Let’s get this out of the way: you’re talented. How far you tap into your inborn talents, however, all depends on the attitude and mindset you bring to your creative work, and how you choose to work with those around you.
Psychologist Carol Dweck, author of Mindset: The New Psychology for Success, believes that if you feel your talent can grow based on the amount of effort you put in, your potential is limitless.
Providing feedback is an easy way to facilitate growth in your co-workers – as long as you focus on the process.
The term for this is “growth mindset,” and is just one of the topics she discussed when she sat down for an interview with Jocelyn Glei. Here’s what else Carol has to say about the relationship between a growth mindset and your personal prosperity.
A “Fixed Mindset” Will Hold You Back
As children, we’re fearless. We believe we can do anything, and our creativity knows no bounds. But at a certain age this slows down, and even stops, as we begin to think of mistakes as failures.
This fear of failure permeates all aspects of our lives, and results in a “fixed mindset,” which is Carol’s term for people who believe that they only have a certain amount of limited ability. People with a fixed mindset are concerned with appearing “smart” at all times, and believe that talent comes naturally – and if they don’t believe they’re smart or talented, they won’t step out of their comfort zone to try and learn or develop. They effectively put a cap on their growth.
Having a “Growth Mindset” Means Embracing the Struggle
Have you ever pushed forward with a project in your personal or professional life in which you had no previous experience? It can be challenging at times, but with a growth mindset you embrace the effort required, understand that it may not come easy, and move forward. You’re determined to succeed, and no challenge can stop you.
This is the core difference between having a growth mindset and a fixed mindset. Those with a fixed mindset approach the same project, question their ability, and stop before ever getting started.
Focus on the Process, Not the Person
Providing feedback is an easy way to facilitate growth in your co-workers – as long as you focus on the process.
Ensure any positive feedback given to your team members can be reproduced with other projects. “You’re a genius!” can’t be reproduced and makes people afraid of trying harder things or new approaches, stifling creativity. “I love the way you mobilized the team,” is an example of a feedback related to the process, which can be reproduced and leaves room for growth.
When giving negative feedback or providing criticism, you, again, need to focus on the process. Mention what you liked about their approach before discussing how they can increase the likelihood of success next time. Adding a simple word like “yet” at the end of a sentence (“You don’t have this skill… yet”) gives people perspective, and creates the idea of learning. “It’s such a growth mindset word,” says Carol.
You Can Change Your Mindset
The fixed mindset will always be in your head. Listen to it, and when you’re ready, start talking back.
If you have a friend or colleague who is extremely successful, don’t feel threatened or intimidated. You can look at this as an opportunity to say, “What can I learn from this person?” There will always be challenges, setbacks and roadblocks. These are all opportunities to learn from.