Types of Mindsets

The big question is – How are mindsets created in the first place? They are two primary sources: praising and labeling, both of which occur in early childhood. Personal praise or praising a child’s talents or labeling them as “smart,” promotes a fixed mindset. It sends a message to a child that they either have an ability or they do not, and that there is nothing they can do to change that fact. Process praise, on the other hand, emphasises the effort a person puts in to accomplish a task. It implies their success is due to the effort and the strategy they used, both of which they can control and improve over time

Mindsets influence how you think, feel, and behave in any given situation. While everyone’s mindsets are different based on their personal beliefs, experiences, and culture, we can broadly group some common categories. Moments of truth whether positive or negative, develop mindsets. Word of mouth create mindsets. Misperceptions form negative mindsets. Crisis communications if not managed well also create a question in people’s minds about the company, products, or service. Examples include the Maggi noodles crisis, the Cadbury chocolate crisis etc. While our goal is to create a neutral to positive mindset about an organisation, product, or service- occurrences can impact mindset. A series of air crashes can influence people to question the safety of air travel on one hand whereas cockroaches found in the kitchen of a reputed fast food restaurant chain can result in a drastic drop in footfalls.

Broadly there are two major types of mindsets – Fixed & Growth

Fixed Mindset

If you have a fixed mindset, you believe your abilities are fixed traits and therefore cannot be changed. You may also believe that your talent and intelligence alone lead to success without effort. People with a fixed mindset are rigid, negatively inclined and questioning. These types of people are difficult to convince from a communications point of view. They feel that they cannot change themselves or their opinions, perceptions, or beliefs.

In her book “Mindset: The New Psychology of Success,” Carol Dweck writes that those with fixed mindsets are constantly seeking the validation to prove their worth not just to others, but also to themselves

Growth Mindset

On the other hand, if you have a growth mindset, you believe that your talents and abilities can be developed over time through effort and persistence. People with this mindset do not necessarily believe that everyone can become Einstein or Mozart just because they try. They do, however, believe that everyone can get smarter or more talented if they work at it. These people are open to communications even if they challenge status quo beliefs. They believe that they are a constantly evolving work in progress. They also believe that the more they are challenged, the smarter they become.

Is it possible to transit from a ‘fixed mindset’ to a ‘growth mindset’?

Anything is possible with sincere effort. This is what Glenn Llopis contributor in Leadership Strategy Forbes magazine says, “If organisations truly want their leaders to have growth mindsets, corporate playbooks must give leaders room to grow as individuals and opportunities to influence their organisations’ futures”. Growth mindset creates transformative Leaders. The transition from a fixed to growth mindset firstly needs a commitment to change and having an open mind. Ambiguity and uncertainty are the new normal, a growth mindset will require risk to be your new friend. Also be better prepared to face challenges. Take ownership for your growth mindset approach and let it reflect in the actions you take. To have develop a growth mindset you need to also be intolerant of mediocracy and complacency.

A growth mindset makes a better communicator

In today’s day and age with the new normal, even people with growth mindsets are going back to fixed mindsets. Communication professionals are positive amplifiers. A PR professional who develops and maintains a growth mindset will transmit more impactful and balanced communications

One truly relevant quote about growth mindset “It’s not that I am so smart. Its just that I stay with problems longer” from no one better than Albert Einstein

The views and opinions published here belong to the author and do not necessarily reflect the views and opinions of the publisher.

Amitesh Banerjee

Amitesh is a seasoned positive integrated communications disruptor with several years of multi- country/multi- domain experience. He has worked for reputed organisations in senior leadership positions including JWT, ITC, New Zealand Dairy Board, Seychelles Marketing Board, Perfect Relations, Genesis BCW, Adfactors, Della Group, H+K Strategies among others. Amitesh is Senior Vice President of Beanstalk Asia- a leading Integrated Marketing Communications firm.