In this article, Aprajita Ralli, Secondary school Principal Sreenidhi International School, reflects on her experience and how the growth mindset has revolutionised her perspective.
One always thought that one was born with a certain approach to life, a thought process conditioned by family background and values and circumstances in life shaped the way one reacted to everything in life and its various challenges. It was when I started interacting with people online during the pandemic (yes as recent as this) that I realised that we needed to see things differently, in every possible way that there was to see ...that was the only way to do it..to view different perspectives with a mind to constant #change...and that's when I thought about #growth mindset. When I read up and understood that to develop student agency, awareness about a growth mindset was elementary. So, started my research in this direction.
The guru of 'growth mindset classroom', doctor Dweck clearly defines :
"The growth mindset is based on the belief that your basic qualities are things you can cultivate through your efforts. Although people may differ in every way in their initial talents and aptitudes, interests, or temperaments, everyone can change and grow through application and experience".
To develop this magic mantra, one would need to be open-minded to accept the impact of change on our daily lives.
To be 'the change' is a dream that many hold but to drive the change one needs to strive and internalise the change, the thought process and develop the growth mindset. The ideas embodied in our education systems for long have challenged progressive thought ..the teacher has been considered the last word in knowledge dispensation. However, is it that true can one person be the custodian of knowledge, can one person be the know-all and end-all… I doubt that.
To evolve an educator's upskilling becomes relevant.
Some of the ways to enhance one's skill set are :
- Reviewing and self-appraisal in the light of the school's vision and mission.
- Setting SMART goals based on the outcome of the above.
- Get your peer or a senior involved in mentoring you..someone who would help you set your goal and guide you through the process.
- Be open to feedback - however hard-hitting.
- Seek feedback and be open-minded.
- Be prepared for failure and then be resilient
- Be adaptive …things are changing and moving fast.
- Understand it is not about you or for you… it's about your students and your team.
- Review and reset, if needed.
Over the past 29 years of teaching and learning, I have realised that one cannot or rather doesn't change because one has to but one does evolve if one is connected enough with the cause. Thus, the responsibility must also lie with the institutions and the leaders to enable their educators to establish the connection. The idea of developing a growth mindset must be seen as an advantage, the purpose of it needs to be established in the minds of the teachers.
So why a growth mindset?
"People with a growth mindset are more likely to embrace challenges, persist in the face of obstacles, enjoy putting in the effort, learn from criticism, and find inspiration in others' successes".
The above will not only enable the individual but will bring positivity to the workspace. Isn't that one of the focus areas for any organisation? To look out for everyone's well-being, to ensure a culture of acceptance and cooperation.
How does this work?
Each one gives their best when collaboration is visible in the environment. When people are mindful of each other and support the progress of the program, of the cohort, of the institution and not just themselves. As leaders, one can encourage their team to :
- Think big and beyond the self.
- Examine processes and systems with an open mind
- Be mindful of the needs of all
- Accept and own the mistakes one makes,( that's bound to happen). Learn from those mistakes.
- Take feedback from all stakeholders and work on it, seek a review post it.
- Get everyone on board, decisions can't be arbitrary.
- Be realistic in your target setting.
- Have time-bound entry and exit checkpoints for the entire team
- Develop a robust coaching program.
These will set us on the path of self-actualisation and the achievements one sees will collectively result in a positive approach and the development of a growth mindset.
My entire teaching and learning journey was defined by trying to get acceptance, I realised I was seeking too hard. I then moved towards the path of acceptance and my struggles did ease out. I started seeing things from different perspectives. I now believe there's no single way of doing anything instead one must explore every possible method before coming down to anyone. The analytical approach has made me accept others and myself, I allow myself to change my approach and not be rigid. This journey was difficult, was so challenging that I almost gave up at times, but the light at the end of the tunnel kept me going. And today, after 5 years of self-study and reflection, I feel I see the change I wanted to feel and bring about. Now I analyse, introspect, and empathise before I judge. I can process, and synthesise before I criticise… I like this side of me a lot. I like the growth mindset approach.
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