Fixed Mindset vs. Growth Mindset in the Workplace

According to the Harvard Business Review, employees who work at a company that promotes a growth mindset are more likely to be committed to their organization and feel a significant sense of ownership. We will discuss the differences between fixed mindsets and growth mindsets. Additionally, we will explain why it is vital to cultivate an organization that is overwhelmingly growth-oriented. 

Fixed Mindsets

Generally speaking, individuals with fixed mindsets are known to avoid challenges and give up easily. These individuals believe that intelligence is static. Therefore, they view effort-consuming tasks as meaningless or, at least in part, less valuable than tasks that are seemingly simple. Individuals who have fixed mindsets commonly ignore constructive feedback because they see negative comments as a sign of their failure or defeat. 

Because fixed mindsets lack resilience, individuals may throw in the towel if they feel that their initial efforts are imperfect or unsuccessful. Although they are unwilling to work hard in order to achieve their goals, those with fixed mindsets continue to feel threatened by the success of others, whether close peers or strangers. As a result of the above qualities, individuals with fixed mindsets struggle to flourish within a myriad of settings.

Growth Mindsets

Unlike those with fixed mindsets, individuals who are growth-oriented believe that intelligence can be developed. These individuals choose to learn from the criticism of others and are inspired or driven by the success of those around them. Individuals with growth mindsets view gaps in their expertise as opportunities for mental, physical, or psychological improvement.

It is commonly thought, among those who are growth-minded, that work ethic determines accomplishment. This leads growth-oriented individuals to embrace challenges and persist, regardless of difficult setbacks. Overall, individuals with growth mindsets believe that their effort and eagerness to learn will result in a mastery of skills they view as invaluable.

Growth Mindsets in the Workplace

Within professional contexts, it is clear that employees who have growth mindsets are willing to work harder and more innovatively for their companies, with the understanding that they will enjoy the fruits of their labor. Also, because they are not risk-averse, growth-minded employees are open to ventures such as taking on additional tasks or trying to master new skill sets. 

The relationships that growth-oriented employees have with their employers are mutually beneficial. This is because these employees are driven by the potential to execute expert-level skills and do not fear the obstacles which may arise during their pursuits of success. In return, organizations flourish and are likely to reward the employees who have pushed themselves and achieved great professional accomplishments. 

How to Create a Growth-Minded Company

So, how can a company become powerfully growth-minded? Start fostering professional relationships with employees who have growth mindsets. Challenge employees to think about their immediate subconscious reactions to constructive feedback and newly assigned projects, as well as their level of commitment to completing difficult tasks. In addition, consider using behavioral interviewing techniques to find out which job applicants express beliefs associated with being growth-oriented. Instead of hiring candidates based on their past accomplishments, prioritize finding applicants who have a continued passion for learning and seek to evolve alongside your company, as this is a sign of exponential potential.

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