2. Learning Objectives
Upon completion of this program, you
will be able to:
Describe the importance of a growth
mindset in both your personal and
professional success.
Increase your awareness of your mindset
and how this drives learning agility to
improve your personal and professional
effectiveness.
Take practical steps to develop or change
the mindset of you and your team members.
3. What people believe shapes
what people achieve.
Our self theories determine how
we interpret our experiences
and can set boundaries on what
we accomplish.
Carol Dweck, Ph.D
4. Your intelligence is something very basic about
you that you cannot change very much.
You can learn new things, but you cannot really
change how intelligent you are.
No matter how much intelligence you have, you
can always change it quite a bit.
You can always substantially change how
intelligent you are.
Mostly
Disagree Mostly
Agree
Disagree
Mindset Self-Assessment
Agree
5. Smart or dumb.
Strong or weak.
Competent or incompetent.
Winners or losers.
Good or bad.
People with a FIXED mindset view themselves as:
What Is a Fixed Mindset?
Fixed Mindset
Intelligence is static.
Leads to a desire to look
smart and therefore a
tendency to…
6. Believe that everyone can change,
grow, and improve.
Have a passion for stretching and
growing.
View challenges as opportunities.
Have the ability to stick to difficult tasks.
View failure as a lesson—not as an
identity.
What Is a Growth Mindset?
People with a GROWTH mindset:
Growth Mindset
Intelligence can be
developed.
Leads to a desire to
learn and therefore a
tendency to…
8. 47% more likely to say their colleagues are
trustworthy.
34% more likely to have strong sense of
commitment to company.
49% more likely to say their company fosters
innovation.
Benefits of Growth Mindsets in
Companies
9. Step 1.
Learn to
hear your
fixed
mindset
“voice.”
Step 2.
Recognize
that you
have a
choice!
Step 3. Talk
back with a
growth
mindset
voice.
Step 4. Take
the growth
mindset
action.
How to Change from Fixed to Growth
From Dweck (2006–2010).
10. Adapted from Visser (2011).
Fixed Mindset Growth Mindset
Capabilities To try to appear as capable as much as
possible.
To try to learn and improve as much as
possible.
Challenges Avoided in case of failure they can give an
impression of lack of talent.
Embraced because you can learn from
them and they can lead to growth.
View on effort Is seen as an indication of a lack of talent. Is seen as a normal and necessary step to
growth.
Response to
adversity or failure
Seen as an indication of a lack of talent, often
leads to giving up early.
Seen as an indication that more effort
and/or better strategies are needed.
Response to
criticism
Self-defeating defensiveness: own mistakes
are not recognized and admitted.
Inquisitive and interested, eager to learn
and open to feedback and suggestions.
View on success
of others
Seen as a threat because these other people
might be viewed as more talented.
Seen as inspirational because lessons can
be drawn from it for further learning.
Impact on own
development
Potential is under-utilized which is seen as a
confirmation of one’s own fixed mindset.
Potential is developed which is a
confirmation of one’s own growth mindset.
Effect on other
people
Can impede cooperation, feedback and
growth.
Can invite cooperation, feedback and tips
and stimulate growth.
Belief Capabilities are seen as inborn talents which
are not changeable.
Capabilities are seen as mutable by effort
and effective learning strategies.
Recognizing Fixed and Growth
Mindsets
11. Fixed Mindset Growth Mindset
1. “Are you sure you can do it? Maybe
you don’t have the talent.”
2. “What if you fail—you’ll be a failure.”
3. “If you don’t try, you can protect
yourself and keep your dignity.”
4. “This would have been a snap if you
really had talent.”
5. “It’s not my fault. It was something or
someone else’s fault.”
6. “Who do they think they are? I’ll put
them in their place.”
1. “I’m not sure I can do it now, but I think
I can learn to with time and effort.”
Step 1. Learn to
hear your fixed
mindset “voice.”
Step 2.
Recognize that
you have a
choice!
Step 3. Talk back
with a growth
mindset voice.
Step 4. Take the
growth mindset
action.
How to Talk Back…
12. Growth Mindset Compliments Growth Mindset Questions
1. Thank you for how much effort you
put into what you accomplished.
2. Your perseverance shows in your
work, good job.
3. I’m impressed by how patient you
are when you met that challenge.
4. Wow, you worked hard and that hard
work paid off!
1. Lets discuss what went wrong in the
last assignment and what we learned
from it.
2. Tell me a specific goal you set for
yourself in this project.
3. What did you try hard today?
Step 1. Learn to
hear your fixed
mindset “voice.”
Step 2.
Recognize that
you have a
choice!
Step 3. Talk back
with a growth
mindset voice.
Step 4. Take the
growth mindset
action.
Growth Mindset Actions…
13. IQ EQ LQ
THE COGNITIVE ABILITY TO
UNDERSTAND AND MAKE SENSE OF
INFORMATION, GENERATE IDEAS,
AND SOLVE PROBLEMS.
THE AWARENESS OF AND ABILITY TO
MANAGE OUR OWN EMOTIONS AND
THOSE OF OTHERS. IT HAS BEEN
SHOWN TO BE CRITICAL IN INFLUENCING
AND BUILDING LOYALTY IN OTHERS.
ABILITY TO LEARN FROM
EXPERIENCES AND TO APPLY
THAT LEARNING TO NEW AND
DIFFERENT SITUATIONS.
Three Variables to Leadership Success
14. Mental Agility
People Agility
Change Agility
Results Agility
Think through problems from a fresh
point of view; comfortable with
complexity and ambiguity.
Self awareness; learn from experience,
resilient under pressures of change.
Curious; passion for ideas; engage in
skill building activities.
Get results under tough conditions;
inspire others; their presence build
confidence in others.
What do you do when you don’t know what to do?
Four Aspects of Learning Quotient
15. Seek out opportunities:
Outside of your expertise.
Through lateral moves.
On task forces requiring collaboration across areas.
Participate in cross-functional projects and
strategically-oriented efforts.
Engage in new experiences.
Continuously apply newly acquired knowledge and skills.
Engage in team or peer reviews.
Strategies to Developing High
Learning Activity
Editor's Notes
#1:Welcome, this short PPT presents Professor Carol Dweck’s work in the context of personal and team motivation and growth.
#2:Take a moment to review these learning objectives.
Understand the importance of a Growth Mindset, How we can increase our awareness of our current mindset, and what practical steps we can take to change the mindsets of ourselves and our team.
#4:Take a moment to answer these questions to yourself.
If you disagree with the first two statements, and agree with the last two statements, you already have a growth mindset.
Regardless of how you answered these quick questions, the good news from Professor Dweck’s work is how a Growth Mindset can be developed.
#5:Many people experience a fixed mindset in parts of their lives. It may be in education, work, sports, relationships. They tend to see themselves as a permanent state…they are “just bad at math”. The trouble with this perspective is how it stops them from improving in areas.
#6:The Growth Mindset recognizes that “failure” brings us one step closer to mastery. Growth Mindset people are more diligent and resilient in life and work, which forms their foundation for success.
#7:Lets discuss how we can develop a Growth Mindset, in both our selves and our teams.
#8:recent research from Prof Dweck shows the rewards from instilling a growth mindset philosophy in a company’s culture. Growth Mindset companies are more trustworthy, engaged and innovative.
#9:To change from a Fixed to a Growth Mindset, we have to follow these four steps.
First, discern the fixed mindset voice…
Next, realize you have a choice
Engage with a growth mindset voice and take specific growth mindset actions.
http://www.mindsetonline.com/changeyourmindset/firststeps/index.html
#10:First we have to recognize when we or others are in a fixed mindset…and remember we can all be in fixed mindsets in different areas of our lives and work. Here are some of the common business situations in which we may confront fixed and growth mindsets. We may question our capabilities, or overestimate our challenges. We may respond poorly to adversity or criticism. Perhaps our beliefs and perspectives hinder us. In all of these cases, it is important to learn to recognize when a fixed mindset is prevailing…and then choose to take intentional actions to change to a growth mindset.
Adapted from: :http://solutionfocusedchange.blogspot.com/2011/06/developing-growth-mindset-how.html
#11:Next we have to learn how to “talk back” to ourselves and our teams in a “growth mindset” voice. How would you change these fixed mindset examples into a growth mindset statement?
#12:Feedback sessions are a great time to help our team members to develop the agility and resiliency to succeed by “praising” in a growth mindset tone.
#13:We often talk about three types of “intelligence” for success in work and life. IQ, which is the critical thinking skills for rational analysis. This is 80% genetic so we can only improve this a bit with effort. EQ, which is the emotional intelligence for interpersonal relationships, influence and persuasion. This is about 50% genetic. And finally Learning Intelligence, which are the intellectual skills for resilience and agility…this is only 30% genetic and is where a Growth Mindset resides.
#14:The growth mindset depends on these 4 different agilities: The Mental agility of paradox, the people agility of empathy, the change agility of embracing ambiguity, and the results agility to focus on the pragmatic.
#15:As we conclude, throughout your career work on having these growth mindset strategies an ongoing part of your personal and professional development plans.
