Growth mindset — The belief that intelligence, skills, and talent can be developed through effort, practice, and a willingness to learn from mistakes.
Fixed mindset — The belief that intelligence and ability are innate traits (either you have them or you don’t) and that effort has limited impact on the outcome.
These terms were coined by Carol Dweck, Lewis and Virginia Eaton Professor of Psychology at Stanford University. Through decades of research, Dweck found that the beliefs people hold about their own abilities, and not their actual abilities, are a primary driver of motivation, resilience, and achievement. Her findings, explored in depth in her Harvard Business Review article on what having a growth mindset actually means and in her 2006 book Mindset: The New Psychology of Success, have shaped how educators, leaders, and organisations think about learning culture ever since.
We all have different beliefs about our abilities, and those beliefs shape how we approach challenges and failure. People with a growth mindset are more likely to take on challenges, persist through setbacks, seek out feedback, and, as a result, achieve more. Those with a fixed mindset may avoid challenges that risk exposing their limitations, and are more likely to interpret failure as a reflection of fixed ability rather than useful information.
It’s worth noting that developing a growth mindset requires intentional effort. But the evidence is clear that it’s possible, and the strategies for doing so are well-established.
In this article, we explore the differences between growth and fixed mindsets, the science behind them, and what it looks like to build a growth mindset in practice.
Debunking Common Myths About Fixed Mindsets
Fixed mindsets are often misunderstood.
Myth 1: You are either born with talent or you are not
One of the most common myths is that you are either born with talent or you are not and that no amount of hard work can change that. This is simply not true. While some individuals may have natural abilities in certain areas, everyone has the potential to improve with practice and effort. Deliberate practice can lead to significant improvements in performance, regardless of initial talent levels.
Myth 2: Failure is a reflection of one's intelligence or ability
Another common myth is that failure is a reflection of one’s intelligence or ability. When in reality, failure is just a natural, and unavoidable, part of the learning process. Those who embrace failure as an opportunity to learn and grow are more likely to succeed in the long run. When we fail, we are forced to reflect on our mistakes and think of new ways to approach the problem. This helps us to develop new skills and strategies that we can apply in future situations.
What’s challenging for many, is that having a fixed mindset can lead to a crippling fear of failure.
When we believe that our abilities are fixed, we’re more likely to avoid taking risks or trying new things because we are afraid of failing. This limits our potential for growth and development. Whereas those with a growth mindset are more likely to take risks and try new things, even if they may fail. This allows them to learn from their mistakes and continue to improve.
Myth 3: Those with a fixed mindset are simply not motivated to learn or improve
Individuals with a fixed mindset may be motivated to learn and improve, but they may also believe that their abilities are limited. As a result, paradoxically, they may not put in the effort required to achieve their goals. By adopting a growth mindset and believing that their abilities can be developed, they may be more motivated to put in the necessary effort to achieve their goals.
The Real Difference Between a Growth Mindset and a Fixed Mindset
The mindset you adopt can have a significant impact on your life.
People with a growth mindset believe that their abilities can be developed and improved over time, while those with a fixed mindset believe that their abilities are innate and cannot be changed.
The differences show up across every aspect of how someone approaches work and learning, not just in moments of failure or success.
| Growth Mindset | Fixed Mindset | |
|---|---|---|
| Core belief | Abilities can be developed through effort and learning | Abilities are innate and largely unchangeable |
| Approach to challenges | Sees challenges as opportunities to grow | Avoids challenges to protect self-image |
| Response to failure | Treats failure as feedback and a learning opportunity | Treats failure as evidence of limited ability |
| Attitude to feedback | Seeks out feedback and uses it to improve | Dismisses or becomes defensive when receiving feedback |
| View of effort | Effort is the path to mastery | Effort signals a lack of natural talent |
| Goal orientation | Goals focused on learning and development | Goals focused on proving existing ability |
| Response to others' success | Draws inspiration from others' achievements | Feels threatened by others' success |
| Typical language | "I can learn this." / "What can I do differently?" | "I'm just not good at this." / "I either get it or I don't." |
The practical difference shows up most clearly in how each mindset responds to failure. A growth mindset doesn’t mean you won’t experience it. It just changes what you do with it. Where a fixed mindset interprets failure as evidence of limited ability, a growth mindset treats it as information: something to reflect on, learn from, and adjust course with. That shift in framing is what drives the difference in persistence and, over time, outcomes.
These differences also compound. Someone who seeks out feedback gets better faster than someone who avoids it. Someone who sets learning-focused goals stays motivated through difficulty in ways that outcome-focused goals don’t support. The mindset shapes each individual behaviour, and the behaviours reinforce the mindset.
The Science Behind the Development of a Growth Mindset
Our beliefs about intelligence and talent can have a significant impact on our motivation and performance.
One of the key factors that contribute to the development of a growth mindset is the concept of neuroplasticity. This refers to the brain’s ability to change and adapt in response to new experiences and challenges. When we engage in activities that challenge us, such as learning a new skill or tackling a difficult problem, our brain forms new neural connections and strengthens existing ones. Over time, this can lead to significant improvements in our cognitive abilities and overall performance.
The role of effort and persistence is another important factor in the development of a growth mindset. Those with a growth mindset understand that success is not just about innate talent, but also about putting in the time and effort to develop their skills. They are willing to work hard, even in the face of setbacks and challenges, and believe that their efforts will ultimately pay off.
Interestingly, the language we use to praise and encourage others can have an impact on their mindset.
Those who receive praise for their effort and hard work, rather than just their innate abilities, are more likely to develop a growth mindset. This is because they come to see themselves as capable of improving through their own efforts, rather than just relying on their natural talents.
In fact, this is one way to instil self-esteem in children that can be long-lasting and lifelong.
By understanding that our abilities can be developed through hard work and dedication, we are more likely to take on new challenges and persist in the face of setbacks. Through the concept of neuroplasticity, we can continue to improve and grow throughout our lives, and ultimately achieve our goals and aspirations.
How to Cultivate a Growth Mindset in Yourself
If you currently have a fixed mindset, it is possible to shift towards a growth mindset with some effort and practice. One way to do this is to embrace challenges and view them as opportunities for growth and learning. Another strategy is to learn from failure by reflecting on what went wrong and how you can improve your approach in the future. It is also important to seek out feedback and to be open to learning from others, as this can help you develop new skills and improve your performance.
Comparing the Pros and Cons of a Growth Mindset vs Fixed Mindset
There are advantages and disadvantages to both growth and fixed mindsets. Those with a growth mindset tend to be more resilient and willing to take on challenges, but they may also be more prone to overestimating their abilities and taking on too much at once. Those with a fixed mindset may feel more secure in their abilities, but they may also be more likely to hold themselves back from new experiences and opportunities. In practice, most people operate with a mix of both. Learning to recognise when a fixed mindset is showing up is often where real development begins.
Addressing the Challenges of Adopting a Growth Mindset
Adopting a growth mindset can be challenging, particularly for those who have spent much of their lives with a fixed mindset. It may require a shift in perspective and a willingness to embrace discomfort and uncertainty. It may also require a willingness to take on challenges and push oneself out of one’s comfort zone. However, with practice and dedication, it is possible to develop a growth mindset and reap the benefits of this approach to personal growth and success.
Uncovering the Benefits of a Fixed Mindset
While a growth mindset is generally seen as more advantageous, there are also some benefits to having a fixed mindset. For example, those with a fixed mindset may be more comfortable with routine and may be less prone to taking unnecessary risks. They may also have a greater sense of security in their abilities, which can lead to greater confidence and less self-doubt. However, it is important to recognise the limitations of a fixed mindset and to be willing to embrace growth and change when necessary.
Putting a Growth Mindset Into Practice
Understanding the difference between a growth and fixed mindset is useful. Actually building a growth mindset, especially in a professional context, is where the impact compounds.
Set goals around learning, not just outcomes. People with a growth mindset tend to frame what they’re working toward in terms of what they want to get better at, not just what they want to achieve. Instead of “I want to get promoted this year,” a growth-oriented goal might be “I want to develop stronger stakeholder communication skills.” The shift keeps the focus on what’s within your control.
Treat feedback as data, not judgement. One of the clearest markers of a growth mindset in practice is how someone responds to feedback. Rather than filtering it through the question “what does this say about me?”, a growth mindset approaches it as “what can I act on here?” It’s not always comfortable but it’s where the fastest development happens.
Reframe setbacks as part of the process. Setbacks are not evidence of inability. They’re a normal, unavoidable part of doing anything meaningful. Teams that can talk openly about what went wrong without defaulting to blame tend to be more innovative and more resilient than those that can’t.
Recognise that mindset isn’t uniform across all areas. Most people operate with a growth mindset in some areas and a fixed mindset in others. A confident public speaker might have a fixed mindset about data analysis. A skilled engineer might shut down at the thought of leading a meeting. The goal isn’t to eliminate fixed-mindset thinking, the goal is to notice when it’s showing up and choose a different response.
How Mentoring Builds a Growth Mindset at Scale
Mentoring is one of the most direct ways to build a growth mindset at scale. When someone can watch a more experienced colleague navigate challenges, ask for feedback, and work through setbacks in real time, those behaviours become visible and learnable, not just aspirational.
Structured mentoring programs create the conditions that growth mindset thinking needs to take root: psychological safety, honest feedback, and regular reflection on progress. Mentorloop’s 2026 data shows that 41% of participants report measurable breakthroughs in personal growth and career outcomes — and the pattern is consistent: clarity first, then confidence, then the courage to take on new challenges. Mentoring doesn’t hand people the outcome. It builds the foundation that makes it possible.
Frequently Asked Questions On Growth Mindsets and Fixed Mindsets
What is the difference between a growth mindset and a fixed mindset?
The core difference is what each person believes about ability. A growth mindset holds that intelligence, talent, and skills can be developed through effort, practice, and learning from mistakes. A fixed mindset holds that these qualities are innate: you either have them or you don’t. Both mindsets shape how people respond to challenges, feedback, and setbacks.
Can you change from a fixed mindset to a growth mindset?
What does a fixed mindset look like in the workplace?
In a professional context, a fixed mindset can show up as avoiding new challenges, becoming defensive when receiving feedback, giving up quickly when faced with setbacks, or judging capability based entirely on past performance. It can also appear as discomfort with others’ success, like viewing a colleague’s achievement as a threat rather than a signal of what’s possible.
Is the growth mindset backed by science?
Yes. The concept is grounded in decades of research by Carol Dweck at Stanford University, and is supported by findings in neuroplasticity which is the brain’s measurable ability to form new neural connections in response to challenge and learning. A large-scale study published in Nature found that growth mindset interventions improved academic outcomes, particularly for students who had been struggling.
Can someone have both a growth mindset and a fixed mindset?
Yes! And most people do. Dweck’s own research acknowledges that virtually everyone holds a mix of both, across different domains. Someone might have a strong growth mindset about their technical skills but a deeply fixed mindset about public speaking or leadership. The goal isn’t to eliminate fixed-mindset thinking entirely, but to recognise when it’s showing up and choose a different response.
Key Takeaways
- The framework comes from research, not pop psychology. Carol Dweck’s decades of work at Stanford showed that how people think about their own abilities (not their actual abilities) is a primary driver of motivation, resilience, and achievement.
- The core difference is a belief about ability. A growth mindset holds that intelligence and skills can be developed. A fixed mindset treats them as largely innate and fixed.
- Most people have both. A growth mindset isn’t all-or-nothing. The majority of people hold a mix of both, across different areas of their lives. Awareness of when fixed-mindset thinking is showing up is the first step.
- Growth mindset is built through practice. Embracing challenges, seeking out feedback, and reframing failure as useful information are all learnable behaviours and not personality traits.
- Organisations can create the conditions for it. How feedback is given, how failure is discussed, and whether people have access to role models and mentors all shape whether a growth mindset can take hold across a team.
A growth mindset doesn’t develop in a vacuum. People build it through experience, reflection, and the right relationships. If you’re thinking about how to create that kind of environment at scale, we’d love to show you how Mentorloop works!
