Read a article on the HBR blog by Carol Dweck. Thought i’ll bookmark it by writing a post on it.
The post categorizes people with two different mindsets.
“Growth” and “Fixed”
People with “fixed” mindsets believe themselves to be infallible and consider themselves superior. In contrast people the “growth” mindsets are more oriented towards learning. Some snapshots worth jotting down here.
People who hold a fixed mindset are way more confident than their performance would warrant, but people with a growth mindset are pretty accurate. How does this happen? It turns out that people with a fixed mindset focus heavily on their successes and, as much as they can, ignore their failures. Over time, they create a highly distorted perception of themselves.
The research showed that when engineers in training learned that they were deficient in an important area of professional skills, those with a growth mindset took steps to improve. Those with a fixed mindset, however, turned away from their deficiency and chose instead to dwell on things they were already good at.
The theory also applies not just to individuals but also to organizations.
Organization embraced both a fixed mindset (it believed in fixed abilities) and a growth mindset (the idea that abilities can be developed). Not surprisingly, people tailored their applications to the organization, either highlighting their genius or their passion for learning.
Most experts and great leaders agree that leaders are made, not born, and that they are made through their own drive for learning and self-improvement. Creating organizations that value a growth mindset can create contexts in which more people grow into the knowledgeable, visionary, and responsible leaders we need.
Well, a lot to learn from this article.