A growth mindset is one of the most sought-after soft skills in today's professional world. With the increased automation and mechanization of most job sectors, the future of the workplace is in constant flux. It is estimated that in the coming decade, hundreds of millions of people will have to learn new skills or change positions to stay relevant.

Employees with a growth mindset will constantly seek to better themselves and develop their skills. They actively seek out challenges and take any setback as an opportunity to learn. This one belief can motivate a person to learn new skills and to develop existing ones. High levels of adaptability showcased at an individual level also help make the company as a whole more flexible in the face of constantly changing industry requirements.

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What is a Growth Mindset?

The concept began with research conducted by Carol Dweck and her colleagues on students' attitudes toward failure. The term "growth mindset" was coined by Dweck in the early 2000s to describe a person's underlying beliefs about intelligence and learning. During their study, they found that students coped with failure differently: some integrated the experience into their growth plan, while others simply got stuck. Although the theory originated in education, it quickly outgrew its roots and became integrated into all fields, including sports and workplace psychology.

Dweck, a psychology professor at Stanford, published her findings in the book Mindset: The New Psychology of Success. Although the book is based on scientific research, it is an accessible read for the general public and has since become a bestseller.

Fixed vs. Growth Mindset

The theory is built on the dichotomy between a "fixed" and a "growth" mindset. Individuals with a fixed mindset believe that talents and intelligence are innate gifts that you either have or you don't. As a result, they tend to avoid challenges out of a fear of failure, as they believe failure is a direct reflection of their limited abilities.

People with a fixed mindset usually attribute a great deal of meaning to both success and, especially, to failure. They view any failure—regardless of how small—as a personal affront, believing it means they are simply not good enough. Since they see intellect as innate, they feel there is little they can do about it. This can lead to defensive mechanisms, such as deflecting responsibility and blaming others for setbacks.

Here are some characteristic behaviors for people with a fixed mindset:

1. Avoid challenges
2. Hide mistakes
3. Disregard feedback
4. Respond to feedback in a defensive manner
5. View feedback as personal criticism

In comparison, people with a growth mindset believe that talent and intellect are malleable and can be developed throughout their life with effort and dedication. Thus, they focus more on hard work, learning, and persistence. These individuals tend to be more open to feedback from others, seeing it as a valuable tool for improvement.

Setbacks are viewed as an integral part of evolution—as opportunities to learn and improve future actions. People with a growth mindset use failure as motivation to better themselves and their performance. By overcoming obstacles, they build resilience and boost their creativity. Therefore, failure is not charged with the same negative implications as it is for people with a fixed mindset.

Some actions that signal a growth mindset are:

1. Continuous effort for self-development
2. Taking courses to learn new skills or develop existing ones
3. Actively searching for challenges
4. Volunteering for new tasks
5. Accepting and acting on feedback

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How to Nurture a Growth Mindset

A growth mindset can be adopted by anyone, as long as they put in the work. This is not always an easy belief to obtain and maintain because we all have a series of fixed mindset triggers. Receiving criticism or being compared with other colleagues can easily lead to a defensive response. To ensure that we do not stray out of the "growth zone," it is important to first identify such triggers and consciously work through them.

One of the basic elements of a growth mindset is to take action. Therefore, if you want to develop your beliefs, an efficient way to do so is to constantly seek new ways to improve your skills and abilities:

1. Build your tech skills through online tutorials.
2. Sign up for courses to develop new or existing skills.
3. Practice networking to learn from others in your field.

Implications of a Growth Mindset in the Workplace

Advances in neuroscience have shown that it is possible to boost neural development through our actions and mindset. Nurturing a growth mindset leads to higher levels of motivation and, ultimately, better achievements.

One of the many benefits of having employees with a growth mindset is that they foster a more positive and innovative work environment. These individuals thrive in fast-paced settings and are eager to take on new projects, viewing each challenge as an opportunity to develop themselves. When met with setbacks, they are more likely to find creative solutions and take calculated risks.

Having a growth mindset at a managerial level can send positive ripples across an entire department. These managers are more prone to offer constructive feedback and promote a work environment that supports creativity and innovation. As a result, employees benefit from a nurturing setting that helps them develop their own growth mindset.

A growth mindset can also be practised at a corporate level, with visible effects on both the collective and the individual. In such organisations, employees benefit from more support from their managers and colleagues, and teamwork and creativity are highly valued. Employees in these environments report feeling more dedicated, empowered, and loyal to the company.

Therefore, it is no wonder that recruiters are actively searching for candidates that display a growth mindset. What is more, this has become a crucial point to integrate into the pre-employment testing process. If during an interview a candidate mentions examples of showing initiative, taking on new projects, and learning new skills, this is a clear indication of a growth mindset. Another tell-tale sign is the belief in turning failures into learning opportunities.

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Conclusion

In a rapidly changing professional world, the most valuable employability skill is not a specific technical ability, but a foundational belief in your own potential to grow. An employee with a growth mindset will be driven by a constant desire to learn new skills and develop existing ones. The fearlessness, resilience, and innovation displayed by these individuals can help a company face any oncoming challenges with confidence.

By embracing challenges, persisting in the face of setbacks, and seeing failure as a stepping stone to success, you can cultivate a mindset that will not only make you a more attractive candidate but will also serve you throughout your entire career.

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