Sebastian KeimJune 15, 2026
A growth mindset is the belief that ability and intelligence grow through learning, practice and effort. Stanford psychologist Carol Dweck coined the term as the counterpart to the fixed mindset, which treats talent as static. For companies, a growth mindset is a central lever for transformation, innovation and lasting cultural development.
Growth mindset: a growth mindset is the belief that abilities can grow, and it is a key to change in organisations.
Contents
What is a growth mindset? Definition and origins
A growth mindset describes a dynamic view of oneself. People with a growth mindset believe they can develop their abilities through effort, experience and feedback. They see challenges as an opportunity to learn and accept setbacks as part of the process of growing.
Growth mindset vs. fixed mindset
| Situation | Growth mindset (belief in development) | Fixed mindset (rigid thinking) |
|---|---|---|
| Mistakes happen | A reason to learn and an opportunity to develop | Proof of a lack of ability |
| Challenges | Are embraced and actively sought out | Are avoided in order to prevent failure |
| Feedback | Is welcomed as valuable information | Is perceived as a personal attack |
| Effort | The route to growth, always worthwhile | A sign of missing talent |
| Long-term effect on teams | Greater resilience, stronger capacity to transform | Stagnation, increased resistance to change |
Growth mindset or fixed mindset?
The term was coined by Stanford psychologist Carol Dweck in her book Mindset: The New Psychology of Success (2006). Over decades she observed how children and adults respond to challenges. The finding: our inner attitude, the mindset, shapes learning, performance and resilience more strongly than raw talent.
The counterpart is the fixed mindset, a static view of oneself. Those with a fixed mindset believe that intelligence and talent are innate and unchangeable. Those who have developed a growth mindset see them as something that can be trained.
| Characteristic | Fixed mindset (static) | Growth mindset (dynamic) |
|---|---|---|
| View of ability | innate, unchangeable | can be developed through practice |
| Approach to challenges | avoids them | seeks them out |
| Response to feedback | feels attacked | uses it to learn |
| Attitude to mistakes | as failure | as a step in learning |
| Others' success | as a threat | as inspiration |
According to Dweck's studies in US schools, pupils who had been trained in a growth mindset improved their performance measurably, particularly on difficult tasks. The same principle can be applied to companies.
Growth mindset in change management: why a growth outlook makes change work
The essentials at a glance
- A growth mindset strengthens employees' readiness for change in transformation projects.
- In SAP S/4HANA and AI implementations it lowers resistance and speeds up acceptance of new systems.
- A growth-oriented culture encourages tolerance of mistakes, learning and innovation.
- Leaders with a growth mindset act as multipliers for lasting change.
Change demands learning. Those with a static view of themselves often experience new processes, tools or structures as a threat. A growth mindset reframes these situations as a chance to learn something new. This is precisely where successful change management begins.
Across more than 2,500 projects a clear pattern emerges: transformations succeed when people come along. In an SAP S/4HANA implementation, for instance, an SAP customer survey found that 62% of the challenges relate to human factors, not to the technology. A growth mindset helps teams engage with new processes rather than clinging to the old ones.
A growth outlook is equally central to AI strategy. Artificial intelligence changes tasks and roles quickly. Employees with a growth mindset experiment, learn how to prompt, test tools such as ChatGPT and actively help shape applications. The result: faster adoption and higher acceptance.
A growth outlook is therefore not a "soft" concept. It has a direct effect on measurable variables such as time to value, adoption rates and employee retention. According to a McKinsey study (2023), companies with a learning-oriented culture reach their transformation goals around 30% more often.
Important: a growth mindset is not merely a motivational slogan. Nor is it positive thinking that everything will turn out fine. It is the sober conviction that ability grows through learning, and the will to practise that day to day.
An example from a CPC project: at a DAX-listed group, embedding a learning culture as part of a culture development programme markedly increased acceptance of a new CRM system within six months.
Developing a growth mindset: 6 tips for leaders
A growth mindset does not develop overnight. Leaders play a decisive role in making sure teams live a growth outlook day to day. The following tips have proven their worth in practice:
Five-point checklist: encouraging a growth mindset in your team
Tick off the measures you already have in place. You will see straight away where the room for development lies.
The 6 tips at a glance
- Set learning goals, not just performance goals. Formulate goals that require learning. For example: "test a new stakeholder format by Q3" rather than "increase revenue by 5%".
- Praise effort, not just results. Recognising effort, approach and learning progress embeds a growth mindset. Praising results alone reinforces a static self-image.
- Use mistakes as learning moments. Establish lessons-learned sessions. Ask: what have we learned? What will we do differently next time?
- Give feedback regularly and specifically. Feedback is the fuel for development. It should be timely, specific and directed at behaviour rather than at the person.
- Show your own learning journey. Leaders set the example. Talk openly about your own learning steps and uncertainties. That makes a growth outlook visible.
- Create room for experiments. Give teams the space to try new things without being judged straight away. Pilot projects and sprints are good formats for this.
Consistency is what matters: a growth mindset emerges through repetition. Individual workshops are not enough. Only when teachers, coaches and managers consistently model a growth outlook in daily practice does it shape the corporate culture. The investment pays off: teams become more adaptable, more creative and more resilient.
In leadership development programmes in particular, the growth mindset is a central building block, because leaders who think in static terms themselves can hardly foster a growth outlook in their teams. Experience from coaching processes shows that even small shifts in language, such as "I can't do that yet" instead of "I can't do that", have an effect on the team. CPC's change formula makes the same point: without the confidence that change is achievable, projects fail. A growth mindset strengthens precisely this sense of self-efficacy.
A tip from practice: start with a short self-assessment. For one week, note down when you praise effort and when you reward results alone. Even this simple step sharpens your own attitude and makes a growth outlook concrete.
FAQ: frequently asked questions about the growth mindset
What is the difference between a growth mindset and a fixed mindset?
A growth mindset is a dynamic view of oneself: abilities grow through learning, practice and effort. A fixed mindset is a static view of oneself: talents are regarded as innate and unchangeable. Carol Dweck showed that mindset shapes performance, willingness to learn and the way people handle setbacks.
How long does it take to develop a growth mindset?
A growth mindset develops step by step. The first shifts in thinking are often noticeable after just a few weeks. Embedding it robustly, including under pressure, usually takes six to twelve months of consistent practice. Repetition, feedback and a supportive environment are decisive.
How can companies measure a growth mindset?
Companies measure the growth mindset through employee surveys, pulse checks and behavioural indicators. Standard questionnaires test statements such as "I can significantly improve my abilities". Indirectly, a growth outlook shows up in metrics such as learning time per employee, adoption rates for new tools or staff turnover.
Can anyone develop a growth mindset?
Yes. According to Carol Dweck and subsequent studies, mindsets can be learned. Nobody has purely a growth or a fixed mindset; it is usually a mixture. Targeted reflection, feedback and training can strengthen a growth outlook. Teachers, parents and leaders can all actively support this process.
What role does the growth mindset play in change management?
A growth mindset is a key to successful change. Employees with a growth outlook take on new processes, systems and roles more readily. They see opportunities to learn rather than threats. In transformation projects such as SAP S/4HANA or AI implementations, a growth mindset lowers resistance and speeds up acceptance.
Would you like to embed a growth mindset in your organisation?
Our consultants help you establish a growth outlook in your organisation for the long term.