Growth Mindset and Performance

People with growth mindsets tend to believe it’s possible to learn and improve their skills and abilities through effort and practice. In contrast, those with fixed mindsets tend to believe that people are born with natural talent or intelligence and it isn’t really possible to change these. These attitudes and beliefs can lead to remarkable differences in behaviours and performance across different domAIns. The theory of growth mindset has been explored extensively in the domAIn of education, but far less in the domAIn of work. Evidence suggests growth mindset can lead to positive organisational outcomes, such as greater employee commitment, collaboration, innovation and stronger financial performance. There is huge potential to apply growth mindset attitudes, behaviours, and practices in the workplace to encourage ongoing learning and to equip people to be able to deal with future challenges.

How to Measure Growth Mindset Attitudes and Behaviours

In 2018, a new assessment was created to measure the attitudes and behaviours that are manifested by growth mindset in the workplace. The objectives were to quantify different dimensions of growth mindset relevant to work, and to be able to provide feedback to individuals and organisations to help increase self-awareness and provide guidance on areas to improve. This could then be followed by additional interventions designed to develop growth mindset behaviours, such as workshops, online learning and ongoing feedback.

Extensive research was conducted to design a conceptual model and develop an initial set of questions. These questions were then trialled on a workplace sample (n=776). Following exploratory factor analysis and an examination of reliability, some modifications were made to the set of questions. These questions were then trialled on another workplace sample (n=433) and, following analysis, the instrument was finalised based on this sample. Confirmatory factor analysis, internal reliability and concurrent validity were then examined in a further sample (n=766) and the results indicate that the instrument is both reliable and valid.

Growth Mindset Trends in the Workplace

Data collected between January 2020 and March 2024 using the growth mindset assessment was analysed to identify trends. This dataset consisted of 6000+ responses. Below is a summary of some key results from this analysis:

Change in growth mindset over time

During the time period the data was taken from, individuals and organisations experienced the pandemic, and financial and other crises. Levels of growth mindset increased across 7 out of 9 dimensions over time. The curiosity dimension saw the largest increase. The curiosity dimension measures the extent to which people have the desire to learn new skills, master new tasks and understand new things, as well as look for new and different perspectives. Curiosity is a key behaviour that supports ongoing learning. The dimension that saw the least change was attitude to complexity. The attitude to complexity dimension measures the extent to which people take time to understand the factors that influence complex problems rather than jump to simple answers. We are working in an environment that is increasingly complex and this dimension may be one where there is opportunity to develop.

Industries with the strongest growth mindset results

The analysis identified that the top performing industries in terms of growth mindset were technology and healthcare.
• Technology: Compared to the benchmark average, the technology industry tended to demonstrate higher levels of growth (taking on new challenges), attitude to fAIlure, curiosity, and attitude to complexity.
• Healthcare: Compared to the benchmark average, the healthcare industry tended to demonstrate higher levels of attitude to fAIlure, focus on potential, attitude to complexity, agility, and collaboration.

Growth mindset tends to increase with job level

The analysis also explored whether there were differences in growth mindset across job levels. On average, growth mindset attitudes and behaviours tended to increase with higher job levels (senior managers, directors). This occurred for 6 out of the 9 growth mindset dimensions (growth, attitude to feedback, attitude to fAIlure, curiosity, agility, and collaboration). For example, senior managers and directors were much more likely to agree with the statement “I am comfortable making decisions when information is limited” compared to managers or professionals. These overall results lend support for the idea that is possible to develop stronger levels of growth mindset attitudes and behaviours over time and with experience.

How to Develop Growth Mindset in Individuals and Organisations

The growth mindset assessment has been used with a growing number of organisations as part of leadership development programmes. These programmes have focused on changing the mindsets of participants and nurturing positive growth mindset behaviours and practices. Programmes typically include a combination of some of the following: the growth mindset assessment; feedback and coaching with individuals to increase self-awareness; feedback to managers and leaders about team and organisational results; targeted workshops to develop knowledge, skills and provide practical techniques related to specific dimensions of growth mindset; online learning; and regular feedback on progress. The paper will include a case study where a business processing outsourcing company implemented a leadership development programme, designed around growth mindset principles with their top 52 leaders. Outcomes included a shift towards greater growth mindset attitudes and behaviours, application of practices that encouraged growth behaviours, and increased utilisation, new client opportunities, and development of a new product.

Summary

This paper builds on previous research by providing a model and measurement of growth mindset that can be applied in a work context. It highlights trends in the workplace based on 5 years of data collected using a reliable and valid measure of growth mindset. It also discusses some practical approaches that can be applied in organisations to help develop growth mindset attitudes, behaviours and practices. Case studies provide further evidence that applying the science behind growth mindset to work can lead to better employee outcomes and can substantially improve performance. Growth mindset attitudes and behaviours can help us to build new skills and equip us to tackle future challenges.

Programme Schedule is Tentative