Growth Mindset

What is a growth mindset?

To understand how a growth mindset benefits companies, it is worth looking at the individual perspective first. A distinction is made between people with a growth mindset and those with a fixed mindset. People with a fixed mindset believe that skills depend primarily on innate talent. People with a growth mindset, on the other hand, are convinced that almost everything can be learnt. People with a growth mindset enjoy trying out new things and practising with determination. They are sure that they can improve if they are interested in something and are prepared to work for it. They accept that they don't know everything and look forward to constantly learning more.

How do you promote a growth mindset in a company?

For both individuals and companies, recognising that you want to strengthen the growth mindset is already an important step in the right direction. After all, this desire already signals that you believe in the possibility of learning and growth. While management integrates the growth mindset into the overall business strategy, managers and HR departments can help employees realise their full potential.

Growth mindset as part of the business strategy

A few simple behaviours and processes can help to strengthen the growth mindset in a company and actively live it:

Creating a "Listening Culture"
Ideas and concerns of all employees should be heard. This is a decisive factor in transferring the growth mindset from the organisation to the employees. A listening culture can be promoted internally through interdisciplinary projects or externally, for example through open innovation platforms.

Reflecting on mistakes
Mistakes should always be seen as opportunities. Processes that encourage reflection on mistakes should be part of the corporate culture. The following questions can be asked after completed projects:

• What worked well?
• What were the difficulties?
• How did we solve problems?
• What would we do differently today?

These reflections make it possible to optimise future projects based on insights from past experiences.

Coaching employees

In an agile working environment, changes can occur more quickly and more frequently, which may overwhelm employees with a fixed mindset. Managers should take on a coaching role here and support employees in developing their growth mindset:

• Motivate them to try new things: Employees should be encouraged to take on new tasks and thus strengthen their own growth mindset. People with a fixed mindset tend to remain in their comfort zone. By asking them which tasks they find challenging and helping them to master them, they can grow.
• Exemplify a learning culture: Making mistakes should not only be allowed, but accepted. Otherwise, employees are unlikely to venture out of their comfort zone. It is important that criticism remains constructive and relates to the work, not the person.
• Appreciate efforts: An example from England: Students there receive a grade for their work as well as an assessment for their efforts. In this way, the attempt to master something is also recognised, even if the result is not yet perfect. Something similar can also be implemented in the company to encourage employees to develop further and take on challenges.

Listening, reflecting, learning, motivating - we are enthusiastic

Encouraging a growth mindset in organisations and individuals has many benefits. However, it is important to ensure that employees are not overwhelmed as a result. Not everyone is comfortable stepping out of their comfort zone, and that doesn't make them less valuable employees. Rather, the goal should be to offer all employees the opportunity to develop at their own pace and realise their full potential.