fixed vs growth mindset
fixed: discouraged by failure, failures label or define oneself
growth: see failure as an opportunity for learning
fixed: look smart, avoid looking dumb
growth: enjoy learning and ask questions
fixed: hide deficiencies and avoid circumstances where they may surface
growth: acknowledge, engage, and overcome deficiencies
fixed: hates doing hard things or learning new things
growth: passionate about stretching oneself and sticking with it when it gets tough
fixed: sensitive about mistakes
growth: mistakes are part of the learning process
fixed: proving oneself
growth: growing oneself
fixed: seeks validation
growth: seeks challenge
fixed: insisting on immediate perfection
growth: perpetually a work in progress
fixed: focused on outcome, draws short term satisfaction from favorable outcomes
growth: focused on effort, draws long term satisfaction from effort put forth
fixed: confidence is dependent on outcome; confidence is fragile
growth: confidence is dependent on effort; confidence is intrinsic
fixed: effort is a burden
growth: effort is a "positive, constructive force"
fixed: results-oriented
growth: process-oriented
fixed: setbacks are destructive and limiting
growth: setbacks are informative and motivating
fixed: judges anything and anyone including themselves — casting labels
growth: curious — seeks to understand and support
fixed: concerned about being judged or embarrassed — avoids challenges
growth: concerned about practicing and improving — seeks opportunities
transitioning from fixed to growth mindset
- Become aware of what triggers your fixed mindset
- Give the fixed mindset a name — it's no longer you, observe it
- Swap or have growth mindset ideas coexist — eventually overrun fixed mindset ideas
miscellaneous
foster growth mindset by praising the effort and strategies, avoid praising the outcomes or rewards
"social skills are things you can improve and how social interactions are for learning and enjoyment, not judgment"
elements of growth: strategies, choices, effort, persistence, feedback loop
create concrete plans: think about the when/where/how because it increases the odds of executing on the plans
"Instead of seeing your discussions with your colleagues as time spent getting what you want... grasp the idea of building relationships or even helping your colleagues develop in ways they value"
"change from a judge-and-be-judged framework to a learn-and-help-learn framework"
continue to focus on learning and growing even when the stakes seem high because process/presence over results/future