Growth-mindset
The concept of a growth mindset was developed by psychologist Carol Dweck and popularized in her book, Mindset: The New Psychology of Success. Decades of research led Dweck to identify two types of mindsets: fixed and growth. People with fixed mindsets view talent as a quality they either have or do not have. People with growth mindsets believe that intelligence, skills, and abilities can be developed. This belief creates a love of learning and a resilience that is essential for great accomplishment.
People with growth mindsets welcome challenges and setbacks because they see them as opportunities to learn and solve problems. Challenges and setbacks aren’t failures in their eyes, but rather chances to learn and grow. Workers with growth mindsets welcome challenges, work harder and more effectively, and persevere in the face of struggle which makes them more successful learners and better contributors to their organizations.
Organizations with growth mindsets—those where learning and growth are highly valued—build cultures that are more collaborative and innovative. Eventually, cultivation of growth mindset in the organization is likely to lead to better performance, more innovations, better leadership and management, greater diversity, more inclusion.
Growth Mindset at Work: How Beliefs About the Nature of Talents and Abilities Shape OrganizationalSuccess
https://redfworkshop.org/wp-content/uploads/2017/10/Growth-Mindset-at-Work.pdf
Chris Miller. Expectations Create Outcomes: Growth Mindsets in Organizations. UNC Executive Development:Growth Mindsets in Organizations, 2016
