The carousel of a growth mindset

As early as I can remember, I have been curious seeking to understand the “why” and “how” of things. At times I am sure I drive people crazy with my desire to learn – embracing challenges and continuously improving. 

In every project, challenges are inevitable. A project team member with a growth mindset will frame these challenges as opportunities, providing valuable lessons to analyse and understand, fostering behaviours of problem solving and continuous improvement. 

Whereas a project team member with a fixed mindset will perceive the challenges as hurdles and daunting indicating they do not have the capability to tackle them. 

“Whether you think you can or think you can’t, you’re right.” – Henry Ford. 

Several factors can prevent a project team member from developing or maintaining a growth mindset. 

Fear of making mistakes or failing can hinder them from trying new things or stepping out of their comfort zone. They may stick to familiar tasks and avoid challenges, which limits their learning and growth opportunities. 

If the project team vibe does not promote learning, development, and adaptability. This could manifest as a lack of mentorship, a culture that punishes mistakes, or lack of opportunities for professional development. 

Without the right support and guidance, they may feel lost and overwhelmed, which can discourage them from taking risks. They may not know where to begin or how to tackle new challenges. 

When they are exhausted or stressed, they are less likely to pursue learning opportunities, take on challenges, or feel optimistic about their potential for growth. 

Feedback is crucial. If team members are not receiving regular, constructive feedback, they may not know what areas they need to improve upon or how to do so. 

Overcoming these barriers often requires a combination of individual mindset shifts, supportive project practices, and an organisation that values learning and growth. 

Supporting someone with a fixed mindset when you possess a growth mindset can be both challenging and rewarding. 

Lead by Example 

Demonstrating a growth mindset in your actions and reactions can inspire those around you. Show resilience in the face of challenges, exhibit curiosity when encountering something new, and be transparent about your learning process. 

Empathise and Listen 

Before trying to change someone’s mindset, it’s essential to understand their fears, insecurities, and reasons behind their beliefs. Listen actively and try to empathise with their experiences. 

Reframe Challenges 

When they’re confronted with difficulties or obstacles, help them see these as opportunities for learning and growth rather than insurmountable barriers. 

Encourage a Curious Mind 

Pose open-ended questions that stimulate reflection and curiosity. Instead of asking “Did you solve the problem?”, you could ask, “What did you learn while trying to solve the problem?” 

Celebrate Efforts Over Outcomes 

Praise the process and the effort they put into tasks rather than just the end results. Recognise their hard work, strategies, focus, perseverance, and improvement. 

Provide Constructive Feedback 

Instead of criticising outright, offer feedback in a positive and growth-oriented manner. Frame it in a way that emphasises potential and future development. 

Introduce Growth Mindset Resources 

Share books, articles, podcasts, or videos that delve into the growth mindset concept. Dr. Carol S. Dweck’s book “Mindset: The New Psychology of Success” is a great starting point. 

Promote Lifelong Learning 

Encourage them to take on new challenges, attend workshops, or undertake courses. Sometimes, formal settings can help solidify growth-oriented concepts. 

Share Personal Stories 

Talk about times when you faced challenges, how you overcame them, and what you learned from those experiences. This can help demystify the growth mindset and make it more relatable. 

Be Patient 

Changing one’s mindset is a personal journey, and it can take time. Be there to support, but also recognise that they have to be ready and willing to embrace the change. 

Remember, while you can guide and support someone, the decision to shift from a fixed to a growth mindset is deeply personal. It requires self-awareness, reflection, and a genuine desire to change. Your role is to be a supportive role model on their journey. 

By consistently practicing these behaviours and actions, it not only fosters a personal growth mindset but also contributes to creating a culture of growth and continuous improvement within the project team, leading to more innovative solutions, better collaboration, and ultimately, more successful project outcomes.