Learn what a learner’s mindset is and how to incorporate it into your workplace as part of your wider L&D strategy.
Mindset and learning are linked.
With the wrong attitude, people will struggle to acquire new skills.
One big L&D challenge is encouraging a better mindset, and installing a learning culture in the workplace.
No mean feat.
Of course, there’s only so much you can do as a learning professional, but there are some ways to help your learners along.
Keep reading to learn:
- What a learner’s mindset is
- The benefits of a learner’s mindset
- Fixed vs growth mindset
- How to develop a learner’s mindset in the workplace
Let’s get stuck in.
What is a learner’s mindset
A learner’s mindset is all about embracing the idea that our abilities and intelligence can be continually developed through effort and dedication.
Rather than seeing skills as fixed traits, individuals with a learner’s mindset view challenges as opportunities to grow and learn.
This mindset fosters a genuine curiosity and a willingness to tackle new experiences, understanding that mistakes and setbacks are simply part of the learning journey.
By focusing on growth and improvement, a learner’s mindset not only enhances personal development but also contributes to a more dynamic and innovative professional environment.
It’s like being on a perpetual quest for knowledge, where every day offers a new chance to advance and excel.
Sounds good, right?
Benefits of a learner’s mindset
A learner’s mindset, often synonymous with a growth mindset, offers numerous benefits both personally and professionally.
Here are some key advantages:
Continuous personal and professional growth
A learner’s mindset fosters a love for learning and self-improvement, leading to the constant acquisition of new skills and knowledge.
And that’s great news for them, and for your business.
Better skilled employees make for better employees, obviously.
59% of employees say training improves their overall job performance. And that’s not all. It’s been proven that a 1% point increase in training is associated with about a 0.6% increase in productivity.
So, even small improvements can make a difference.
Resilience and adaptability
Individuals with a learner’s mindset are more resilient in the face of challenges and setbacks.
They view difficulties as opportunities to learn and adapt, rather than insurmountable obstacles.
This means that you have a stronger workforce more capable of taking on challenges, able to adapt to change and find solutions.
Enhanced problem-solving skills
With a focus on learning and growth, people are more likely to approach problems creatively and persistently, seeking innovative solutions rather than giving up.
As the old adage goes, work smarter, not harder.
Increased motivation and engagement
Embracing a learner’s mindset can lead to greater motivation and engagement, as the process of learning itself becomes rewarding and satisfying.
Related: Competition in learning: why it’s important
Add gamified elements to your learning can massively impact learner engagement and learning retention.
Even just points and leaderboards can help encourage learners to return to your platform and keep engaging in their learning journey.
Improved relationships and collaboration
A learner’s mindset promotes open-mindedness and curiosity about others’ perspectives, leading to better communication, collaboration, and understanding in team settings.
More empathetic, communicative and collaborative team members is never a bad thing.
In fact, developing soft skills is notoriously difficult, so you should encourage any opportunity when it happens naturally.
Related: Hard skills vs soft skills
Career advancement
In the professional sphere, a commitment to learning and development can lead to better job performance, more opportunities for advancement, and greater career satisfaction.
One essential component of learning that’s often missed is the ability to link performance to learning and development.
Openness to feedback
Individuals with a learner’s mindset are more receptive to feedback, seeing it as a tool for growth rather than criticism, which can lead to continuous improvement and development.
Related: Why giving feedback in learning is crucial
Overall, a learner’s mindset encourages a proactive, optimistic approach to life and work, enabling individuals to thrive in dynamic and ever-changing environments.
Fixed mindset vs growth mindset
Fixed mindsets and growth mindsets represent two distinct ways of thinking about abilities and potential.
A fixed mindset is the belief that talents and intelligence are static traits that cannot be changed, leading individuals to avoid challenges and view effort as fruitless.
In contrast, a growth mindset embraces the idea that abilities can be developed through dedication and hard work.
People with a growth mindset see challenges as opportunities for growth, welcome feedback, and view failures as learning experiences.
This fundamental difference influences how individuals approach learning, challenges, and personal development, with growth mindsets fostering a more resilient and proactive attitude toward achieving goals.
What is a fixed mindset?
A fixed mindset is a belief system where individuals perceive their abilities, intelligence, and talents as static traits that cannot be significantly developed or changed.
People with a fixed mindset often believe that they are either good or bad at something based on their inherent qualities, rather than seeing their skills as malleable through effort and learning.
This mindset can lead to a fear of failure, as individuals may avoid challenges or new experiences that could potentially reveal their perceived inadequacies.
They might also struggle with accepting constructive criticism, seeing it as a personal attack rather than an opportunity for growth.
In essence, a fixed mindset limits personal and professional growth by fostering a belief that one’s capabilities are set in stone.
What is a growth mindset?
A growth mindset is the belief that abilities, intelligence, and talents can be developed and improved through effort, learning, and perseverance.
People with a growth mindset see challenges as opportunities to grow, rather than as threats to their self-esteem.
They understand that effort and hard work can lead to mastery and success, and they view failure not as a reflection of their abilities but as a valuable learning experience.
This mindset encourages a love of learning, resilience, and a willingness to take on new challenges.
It fosters an attitude that skills can be honed over time, and that one’s potential is not predetermined but can be expanded through dedication and practice.
In essence, a growth mindset is a foundation for personal and professional development, promoting the belief that continuous improvement is possible.
How can you enable a growth mindset, or a learner’s mindset to your entire organisation?
How to develop a learner’s mindset in the workplace
Implementing a growth mindset in the workplace can lead to a more innovative, resilient, and motivated team.
We’ve wrapped up 8 practical steps to foster a growth mindset among employees:
- Encourage continuous learning and development
- Promote a culture of feedback
- Reward effort and progress
- Model growth mindset behaviour
- Encourage innovation
- Provide mentorship and coaching
- Set clear pathways for career progression
- Foster team collaboration
Let’s look at each in more detail.
Encourage continuous learning and development
Continuous learning should form a core part of your learning strategy.
You don’t want learning to feel like a tick box exercise.
But getting around this isn’t always easy.
Offer opportunities for skill development through training sessions, workshops, and courses.
Develop advanced courses, repeat learning and recycle old content into new content in your learning management system.
Not only that, but create platforms for employees to share their knowledge and experiences, such as lunch-and-learn sessions or internal forums.
Building a learning culture comes from your people, but giving them the tools to do it is the first step.
🎯Pro Tip
Have you seen our Totara Engage platform? This is a core add-on to the LMS that can allow you to share resources, start conversations and find subject matter experts.
See how Totara Engage works.
Promote a culture of feedback
Provide regular, constructive feedback that focuses on improvement and growth rather than just performance evaluation.
Related: How to give feedback in the workplace
Make sure your employees feel comfortable to give and receive feedback too.
You need to foster an environment where employees feel comfortable giving and receiving feedback.
Reward effort and progress
Celebrate not just the outcomes but also the efforts and progress employees make, acknowledging perseverance and hard work.
Emphasise setting goals that focus on the process and learning, not just the final results.
Model growth mindset behaviours
Leaders and managers should model growth mindset behaviors by being open to feedback, admitting mistakes, and demonstrating a willingness to learn.
Share stories of challenges and how overcoming them led to growth and learning.
Provide mentorship and coaching
Establish mentorship programs where experienced employees can guide others, fostering a culture of learning and development.
Use coaching techniques that focus on identifying strengths and areas for growth.
Set clear pathways for career development
Help employees map out their career paths, showing them how they can grow and advance within the organisation.
Allow employees to explore different roles and departments, broadening their skills and perspectives.
By embedding these practices into the workplace culture, you can cultivate a growth mindset that drives continuous improvement, innovation, and a positive, forward-thinking work environment.
Wrapping up
Creating a learner’s mindset, and building a learning culture feels like an impossible task. But it doesn’t need to be the case.
With the right tool in place, you can create better learning experiences.
Remember, with BuildEmpire, you can make limitless customisations to your solution to create something that is truly bespoke to you and your learners.
Book a demo to see how you can get started with building a learner’s mindset.