Individuals with a fixed mindset believe both intelligence and talent are things we are born with. They respond negatively when they fail which leads them to be less likely to try something new, now or in the future, for fear of failure or fear of not being seen to fail. In the workplace this can lead to behaviours such as covering up mistakes, blaming others and ignoring constructive feedback. They are easily threatened by others’ achievements which can lead to controlling behaviour, both in how they handle and take credit for their own work and how they treat colleagues and subordinates. The ramifications of a fixed mindset are poor for individual development as well as team cohesion and the culture of an organisation.

The growth mindset is based on over 35 years of research, much of it led by Professor Carol Dweck of Stanford University. Those with a growth mindset do not fear failure and are willing to put themselves up for a challenge, as they believe that with effort and good instruction all have the capacity to succeed, particularly when this is viewed as a chance to grow.

Dweck’s research has shown that when children read and learn about the brain; how malleable it is, and how it grows and changes when responding to a challenge; they are more likely to carry on and try again if they don’t succeed. This knowledge encourages them to have a thirst for learning, welcome a challenge, look for alternatives, value effort and not see failure as something permanent – in other words, they develop a growth mindset. In the workplace, those with a growth mindset believe talents and abilities can be developed, appreciate the value of mistakes and criticism; and thus pick themselves up to find a solution, seize challenges, and find the success of others inspiring rather than threatening.

Please note that, at present, this course can only be delivered in London and the South of England.