Definition
Growth Mindset is the belief that fundamental abilities can be developed through dedication and hard work. The concept was defined by Carol Dweck (Stanford University) through decades of educational psychology research, documented in the book “Mindset” (2006).
In contrast, Fixed Mindset is the belief that talent and intelligence are innate, fixed traits that cannot change significantly. This mindset leads to avoiding challenges (risk of demonstrating limits) and interpreting failure as evidence of lack of ability.
The distinction isn’t binary but a spectrum: people can have growth mindset in some domains and fixed in others.
Characteristics of the Two Mindsets
Fixed Mindset
Beliefs:
- “You’re either good at something or you’re not”
- “Failure reveals lack of ability”
- “If I have to work hard, it means I’m not good enough”
Behaviors:
- Avoid challenges that might reveal limits
- Give up easily when facing obstacles
- Ignore useful feedback if negative
- Feel threatened by others’ success
Growth Mindset
Beliefs:
- “Abilities can be developed with effort and strategies”
- “Failure is a learning opportunity”
- “Effort is a necessary part of growth”
Behaviors:
- Embrace challenges as opportunities
- Persist in the face of setbacks
- See effort as path to mastery
- Learn from criticism and others’ success
Empirical Evidence
Achievement: students with growth mindset achieve better long-term performance, especially when facing difficulties. Dweck’s longitudinal study (1999) with pre-adolescent students shows performance divergence as difficulty increases.
Brain plasticity: neuroscience supports growth mindset. The brain shows plasticity throughout life: new neural connections form with practice. Learning literally modifies brain structure.
Organizational impact: companies with growth mindset culture (Microsoft, Amazon) show more innovation, risk-taking, collaboration. Microsoft under Satya Nadella (2014+) made growth mindset a pillar of culture change.
Research limitations: recent meta-analyses (Sisk et al., 2018) show smaller effect sizes than initially reported. The impact is real but not magical: context, intervention quality, baseline motivation matter.
Practical Applications
In Education
Praise strategy: praise process (“you tried different strategies”) not traits (“you’re smart”). The latter creates fixed mindset: if you’re smart and fail, you’re not smart anymore.
Error normalization: present errors as natural part of learning, not personal failure. Neuroscience shows: error-correction is when most learning happens.
Challenge framing: frame difficult tasks as opportunities to “grow your brain” not “test how good you are”.
In Organizations
Hiring: evaluate potential and learning agility, not just current expertise. Amazon’s bar-raiser process seeks “learn and be curious”.
Performance review: separate growth feedback from compensation decisions. If every feedback impacts bonuses, people become defensive (fixed mindset).
Failure culture: celebrate “intelligent failures” (well-conceived experimentation that fails) distinguishing them from negligence. Amazon’s “Day 1” culture.
Leadership modeling: leaders who admit “I don’t know”, show vulnerability, ask for feedback create permission for growth mindset in teams.
In Personal Development
Deliberate practice: effort isn’t enough, strategy is needed. Ericsson’s research: 10K hours are necessary but not sufficient; need targeted practice on weaknesses.
Metacognition: reflect on “how” you learn, not just “what”. Which strategies work? Where does progress stall?
Seek discomfort: growth requires stepping outside comfort zone. If everything is easy, there’s no growth.
Misconceptions and Controversies
”Growth mindset means everyone can do everything”
No. Physiological limits exist (not everyone can become an NBA player at 40). But for most skills, the gap between current performance and biological limit is huge. Mindset determines how much of that gap we close.
”Just believe and you’ll succeed”
No. Growth mindset requires effective strategies, mentorship, deliberate practice. “Mindset” without “skill” is wishful thinking.
”Always praise effort”
No. Dweck clarified: praising ineffective effort reinforces fixed mindset. Feedback must be specific: “this strategy worked because…” or “let’s try a different approach because…"
"Growth mindset is only for learning”
No. It applies to relationships (relationships can improve with effort), health (fitness can improve at any age), creativity (you can learn to be more creative).
Cultivating Growth Mindset
Language: replace “I’m not good at X” with “I’m not good at X yet”. “Yet” is powerful.
Process over outcome: celebrate improvement and learning, not just final achievement.
Reframe failure: after setbacks, ask “what did I learn?” not “why am I a failure?”.
Seek challenge: deliberately choose tasks just beyond current level (Vygotsky’s zone of proximal development).
Learn about brain: understanding neuroplasticity reinforces growth mindset. Knowing the brain changes with effort makes effort less frustrating.
Related Terms
- Psychological Safety: organizational prerequisite for growth mindset
- Deep Work: concentrated effort necessary for skill development
- Design Thinking: process requiring growth mindset for iteration
Sources
- Dweck, C. (2006). Mindset: The New Psychology of Success
- Dweck, C. (1999). Self-Theories: Their Role in Motivation, Personality, and Development
- Sisk, V. et al. (2018). To What Extent and Under Which Circumstances Are Growth Mind-Sets Important to Academic Achievement? Psychological Science
- Ericsson, A. et al. (1993). The Role of Deliberate Practice in the Acquisition of Expert Performance