The document discusses developing a growth mindset versus a fixed mindset. A growth mindset believes abilities can be developed through effort and practice, while a fixed mindset believes abilities are innate talents. The document lists ways to cultivate a growth mindset, such as meditating, focusing on personal development, noticing positives each day, and accepting feedback. It explains that a growth mindset is desirable because it views learning and growth as ongoing throughout one's career.

1. Adversity &
Resilience
Developing a Growth
Mindset

2. Fixed & Growth
Mindsets
• Fixed: I was born with no rhythm, so I don’t dance.
• Growth: Dancing isn’t my natural talent, but I become
better with practice.
• Fixed: I’m never able to keep my emails organized.
• Growth: I’m going to try new techniques to keep my
emails organized.
• Fixed: Nothing is going right. It’s going to be one of
those days.
• Growth: That didn’t go great, but I can learn from it and
move on with my day.
• Fixed: You tried your hardest and that’s all you can do
• Don’t worry is you don’t understand, focus on your next
steps.
• Fixed: You can solves these problems with perseverance.
• Growth: you can solve problems by taking a new
perspective

3. Ways to
Develop
Growth
Mindset
• Learn to Meditate
• Make Personal development a priority
• Notice 3 positives per day
• Write about your own downfall
• Focus on long-term visions
• Imagine the inevitable
• Do the dirty work
• Listen to trusted outside perspectives
• Accept change
• Allow yourself to be vulnerable (accept the thoughts & opinions of others)
• Don’t be afraid to fail or lose

4. Why is Growth
Mindset Desirable
Those with a development mindset appreciate that development is a state of
mind, not a series of discrete activities or classes. They tend to:
• Assume that they are capable of learning and growing throughout their
entire careers.
• Expect that there is something to be learned from nearly all experiences.
• Believe that experimentation and failure are powerful, necessary and
productive parts of the learning process.
• Take responsibility, initiative and ownership for their ongoing growth.
• Commit to helping others reach their potential.
• Value feedback as helpful information to fuel improvement.
• Appreciate that development is not a “one and done” activity but rather a
perpetual cycle of learning, application, practice, reflection, and
refinement.