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Growth mindset programs for leaders, teams and organisations, in partnership with Professor Carol Dweck of Stanford University. Mindset capability enables people to make sense of, reset, and act with clarity as the work evolves.
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Business pressures, emerging technologies, and AI are reshaping the demands placed on people at work.
In this place of constant reinvention, the differentiator is no longer what your organisation knows; it is what your people can do with what they know when the situation is unfamiliar, the stakes are high, and the answer is not straightforward.
That capacity to think clearly under pressure, to learn in real time, to act when the path is not laid out is mindset capability are learnable skills. It is not a soft argument. It is how organisations deliver first-rate products, services, and experiences to customers, and how they continue to do so as the work evolves. Mindset training designed to build these skills delivers proven results.
The Growth Mindset Institute brought deep subject matter expertise and a strong evidence-led approach to behavioural change. They took the time to understand our organisational context, enabling us to tailor both the training content and delivery approach to our needs. Most importantly, they demonstrated growth mindset in action through their openness to feedback and commitment to continually improving and evolving the program.
Why now
A place of constant reinvention
Insight alone does not change behaviour.
People show clear awareness of their fixed mindset triggers and can change in the short term. Those changes do not persist when the culture signals that failure, experimentation, or help-seeking are unsafe.
Fixed mindset triggers do not exist only in people. They operate at three levels (personal, team, and organisational), activated by the systems, leaders, and cues around us.
Mindset capability is built within people, supported by leaders, and held by the culture. Effective growth mindset training must embrace all three.
The cognitive demands on people are rising.
Organisations need to manage cognitive load, protect the cognitive core, and design roles around the demands of the work rather than goal and task outputs alone.
How we develop this determines whether the organisation can keep pace with what's coming.
AI automates execution.
The models get cheaper, the tools get faster, and what kept organisations competitive is becoming common ground.
Human value shifts to agency, learning, and metacognition: the capacity to manage our thinking in the moment and recognise what needs to change in the approach.
Mindset is not an attitude. It is a meaning-making system, shaped by experience and context.
Continuous change, done well, can be a source of innovation, growth, motivation and human potential.
Mindset Capability
Grow at the edge.
This is where your people work and learn where it matters. Learning as they go, thinking creatively, staying curious when the goal or the solution is not obvious. Mindset capability builds the growth behaviours that release human potential in these moments. It starts by measuring the fixed mindset triggers that pull people back to safety, exposing the false growth mindset that looks like progress but changes nothing, and building the mindset certainty that lets teams stretch together. Built within people, supported by leaders, designed into the culture.
Are you and your team ready to meet the unfamiliar and grow stronger for it?
Mindset Work
Where to start.
Start here
Mindset Profiler™
Our Mindset Profiler™ assessment reveals the eight Fixed Mindset Triggers: where they show up for you and your team.
Take the ProfilerBuild capability
Mindset Work
Growth mindset training programs for individuals, teams and leaders that build mindset capability where it matters.
Explore growth mindset trainingGo deeper
Advisory
Culture, customer and AI advisory: designing mindset capability into how the organisation works.
Explore AdvisoryWhat is the Growth Mindset Institute?
The Growth Mindset Institute is a research-led organisation that helps leaders, teams and organisations build mindset capability. We work in partnership with Professor Carol Dweck of Stanford University, and our work draws on 15 years of research and more than 90,000 workplace profiles from over 500 organisations in 40+ countries.
What is the Mindset Profiler™?
The Mindset Profiler™ is our validated psychometric assessment. It identifies which of the eight fixed mindset triggers are most active for a person or a team, so development can focus on the specific moments where people stop learning, stretching and taking smart risks. Individual and team reports are available.
How is this different from other growth mindset training?
Most growth mindset training stops at awareness. We start with measurement, so leaders can see where fixed mindset triggers show up, including the false growth mindset that looks like progress but changes nothing. We then build capability at three levels: within people, supported by leaders and designed into the culture, so change lasts after the program ends.
Who do you work with?
We work with executive teams, HR and people leaders across the corporate and government sectors worldwide, including Deloitte, Coca-Cola, ANZ, Johnson & Johnson and Allianz. Engagements range from a Mindset Profiler and keynote through to longer term leadership and culture programs.