformative ideology that can revolutionize how we approach challenges, learning, and personal development when correctly grasped and embraced.

So now that Carol Dweck has clarified it, I hope to have lesser cringeworthy moments the next time I hear another speaker or trainer talk about all these “mindset” thingy.

(Francis Kong’s podcast “Inspiring Excellence” is now available on Spotify, Apple, Google, or other podcast streaming platforms.)