Growth Mindset (Organization)

Strategies for organizations

• When communicating about abilities, talk about them as malleable. When communicating, both internally and externally, talk about abilities as malleable. For example, in job descriptions, talk about opportunities to grow, develop, and learn rather than seeking the best and brightest. In interviews and performance management, talk about skills rather than traits. And when talking about why people succeeded or failed, talk about the strategies they used, not who they are as individuals.
• Provide opportunities for employees to grow. Development opportunities show that you believe people can grow and change. Provide these opportunities, coach employees on how to take advantage of them, and recognize them when they do. When employees try something new (e.g., a new approach to their work, or a particularly challenging project), acknowledge or reward this, regardless of whether it leads to success.
• In performance management, focus on improvement and avoid comparisons. Instead of dividing employees into top performers and bottom performers, compare individuals to expectations for the job, and then give each employee the tools they need to improve. It should be clear that where they are now is not necessarily indicative of where the organization believes they’ll be forever.
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