Develop High Performers with the Growth Mindset

Learn how Growth Mindset increases your teams’ potential, and takes your organisation to the next level.

Growth Mindset vs. Fixed Mindset

Performance can often be attributed to mindset.

Those driven by a Growth Mindset believe there is nothing they can’t learn, no situation they can’t figure out. They believe they can develop and grow – no matter the subject matter. They embrace challenges, welcome feedback, and aren’t afraid to fail. This kind of mindset creates high performers.

By contrast, those driven by a Fixed Mindset perceive change and challenge as threats. They believe they’re only good at certain things, and are reluctant to take on new endeavours. These people are less willing to take risks, fail, and collaborate – and as a result, tend to be low performers.

But mindsets can be changed—and so can performance—by shifting to a Growth Mindset.

How Growth Mindset Powers Performance

The future of work (FOW) will be shaped by automations and artificial intelligence, making businesses who fail to adapt irrelevant. Businesses must prepare and upskill their employees if they don’t want to be overtaken by more advanced companies, but two-thirds of the workforce aren’t ready for the changes that face them.

They aren’t ready because they’re driven by a fixed mindset.

Employees with fixed mindsets will not survive the future of work. How can you prepare them and protect the future of your company?
By helping your employees develop a growth mindset.

Fixed Mindsets Are Threatened By Change

People often perceive changes and challenges as threats. And when a threat is present, people’s ability to think, learn, adapt, and recover is limited.

Growth Mindsets Remove the Threat

Perceived threats occur through triggers. We use Growth Mindset Institute's (GMI) Mindset profiler to help people understand their fixed mindset triggers and practise shifting them toward a Growth Mindset.

Teams with Growth Mindset Drive High Performance

Teams that practise shifting to a Growth Mindset more effectively examine issues, respond swiftly to change, receive feedback, show resilience, and pursue innovation.

ILS offers world class Growth Mindset intervention programmes. Interested in setting one up for your team?

Identify Gaps with The Growth Mindset Profiler

The key to successful growth mindset intervention is identifying the triggers that lead to a fixed mindset mentality. The GMI Mindset Profiler does just that. Backed by the latest research on mindset and neuroscience, it is the only validated mindset assessment tool in the world, approved by Professor Carol Dweck. GMI Mindset Profiler has also won the leading HR Management Newflag Award.

The GMI Mindset Profiler is not only used to gain insight into individuals’ fixed mindset triggers, but it can diagnose the current status of teams, identify gaps, and analyse root causes as well.

ILS works with GMI to conduct growth mindset interventions that build high performing cultures.

Current Mindset Science 2021

Mindset researchers now recognise that mindset interventions must go beyond teaching mindset as a concept and involve reflection on triggers and the strategies to manage them. The programme being proposed is based on the core recommendations for best-in-class design of a mindset intervention.

Growth Mindset Institute

It’s Not a “TELL”

Because a growth-mindset intervention seeks to create a world of new meanings, an important theme is that it is not sufficient to simply “teach the facts” of a growth mindset and then expect people to change. This approach creates a ”false growth mindset”.

Understanding Fixed Mindset Triggers

To be effective interventions must resonate with people’s experiences. They must place people’s experiences within the growth-mindset-meaning system. The intervention needs to help people recognise and reflect on their triggers.

Strategy Use

People who practice growth mindset tend to strategise which resources they should use. They seek and use resources to make their learning, goal pursuit and work more effective.

Dweck 2021 – Handbook of Wise Interventions

Growth Mindset FAQs

Coined by Carol S. Dweck, Psychology Professor at Stanford University, Growth Mindset is rooted in the belief that everyone can improve and achieve mastery through perseverance and practice. It is about the ability to learn, unlearn and relearn in a myriad of situations and the determination to continue pushing the boundaries to improve. As individuals embrace the Growth Mindset, organisations achieve higher performance.

A fixed mindset doesn’t believe growth is possible. Individuals with a fixed mindset see their skill sets and intelligence as predetermined and set in stone. This kind of thinking limits individuals and organisation’s potential.

Research has found that organisations who embrace growth mindset benefit from higher team engagement, greater innovation, and better collaboration. In addition, Growth Mindset prepares organisations for the future of work (FOW) where automations and artificial intelligence will make many organisations and job roles irrelevant and no longer needed in the new economy.

There are eight fixed mindset triggers uncovered by Professor Carol Dweck. Evidence shows that fixed mindsets can be changed by developing self awareness around people’s fixed mindset triggers and developing strategies for growth. This kind of intervention is possible through growth mindset intervention programmes.

As the Growth Mindset Institute’s (GMI) exclusive partner, we apply Professor Dweck’s research on Growth Mindset to design and deliver growth mindset intervention programmes that are proven to develop a genuine growth mindset in people. Our programmes are continuously updated to incorporate Professor Dweck’s latest research to ensure that you get the best growth mindset training for your teams. GMI programmes have been delivered to over 5,000 leaders and their teams in business and government. We learn from every workshop and work to make our training programmes better every day.

Professor Carol Dweck’s Growth Mindset

Professor Carol Dweck is an American psychologist who specialises in research on mindset – specifically related to motivation, personality, and development. Her theory on growth mindset states that talent and ability can be developed and that intelligence and natural gifts are just the starting point.

Growth Mindset programmes have been used to impact organisational change in companies across the world, including Airbnb and Microsoft. As the Growth Mindset Institute’s exclusive partner, ILS applies Professor Carol Dweck’s research on Growth Mindset to create organisational culture change in companies across Southeast Asia.

Avoid False Growth Mindset Consulting

Some consulting firms have adopted the term Growth Mindset without studying the academic research behind or fully understanding its application. Here are a few red flags of false Growth Mindset consulting:
  • Merely introducing concepts without tying them to individual behaviour, practises—and most important—to results.
  • Asserting that a Growth Mindset makes a person or organisation capable of doing anything! While Growth Mindset stretches performance beyond previous levels, it is fundamentally a practise that opens up new paths and increases resilience after setbacks. It is a never-ending journey, not a one-and-done silver bullet.
  • Using Fixed Mindset as a negative term that is used to blame or shame others. Fixed Mindsets are part of everyone and never simply go away. Identifying them and working with them is a lifelong journey. Fixed Mindsets actually become pathways to development when people learn to consciously shift them to a Growth Mindset.
  • Often taught by people who have not undertaken the Growth Mindset journey themselves. They have not studied the underlying psychology and neuroscience and cannot speak to their own triggers and behaviour. Lacking expertise, their ‘Growth Mindset’ approach is superficial and incapable of catalysing organisational culture change.

“False growth mindset is saying you have growth mindset
when you don’t really have it or you don’t really understand
[what it is].”

PROFESSOR CAROL DWECK

Going the Extra Mile for Our Clients

Contact Us

Scroll to Top
Jessica

Jessica Choo

Founder and Chief Strategist of ILS

Jessica Choo is the Founder and Chief Strategist of Integrated Learning Systems (ILS). With more than 30 years’ consulting and operational experience, Jessica has extensive working knowledge in the areas of performance consulting, talent development, organisation development, change management, strategic leadership, team development, and business management.

Jessica has extensive experience in assisting companies implement culture and people development solutions. Her behavioural science approach, coupled with her passion in people and result-orientedness, has consistently helped her clients achieved impressive results in organisation-wide people performance and culture change initiatives. A highly-established organisation development consultant, she has addressed over 15,000 executives and worked on more than 200 client projects across 20 countries. During the strategic assignments involving ministers and prominent CEOs in Singapore, Jessica consistently demonstrated her capability to focus the group and achieve creative progress and buy-in through her effective facilitation.

In recent years, Jessica has incorporated Growth Mindset interventions into her consulting as a powerful way to initiate and sustain high performance. She is also an active member of the Chicago Booth Executive Education network in Behavioural Economics.

Carl

Carl Sanders-Edwards

CEO and Founder of Adeption

Carl Sanders-Edwards is the CEO & Founder of Adeption – a platform that is improving and democratising leadership development for all through new, evidence-based, design-led approach to learning. Carl has over 20 years’ experience working with global organisations and start-ups, helping people and workplaces grow to be better.

Carl believes that leadership is no longer a role that one shoots for, but a required trait that everyone in the future must have. His mission is to make effective Leadership Development available to everyone. He brings a unique perspective to this challenge with experience from manufacturing, software development, leadership and innovation.

Carl holds an MBA from Babson College, Boston, as a Fulbright Scholar, graduating top of his class. He has a Bachelor of Technology (Hons) from Massey University, in New Zealand, and received the 2011 Massey University Distinguished Young Alumni.

jamie

Jamie Mclver

General Manager of Adeption

Jamie Mclver is a leader, facilitator and coach with vast international business experience and a passion for growing transformational leaders. He has lived and worked across Asia Pacific, Europe and Africa leading transformations, shaping change and shifting cultures.

With deep expertise in transformation, Jamie partners with leaders to uncover their purpose and long-term goals and takes creative approaches to unlock them. He also works with leadership teams and organisations to shape the leadership culture and transformation journeys that bring about sustainable success.

Jamie holds an MBA from Mount Eliza Business School and is a certified coach, member of the International Coaching Federation, certified practitioner for Leadership Circle Profile and a qualified Six-Sigma Black Belt.

Nick

Nick Petrie

Leadership Researcher and Speaker

Nick Petrie is a researcher and key-note speaker specialising in vertical leadership development, culture creation and resilience under pressure. He is also a performance coach for some of the world’s top companies helping them prepare for the future by creating solutions that help leaders be more: adaptable, resilient and strategic.

For the past decade, Nick has dedicated his time to working and residing in various regions, including the U.S., Asia, Europe, Britain, Scandinavia, and the Middle East. He is sought after for helping organisations build a healthy, high-performance culture (that doesn’t burn people out) and leadership development for senior executives. He spent 10 years at the Centre for Creative Leadership working with senior executives and HR leaders from around the world.