In her groundbreaking book "Mindset: The New Psychology of Success," Carol Dweck introduces two fundamental mindsets that shape how we approach challenges and growth:

1. Fixed Mindset: The belief that your qualities are carved in stone. Intelligence and talent are fixed traits that cannot be significantly developed. People with a fixed mindset tend to:

   • Avoid challenges for fear of failure
   • Give up easily when obstacles arise
   • See effort as fruitless
   • Ignore useful negative feedback
   • Feel threatened by others’ success

2. Growth Mindset: The belief that your basic qualities can be cultivated through effort. Intelligence and talent are just starting points that can be developed through dedication and hard work. People with a growth mindset tend to:

   • Embrace challenges as opportunities to grow
   • Persist in the face of setbacks
   • See effort as the path to mastery
   • Learn from criticism
   • Find inspiration in others’ success

Other signals I look for when identifying growth mindset in candidates include:

• How they talk about past failures (do they view them as learning experiences?)
• Their approach to feedback (do they get defensive or curious?)
• Examples of self-directed learning (have they taught themselves new skills?)
• How they describe overcoming obstacles (did they persist or give up?)
• Their reaction to challenging situations during the interview process itself

I’ve found that team members with growth mindsets are more resilient, collaborative, and innovative. They create a culture where experimentation is encouraged and failure is seen as a necessary step toward improvement.

Yes, people can absolutely grow out of a fixed mindset. Mindset itself is not fixed!

The journey from a fixed to a growth mindset requires awareness and practice. Here are strategies I’ve seen work effectively:

1. Recognize fixed mindset triggers: Learn to identify when you’re falling into fixed mindset thinking (“I’m not good at this,” “I can’t learn this”)

2. Reframe challenges: View difficulties as opportunities to develop new neural connections rather than exposures of your limitations

3. Embrace the power of “yet”: Add “yet” to statements about inability (“I don’t understand this code yet”)

4. Value the process over results: Celebrate effort, strategies, and progress rather than just outcomes

5. Create growth-oriented environments: Surround yourself with people who value learning and improvement

The transformation doesn’t happen overnight, but with consistent practice, anyone can develop a more growth-oriented approach to challenges. I’ve watched team members evolve from seeing feedback as personal criticism to actively seeking it out as valuable information for improvement.