Dr Carol S. Dweck, a psychologist based at Stanford University is an expert on how people’s self-conceptions impact their performance. In her critically-acclaimed book ‘Mindset’[i], she describes mindsets as the underlying beliefs that people have about themselves and their abilities. She contrasts how some people have ‘fixed mindsets’ and others have ‘growth mindsets’.
In this article, I explain the relevance of Dweck’s work to career transitions, and how I use some of her principles when coaching clients.
Fixed v growth mindsets
While people’s mindsets are as varied as people themselves, for the purpose of human performance and achievement, Dweck fundamentally divides them into fixed mindsets and growth mindsets.
Fixed mindsets are where the individual feels that their capabilities – in terms of intelligence, personality and moral character – are static and unchangeable. The individual that has this way of thinking will avoid challenges, or give up easily, as they fear failure.
Growth mindsets, in contrast, are where the individual recognises that their capabilities are dynamic and can be enhanced with time and effort. Therefore, they believe that they are capable of changing, improving their skills and learning in many different areas of life. People with a growth mindset view challenges as opportunities to grow, and they are more likely to persist in the face of difficulties.
In our careers, fixed mindsets can be an incredibly powerful barrier to success, but with help, they can be challenged. The good news is that if you have a growth mindset then you will be able to change any unhelpful behaviours that may limit your progress in life.
Our mindsets are the results of our life experiences so far, especially the influences of our parents, teachers and our successes and failures. Fixed mindsets can originate from a variety of experiences that are not necessarily negative or incorrect. Think back to school, for example, when parents or teachers might advise against being too outspoken about personal achievements. Quite rightly, as boastfulness is typically a dislikeable trait and children find it difficult to balance pride against arrogance. However, when such a principle is instilled in a child, it often stays with them until adulthood. This is where it can have unintended detrimental consequences. Therefore, this may cause under-confidence and/or negative self-talk, i.e. where a person under-recognises their own achievements. As a result, they might struggle to present themselves effectively in job applications and interviews. This may cause them to miss opportunities that match their qualifications.
Examples of limiting mindsets
- ‘I’m not good enough’ (commonly referred to as imposter syndrome). This mindset may prevent individuals from pursuing opportunities they are well-suited to, as they underestimate their abilities. They may also assume they don’t measure up to expectations.
- ‘I’ve only got myself to blame.’ This belief can foster self-criticism that hinders growth, as individuals focus on assigning blame to themselves. This is rather than learning from their experiences and moving forward.
- ‘I’ve not succeeded well in the past in this activity, so I’m not going to in the future.’ This mindset can hold individuals back from improving in an area where they may simply need more practice. This ultimately may stop them from exploring opportunities that align with their potential.
- Those who aim for perfection in everything they do. Perfectionism can lead to constant dissatisfaction, as even significant achievements may be overshadowed by an unrelenting sense of falling short.
Having helped some of my clients change their mindsets, I’ve seen them going on to make career moves that they previously never thought possible.
Changing your mindset can unlock your potential and help you to achieve goals that initially felt impossible. The approach to changing your mindset is typically described in three stages. Whilst it is possible to change your mindset singlehandedly, it’s faster and more effective with the help of a coach, who can provide outside perspectives and help navigate common obstacles. Below are three stages in changing limiting mindsets.
Stage 1: Identifying limiting mindsets
The first step in changing a limiting mindset is to identify it. This requires a high level of self-awareness and is often where, as a coach, I step in to help clients uncover the truth using my understanding of their experiences. Identifying mindsets can be particularly challenging if they have been ingrained since childhood, as these beliefs often feel like universal truths rather than personal perspectives.
At this stage, many clients realise they have multiple limiting mindsets. To address them effectively, we focus on tackling one at a time, prioritising the most impactful mindset before moving on to stage 2. If in the past, this limiting mindset was embedded in your unconscious, moving from stage 1 to 2 will mean that at least you will now be aware of it.
Stage 2: Analyse the mindset
Ask yourself whether you have an automatic reaction in certain situations. Automatic thoughts are those that arise in response to situation without purposeful or deliberate thought. In this context, they are conceptually very similar to the Becks’ concept of NATs (Negative Automatic Thoughts), where people’s inherent biases affect how they respond emotionally to stimuli.
Some examples of NATs, using the limiting mindset examples from the previous section are below.
- A high competition ratio for a speciality, triggers ‘I’m not good enough’.
- Failure in an exam, triggers ‘I’ve only got myself to blame’.
- Having to complete a practical procedure, triggers ‘I’ve not succeeded well in the past in this activity, so I’m not going to in the future’.
- Perfectionism, triggers the thought that your effort will never be good enough.
Next, it can help to analyse a past or imagined version of your automatic thoughts. (In other words, how did I respond to that? Or, how would I respond to that?). Recognising and reflecting on this automatic reaction/thought will be crucial to having the ability to change it.
Stage 3: Reframing the mindset
Change will take time, as your mindset is deeply ingrained and has become part of your habitual patterns, so try not to be too hard on yourself. Adopting an attitude of curiosity toward your NATS can be beneficial. It can make the process of change smoother, faster and more enjoyable.
Then as you step back from the old, fixed mindset, it is good to notice what new prospects this might open up for you. When this limiting belief lingers, then it is worth asking the question whether or not it serves you.
As you step back from the mindset, what new prospects does this open for you? How willing are you to break your old patterns and to try something new?
A past client provides a great example of shifting from a fixed mindset to a growth one. They transitioned from a permanent role to a portfolio career, combining part-time work with self-employment. Initially, their mindset was fixed with regards to permanent employment and traditional means of earning a living, as well as the definition of job security. However, they discovered that what mattered more to them was acquiring and developing certain skills, which made them more employable overall. This was independent of whether they were in a permanent role, or working as a self-employed professional.
Getting some support
Changing a limiting mindset is very hard to do by yourself. It is often suggested in coaching literature and practice that external support can help people identify and challenge their fixed mindsets. External perspectives can uncover blind spots that individuals may not see on their own.
Therefore, if you are interested in exploring your mindsets and being coached to reframe them, please do contact me on [email protected] or 07766018081.
[i] Dweck, C. S. (2017). Mindset – Updated Edition: Changing the way you think to fulfil your potential. New York: Robinson