|Fixed Mindset||Growth Mindset|
|FOCUS ON VALIDATION
Customers who were struggling were focused on being perfect, mistake-free, smart, or right. The focus was on validating themselves.
The focus was on others perceptions, what will others think of us; they wanted to appear smart and successful, and avoid situations where they and their organizations looked terrible.
|FOCUS ON LEARNING
Customers who were growing despite the challenges we're focused on improving and learning. This focus on learning enabled them to focus on growth.
The focus was on stretching themselves to become smarter and better, rather than just appearing to be so.
The leadership team and the organization thrived when they were in their comfort zone and felt confident in their success. They were interested only when they could see results, and lost focus when things don't work out predictably. Hence, preferred tried-and-tested activities that validate what they're confident or good at in an unpredictable environment
The leadership team and the organization thrived when they embrace challenges. They focused on learning from others who are better than them or can push/help them to grow. They loved experiences that stretched them and were driven by a desire to push their boundaries—so much so that few of them achieved the impossible of doubling their employee count
The organizations and their leadership teams that were not so successful unfortunately limited themselves to evaluations and past performances that supposedly tell them what they can achieve. They focused on past success to validate their decisions and actions.
These leadership teams of fixed mindset companies felt they were entitled to success because they were unique and focused on past achievements.
|SEEK ONGOING IMPROVEMENT
The organizations and their leadership teams that were successful focused on their ability to develop new skills, their willingness and ability to learn. They always sought out opportunities to grow and stretch themselves.
These leadership teams with a growth mindset generally had a more accurate self-assessment of their strengths, weaknesses, limitations. Since they believe they can improve in any area, they focused on objectively assess their current abilities so they can identify exactly what/ how to improve.
|CRACK UNDER FIRE
Organizations and leadership teams with a fixed mindset allow the failures/chaos and turbulent situations to define them permanently. They may blame themselves, throw up their hands, and just became inactive and maintain status co. They were trying to hide behind their deficiencies, finding blame, or excuses.
|GROW FROM FAILURE
Organizations and leadership teams with a growth mindset may also feel upset with failures/chaos. Still, they see the mistake as an incident and a problem to overcome or an opportunity to learn and grow. They try to identify their shortfalls, confront the challenges, and seek alternative routes to success.If you deny your mistakes, you can't learn from them.
|RELUCTANT TO PUT EXTRA EFFORT
Leadership teams with a fixed mindset were afraid to put in effort since (a) they need to work harder means they were not "special" enough, and (b) They silently worry that your best effort may be inadequate.
People with a fixed mindset tend to put in hard work only to achieve a specific outcome (e.g., to win an award or get to a particular position or goal).
|ACCEPT EFFORT AS KEY TO SUCCESS
An effort is crucial to success, regardless of your level of talent. Most "geniuses" or growth companies accomplish what they do through hard work. Inventions are not a flash of brilliance, but the result of a series of discoveries that make a breakthrough possible. There's nothing wrong with the desire to win; the issue is whether winning is a means or an end.
People with a growth mindset are driven by their passion for excellence, and end up winning as a result of their growth.