Now more than ever, you need employees who are resilient. Continually improving. And who view challenges as opportunities to grow and learn.
How can you identify them? Look for a growth mindset.
Fixed vs. Growth Mindset
Someone with a fixed mindset mostly believes that their attributes, such as intelligence, talents and aptitudes, are innate qualities that do not change. Those with a growth mindset recognize that they have the capacity to become more capable, more skilled, and more intelligent by putting forth effort over time.
In a VUCA environment (one characterized by Volatility, Uncertainty, Complexity and Ambiguity), people are more able to adapt to dynamic circumstances if they are lifelong learners who embrace change.
Whether you're hiring, promoting from within, or simply looking to maximize the value of high-potential employees, here's how to identify individuals with a growth mindset:
They don't reject an idea simply because it's different.
If someone says, "but this is how I've always done it," they may have a fixed mindset. While valuing the tried and true has its place, and "if it ain't broke, don't fix it" is an axiom for a reason, that which has worked in the past may not work as well tomorrow.
Look for people who balance the wisdom of experience with a willingness to try new tactics and tools and remain open to alternative ideas or different perspectives.
They can step outside of their comfort zone.
A person with a growth mindset is willing to rebound from failures, step up to a challenge, and reframe an intimidating goal as something they just haven't accomplished yet. They rarely say, "I don't do that," "I can't do that," or define themselves as "not a [certain skill area] person" because they remain open to the possibility of dipping their toe into new waters even if it makes them uncomfortable.
Be cautious of those who flat-out refuse to try things that are new to them or are outside of their usual sphere of experience. An employee who acknowledges their trepidation yet gives it a go (and seeks the necessary support) is more likely to adapt as company needs evolve.
They seek knowledge and learning.
Employees who choose to learn more - whether by reading articles, watching videos, attending seminars, consulting their colleagues and managers, or doing their own research - are continually growing. You want to work with people who ask questions and don't make assumptions or pretend they understand something they don't.
Inquisitive minds that are intellectually curious and seek out information and instruction indicate a growth mindset.
They see collaboration instead of competition.
When someone has the outlook that they, and others, can learn and grow throughout their career, they are more likely to trust in the collaborative process. They are not pitting their fixed traits and competencies against someone else's, but rather seeking to learn from colleagues and share their wisdom and skills.
Growth mindset people are open to being mentored and are not wary of working in a pair or team or of guiding others.
They understand there's always room for improvement.
Look for people who make improvement part of their routine and can learn from criticism rather than letting it defeat them. Do they actively seek feedback, assess how they could improve, or research new strategies? Do they change up their methods when results are below expectations? Welcoming self-improvement means they don't consider their talents and skills to be set in stone.
They are open to risks and accept failure.
Some individuals see innovation and potential, whereas others only see fear. Failure is scary, but a person with a growth mindset is willing to take a risk or try something new even if they might fail. In fact, they accept that they likely will fail at initial attempts - until they learn to get better. They view setbacks as an indicator to continue developing their skills rather than a stop sign saying, "This is something you are not good at; don't do it."
They can rise to a challenge.
Does considering a promotion dissuade or excite them? Will they respond enthusiastically to an assignment that's beyond what they've tried before? People with a growth mindset will reframe a challenge as an opportunity to learn something new or improve themselves. They tend to overcome challenges rather than avoid them. Consequently, these individuals are more likely to maximize their potential.
They can name their inspirations.
Are they able to cite influences who have inspired them? Someone with a growth mindset can probably name a book, person, or documentary that changed the way they think or can talk about how the achievements of others motivated them to improve their work or life. They are excited by the ideas of others.
Sometimes, fixed assertions such as "I'm not a math person" or "I'm not tech savvy" are said out of habit and internalized lore but don't truly represent a candidate's willingness to learn and grow on the job. There's an element of intuition at play when evaluating someone's mindset. There are also tactics that help suss out such soft skills.
Partnering with a staffing firm can help you find people with a growth mindset. Staffing recruiters are adept at asking the right questions to evaluate someone's attitudes and beliefs. Their experience makes them better equipped to not only evaluate a candidate's applicable expertise but to further assess their likelihood of developing new skills and capabilities over time.