Growth mindset is a personal characteristic that is nowadays necessary to adapt to the current organisational context. We speak of an attitude that \u2014 many authors agree \u2014 leads to success. This particularity allows us to fully develop the potential of the individuals who possess it. <\/p>\n\n\n\n
Unlike the fixed mindset, which is not thinking outside the box, taking very little risks or staying within the comfort zone for a long time, the growth mindset is more oriented towards taking on new challenges, being curious to learn new things, developing to improve every day and growing professionally. <\/p>\n\n\n\n
When we talk about a fixed mindset or growth mindset, we refer to beliefs, and these can be changed. We refer to the attitude with which we take on daily challenges in all aspects of life. <\/p>\n\n\n\n
Why growth <\/strong>mindset<\/strong> in organisations?<\/strong> <\/p>\n\n\n\n Companies with a growth <\/strong>mindset<\/strong> don\u2019t focus only on the innate talent of employees, but instead they encourage them to develop and improve skills and abilities. <\/strong> <\/p>\n\n\n\n In 2007, Carol S. Dweck, a researcher and professor of Psychology at Stanford University, published a book entitled The A<\/em>ttitude of <\/em>S<\/em>uccess<\/em>, in which she states that a growth mindset leads to guaranteed success in our professional career. <\/p>\n\n\n\n Some of the benefits of companies that encourage and develop a growth mindset on employees are: <\/p>\n\n\n\n But how do I boost the growth <\/strong>mindset<\/strong> in my organisation?<\/strong> <\/p>\n\n\n\n Creating an organisational culture that promotes a growth mindset is a long journey that requires leaders to motivate and encourage through some guidelines, since, as previously mentioned, a growth mindset is a belief, and all beliefs can be changed or developed<\/strong>. <\/strong>Stimulating constant feedback, recognising progress \u2014 and not just the end result \u2014 are some examples of practices that companies can adopt. <\/p>\n\n\n\n Emotion management plays a key role in this journey, because, as we all know, intelligence is not static, but can be shaped. In fact, the best way to learn is to work hard while always being willing to fail along the way. <\/p>\n\n\n\n Below are some strategies that leaders can adopt to drive a growth mindset in organisations: <\/p>\n\n\n\n Growth mindset is a personal characteristic that is nowadays necessary to adapt to the current organisational context. We speak of an attitude that \u2014 many authors agree \u2014 leads to success. This particularity allows us to fully develop the potential of the individuals who possess it. Unlike the fixed mindset, which is not thinking outside the box, taking very little risks or staying within the comfort zone for a long time, the growth mindset is more oriented towards taking on new challenges, being curious to learn new things, developing to improve every day and growing professionally. When we talk about a fixed mindset or growth mindset, we refer to beliefs, and these can be changed. We refer to the attitude with which we take on daily challenges in all aspects of life. Why growth mindset in organisations? Companies with a growth mindset don\u2019t focus only on the innate talent of employees, but instead they encourage them to develop and improve skills and abilities. In 2007, Carol S. Dweck, a researcher and professor of Psychology at Stanford University, published a book entitled The Attitude of Success, in which she states that a growth mindset leads to guaranteed success in our professional career. Some of the benefits of companies that encourage and develop a growth mindset on employees are: Greater cooperation: people with a growth mindset often share their opinions and points of…<\/p>\n","protected":false},"author":17,"featured_media":24092,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[257],"tags":[],"class_list":["post-24619","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24619","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/users\/17"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/comments?post=24619"}],"version-history":[{"count":1,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24619\/revisions"}],"predecessor-version":[{"id":24620,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24619\/revisions\/24620"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media\/24092"}],"wp:attachment":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media?parent=24619"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/categories?post=24619"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/tags?post=24619"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}W<\/strong>hat have you done <\/strong>today <\/strong>to <\/strong>surpass<\/strong> yourself?<\/strong><\/h4>\n","protected":false},"excerpt":{"rendered":"