{"id":22733,"date":"2022-07-18T15:04:10","date_gmt":"2022-07-18T20:04:10","guid":{"rendered":"https:\/\/trainingmag.com\/?p=22733"},"modified":"2022-07-21T08:54:02","modified_gmt":"2022-07-21T13:54:02","slug":"mindset-and-its-impact-on-productivity-and-engagement","status":"publish","type":"post","link":"https:\/\/trainingmag.com\/mindset-and-its-impact-on-productivity-and-engagement\/","title":{"rendered":"Mindset and Its Impact on Productivity and Engagement"},"content":{"rendered":"

Fill in the blank and then read this sentence out loud: I\u2019ve always been terrible at __________. <\/em>What did you use to fill in the blank? Was it easy or challenging to complete this sentence? Did you have to search hard for something you don\u2019t feel good at, or were there a few options on the tip of your tongue?<\/p>\n

The notion that you\u2019ve always been (and always will be) unskilled in an area is one way to illustrate the concept of fixed mindset. According to psychologist Carol Dweck<\/a>, a fixed mindset<\/strong> is the belief that you are born with a certain amount of ability and you are unable to further develop in this area. It\u2019s as if your skills are frozen in time. A fixed mindset is contrasted with a growth mindset,<\/strong> which is described as the ability to develop and grow with effort, learning, and persistence. Those with a growth mindset see their current abilities as the place where they are starting but\u2014with dedication\u2014will certainly surpass.<\/p>\n

It is likely we have adopted fixed mindsets about a host of skills and capabilities\u2014some of which undoubtedly have been developed from old or inaccurate data<\/a> (such as a low grade on a test in grade school or a flippant comment from a previous manager) and yet we\u2019ve harbored these belief systems without challenge for years now. What\u2019s more, the effects of a fixed mindset probably are impacting us more than we think\u2014especially at work. A fixed mindset can influence the degree to which we feel comfortable taking risks, sharing innovative ideas, persisting through a challenging task, and (not surprisingly) ultimately can lead to a fear of failure, reduced motivation, and even complete disengagement.<\/p>\n

We might begin to see feedback as threatening, especially if we don\u2019t see a way forward. We might perceive our highly skilled peers in the same threatening light instead of feeling inspired by their achievements. Since we believe we will not be successful, we might wonder if it\u2019s even worth trying at all.<\/p>\n

What\u2019s interesting about the research on mindsets is that they differ based on the competency. For example, we can feel confident about our ability to think strategically and yet less so about our ability to present our ideas to a room of executives. We can feel strong when building rapport with our colleagues and stakeholders, and concerned about demonstrating the ROI from our training efforts. And if we have a complicated relationship with our learning and development (L&D) capabilities and our mindsets, we\u2019ll find the same story with our learners and their capabilities and mindsets regardless of their industry.<\/p>\n

Combatting a Fixed Mindset<\/h2>\n

So what can we do about it? As L&D professionals, it turns out there\u2019s a lot of opportunity for us to combat a fixed mindset:<\/p>\n