fixed mindset vs growth mindset

fixed mindset vs growth mindset

Here going to know about something amazing knowledge fixed mindset vs growth mindset

Imagine if there was a perspective that nearly ensured that you would turn into an accomplishment throughout everyday life, a conviction framework that by far most “virtuosos” shared and most normal entertainers didn’t. 

Envision if this disposition was learnable and that when you embraced it, pretty much every part of your life would improve. 

From the perspective of the famous teacher of brain science Carol Dweck, there is such a perspective. It’s known as the Growth Mindset. 

Dweck and her understudies have gone through the most recent twenty years exploring whether the outlook you have influences whether you will fizzle or prevail throughout everyday life. Their outcomes are noteworthy and conceivably groundbreaking.

Professor Dweck had long known that our beliefs affected our performance in all manner of ways. Over time, she discovered that two mindsets govern a human’s failure rate most powerfully: the Fixed Mindset and the Growth Mindset.

Let’s take a look at each one’s features, then delve into the ramifications stemming from each particular mode of thinking.

fixed mindset vs growth mindset

FIXED MINDSET 

People who have a fixed mindset believe that their qualities and abilities are set in stone. They think they have been given a fixed amount of intelligence and a specific set of talents, and basically, that’s that.

They must work within these given talents and abilities for the of their lives and not try to go beyond them. In their mind, there is no way they can improve on what they’ve been born with.

 According to Dweck’s research, if you have this mindset, then all sorts of consequences ensue.

 For a start, you won’t like to reveal your limitations to other people. People with a fixed mindset prefer to keep secret any areas in which they don’t excel. That makes sense when you think about it.

If I believe I only have a certain level of intelligence, I will probably want to avoid revealing my intellectual limits. However, this mindset leads to all sorts of negative behavior throughout life, such as:

Not trying hard. 

Not trying hard.

Dweck’s research has shown those peoples with a fixed mindset don’t usually try hard on a tough challenge. Why? Simply because they might fail and look bad.

They feel that if they try hard and fail, other people will see that they have limitations. But if they don’t try too hard at things, they have a ready-made excuse if they fail—they were playing around, not giving it their all.

They also believe that their talent is all they need to succeed, so there’s not much reason to try hard anyway. (You can imagine how much this attitude limits their success in life.) 

Giving up early:

Giving up early:

People with a fixed mindset like to give the impression that life is effortless for them. They believe that through their pure talent, they should be able to achieve great things.

Therefore, we are faced with trying something challenging, and they will often shy away from persisting with it so as not to risk revealing their limitations.

If they’re not making quick progress on a goal, they often give up rather than risk looking bad to other people around them, and they then feel bad about themselves inside.

They are not expanding their expertise. 

Usually, those burdened with a fixed mindset feel the need to show that they are intelligent or have great talent. However, the tricky part for them is that because they don’t like trying new fields (because they may not be immediately good at them),

they are forced to show their talents only in those areas that they’re already very confident in. So they keep doing the same things they excel at and rarely widen their skill base into new areas.

So you can see that just by taking on this way of thinking, life is likely to become pretty limiting. Fixed mind setters are stuck in a pretty small world.

They don’t expand their world because they don’t like the uncomfortable feeling of not being good at something. They always want to stick with what they know they’re competent at, even if many opportunities are lost as a result.

Now let’s take a look at the growth mindset personality-what it is and the characteristics of people who possess it.

GROWTH MINDSET

GROWTH MINDSET

People who have a growth mindset believe that talents are not fixed. They think that even if you’re not good at something at first, you can become good at it eventually through dedicated and consistent effort.

The world of growth mind setters centers around learning-basically they believe that learning is the secret to success in any field and happiness in life. There, there’s nothing they enjoy more than learning and growing their skills.

They believe passionately that their abilities are not fixed. They feel that anything you can do, they can do too-with enough practice and time.

The person with a growth mindset finds it tremendously stimulating to stretch themselves beyond their current capacities. Bob Dylan’s famous quote, “If you’re not growing, you’re dying could easily be the growth mind setter’s motto.

It’s an exciting way of thinking because it leads to some dynamic and fulfilling patterns of behavior, including: 

Not giving up easily. 

Typical growth-mindset individuals are highly persistent. That’s because they don’t mind getting things wrong at first. They enjoy the process of solving the difficulties put in front of them; in fact, they often seek out difficult things.

They get a thrill confronting a challenge and trying their utmost to conquer it. Tough battles rarely dishearten them and often invigorate them. 

Optimistic thinking. 

Optimistic thinking.

Growth mind setters aren’t just pie-in-the-sky Pollyannas; 

They have their moods like anyone else. But because they believe they can learn to overcome their setbacks, they tend to be much more positive about life than the fixed-mindset people around them.

This general optimism leads to less stress, more happiness, and improved effectiveness. Setbacks seem merely temporary to growth-mindset people, as they usually remain optimistic and upbeat about their lives. 

Fast improvement: 

It’s easy to see that folks with a growth mindset will continue to improve in just about any area they focus on. It’s virtually inevitable that life gets better for growth mind setters, if for no other reason than continually working on improving the situations around them.

They may have less intelligence and less talent than a fixed mindset, but they eventually surpass the fixed mind setter because they’re constantly growing and getting better. 

Long term, a less “intelligent” growth-mindset person will often achieve much more than their high-IQ, fixed-mindset competitors simply because they keep refining their abilities until they become excellent.

You can be familiar with the Japanese concept of kaizen. It is a philosophy that has been central to Japanese manufacturing for over fifty years. It played a keen role in the rise of Japan’s industrial power after World War II.

The English translation for kaizen is “minor and continuous improvements. The Japanese believe that if kaizen’s spirit is applied to any area with regularity, that area is sure to get better.

People with a growth mindset are masters of kaizen. They are always looking at ways to improve their skills, talents, and abilities, even if just a little bit.

Eventually, that commitment to incremental improvement leads to enormous gains and massive improvements in life satisfaction. Inch by inch, little by little, every aspect of their lives gets better.

At the heart of growth-mindset people’s effectiveness is how well they handle failure. Those with a growth mindset are not immune to pain, even depression at times,

but because they believe they can learn to find a solution to any problem, they persevere and eventually conquer. No situation is hopeless to the growth mind setter. They are confident they can overcome hardship—they just need to learn how.

GROWTH-MINDSET LEADERS

A growth mindset is not just applicable to your own life; it’s very relevant to how you can affect others’ lives. When you look at the most effective leadership styles,

you see again and again that it’s leaders with a growth mindset who inspire high performance, loyalty, and long-term commitment from those following them. Professor Dweck’s research shows that in business, growth-mindset managers have specific traits that help them lead.

Firstly, they are nurturers. Not for them the hierarchical, domination style of leadership, no siree. These leaders are all about looking for, encouraging, and praising their staff’s efforts, even if those efforts fail to yield the results required.

By nurturing and inspiring their employees to try their hardest, almost regardless of the outcome, such leaders often change their company’s whole culture. Their staff becomes more hopeful, more optimistic about themselves and their company. 

As a result, they become more passionate about their work, which soon leads to better outcomes for the company.

Employees feel that it is permissible to fail. The best growth mindset leaders applaud failure—if it yields valuable lessons or if those who have been unable tried their hardest.

There’s a famous story about the great former general manager and CEO of IBM, Thomas Watson. An employee had made a grave mistake and was summoned to Watson’s office.

Sure he was about to be fired. The employee sheepishly entered the business titan’s office. His head held low. “I suppose this means I’m out of a job, Mr. Watson,” the employee dejectedly remarked.

“Are you kidding?” responded Watson. “It cost for me almost a million dollars to teach you this lesson-why. Would I want to get rid of you now that you’ve learned it?”

As you can imagine, the staff member left the CEO’s office uplifted and inspired.

Many believed that the greatest large-corporation CEO that America has ever produced, Jack Welch, had a similar experience when he was just a lowly manager at General Electric.

Welch approved an experiment that led to a massive explosion in the factory he was in charge of. Although nobody was hurt, it was a disaster of epic proportions.

That night Welch made the long, lonely drive to visit his boss’s home and tell him the awful news. And the meeting did not go as he expected. Rather than get furious, this top executive peppered Welch with questions about what he was up to,

what had happened and what he had learned from it. Welch walked out of the meeting with a new confidence that maybe he could make it in the company after all. This was growth. 

Mindset leadership in action.

As a result of this experience, Welch himself began to cultivate a leadership style that uplifted and encouraged rather than belittled, demeaned, and dominated like that of so many other corporate chieftains.

Now that doesn’t mean Welch was a weak leader. Quite the opposite. He became legendary for being one of the world’s most challenging managers on performance (incredibly,

he advocated sacking the bottom 10 percent of his managers every year). But he also had the learning mindset firmly embedded in himself. He was his staff’s cheerleader, coach, and (for the senior managers) mentor all rolled into one.

Welch had incredibly high standards, but he inspired his managers to rise to them and ask more of themselves than before. As a consequence, their performance blossomed.

Another classic example of a growth-mindset leader in New York City’s mayor, Michael Bloomberg. Consider this: Bloomberg was sacked from financial powerhouse Salomon Brothers,

but rather than moping around feeling defeated, he conceived a new kind of computer system for traders. He soon opened up for business, and his latest trading device caught on like wildfire. His company took enormous market share from arch-rival Reuters and eventually made Bloomberg a multibillionaire.

Many people in their late fifties who have achieved so much would probably rest on their victory laurels. Not Bloomberg. As a true growth mind setter he looked for a new challenge.

He decided that he would walk away from running his big multinational organization and become mayor of New York.As we know, remarkably, he achieved this aim, but even then,

he proceeded to play out some classic growth-mindset maneuvers. First, he dispensed with the grand mayoral office and took an open-plan cubicle right among his staff. Second, he sat humbly with the heads of various city departments and open-mindedly listened to their complaints, ideas, and visions for a better New York.

Many people also believe that Bloomberg may one day even make a run to become the United States president. Why not? Any skill can be learned to an actual growth-mindset-oriented person, any opportunity mastered if they work hard, long, and diligently. I take my hat off to Michael Bloomberg for his courage, vision, and self-belief. What an inspiration!

THE RESULTS ARE CLEAR

No matter what area of life you study, the two mindsets are seen. And in every area researched, those with a growth mindset achieve better results and more happiness than those with a fixed mindset.

Take personal relationships as an example. Millions of people hold the View that their (or their partner’s) behavior traits are permanent and impossible to change. “That’s just the way I am,” they lament. But this is often not the case.

Human beings are highly malleable—they can adjust, adapt, and dramatically change if encouraged and motivated to do so. But it takes work, and hard work is not the fixed-mindset person’s View of what a relationship should be. They believe that if you have to work in a relationship, then maybe it wasn’t meant to be.

They want the fairytale, the riding off into the sunset, happily ever after. If it doesn’t turn out like that, they think there’s something wrong and usually unfixable with themselves, their partner, or the “chemistry of their relationship.

However, growth mind setters might start all romantic, looking heir Prince or Princess Charming, but they don’t expect a smooth ride. They know that even a successful relationship takes hard work at times and that differences can be worked out a they’re prepared to do the work to make their relationship the best. Can be.

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