A growth mindset simply means that people believe their intelligence and talents can be improved through effort and actions. A growth mindset also recognizes that setbacks are a necessary part of the learning process and allows people to ‘bounce back’ by increasing motivational efforts.
Many of us are aware of the importance of adopting a growth mindset and perhaps even believe we have done so already. But do we know what we mean when we talk about moving from fixed thinking to the growth zone? Findings from research into the benefits of a growth mindset have been well received. Knowing that “the view you adopt for yourself profoundly affects the way you lead your life” means we all have the potential for change (Dweck, 2017).
This article digs a little deeper, exploring the supporting research and steps needed to adopt a growth mindset.
What is a growth mindset?
A growth mindset views intelligence and talent as qualities that can be developed over time.
This doesn’t mean that people with a growth mindset assume that they could be the next Einstein—there are still variables in what we can all achieve. A growth mindset simply means that people believe their intelligence and talents can be improved through effort and actions.
A growth mindset also recognizes that setbacks are a necessary part of the learning process and allows people to ‘bounce back’ by increasing motivational effort.
This kind of mindset sees ‘failings’ as temporary and changeable, and as such, a growth mindset is crucial for learning, resilience, motivation, and performance.
Those who adopt a growth mindset are more likely to:
- Embrace lifelong learning
- Believe intelligence can be improved
- Put in more effort to learn
- Believe effort leads to mastery
- Believe failures are just temporary setbacks
- View feedback as a source of information
- Willingly embraces challenges
- View others’ success as a source of inspiration
- View feedback as an opportunity to learn
What is a fixed mindset?
In a fixed mindset, people believe attributes, such as talent and intelligence, are fixed—that’s to say, they believe they’re born with the level of intelligence and natural talents they’ll reach in adulthood.
A fixed-minded person usually avoids challenges in life, gives up easily, and becomes intimidated or threatened by the success of other people. This is in part because a fixed mindset doesn’t see intelligence and talent as something you develop—it’s something you “are”.
Fixed mindsets can lead to negative thinking. For instance, a person with a fixed mindset might fail at a task and believe it’s because they aren’t smart enough to do it. Whereas a growth mindset person might fail at the same task and believe it’s because they need to spend more time practicing.
People with a fixed mindset believe individual traits cannot change, no matter how much effort you put in, and are more likely to:
- Believe intelligence and talent are static
- Avoid challenges to avoid failure
- Ignore feedback from others
- Feel threatened by the success of others
- Hide flaws so as not to be judged by others
- Believe putting in effort is worthless
- View feedback as personal criticism
- Give up easily
Types and theories
Variation within the study of mindsets includes how to define, measure, and conceptualize a mindset as well as the types of mindset identified. Substantial variations exist even among scholars within the same discipline, studying the same mindset (French, 2016). Nevertheless, any discussion of mindset should include recognition of the numerous, varied, and a growing number of mindsets and mindset theories that receive attention in multiple disciplines throughout academia.
Mindset agency theory
Mindset theory, based on the cultural values defined by Sagiv and Schwarts,[rx] explains the nature, functions, and variables that make up the characteristics of personality.[rx] The mindscape theory and cultural values outlined by Sagive and Schwarts combine to make a more comprehensive whole of mindset agency theory.[rx]
Mindscape theory
The Myer’s–Briggs Type Indicator (MBTI) deals with psychological functions that, paired with values of social attitude, combine in certain ways to generate personality patterns called “types” that may be evaluated by exploring individual preferences (which change with context). Different is Maruyama’s mindscape theory which works with epistemological types. Mindscapes seek to measure individuals on a scale of characteristics and place them into four categories of personalities that make up the population of the world.[rx][rx] Each category contains differing views toward information, perception, logic, and ethics. Hierarchical Bureaucrats generally view the world as having natural order with competition and consequences much like natural selection. Independent Princes view the world as random, individualistic, and chaotic with a natural decay that is inevitable. Social Reformers view the world as a balance that can be maintained by symbiosis between everything. Generative Revolutionaries view the world as the potential for growth through interaction and symbiosis; change is encouraged.
Sagiv-Schwarts cultural values
Sagiv and Schwarts posited three bipolar dimensions to a culture based on values.[rx] These dimensions contain opposites in the realms of cognitive, figurative, and operative values:
- Cognitive: embeddedness or autonomy
- Figurative: mastery or harmony
- Operative: hierarchy or egalitarian
Who identified the growth mindset?
Psychologist Dr. Carol Dweck of Stanford University was the first to describe the growth mindset. In her ground-breaking research, Dweck investigated why some people fail and others succeed.
In one study, high school students were challenged with puzzles that ranged from easy to difficult. Much to the surprise of researchers, some students embraced failure and treated it as a learning experience, and this positive attitude was what Dweck later coined the ‘growth mindset’.
Dweck’s research also found, contrary to popular opinion, that it’s more beneficial not to praise talent or natural abilities but praise the process. In particular, effort, strategies, persistence, and resilience should be rewarded. These processes play a major role in providing constructive feedback and creating a positive student-teacher relationship.
Dweck later noted, in a 2015 article, that while effort is an important part of a growth mindset, it shouldn’t be the main focus of praise. Effort should be a means to learning and improving. When fostering a growth mindset, continue telling yourself “great effort” after finishing a task, but also look for ways to improve next time—so you feel good in the short and long term.
The benefits of a growth mindset
Studies by Dweck and others indicate that a growth mindset has a positive effect on motivation and academic performance.
One study examined the academic enjoyment of undergraduate students after learning about the neuroplasticity of the brain.
The students were encouraged to endorse a growth mindset through three one hour sessions on brain functioning. The control group was taught that there are several types of intelligence. Students showed significantly higher motivation and enjoyment of science after learning about the growth mindset than in the control group.
In another study, teaching a growth mindset to junior high school students resulted in increased motivation and academic performance. The researchers found a growth mindset was particularly beneficial for students studying science and mathematics.
Studies have also indicated that students who endorsed a growth mindset, rather than a fixed mindset, had higher grades in mathematics, languages, and grade point average (GPA).
Additional benefits of a growth mindset include:
- Reduced burnout
- Fewer psychological problems, such as depression and anxiety
- Fewer behavioral problems
The neuroscience of a growth mindset
Scientists have measured the electrical activity in the brain to understand the brain correlates of a growth mindset.
Using neuroimaging, researchers have found a link between a growth mindset and activation in two key areas of the brain:
- The anterior cingulate cortex (ACC): is involved in learning and control
- The dorsolateral prefrontal cortex (DLPFC): involved in error-monitoring and behavioral adaptation
A growth mindset appears to be linked to higher motivation and error correction. It is also associated with lower activation in response to negative feedback.
Additionally, researchers have shown that in growth-minded people, the brain is most active when a person was told how they could improve — for example, tips on what to do better next time. Meanwhile, in those with a fixed mindset, the brain is active when a person is being given information about their performance – for example, the results of a test. This suggests that people with a growth mindset are more focused on the process, rather than the result.
However, only a few studies have examined the brain mechanisms underpinning different mindsets. More research is needed to clarify the precise brain activity of growth mindsets.
Can a person’s mindset change?
Just as someone can grow and develop their intellect, a person is also capable of changing brain functions and their thinking patterns.
Neuroscience shows us that the brain continues to develop and change, even as adults. The brain is similar to plastic in that it can be remolded over time, as new neural pathways form. This has led scientists to identify the tendency of the brain to change through growth and reorganization as ‘neuroplasticity’.
Studies have shown the brain can grow new connections, strengthen existing ones, and improve the speed of pulse transmission. These suggest that a person with a fixed mindset can slowly develop a growth mindset.
According to Dr. Carol Dweck, you can change your mindset from a fixed mindset to a growth mindset. This is also supported by neuroscience studies demonstrating the malleability of self-attributes such as intelligence.
How to develop a growth mindset
Researchers have found that it is possible to promote a growth mindset by teaching students about neuroscience evidence showing the brain is malleable and improves through effort.
There are several ways to develop a growth mindset:
1. Realize that, scientifically, you can improve
One of the most direct methods of fostering a growth mindset is by understanding our brains are built to grow and learn. By challenging yourself with new experiences, you can form or strengthen neural connections to ‘rewire’ your brain which, in turn, can make you smarter.
2. Remove the ‘fixed mindset’ inner voice
Many people have a negative inner voice that acts against a growth mindset. Try to flip thoughts such as ‘I can’t do this’, to ‘I can do this if I keep practicing’ to nurture a growth mindset.
3. Reward the process
Although society often rewards those who achieve excellent outcomes, this can work against a growth mindset. Instead, reward the process and the effort exerted. One study by Dr. Carol Dweck showed that rewarding effort over results on a maths game improved performance.
4. Get feedback
Try and seek feedback on your work. When students are provided with progressive feedback about what they did well and where they can improve, it creates motivation to keep going. Feedback is also associated with a pleasurable dopamine response and enhances a growth mindset.
5. Get out of your comfort zone
Being brave enough to leave your comfort zone can help foster a growth mindset. When faced with a challenge, try to choose the harder option that will allow you to grow.
6. Accept failure as part of the process
Failure, setbacks, and initial confusion are all part of the learning process! When trying something new, see occasional ‘failures’ as positive learning opportunities—try to enjoy the discovery process along the way.
Growth Mindset vs Fixed Mindset
“Individuals who believe their talents can be developed (through hard work, good strategies, and input from others) have a growth mindset” (Dweck, 2016). On the other hand, those with a fixed mindset believe such talents are an innate gifts and not easily changed.
While Carol Dweck’s pioneering work on the growth mindset has had a considerable impact since her 2014 TED Talk and more recent book Mindset, it is often misunderstood.
Therefore, it is essential to be clear on exactly what a growth mindset is and avoid some of the common misconceptions that arise, including (Dweck, 2016):
- I’ve always had it.
A false growth mindset often results from confusing the concept with flexibility or open-mindedness. We are all a mixture of fixed and growth mindsets; we can’t claim to have always had one or the other. - It’s just about praising effort.
While effort is essential, it must be productive. Deep engagement in the processes that lead to positive outcomes is vital, such as trying out new strategies, asking for help, and learning from failure. - Talking about a growth mindset is enough.
Adopting a growth mindset means more than saying it’s a great outlook to have. Organizations, in particular, need to encourage staff to take appropriate risks, support collaboration over competition, and facilitate learning and development.
To enter or remain in the growth zone, we must recognize fixed mindset triggers we find in the environment that hold us back. It could be fear of failure or uncertainty over competence. Once we recognize what makes us feel defensive or threatened, we can challenge and even talk back to it (Dweck, 2016).
As Angela Duckworth (2018, p. 180) notes, “some of us believe, deep down, that people really can change.” That’s a growth mindset.
Growth-minded individuals believe that we can get smarter with the right opportunities, degree of effort, and self-belief. Those who are more fixed in their outlook agree that you can learn skills (e.g., fixing a car, riding a bike, etc.) but believe you can’t train your talent.
A setback for someone with a fixed mindset can be catastrophic, believing they don’t have what it takes, while someone with a growth mindset sees it as a chance to learn and get better (Duckworth, 2018).
Research Behind the Theory and Model
While Dweck’s ideas on the importance of adopting a growth mindset have been widely accepted and applauded, sometimes without fully grasping the importance of the principles beneath, it is vital to remember that it is more than just an idea.
Dweck and others have spent years researching what a growth mindset is and is not, and their findings back up their claims (Dweck, 2017).
In a 2013 study, Gunderson et al. found that praising effort in children leads to a growth mindset while encouraging inherent abilities leads to adopting fixed-ability frameworks. Ongoing research has identified that adopting a growth mindset dramatically changes how you approach life and encourages success in education, business, and even relationships (Dweck, 2017).
Yeager and Dweck (2020) explained the current state of research into growth mindsets in education and attempted to answer some of the challenges and questions surrounding the theory. Some examples from their research are included below.
1. Does a growth mindset predict academic outcomes?
Mostly. “There is a replicable and generalizable association between mindsets and achievement” (Yeager & Dweck, 2020, p. 5).
A fixed mindset typically predicts lower academic results in tests and exams compared with a growth mindset. However, findings suggest that it may not have an effect when hours of study are very high, such as in Mainland China, with a reported 57 hours of study per week.
2. Do growth mindset interventions work?
Not always. While growth interventions (for example, encouraging effort, seeking help, and changing strategies) sometimes improve academic success, that is not always the case. Outcomes vary depending on the individual’s psychological profile and the type of interventions used.
It appears that finding a growth mindset intervention appropriate to the individual and their needs is crucial.
3. Can teachers instill a growth mindset in their students?
Unclear. Mindset interventions either aimed at or administered by teachers at scale have not generally proved successful. Despite immense care and effort, positive results have not been immediate. And yet, benefits may be seen in the longer term.
It seems positive results are more likely in response to direct-to-student programs that teach students a growth mindset directly.
While inconclusive, there appears to be a theme rising from the research. Adopting a growth mindset is not a silver bullet, always guarantees better performance and improved outcomes. Yet, when an intervention is well timed and appropriate to the individual, a shift in mindset becomes apparent, leading to success in multiple areas of life (Dweck, 2017).
How to Coach Clients Toward a Growth Mindset
When coaching someone to adopt a growth mindset, you must help them learn what it looks like in themselves and others. Only then can they begin to make the changes needed to spend more time in the growth zone.
The following approaches will help.
What is a growth mindset?
Introduce and explore the following statement defining a growth mindset with your client (Yeager & Dweck, 2020, p. 1):
“A growth mindset is the belief that personal characteristics, such as intellectual abilities, can be developed, and a fixed mindset is the belief that these characteristics are fixed and unchangeable.”
Ask the client to consider and discuss the following:
- In the last seven days, when have you displayed a fixed mindset?
- In the last seven days, when have you displayed a growth mindset?
- Which mindset worked out and why?
- When would you like to adopt a growth mindset more often?
Recognizing a growth mindset
Ask the client to think about someone (a friend, family member, or someone famous) who spends most of their time in a fixed mindset (modified from Dweck, 2017):
- How do they act and talk?
- Are they extremely sensitive to being wrong?
- Are you this way?
Now, think of someone who exhibits a growth mindset and ask yourself:
- How do they view and approach obstacles?
- How do they stretch themselves?
Ask the client to consider why you may enjoy and get more out of life with a growth mindset. Discuss and list some pros and cons.
Growth Mindset Interventions: 2 Examples
Dweck (2017, p. 223) writes, “the growth mindset is based on the belief in change.”
There are several interventions we can use to help someone use their abilities to learn, develop a growth mindset, and challenge a fixed mindset, including the following.
Visualizing a dilemma
We are confronted with daily dilemmas. Some are small (What should we have for lunch?) while others significantly impact our lives (Should we work for a startup?).
While we must always balance potential risks and gains, opening yourself up to growth does not mean you become careless. Instead, you will become more yourself, not less (Dweck, 2017).
Try visualizing some real and artificial dilemmas. How would you react to the situation from a fixed versus a growth mindset? Consider the following two examples:
- You didn’t get the offer you had hoped for from graduate school.
A fixed mindset might tell you that you were fooling yourself. You were never going to get in, and that’s that.
Using a growth mindset, you go further. You think about your goal. What are you trying to achieve? Could you get back in contact with the school to see what options you have or apply for a different one? Perhaps you could commit to additional studies and then try applying again.
- The project didn’t go well; mistakes were made.
A fixed mindset might ask, Well what did they expect? After all, I didn’t have the skills needed. You accept the failure and, most likely, repeat the mistakes in the future.
Using your newfound growth mindset, you think about how you could learn from what went wrong. You get the team together to consider what you can salvage, how you can fix what’s wrong, and how you can prevent it from happening again.
A growth mindset is ultimately more favorable because it puts you back in control.
Review your rejections
We have all experienced rejection, likely many times. To ensure future instances are less catastrophic, it can help to consider past examples and ask yourself some growth-related questions.
- Think of several situations where you felt rejected. Perhaps you were turned down for a date, didn’t get on the basketball team, or didn’t get offered the job.
- What did you learn?
- Did the experience teach you more about yourself and what you do and don’t want out of life?
- What positives came out of the rejection (perhaps not immediately, but later)?
- Can you forgive the person who rejected you, wish them well, and let go of any bitterness?
How to develop a growth mindset: 13 tips
Now that we’ve discussed the benefits of a growth mindset, let’s walk through some tips on how you can develop one.
First, we will talk about actions you can take right now, and then we’ll give you some action you’ll need to commit to long-term.
Prepare to develop a growth mindset
Here are seven steps you can take right now to develop a growth mindset:
1. Determine where you sit now
Do you consider yourself more or less in the growth mindset pool, and you’re looking to make sure you stay that way? Or would you describe yourself as having a fixed mindset?
Knowing where you stand to begin with is the first phase. You can’t tell where to go if you don’t know where you are.
2. Explore why you want to develop a growth mindset
What is it about the growth mindset that motivates you to change? What benefits do you see a growth mindset bringing to your life?
Understanding this will give you purpose during the difficult stages of developing this worldview.
3. Find examples of others who have developed a growth mindset
Start talking to your friends, family, and colleagues about the growth mindset. See if anyone you know has also been working on developing one. They might be able to provide some valuable insights.
4. Change your perspective on failure
Start viewing failure not as a sign of inability but as part of the process of learning.
Nobody starts out on any endeavor being the perfect example of the goal. Even the world’s greatest athletes, artists, and business magnates started out as kids with little talent or expertise.
5. Understand your own limitations
Recognize that some things will be beyond what you can achieve. This helps you to set realistic goals. It will help you understand that some endeavors (such as the ones that your genetic makeup is less suited for) will require even more effort.
6. Notice how you speak and act
Notice how you talk about talent and skill. Do you find yourself saying things like, “I’m no good at this” or “She’s just naturally talented”?
Swap those phrases out for “I’m not great at this yet.” and “She’s clearly put in a lot of effort to become so talented.”
Notice how others around you speak and act, and then seek out those who have growth mindsets and foster your relationships with them.
7. Learn about brain plasticity
If you’re the kind of person who loves learning about how the human brain works, then consider diving into the world of neuroplasticity.
This will give you a neat physiological perspective on how the growth mindset actually works.
Start cultivating and developing a growth mindset
Once you’ve mastered the above seven steps, it’s time to start adding these growth mindset actions to your repertoire.
1. See your challenges as opportunities
Life will always find a way to throw something difficult at you. Try not to see these challenges as obstacles or setbacks that you dread.
Rather, try to view them more positively. Try to view them as opportunities to overcome something difficult and grow as a result. The more difficult the challenge, the greater the opportunity for learning and growth.
2. Reflect each day on what you’ve failed at (and learned from)
Many of us spend some time at the end of the day reflecting on our successes. While this is a valuable habit, try adding a couple of minutes to reflect on the areas where things didn’t go as well. What did you learn from that experience? The point isn’t to dwell or beat yourself up but to recognize and lock in the learning.
3. Stop seeking approval from others
When we seek the approval of others, we take on the wrong objective. We start taking being right as our goal, rather than learning and growing. Become aware of the difference. Pause to recognize when you are pursuing approval rather than growth and remind yourself, kindly, to stop seeking approval from others. You’ll find that you become more comfortable with the daily failures that come with stretching.
4. Identify opportunities to celebrate the success of others
When others around you succeed, celebrate! More than this, get curious about what made them successful. Even better, ask them. Connect with others to understand what actions they took and how they approached the challenge to get there.
5. Focus on rewarding actions, not traits
You can help others develop a growth mindset, too, by praising their efforts and actions rather than their inherent traits.
For example, if your child brings home a stellar result on their pop quiz, appropriate praise would sound like, “Wow, you did so well, you must have put a lot of effort into studying,” rather than, “Wow, you did so well, you must be very smart.”
6. Start using the word “yet” more often
This is a simple one. Whenever you catch yourself thinking “I’m not very good at this,” add the word “yet”:
3 Activities, Games, and Exercises for Adults
Finding ways to adopt a growth mindset can be fun, especially when performed in pairs or groups. Here are some great exercises to try.
Seek out challenge
In his book Think Again, Adam Grant (2021) encourages readers to escape ‘echo chambers’ where everyone agrees with them. Instead, challenge your mindset by seeking out people who think differently.
If you hold a particular view about something, encourage a reasoned discussion with non-likeminded people where you challenge one another. Don’t just try to beat them; learn from them. What didn’t you know before? Should you alter your view, perhaps becoming more moderate, or replace it?
Group settings can become powerful opportunities to challenge your entrenched beliefs and views.
Embrace the joy of being wrong
We often become so fixed in our thinking or concerned about looking foolish that we hold on to our beliefs despite new information to the contrary.
When you find out that you are mistaken or need to update your thinking, welcome it and be prepared to laugh at yourself. Focus on improving rather than proving yourself (Grant, 2021).
Sometimes sharing our mistakes and learning can provide a sense of freedom, for yourself and others.
Picture your ideal relationship
While we often imagine ideal relationships (romantic, business, or otherwise) as harmonious and without disagreement, it is most likely unrealistic and not in our best interests (Dweck, 2016).
Work with your partner(s) and consider how a growth relationship might tackle different situations.
For example, consider a romantic relationship, where someone gets an inviting text from an ex. Take different mindset positions and reflect on how you might respond.
Best Worksheets, Workbooks, and Handouts
Mindset Works is an exciting website exploring Dweck’s and others’ pioneering research on the growth mindset.
It offers training and free resources, including study guides, handouts, and lesson plans (for parents and teachers) to nurture positive learning beliefs, habits, and cultures.
For more resources for teaching students a growth mindset directly, try out some of the resources available at PARTS. Applying research-based practices, PARTS aims to create learning environments for students and empower educators to thrive. Learning programs are available for students of all ages and include a learning library and Mindset Kit.
Assessing Mindset: 3 Questionnaires and Tests
There are plenty of mindset tests available for scoring growth mindsets and highlighting opportunities to improve. Check out the following sample of three:
- The research-validated Mindset Assessment at Mindset Works identifies elements of your mindset that are fixed and helps you to develop strategies to move toward growth.
- PERTS’ Mindset Kit offers a mindset assessment involving journal writing for children in second grade.
- IDR Labs had a growth mindset test that highlights an individual’s degree of fixed versus growth mindset based on Dweck’s research.
While some of the above tests may not have been scientifically validated, they offer insight into areas of our thinking that we should consider revisiting.
8 Questions to Ask Your Clients
Dweck (2017, p. 12) suggests that to understand your mindset, ask yourself which of the following statements you most agree with.
Regarding abilities:
- Your intelligence is something that you can’t change very much.
- You can learn new things, but you can’t change how intelligent you are.
- No matter how intelligent you are, you can still change a bit.
- You can always substantially change how intelligent you are.
If you strongly agree with statements 1 and 2, you are more fixed in your thinking. Agreeing with statements 3 and 4 suggests you adopt more of a growth mindset.
Regarding personal qualities:
- You have certain personal qualities, and there is little you can do to change that.
- No matter who you are, you can always change substantially.
- You may change how you do things, but you can’t change the essential elements of who you are.
- You can always change the basic things about who you are.
Statements 1 and 3 suggest a fixed mindset, while 2 (in particular) and 4 indicate you have a growth mindset.
Become a Mindset Coach: 3 Training Options
The following three training options are valuable for learning how to be a mindset coach.
- The Mindset Coach Academy provides training and direct access to tools and techniques to help transform your clients.
- Positive Performance Training offers a four-month, small group training course on how to set up a mindset coaching business.
- Transformation Academy teaches you how to support others on a journey to mastering their mindset.
The above is a sample of some of the commercial courses available. Search around and check out reviews to ensure the course suits your needs, budget, and time.
Conclusion
Over the last decade, the idea of adopting a growth mindset has become commonplace. Educators, businesses, and individuals may all claim to have adopted one without fully understanding what that means.
Having a growth mindset means recognizing our ability to change who we are, what we know, and how we think. Our personal qualities and abilities are not static; they remain open to change from outside and within.
For many, this may offer a significant shift in their outlook on who they are and can become. Recognizing our capacity for growth and development places accountability on ourselves to take charge and develop in the direction of our choosing.
Whether working on yourself or with a client, review the theory and try out the questions and exercises to understand which mindset you rely on. Then identify what changes you wish to make to enter the growth zone. The choice is ultimately yours, but a growth mindset may open up new opportunities for you that may have previously seemed impossible.
