Self Awareness & Personal Development
Growth Mindset: Pathways to Growth
A mindset training experience: turn ability from something people have into something people build.
The business challenge
Why organizations ask for this.
Fixed-mindset cultures punish the very behaviours they need: asking for help, admitting error, attempting something not yet mastered. The cost is invisible until you need the organization to learn something quickly.
Approach & methodology
How the programme actually runs.
4 × 3 h sessions or 2 days + 21-day digital programme · Face-to-face or online · 21-day digital follow-up
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Building understanding and self-awareness
How the brain works: the three brains. What a growth mindset is and why it matters. The consequences of fixed versus growth mindset. Identifying your own beliefs.
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Sharing and practice
The way I look at success, failure, feedback, feedforward, challenge, effort and self-confidence, examined honestly in the group.
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Micro-behaviours workout
Case study: John McEnroe and Michael Jordan. My fixed mindset story and my growth mindset story. Behaviour workout on success, failure and change. How I work with my team from a growth-mindset perspective: active-constructive, active-destructive, passive-constructive, passive-destructive.
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Personal responsibility to act
Formulating a self-development plan.
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Digital reinforcement
A 21-day digital follow-up programme, plus one 2-hour online follow-up session.
Competencies built
What participants can do afterwards.
Self-awareness
Recognise your own fixed-mindset triggers while they are happening.
Adaptability
Treat a change of plan as information rather than as failure.
Resilience
Stay in the effort long enough for the ability to develop.
Openness to feedback
Hear the correction as data, not as a verdict on you.
Learning agility
Get better at getting better, deliberately and in public.
Expected business outcomes
What the organization should see.
Stronger culture of innovation and ownership
Increased collaboration and problem-solving
Greater readiness for change
Schedule & format
Practical details.
FAQ
Frequently asked questions
All employees and leaders.
4 × 3 h sessions or 2 days + 21-day digital programme. The rhythm is deliberate: modules are spaced so participants apply the behaviour at work between sessions.
Face-to-face or online · 21-day digital follow-up. We adapt the mix to your geography and shift patterns.
Yes, and it always is. We start with two to three individual conversations with selected participants, then rebuild the cases, the language and the practice situations from your business.
Kirkpatrick levels one to four: reaction, knowledge, self-assessed behaviour, and the participant's manager assessing the same competencies. We agree the target behaviours with the sponsor before design starts.
Digital missions and buddy work on PROMOTE, with the participant's own manager involved. This is the difference between 15–20% and 60–80% transfer into practice.
Yes. We also deliver in French across our Western European and African operations.
Related programmes
Others in Self Awareness & Personal Development.
Energy Management: Leading Self
Mastering energy for self-development and performance. Because people can really lead others only when they can lead themselves.
Emotional Intelligence: Internal Saboteurs
Name the internal voices that hijack judgement, and take the wheel back.
The Journey Within
Ten years of practice in Romania, condensed into ten micro-modules. Inspired by Marco Polo's spirit of exploration, a journey into understanding yourself, then others.
Start a conversation
Book a strategic discussion about Growth Mindset: Pathways to Growth.
If you are evaluating how to build capability that actually changes the way your organization works, we can help you define the right starting point, cohort design and delivery sequence.
The first conversation is diagnostic. We discuss your context, priorities, maturity, and where capability building can create measurable leverage.