Are you fixed on the idea that a fixed mindset is always fixed?

If you’ve ever sat in a leadership course and questioned whether you have a growth mindset or not, this one's for you. Spoiler alert, you can simultaneously have a growth mindset and a fixed mindset - they aren’t mutually exclusive!

Your Mindset isn’t Binary 

There is a myth that you either have a growth mindset or you don’t. It’s fixed, and that’s that. Having worked across leadership and C-Suite levels, I’ve sat in succession planning sessions where someone was described as having a fixed mindset, listened to trainers describe the traits of fixed mindset and wondered if that was me, and heard first-hand line managers describe their people as not having growth mindsets. 

If this sounds familiar, it’s because it’s a pervasive myth within organisations and can be damaging to how you view yourself. The reality is that you can have both a growth and a fixed mindset. More importantly, you can have both at the same time. We can and do change our mindset without realising because our wonderful brains have the capacity for neuroplasticity. Using it increases our neuroplasticity and, therefore, our capacity for further growth. 

What’s the Difference Between a Growth and Fixed Mindset? 

These are the common characteristics of both a growth and fixed mindset.

Growth Mindset	Fixed mindset
I can do anything I put my mind to	I’m either good at it, or I’m  not
Failure is a learning opportunity	I fail because I don’t have those skills/talents
Feedback is useful	I don’t like constructive criticism
I like to try new things and go out of my comfort zone	I hate being out of my comfort zone
Effort and aptitude determine my abilities	My potential is predetermined
I’ll keep trying until I get there	I give up if something is too hard
Change brings opportunity	I don’t like change, it’s scary

If you’ve read that table above, thinking that you’ve matched both columns or that you don’t neatly fit into one or the other, that’s because the mindset is far more complex than binary options.

Context Matters When it Comes to Mindset

Through the work of Carol Dweck, we’re learning more about mindset and our ability to adapt. It is clear that people can have different mindsets in different areas of their lives. At home, maybe they’re open to new adventures and learning new hobbies, but perhaps at work, they fear failure in a corporate setting. There are also several factors that impact our mindset. I’ve covered these in the next section. 

Context is crucial to our mindset because it is crucial to our actions and behaviours. For example, the way you talk to your family and behave around them is different to the way you act and behave at work. Likewise, when you’re in the office, the way you behave will be different to when you’re out with the same people in a different setting, such as a restaurant or bar. 

This is known as our social identity. We have unwritten rules and behaviours depending on where we are and who we are with. We take cues from those around us as to what is acceptable in that particular situation. 

When we’re at work, many of our cues will come from our manager. Therefore, the mindset we present is influenced by all of these subconscious messages. It is why someone can feel like they lose all of their confidence the moment they step through the office door. 

3 Key Factors that Impact your Mindset

Neurodiversity -

Some people have more risk-taking traits and therefore may be perceived as having a growth mindset.  While others may find change overwhelming and shy away from it. Again, this isn’t binary, as a person could also fall into both camps. 

I’m dyslexic and have worked in change delivery for most of my life. I love a fast-paced, dynamic environment where I can problem-solve to my heart's content. But for years, I told myself I couldn’t do any new qualification because I’m dyslexic and might not pass the course. This limiting belief was driven by my experience of never quite excelling at exams in school and university. Now that I’m more aware of this, I remind myself of an example of when I have learned something new and pushed myself out of my comfort zone. This gave me the confidence to retrain as an Executive and Leadership coach, which involved learning new skills over a 14-month period and at Master's level study. That has now become my go-to when I need a reminder that I can learn new things. 

Stress 

Everyone experiences stress, but for some, this can be long-term. Money worries, challenging work relationships, or even  a chaotic home life can add to long-term stress 

When you’re stressed, you produce more cortisol, which in turn limits the brain's capacity for neuroplasticity. It is also well documented that people undergoing periods of stress are less likely to feel comfortable taking risks, which can often be perceived as having a fixed mindset. We can, and should, reframe this as having a fixed mindset for now. 

A Lack of Psychological Safety at Work

If we want people to lean into a growth mindset, we need to create the right conditions. Evidence shows that when people lack psychological safety at work, they are less likely to be creative and take risks. Their fear of failure and the subsequent consequences of perceived failure hold them back. 

Amy Edmondson’s research on psychological safety highlights the importance of the environment at work for growth and team performance. Edmondson says that: "Overcoming challenges requires a strong sense of psychological safety and disciplined learning practices", and goes on further to say "as a leader, it’s your job to unlock the potential of your team and create the best possible chance for breakthrough performance”. 

Feeling at risk of ridicule for making a mistake at work will severely limit what you can achieve. In her book The Fearless Organization she notes that where psychological safety exists, “people do in fact speak up, offer ideas, report errors, and exhibit a great deal more that we can categorize as 'learning behaviour'.”

How Can I Create More Opportunities for a Growth Mindset?

As a leader, you can create more opportunities for a growth mindset by demonstrating vulnerability and not shying away from mistakes. Invite feedback and challenge. Show that it’s okay not always to have the answers, and that seeking clarity isn’t a negative. Celebrate outcomes, not perfectionism. 

As an individual, check in with yourself.  Notice how your reactions and feelings change when you’re encouraged to step out of your comfort zone at both home and work. Is there a pattern? How does it make you feel? What thoughts go through your mind? 

Reframe when you’re facing a new challenge. Ask yourself, is this an opportunity, and what is the worst that could happen? Instead of looking at failure as the end, think about what you’ve learned along the way. 

Take small steps and acknowledge the progress you’re making. Be kind to yourself. Are you in the right frame of mind to grow right now? Work with a Coach like me. 

If you’d like to understand more about how I could help your leaders create psychologically safe workplaces, or if you would like to increase your growth opportunities, book a call with me.

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