This is the fourth post in the #hierarchyseries. The first post can be found.
As I’ve mentioned in previous posts, when moving between the different levels of the hierarchy, the higher up you go, the more personal of a journey the hierarchy becomes. Mindset is the section where this becomes the most obvious. The reason that mindset can be difficult to change is because although people can be offered information and research and support, it takes a person to change their own mindset. Nobody can do that for them. Therefore, it takes a person with the ability to be genuinely reflective and open to change to shift their mindset.
Most of us are familiar with Carol Dweck’s work on Growth Mindset and understanding that abilities can be developed and are not set at a certain level and cannot be changed. George Couros has developed the idea of the Innovator’s Mindset: based on the work of Carol Dweck, an Innovator’s Mindset is the belief that abilities, intelligence, and talents are developed leading to the creation of new and better ideas. Both of these mindsets work FOR learning. They provide a positive lens for looking at growth and change through development and learning.
A Fixed Mindset is believing that abilities are predetermined and cannot be changed. Again, we regularly address Fixed Mindset and how believing in predetermined abilities hinders learning if we don’t believe our students can improve no matter what we do. One area I don’t think that we pay enough attention to, however, is the idea of a False Growth Mindest, which in my mind, is the most dangerous mindset of all. A False Growth Mindset is when a person believes that they possess a Growth Mindset, but when it comes to change, is unwilling to move forward because they believe it won’t be effective. I relate it to having an addictive type behavior. It’s difficult to get better if you don’t recognize that you have the problem. If you believe that you have mastered the Growth Mindset but don’t actually put it into practice, you may find it difficult to move to a Growth Mindset because you believe you’re already there.
Note: A False Growth Mindset or even a Fixed Mindset is not the same as fundamentally disagreeing with an initiative or change based on data or solid evidence.
So, if mindset change is a personal journey and must be done by the person necessitating the change, how can we support someone in this endeavor? Or, how can we go about changing our mindsets if we feel we are the ones who need the change?
Six Strategies for Changing Mindset
Continue to Learn
Recognize that we are all continuous learners. Read, be open to new information, collaborate with others, seek advice from experts. When helping someone else change their mindset, provide them with information, research, and opportunities for additional learning.
Find a Mentor
Doesn’t matter how long you’ve been in education, there are people who are smarter and better at your job than you. Find them. Learn from them. I have multiple mentors depending on the realm I am working in. I have a mentor that supports me in my director role and one that supports me in my speaking role, for example. They each provide me with different kinds of support that I need to do my job better. If you’re trying to help someone else change their mindset, BE their mentor. Provide the modeling that they need to show them how awesome change can be with that type of mindset.
Studies show that people who write down specific, meaningful goals are more likely to reach them. We expect students to create goals and work toward them. Shouldn’t we do the same? Goals create the feeling that we should be accomplishing the task we set out to do. Incremental changes to meet goals allow us to “practice” thinking about change and growth as a positive opportunity until it becomes more of a second nature.
Develop Core Beliefs & Find Your Voice
When you develop your core beliefs, you have a foundation to bounce off every decision you make. When you don’t know what you stand for, it’s difficult to know if a change or new initiative is something you support or just another change for the sake of change. When you know what you believe, it gives you a platform for moving forward or moving others forward. Core beliefs support your voice. Develop that voice by blogging or participating in reflective journaling of some kind.
Know Your Weaknesses
I am confident in where I fall on the Growth or Innovator’s Mindset continuums. This is less because I think that I have a complete Growth Mindset or Innovator’s Mindset and more because I am reflective enough to know where my weaknesses are and be cognizant of how they affect my reactions. For example, I preach failing forward but my first reaction to my own failure is sometimes one of dissatisfaction and disgust. However, because I know this about myself, I am able to work through those feelings by using the information I know (we learn from failure, we can’t grow without it) and support myself with that type of thinking instead.
The absolutely most important step I took in my journey to change the way I think is to begin blogging. It has allowed me to develop the core beliefs that I use to guide my thinking and decisions. It is incredibly powerful to know what you stand for, and I developed them by the reflective thinking in my writing:
My Core Beliefs
- Is this what’s best for learners
- We often ask people to do things that we don’t teach them how to do
- We need to model the behaviors we want to see
- Start with empathy
- We need to take responsibility for our own learning
- We are only as good as the people we surround ourselves with
- Focus on the why
I believe that the most important tool we have to change mindset is reflection and focusing our energies on organizing our thoughts. If our thinking is scattered and chaotic, more energy will be necessary to focus in on change and growth. Developing the right mindset to move forward effectively will provide a base for moving forward when beginning to focus on Personalized Professional Development.
You can find the next post in the #hierarchyseries.