A growth mindset is the belief that skills and intelligence can be developed through learning, practice, and effort. Stanford psychologist Carol Dweck coined the term as a counterpoint to the fixed mindset, which views talent as static. For companies, a growth mindset is a key driver of transformation, innovation, and sustainable cultural development.
Growth Mindset: A growth mindset is the belief that skills can be developed—a key to driving change in organizations.
Contents
What Is a Growth Mindset? Definition and Origins
A growth mindset refers to a dynamic self-image. People with a growth mindset believe that they can develop their abilities through effort, experience, and feedback. They view challenges as opportunities to learn and accept setbacks as part of the growth process.
Growth Mindset vs. Fixed Mindset
| Situation | Growth Mindset | Fixed Mindset |
|---|---|---|
| Mistakes happen | A learning opportunity and a chance for growth | Evidence of incompetence |
| Challenges | Are accepted and actively sought after | Are avoided to prevent failure |
| Feedback | Is welcomed as valuable information | Is perceived as a personal attack |
| Application | The path to growth is always worth it | Signs of a lack of talent |
| Long-term for teams | Greater resilience, stronger capacity for transformation | 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 the course of decades, she observed how children and adults respond to challenges. Her conclusion: One’s inner attitude—or mindset—has a greater impact on learning success, performance, and resilience than raw talent alone.
The opposite is the fixed mindset, which is a static view of oneself. People with a fixed mindset believe that intelligence and talent are innate and unchangeable. Those who have developed a growth mindset see them as skills that can be cultivated.
| Feature | Fixed Mindset (static) | Growth Mindset (dynamic) |
|---|---|---|
| Overview of Skills | innate, unchangeable | can be developed through practice |
| Dealing with Challenges | avoid her | look for her |
| Response to Feedback | feels attacked | use it for learning |
| Dealing with Mistakes | as a failure | as a learning step |
| The success of others | as a threat | for inspiration |
According to Dweck’s studies in U.S. schools, students with a cultivated growth mindset showed measurable improvements in their performance, particularly when tackling difficult tasks. This principle can be applied to businesses.
Growth Mindset in Change Management: Why a Growth Mindset Makes Change Successful
Key points at a glance
- A growth mindset strengthens employees' willingness to embrace change in transformation projects.
- In SAP S/4HANAand AI implementations, it reduces resistance and accelerates the adoption of new systems.
- A growth-oriented culture fosters tolerance for mistakes, learning, and innovation.
- Leaders with a growth mindset serve as catalysts for sustainable change.
Change requires learning. People with a static self-image often perceive new processes, tools, or structures as a threat. A growth mindset reframes these situations as opportunities to learn something new. This is exactly where successful change management comes into play.
A clear pattern emerges from over 2,500 projects: transformations succeed when people are on board. For example, according to an SAP customer survey, 62% of the challenges associated with an SAP S/4HANA implementation relate to human factors, not technology. A growth mindset helps teams embrace new processes rather than clinging to the old ways.
A growth mindset also plays a central role in AI strategy. Artificial intelligence is rapidly transforming tasks and roles. Employees with a growth mindset experiment, learn how to use prompts, test tools like ChatGPT, and actively help design applications. The result: faster adaptation and greater acceptance.
Growth mindset is therefore not a “soft” concept. It has a direct impact on measurable metrics such as time-to-value, adoption rates, and employee retention. According to a McKinsey study (2023), companies with a learning-oriented culture achieve their transformation goals about 30% more often.
Important: A growth mindset isn’t just a motivational cliché. Nor is it simply positive thinking that everything will turn out fine. It is the sober conviction that skills grow through learning, and the willingness to put that into practice in everyday life.
Case study from a CPC project: At a DAX-listed company, the establishment of a learning culture as part of a cultural development initiative significantly increased acceptance of a new CRM system within six months.
Developing a Growth Mindset: 6 Tips for Leaders
A growth mindset doesn’t develop overnight. Leaders play a crucial role in helping teams embrace a growth mindset in their day-to-day work. The following tips have proven effective in practice:
5-Point Checklist: Fostering a Growth Mindset in Your Team
Check off the measures you’ve already implemented. This will help you see right away where there’s room for improvement.
An overview of the 6 tips
- Set learning goals instead of just performance goals. Formulate goals that require learning. Example: “Test a new stakeholder format by Q3” instead of “Increase revenue by 5%.”
- Praise effort, not just results. Recognizing effort, strategy, and learning progress helps instill a growth mindset. Praising only results promotes a fixed self-concept.
- Use mistakes as learning opportunities. Set up "lessons learned" sessions. Ask: What have we learned? What will we do differently next time?
- Provide feedback regularly and specifically. Feedback is the fuel for growth. It should be timely, specific, and focused on behavior, not on the person.
- Share your own learning journey. Leaders are role models. Talk openly about your own learning process and uncertainties. This makes a growth mindset visible.
- Create a framework for experimentation. Give teams the space to try new things without being judged right away. Pilot projects and sprints are good ways to do this.
Consistency is key: a growth mindset is developed through repetition. One-off workshops are not enough. Only when teachers, coaches, and supervisors consistently model a growth mindset in their daily work will it become ingrained in the organizational culture. The investment is worth it: teams become more adaptable, creative, and resilient.
A growth mindset is a central component, particularly in leadership development programs. After all, a leader who thinks in fixed terms can hardly foster a growth mindset within the team. Experience in coaching processes shows that even small shifts in language—such as saying “I can’t do that yet ” instead of “I can’t do that”—have an impact on the team. The CPC’s change formula also demonstrates that without the confidence that change is possible, projects fail. It is precisely this sense of self-efficacy that a growth mindset strengthens.
Practical tip: Start with a brief self-assessment. For one week, keep track of when you praise effort and when you only reward results. This simple step alone will help you refine your own attitude and put a growth mindset into practice.
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 self-concept: skills can be developed through learning, practice, and effort. A fixed mindset is a static self-concept: talents are seen as innate and unchangeable. Carol Dweck demonstrated that mindset shapes performance, willingness to learn, and how people cope with setbacks.
How long does it take to develop a growth mindset?
A growth mindset develops gradually. The first shifts in thinking are often noticeable after just a few weeks. To become firmly established—even under pressure—it usually takes six to twelve months of consistent practice. Repetition, feedback, and a supportive environment are key.
How can companies measure a growth mindset?
Companies measure growth mindset through employee surveys, pulse checks, and behavioral indicators. Traditional questionnaires assess statements such as “I can significantly improve my skills.” Indirectly, growth mindset is reflected in metrics such as learning time per employee, adoption rates of new tools, or employee turnover.
Can anyone develop a growth mindset?
Yes. According to Carol Dweck and subsequent studies, mindsets can be learned. No one has exclusively a growth or fixed mindset; it is usually a combination of both. With focused reflection, feedback, and training, a growth mindset can be strengthened. Teachers, parents, and leaders can also actively support this process.
What role does a growth mindset play in change management?
A growth mindset is key to successful change. Employees with a growth mindset embrace 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 reduces resistance and accelerates adoption.
Would you like to embed a growth mindset in your company?
Our consultants will help you establish a growth mindset within your organization in a sustainable way.