” Creating organizations that value a growth mindset can create contexts in which more people grow into the knowledgeable, visionary, and responsible leaders we need. “


” As human beings, it is natural for us to pick up signals about what is valued in our environment and to want to embody those values. But being superior and infallible isn’t something to strive for. Those values do not encourage people to do what is good for their organization in the long run. “


” There is a long history of research showing that people are overconfident about their abilities. But it turns out that people in general are not overconfident about their abilities, people with a fixed mindset are overconfident. “


” Business leaders who openly acknowledge people’s concerns about becoming obsolete and who invest resources in workers’ growth can help create a nation of learners – and perhaps resolve some of the political chaos that’s bubbling around us. “


” Scholars are deeply gratified when their ideas catch on. And they are even more gratified when their ideas make a difference – improving motivation, innovation, or productivity, for example. But popularity has a price: people sometimes distort ideas and, therefore, fail to reap their benefits. “


” People often confuse a growth mindset with being flexible or open-minded or with having a positive outlook – qualities they believe they’ve simply always had. My colleagues and I call this a false growth mindset. “



All 6 Carol S. Dweck Quotes about People in picture


Creating organizations that value a growth mindset can create contexts in which more people grow into the knowledgeable, visionary, and responsible leaders we need.
As human beings, it is natural for us to pick up signals about what is valued in our environment and to want to embody those values. But being superior and infallible isn


There is a long history of research showing that people are overconfident about their abilities. But it turns out that people in general are not overconfident about their abilities, people with a fixed mindset are overconfident.
Business leaders who openly acknowledge people
Scholars are deeply gratified when their ideas catch on. And they are even more gratified when their ideas make a difference - improving motivation, innovation, or productivity, for example. But popularity has a price: people sometimes distort ideas and, therefore, fail to reap their benefits.
People often confuse a growth mindset with being flexible or open-minded or with having a positive outlook - qualities they believe they
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