Nga Nguyen

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Growth Mindset and Character Strengths: The Driving Force for Innovation

Three crucial factors drive innovation: growth mindset, strengths use, and strengths-based leadership. The harmonious combination of these elements creates an ideal work environment where every individual feels encouraged to maximize their potential, leading to groundbreaking achievements. This article will delve into the role of each factor in fostering innovation while also highlighting how organizations can leverage them to achieve outstanding success.

The year 2025 marks a major turning point in the field of artificial intelligence with the launch of the AI model Deepseek. This “explosion” has shaken the technology world, leaving many astonished by the remarkable achievements of this company.

Deepseek’s success stems from its ability to fully harness the creative potential of its employees. A corporate culture that values creativity and empowers employees is the key to this success. In a constantly changing world, innovation plays a vital role in maintaining a competitive edge. Companies that cultivate this spirit will undoubtedly secure a leading position.

Three crucial factors drive innovation: growth mindset, strengths use, and strengths-based leadership. The harmonious combination of these elements creates an ideal work environment where every individual feels encouraged to maximize their potential, leading to groundbreaking achievements like the Deepseek AI model.

This article will delve into the role of each factor in fostering innovation while also highlighting how organizations can leverage them to achieve outstanding success.

The Power of Growth Mindset

How we perceive our abilities—our mindset—profoundly affects motivation, learning, and success. Research in educational psychology has shown that a growth mindset, the belief that skills and intelligence can be developed through effort, helps people persist longer, achieve higher performance, and recover more effectively when facing challenges. Conversely, a fixed mindset, which assumes abilities are static, limits personal and professional growth (Dweck, 2006).

Mindset is not only crucial in education but also plays a key role in the workplace. Employees with a growth mindset tend to engage in more innovative behaviors. They view challenges and difficulties as opportunities for learning and self-improvement. Because innovation can be risky and challenging, employees with a growth mindset are more willing to embrace and experiment with new initiatives, learning from the process. Moreover, they work diligently, proactively seek feedback and support from colleagues, and consistently try new strategies to achieve their goals. These positive actions foster innovation and creativity. Furthermore, the direct link between growth mindset and innovation has been confirmed by studies conducted by O’Keefe et al. (2018) and Liu & Tong (2022).

Strengths Use and Innovation

As positive psychology gains prominence, many researchers and experts have begun to recognize the power of strengths-based approaches. According to this perspective, when individuals focus on their natural abilities and qualities (such as curiosity, courage, and social intelligence), they achieve the best outcomes.

In the workplace, this concept is increasingly popular, as leveraging personal strengths is closely linked to increased motivation, improved performance, and enhanced mental well-being. Studies have shown that using strengths not only boosts self-esteem but also enhances confidence, reduces stress, and mitigates feelings of depression (Proctor et al., 2011).

More importantly, when employees utilize their strengths at work, they tend to exhibit more innovative behaviors. Strengths use enhances positive emotions, encouraging individuals to take risks and engage in ambitious actions (Ding et al., 2021), thereby fostering creativity and innovation.

The relationship between growth mindset, strengths use, and innovation has been demonstrated in research by Liu and Tong (2022). Their findings indicate that a growth mindset promotes employees’ creative behaviors by encouraging them to identify and utilize their strengths. This stems from the core belief of a growth mindset: human abilities and strengths are not fixed but can be continuously improved and developed over time. This perspective helps individuals actively recognize, harness, and expand their strengths across various situations. Possessing strengths is an advantage, but actively utilizing them is what truly makes a difference.

Below are some workplace behaviors that reflect strengths use:

  • I use my strengths to complete work-related tasks.
  • I leverage my strengths to solve work-related challenges.
  • I am accustomed to performing job tasks in ways that align with my strengths.
  • I use my strengths to build positive relationships with colleagues.
  • I utilize my strengths to resolve conflicts at work.
  • To develop trust and collaboration with coworkers, I use my strengths.
  • I use my talents to help colleagues address personal issues and manage stress.

Strengths-Based Leadership: The Catalyst

We know that strengths-based leadership—where leaders encourage employees to use and develop their natural strengths—plays a crucial role in business success (Ding & Yu, 2021). But what role does it play in the connection between growth mindset, strengths use, and innovation?

Studies show that when employees work in an environment that encourages and celebrates their unique attributes, they tend to maximize their potential. This applies to both growth mindset and strengths use. In other words, a strengths-based leadership style can create a space for employees to further develop their growth mindset and personal strengths.

Research by Liu and Tong (2022) indicates that strengths-based leadership not only strengthens the direct relationship between growth mindset and innovation but also has an indirect effect by promoting strengths use. Specifically, when leaders encourage employees to leverage their strengths, it serves as an important signal that using strengths is valuable in the workplace. This not only boosts employees’ confidence but also motivates them to use their strengths more effectively. Particularly for employees with a growth mindset, they will find it even easier to apply and enhance their strengths when supported by leadership, thereby driving creativity and innovation. As a result, strengths-based leadership not only improves work efficiency but also fosters a positive work environment where employees are encouraged to develop themselves and contribute innovative ideas.

Below are some questions to assess your strengths-based leadership capability. Ask your employees to rate each question from 1 (Strongly Disagree) to 7 (Strongly Agree). Higher scores reflect a stronger strengths-based leadership approach.

  • My supervisor provides opportunities for me to do what I do best.
  • My supervisor encourages me to further develop my potential.
  • My supervisor effectively utilizes my strengths.
  • My supervisor grants me more autonomy in applying my strengths at work.
  • My supervisor discusses with me how I can improve my strengths.
  • My supervisor understands their own strengths.
  • My supervisor maximizes their strengths at work.
  • My supervisor invests significant time and energy in developing their strengths.

Conclusion

Employees thrive when they are supported in developing and utilizing their natural abilities. A workplace that fosters both a growth mindset and strengths use empowers employees to learn, contribute, and innovate. When leaders adopt a strengths-based approach, they not only help individuals succeed but also build a workplace culture that drives continuous creativity and improvement.

Training programs on growth mindset, strengths use, and strengths-based leadership are crucial first steps in creating such an environment. By understanding the link between these three elements, organizations can fully harness the potential of their employees, creating a more engaged, high-performing, and innovative workforce.

References

Ding, H., Lin, X., and Su, W. (2021). Employee strengths use and innovative behavior: a moderated mediation model. Chinese Manag. Stud. 15, 350–362.

Dweck, C. (2006). Mindset: The new Psychology of Success. New York, NY: Random House.

Liu, Q., & Tong, Y. (2022). Employee growth mindset and innovative behavior: The roles of employee strengths use and strengths-based leadership. Frontiers in Psychology13, 814154.

Miglianico, M., Dubreuil, P., Miquelon, P., Bakker, A. B., and Martin-Krumm, C. (2020). Strength use in the workplace: A literature review. J. Happiness Stud. 21, 737–764. doi: 10.1007/s10902-019-00095-w

O’Keefe, P. A., Dweck, C. S., and Walton, G. M. (2018). Having a Growth Mindset Makes It Easier to Develop New Interests. Harvard Business Review.

Proctor, C., Tsukayama, E., Wood, A. M., Maltby, J., Eades, J. F., and Linley, P. A. (2011). Strengths gym: the impact of a character strengths-based intervention on the life satisfaction and well-being of adolescents. J. Positive Psychol. 6, 377–388.