A presentation explaining fixed and growth mindsets including applications and implications.
Created by Richard Thripp and presented on 2/24/2016 at Port Orange Toastmasters to fulfill Project 3: The Nontechnical Audience from the Technical Presentations manual in the Toastmasters Advanced Communication Series.
A presentation explaining fixed and growth mindsets including applications and implications.
Created by Richard Thripp and presented on 2/24/2016 at Port Orange Toastmasters to fulfill Project 3: The Nontechnical Audience from the Technical Presentations manual in the Toastmasters Advanced Communication Series.
Cultivating the Growth Mindset in the OrganisationMarian Willeke
This deck is about how to tacitly promoting growth mindset from an designer and manager's perspective in order to increase a learning organisation's capabilities.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
9 Unique Traits of High-Performing TeamsWeekdone.com
What are the unique traits that separate high-performers from low-performers? Find out and build your own High-Performance Team that is highly focused on goals and achieve superior business results.
I had to present months ago to the team about a topic I was interested in and thought would be great to share in hope that it would be useful at work. I've finally put it on SlideShare. Hopefully this presentation lights a spark in you as it did with me as I was reading up on it.
This is a webinar for EVERY LEADER IN YOUR ORGANIZIATION who are responsible for providing feedback to their employees. If you would like your leaders to demonstrate greater managerial courage and provide timely feedback to their employees then make it a must for every front line leader, supervisor, manager, director, vice president and executive to attend this webinar.
In the webinar you will learn:
Good performance rarely happens by accident.
How to implement performance coaching.
Performance appraisals vs. performance coaching – understanding what’s wrong with the performance review and how to fix it.
Common threads of coaching and development.
Essential management skills.
Five elements of successful coaching: Job Fit, Motivation, Chemistry with the Manager, Team Chemistry and Leadership.
Teams that promote and foster a growth mindset tend to be more collaborative, empowered, and committed--all factors we need in an effective organization. But how do difficult times impact people’s ability to stay positive and maintain a growth mindset? In this session, we'll review Dr. Carol Dweck's research on mindset, translate how a growth mindset can help build a more effective team, and provide real-world examples of how mindset can help you not only survive, but thrive in spite of our current environment.
Presentation materials for an educator inservice on growth mindsets. Includes background information, historical perspectives, a self-assessment, and strategies for assisting students in developing growth mindsets.
Cultivating the Growth Mindset in the OrganisationMarian Willeke
This deck is about how to tacitly promoting growth mindset from an designer and manager's perspective in order to increase a learning organisation's capabilities.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
9 Unique Traits of High-Performing TeamsWeekdone.com
What are the unique traits that separate high-performers from low-performers? Find out and build your own High-Performance Team that is highly focused on goals and achieve superior business results.
I had to present months ago to the team about a topic I was interested in and thought would be great to share in hope that it would be useful at work. I've finally put it on SlideShare. Hopefully this presentation lights a spark in you as it did with me as I was reading up on it.
This is a webinar for EVERY LEADER IN YOUR ORGANIZIATION who are responsible for providing feedback to their employees. If you would like your leaders to demonstrate greater managerial courage and provide timely feedback to their employees then make it a must for every front line leader, supervisor, manager, director, vice president and executive to attend this webinar.
In the webinar you will learn:
Good performance rarely happens by accident.
How to implement performance coaching.
Performance appraisals vs. performance coaching – understanding what’s wrong with the performance review and how to fix it.
Common threads of coaching and development.
Essential management skills.
Five elements of successful coaching: Job Fit, Motivation, Chemistry with the Manager, Team Chemistry and Leadership.
Teams that promote and foster a growth mindset tend to be more collaborative, empowered, and committed--all factors we need in an effective organization. But how do difficult times impact people’s ability to stay positive and maintain a growth mindset? In this session, we'll review Dr. Carol Dweck's research on mindset, translate how a growth mindset can help build a more effective team, and provide real-world examples of how mindset can help you not only survive, but thrive in spite of our current environment.
Presentation materials for an educator inservice on growth mindsets. Includes background information, historical perspectives, a self-assessment, and strategies for assisting students in developing growth mindsets.
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Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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3. +
Complete the self evaluation by placing a mark on the arrow
where you think you fall.
Growth or Fixed
https://www.youtube.com/watch?v=ELpfYCZa87g
Dislike/Fear Like/Seek Out
5. How often do you hear students
say these things in your lessons?
“I’m no good at this sort of question”
“I can’t study, I always forget things”
“I’m no good at maths so there is no point”
“This is too hard , I will never get this”
“I’m not as intelligent as she is”
6. Do you ever find yourself saying
any of these?
“ You are really talented at that –well done”
“ Why are you messing around in class – you are
really intelligent and it is such a waste”
“Some students would love to have your ability –
stop wasting your time”
“You’re bright – this should be easy for you”
“This bit will be no problem for intelligent people
like you”
7. +
Which student is more common in your
classroom?
Student A
I feel smart……
When I don’t make any mistakes.
When I am the first one to finish
work and it is perfect.
When something is easy for me
and others can’t do it.
I believe that if you are good at
something you do not have to work
hard for tests in that subject.
If I don’t do well, there is usually a
reason that isn’t to do with how
smart I am.
Student B
I feel smart……
When I find something really hard
and I try really hard and do
something that I couldn’t do before.
When I work on something for a
long time and finally figure it out.
When I do well in tests it is because I
have worked hard.
If I don’t do well, it is usually
because I haven’t worked hard
enough.
8. + Dweck’s study looked at 400 students.
They were given an easy IQ test.
Students were praised in one of two ways: intelligence
or effort.
Students given two options for the next test: 1. Harder
version which is great opportunity to grow and learn. 2.
Easy version which you will surely do well on.
9. +
On the 3rd
test, students were all given an
impossible test.
Students praised for intelligence showed
signs of becoming frustrated and giving up,
whereas the group praised for effort
showed signs of working harder, working
longer and enjoyed it more.
13. +
2. Be careful with our
language (redefine EFFORT)
Praise can be used
to reinforce either
a growth or fixed
mindset
Praise the
process not
the person
Always praise
effort over
achievement
Make sure feedback
encourages students to
continue work hard
Use the word YET in your
feedback to indicate that
achieving something is still a
work in progress
Effort = Time, Focus, Strategies,
Resourcefulness, Use of Feedback, Commitment
15. +
What might cause the fixed mindset?
Type of praise from parents/teachers
Overemphasis on intelligence
Overemphasis on speed of task
If success = intelligence....
Then less than success = deficient??
Less than success = de-motivation