Is your team or organization in need of a shift in mindset and culture? If so, then this article is for you! Learn how to create a growth mindset in your workplace through the lens of Diversity, Equity, Inclusion and Accessibility (DEIA). We'll explore the specific steps you can take to empower everyone on your team, regardless of their background or capabilities.
Who coined the term Growth Mindset?
The term “growth mindset” was coined by psychologist Carol Dweck in her book Mindset: The New Psychology of Success. In it, she argues that our intelligence is not fixed at birth, but rather can be developed over time through effort and learning. This theory has been widely adopted in education, as it can help students to persevere through challenges and overcome setbacks.
Dweck’s work on growth mindset has also been applied to the workplace, where it can help employees to be more resilient and adaptable. With a growth mindset, employees are more likely to view change as an opportunity for learning and development, rather than a threat. This can lead to a more positive and productive workplace culture.
What is a fixed mindset?
A fixed mindset is the belief that intelligence and abilities are static and cannot be changed. People with a fixed mindset believe that they are either smart or not, and there is nothing they can do to change it. This type of thinking can lead to a number of negative consequences, such as feeling discouraged in the face of challenge and avoiding new experiences.
What is a growth mindset?
A growth mindset is the belief that one's abilities and intelligence can be developed through intention, dedication, and resilience. This belief is opposed to a fixed mindset, which holds that intelligence and ability are static traits that cannot be changed. Individuals with a growth mindset view challenges as opportunities to learn and grow, whereas those with a fixed mindset may see them as threats to their ego or self-image.
What does it mean to have a growth mindset at work?
A growth mindset at work means that you are constantly looking for ways to improve your skills and abilities. You are open to new challenges and willing to put in the hard work to reach your goals. You believe that your skills and abilities can be developed through effort and practice. This attitude allows you to embrace change and take on new challenges with confidence.
It is important for all levels of leadership within an organization to foster a growth mindset at work. By fostering a growth mindset culture, leaders and entry-level staff will begin seeing challenges as opportunities to learn
and grow. Teams will begin viewing feedback as a valuable tool for development. Staff will start out seeking out new opportunities to develop their skills. This positive attitude towards learning allows organizations to thrive in an ever-changing economic landscape workplace.
Diversity, Equity, Inclusion and Accessibility are key components to developing a growth mindset. By creating an inclusive environment that celebrates diversity and provides equitable access to resources for all individuals, we can foster the development of a growth mindset in our teams and organizations. This allows us to create stronger relationships with one another and build upon existing efforts to promote equity within our own communities. With this knowledge, we can work together towards making sure everyone has equitable access to opportunities for success regardless of their background or identity.
Written by: Christina Blocker (she/her)
Christina Blocker is the CEO and founder of Momentum Professional Strategy Partners - a full-service DEIA (Diversity, Equity, Inclusion, Accessibility) consulting firm. Christina spent a substantial portion of her career specializing in public relations, diversity & inclusion strategy, and community engagement for high-growth organizations and has been recognized by influential leaders due to her work as a former political consultant.
Throughout the years, she has worked with mission-driven clients such as the American Civil Liberties Union (ACLU), Washington Environmental Council, Seattle Metropolitan Chamber of Commerce, and the Washington State Department of Health. Because of her extensive experience, Christina pours her expertise into Momentum by working with clients to drive measurable change through the lens of diversity, equity, inclusion, and accessibility.