Find Support

It's essential in adopting the growth mindset.

I’m sure at this point you’re familiar with the growth mindset as pioneered by Carol Dweck.

One of her proteges, Mary Murphy, brought up a good point. It’s not just the mindset in your head. What also matters is the environment you’re in because a growth mindset in a fixed environment isn’t going to work.

As I highlight in my book Think Remarkable, embracing the growth mindset takes more than personal willpower. Mary’s research shows that environmental cues and social contexts significantly impact our ability to maintain a growth mindset. To sustain lifelong learning and achievement, you need both supportive people and environments around you.

Listen to my podcast episode with Mary Murphy here!

To sum up the most important pieces of this research, I offer you three main pieces of advice:

Build Your Growth Network

Seek out individuals with growth mindsets. Look for those who have overcome struggle, changed careers, work with diverse groups, and stay active and engaged. Murphy’s studies show that these individuals are more likely to create psychological safety and encourage risk-taking in others.

Consider joining professional groups or online communities where members actively share learning experiences and celebrate each other’s progress. Reach out to potential mentors who demonstrate continuous learning in their own careers and make an effort to maintain regular contact with these growth-oriented connections.

Find Growth-Friendly Workplaces

Evaluate potential employers for a culture that nurtures growth mindsets. Study public messaging and employee reviews to gauge their openness to risk-taking, innovation, and change. Murphy’s research indicates that organizational mindset beliefs shape both individual performance and team collaboration.

Pay attention to how companies handle failure and setbacks during the interview process. Look for organizations that celebrate learning from mistakes rather than punishing them, and observe how leadership responds to new ideas from employees at all levels. Companies that regularly rotate team assignments or encourage cross-functional projects often provide fertile ground for growth.

Invest in Development Opportunities

Prioritize teams and companies clearly investing in learning and development programs. While not a guarantee, it signals they value progress over the status quo. Look for organizations that offer formal mentorship, DEI initiatives, skill-building workshops, conference budgets, and cross-training opportunities.

Take initiative to create learning opportunities even when they’re not formally offered. This might mean proposing a lunch-and-learn series, starting a book club focused on professional development, or volunteering to lead new projects that stretch your capabilities. Remember that development isn’t just about formal training—seek out challenging assignments that push you beyond your comfort zone.

Conclusion

The key is surrounding yourself with people who can foster your aspirations, not constrain them. By going toward supportive environments, you can then pay that support forward to others! Remember that building a growth-oriented environment is an ongoing process that requires active engagement and intentional choices. As you develop your own growth mindset, you’ll naturally become part of the support system that helps others do the same, creating a positive cycle of continuous learning and development.

Mahalo,

Guy