It is important to apply the concepts of a growth mindset intentionally, not just in a prescriptive way. For example, leaders of an organization must do more than toss up a few posters or chastise employees when they exhibit a fixed mindset. To truly absorb the growth mindset, it is important to plan, measure, take action and monitor your results. My proposal centers around incorporating paperless practices at a leadership level, starting with the Digital Learning Team. How can we incorporate the concepts of growth mindset to make meaningful change and influence the district? My plan is to: Model best practices, coach employees, monitor and explicitly teach growth mindset in training, incorporate active learning in training, and plan for fixed mindset and false growth mindset. Certainly, these actions are the most effective way to “grow” a growth mindset from my position in the district.
Defining a Growth Mindset
What is a growth mindset? Dr. Carol Dweck was the first person to define growth mindset in the context of teaching and learning. Dr. Dweck (2007) says that a “growth mindset is based on the belief that your basic qualities are things you can cultivate through your efforts, your strategies, and help from others” (p. 7). In contrast, Dweck (2007) defines a fixed mindset as a belief that “you only have a certain amount of intelligence, a certain personality, and a certain moral character” (p. 6).
These concepts aren’t new. In The Feeling Good Handbook, Dr. David D Burns (1999) provides a guide to learn cognitive behavioral therapy (CBT) to overcome depression and anxiety. This book helps people recognize distorted thinking and reframe the thinking. A fixed mindset simply demonstrates distorted thinking patterns. For example, “I’ll never be able to understand that!” and “What if I flunk?” are examples of both distorted and fixed mindset thinking.
How can I encourage a growth mindset in Grapevine-Colleyville ISD?
Walk the talk
Everything I want to change in the district must start with me. My plan is to monitor my own self-talk. I will use Scott Jeffrey’s Four Steps (n.d.) as a guide. These Four Steps are the basis of my growth mindset plan while modeling, coaching, and teaching others. This is because they provide a simple way to reframe distorted, fixed mindset thinking.
Ideas in the image from Change Your Fixed Mindset into a Growth Mindset (Jeffrey, n.d.).
Use Coaching Questions
Applying the growth mindset to one-on-one coaching sessions and conversations is a powerful way to help others grow their growth mindset. Aside from modeling the Four Steps (Jeffrey, n.d.) and coaching others to use them, I will use questions to guide others in growth mindset thinking. This is due to the fact that these questions shift thinking from passive and negative to active and hopeful.
Ideas in the image from Change Your Fixed Mindset into a Growth Mindset (Jeffrey, n.d.).
Monitor Metacognition
When teaching, a great way to help learners improve their growth mindset is to coach them to use metacognition. For example, teachers can use pre-assessments to ask learners what they already know about a topic and what they want to learn. You might also ask learners to rank their comfort with information and skills prior to learning. Throughout a lesson, coach learners to monitor their progress. As an exit ticket, learners can also describe what they learned and what skills they used. Finally, they can rank their comfort with information to demonstrate their growth. This will emphasize the process and show a correlation between effort and learning outcomes.
Ideas in the image from Five Ways to Teach Students to Be Learning Centered, Too (Moore, 2016).
Provide Explicit Instruction
The best way to apply growth mindset thinking is to learn how! In his powerful TED Talk, The Power of Belief – Mindset and Success, Eduardo Briceno (2012) states “research shows that when we directly try to build grit or persistence, it is not nearly as effective as addressing the mindset that underlies them.” Briceno spent time teaching his students explicitly about growth vs. fixed mindset and how to flex growth mindset muscles. I intend to do the same! I will incorporate information into training and guide my team in doing the same.
Incorporate Active-Learning
Another great way to encourage metacognition is through graphic organizers, note-taking templates, and choice. According to Five Ways to Teach Students to Be Learning Centered, Too (Moore, 2016), graphic organizers can “help improve their understanding of how concepts relate to each other.” Examples might include concept maps or thinking maps. Also, “providing students with a menu of optional assignments allows them to reinforce, practice, and learn content in a way that is more aligned with their interests” (Moore, 2016). For example, provide learners with a “Tic-Tac-Toe” menu where they complete three of the nine activities in a row, column, or diagonal. I will demonstrate these concepts with my team and apply them in training to grow the growth mindset!
Ideas in the image from Five Ways to Teach Students to Be Learning Centered, Too (Moore, 2016).
Plan for Fixed-Mindset and False Growth Mindset
According to Jeffrey (n.d.), “We are all subconsciously influenced by a fixed mindset.” He goes on to say that this is most likely “due to fixed mindset conditioning during childhood” (Jeffrey, n.d.). Preparing for fixed mindset thinking and false growth mindset thinking in others requires intentional planning through noticing fixed mindset thinking, coaching and monitoring it. It also requires supporting enablers. What is an enabler? Enablers are people committed to the status quo who need social ability to feel comfortable moving forward (Grenny et al., 2013). Enablers need help, information, and resources at the right time to gain social ability. Because of this, my goal is to use the four steps, coaching questions, and other resources mentioned to combat fixed mindset thinking for these individuals.
Final Thoughts
Any meaningful goal or plan must begin with an outcome in mind. My goal is to use the resources mentioned to improve my growth mindset and the growth mindset of my teammates that we may carry this mindset to others in our work. With the right plan, the growth mindset can permeate all aspects of the organization.
References
Andersen, S. (2017, December 20). Sarah’s Scribbles by Sarah Andersen for December 20, 2017. GoComics. Retrieved February 5, 2022, from https://www.gocomics.com/sarahs-scribbles/2017/12/20
Briceno, E. (2012, November 19). The Power of Belief — Mindset and Success | Eduardo Briceno | TEDxManhattanBeach. YouTube. Retrieved February 5, 2022, from https://youtu.be/pN34FNbOKXc
Burns, D. D. (1999). The Feeling Good Handbook (Plume). Penguin Publishing Group.
Dweck, C. S. (2007). Mindset: The New Psychology of Success. Ballantine Books.
Grenny, J., McMillan, R., Patterson, K., Switzler, A., & Maxfield, D. (2013). Influencer: The New Science of Leading Change, Second Edition (Paperback). McGraw-Hill Education.
Jarrard, B. (2019, May 14). Four Stages of Learning: Are They Enough to Make Innovation Happen? –. Mindwerx. Retrieved February 5, 2022, from http://mindwerx.com/four-stages-learning-enough-make-innovation-happen/
Jeffrey, S. (n.d.). Change Your Fixed Mindset into a Growth Mindset [Complete Guide]. Scott Jeffrey. Retrieved February 5, 2022, from https://scottjeffrey.com/change-your-fixed-mindset/#A_4-Step_Process_to_Change_Your_Mindset
Maxwell, T. (2020, April 20). Moving from the Fear Zone to the Growth Zone. Succeed On Purpose. Retrieved February 5, 2022, from https://www.succeedonpurpose.com/post/moving-from-the-fear-zone-to-the-growth-zone
Moore, C. S. (2016, September 19). Five Ways to Teach Students to Be Learning Centered, Too. Faculty Focus. Retrieved February 5, 2022, from https://www.facultyfocus.com/articles/teaching-and-learning/five-ways-to-teach-students-to-be-learning-centered-too/