2024年7月10日发(作者：乜傲云)
固有思维模式转变为发展思维模式
WHY do some people reach their creative potential in business while other
equally talented peers don’t?
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Enlarge This Image
James Yang
After three decades of painstaking research, the Stanford psychologist Carol
Dweck believes that the answer to the puzzle lies in how people think about
intelligence and talent. Those who believe they were born with all the smarts and
gifts they’re ever going to have approach life with what she calls a “fixed
mind-set.” Those who believe that their own abilities can expand over time,
however, live with a “growth mind-set.”
Guess which ones prove to be most innovative over time.
“Society is obsessed with the idea of talent and genius and people who are
‘naturals’ with innate ability,” says Ms. Dweck, who is known for research that
crosses the boundaries of personal, social and developmental psychology.
“People who believe in the power of talent tend not to fulfill their potential
because they’re so concerned with looking smart and not making mistakes. But
people who believe that talent can be developed are the ones who really push,
stretch, confront their own mistakes and learn from them.”
In this case, nurture wins out over nature just about every time.
While some managers apply these principles every day, too many others
instead believe that hiring the best and the brightest from top-flight schools
guarantees corporate success.
The problem is that, having been identified as geniuses, the anointed become
fearful of falling from grace. “It’s hard to move forward creatively and especially
to foster teamwork if each person is trying to look like the biggest star in the
constellation,” Ms. Dweck says.
In her 2006 book, “Mindset: The New Psychology of Success,” she shows
how adopting either a fixed or growth attitude toward talent can profoundly affect
all aspects of a person’s life, from parenting and romantic relationships to
success at school and on the job.
She attributes the success of several high-profile chief executives to their
growth mind-set, citing an ability to energize a work force. These include John F.
Welch Jr. of General Electric, who valued teamwork over individual genius; Louis V.
Gerstner Jr. of I.B.M., who dedicated his book about I.B.M.’s turnaround to “the
thousands of I.B.M.’ers who never gave up on their company”; and Anne M.
2024年7月10日发(作者：乜傲云)
固有思维模式转变为发展思维模式
WHY do some people reach their creative potential in business while other
equally talented peers don’t?
Skip to next paragraph
Enlarge This Image
James Yang
After three decades of painstaking research, the Stanford psychologist Carol
Dweck believes that the answer to the puzzle lies in how people think about
intelligence and talent. Those who believe they were born with all the smarts and
gifts they’re ever going to have approach life with what she calls a “fixed
mind-set.” Those who believe that their own abilities can expand over time,
however, live with a “growth mind-set.”
Guess which ones prove to be most innovative over time.
“Society is obsessed with the idea of talent and genius and people who are
‘naturals’ with innate ability,” says Ms. Dweck, who is known for research that
crosses the boundaries of personal, social and developmental psychology.
“People who believe in the power of talent tend not to fulfill their potential
because they’re so concerned with looking smart and not making mistakes. But
people who believe that talent can be developed are the ones who really push,
stretch, confront their own mistakes and learn from them.”
In this case, nurture wins out over nature just about every time.
While some managers apply these principles every day, too many others
instead believe that hiring the best and the brightest from top-flight schools
guarantees corporate success.
The problem is that, having been identified as geniuses, the anointed become
fearful of falling from grace. “It’s hard to move forward creatively and especially
to foster teamwork if each person is trying to look like the biggest star in the
constellation,” Ms. Dweck says.
In her 2006 book, “Mindset: The New Psychology of Success,” she shows
how adopting either a fixed or growth attitude toward talent can profoundly affect
all aspects of a person’s life, from parenting and romantic relationships to
success at school and on the job.
She attributes the success of several high-profile chief executives to their
growth mind-set, citing an ability to energize a work force. These include John F.
Welch Jr. of General Electric, who valued teamwork over individual genius; Louis V.
Gerstner Jr. of I.B.M., who dedicated his book about I.B.M.’s turnaround to “the
thousands of I.B.M.’ers who never gave up on their company”; and Anne M.