Tara Higgins demystifies the growth mindset and provides tips on how to best demonstrate your growth mindset in interviews.
We hear the term ‘growth mindset’ more and more these days, and it has even become part of some mission statements. But what exactly is a growth mindset, and why is it important?
What is a growth mindset?
A growth mindset is often incorrectly defined as an inherent trait. Many people believe that if you are positive, flexible, open-minded and enthusiastic, you are showing that you naturally have a growth mindset.
The reality is that a growth mindset means something entirely different. The good news is that it can be both taught and learned.
Psychologist Dr Carol Dweck developed and popularised the term “growth mindset" in her 2006 book, Mindset: The New Psychology of Success. She describes it thus: “In a growth mindset, people believe that their most basic abilities can be developed through dedication and hard work – brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.”
She describes the core of the growth mindset as:
“The passion for stretching yourself and sticking to it, even (or especially) when it’s not going well, is the hallmark of the growth mindset. This is the mindset that allows people to thrive during some of the most challenging times in their lives.”
Why is a growth mindset so important?
It’s helpful to look at the opposite of a growth mindset – a fixed mindset – to understand why having a growth mindset is so important, not just for an individual but for any organisation. A fixed mindset is where you believe that your talent and intelligence is static, that you are born with a certain level of ability and unable to improve your levels over time.
Workplaces that cultivate a growth mindset culture are often more innovative, inspired, efficient and have a more positive outlook that encourages new ideas. Employees in a growth mindset culture take more risks and demonstrate growth throughout their careers.
Growth mindset in interviews
Because of this drive to create a growth mindset culture, organisations often look at how new hires can demonstrate their growth mindset during the interview process. Here are a few ways you can do that:
- Give examples of how you have learned something from scratch, be it a new language, how to build a macro on Excel, etc.
- Highlight how you have successfully completed a new task you had never done before despite being out of your comfort zone.
- Demonstrate examples of times you were resilient and kept problem-solving when something challenging came up at work.
- Show your commitment to continuous learning by outlining courses you have completed since qualifying.
- Highlight the goals you have set for yourself personally and professionally, and outline your plan to achieve them, showing motivation.
- Discuss any failures or shortcomings from the past and what you will do differently in the future.
- Demonstrate how you embrace feedback and view it as an opportunity to learn.
- Ask solid and well-formed questions to show you are inquisitive and eager to learn more.
Tara Higgins is an Associate Director with Barden Cork.
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