Anders Ericsson, the renowned expert on expertise, introduces his book Peak: Secrets from the New Science of Expertise with a chapter titled The Gift. The gift Ericsson describes isn't the one typically associated with being "gifted," about having some special innate ability. No, the gift Ericsson discovered through years of research on how people get good at things, all kinds of things, is "the incredible adaptability of the human brain and body." All of us can learn and develop our skills, and how much we grow is up to us. That's a great gift.
The path to getting better starts with believing we can. Without a growth mindset—a recognition that our abilities aren't fixed, that we have the gift of being able to learn—we might be stopped before we even get started. Ericsson repeatedly acknowledges this need, and the research of Carol Dweck and others in the mindset community backs it up. A growth mindset is essential for seeking and embracing challenges. But mindset alone is not enough.
Carol Dweck has recently been working hard to make that point herself. In a recent piece in The Atlantic, for instance, Dr. Dweck identified the risks of what she termed "false growth mindset." It isn't that someone is either a growth mindset person or a fixed mindset person. We are all both, and either the fixed or growth mindset identity in each of us can be triggered by different circumstances. Context matters. We may feel like we can learn anything when the stakes are low and we feel well supported. But put us in a competition where we risk being embarrassed by our struggles, and we may back away from challenges. And, of course, it helps if we're interested in the learning; a disengaged learner isn't likely to invest much effort into persevering to overcome obstacles.
It's no surprise, then, that the Mindset Scholars Network, a group of academics from over a dozen universities who are committed to scholarly research in this area, describes three mindsets that underlie learning:
- Growth Mindset: The belief that intelligence can be developed
- Belonging: The belief that one is respected and valued by teachers and peers, and fits in culturally in one's learning environment
- Purpose and Relevance: The belief that one's schoolwork is valuable because it is personally relevant and/or connected to a larger purpose
For learning to occur, it's important to believe that, whatever it is, it's worth learning, that we can learn it, and that we will be supported in that effort. These learning mindsets combine to drive the behaviors that fuel performance.
However, these three beliefs are still not enough. Both Ericsson and Dweck note that just any old effort won't lead to growth. Dweck talks about strategic effort and praising the work that led to successful learning. We shouldn't praise trying "harder" if it's ineffective. And Ericsson focuses on deliberate practice, having a path to improvement, knowing what to work on next and how to develop that skill or acquire that knowledge. Beliefs can get us started, but we need to know how to act on those beliefs. Growth mindset won't, by itself, give us the skills and knowledge to play the guitar, speak Italian, or fly fish.
These mindset beliefs need to be accompanied by good instruction, mentorship, coaching, and the metacognitive behaviors of good learners. We need to monitor our learning to know when we're stuck. We need to know how to seek support or alternative actions. We need to reflect on our learning process to tease out strategies we might use again.
I am a huge advocate of growth mindset. It's an essential component of turning students (and their teachers) into learners who seek out and persevere through challenges. But we can't stop there. Let's make sure we apply the whole package illuminated by the research. Beliefs drive behaviors. We need to foster them together.
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