Growth mindset training helps employees believe, and act on the belief, that abilities can be developed through effort, good strategies and feedback. Based on Carol Dweck's research, Bodhih's program turns the idea into daily behaviours: reframing mistakes, seeking feedback, deliberate practice and leader habits that reward learning, not just flawless results.
- Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions, plus an optional manager module
- Level: Foundation · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: growth mindset workshop, growth mindset training for employees, growth mindset course for teams, mindset training for employees
Where and how: growth mindset training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Why a learning mindset is now a business skill
Roles are changing faster than job descriptions, and much of what people will need to learn in the next few years is not yet in any curriculum. Teams that treat new skills as a threat stall, while teams that treat them as a challenge adapt.
In many workplaces, being seen to make mistakes still carries a real social cost. Growth mindset training only works if it also changes how managers respond to effort, questions and failure, which is why ours includes leader behaviours, not just individual reflection.
Employers expect around 39% of workers' core skills to change by 2030.
What participants will be able to do
Spot your fixed-mindset triggers
Recognise situations, such as critical feedback or public mistakes, that push you into defensive or avoidant behaviour.
Reframe setbacks
Use a simple after-action review to turn a failure or missed target into specific lessons and next steps.
Ask for feedback that helps
Request specific, forward-looking feedback from managers and peers instead of waiting for annual reviews.
Practise deliberately
Design a short deliberate-practice plan for one skill that matters in your current role.
Take on stretch work
Choose and agree one stretch assignment with a clear learning goal and support in place.
Model it as a leader
For managers, praise process and strategy, respond to mistakes constructively and make it safe to say 'I don't know yet'.
Who should attend
- Employees at any level who want to grow faster in a changing role
- Teams adopting new tools, processes or structures
- New hires and graduate cohorts adjusting to corporate expectations
- High performers who avoid risk to protect their track record
- People managers who want to build a learning culture in their team
Program outline
Recommended design, customised to your context after a short needs analysis.
01Mindsets and the science behind themModule 1 · 60 min+
- Carol Dweck's fixed and growth mindset research, including the common 'false growth mindset'
- Neuroplasticity in plain language
- Mindset self-audit across different skills and situations
02Triggers, self-talk and reframingModule 2 · 90 min+
- Mapping personal fixed-mindset triggers
- Naming and reframing the inner critic
- The power of 'yet' in workplace language
03Learning from setbacksModule 3 · 90 min+
- After-action reviews: what was expected, what happened, why, what next
- Separating the person from the outcome
- Case practice using a recent project that did not go to plan
04Feedback as fuelModule 4 · 90 min+
- Asking for feedback with specific, forward-looking questions
- Receiving critical feedback without defensiveness
- Turning feedback into a two-week experiment
05Deliberate practice and stretch goalsModule 5 · 60 min+
- Deliberate practice principles: focus, feedback and repetition
- Choosing a stretch assignment and agreeing support with your manager
- Personal 60-day growth plan
06Leading a growth-mindset team (managers)Module 6 · 90 min+
- Process praise versus talent praise
- Responding well to mistakes and bad news
- Team rituals: learning reviews, show-and-tells and 'fail forward' retrospectives
- Aligning goals and appraisals so learning is recognised
How we deliver it
Experience before explanation
Short challenges and puzzles let participants feel their own mindset reactions before any concept is introduced.
Real setbacks, safely discussed
Participants work on genuine but low-risk work examples in small groups, with clear ground rules on confidentiality.
Manager involvement
Managers join a briefing or the leader module, because team norms shape mindset more than any single workshop.
Nudges after the session
Short reflection prompts and micro-practice tasks, delivered through Bodhih.org or your own LMS, keep the growth mindset training active for weeks afterwards.
Tailored versions
For new hires and graduate cohorts
Focused on adjusting to feedback, asking questions early and learning in public during the first year, with more games and peer activities.
For teams adopting AI and new tools
Frames new technology as a learning challenge, with routines for experimenting, sharing mistakes and learning from colleagues.
For people managers
An extended leader track on coaching conversations, process praise and team rituals that reward learning.
How we measure impact
Using the ADDIE Evaluate stage, we agree two or three observable behaviours with you before design, such as feedback requests made or stretch assignments taken up, and participants complete a short pre and post learning-orientation self-assessment, which can be run on AssessAll. Managers log observations at 30, 60 and 90 days, and we review progress on each personal growth plan. Where you run engagement surveys, we can also track learning-related items for participating teams.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
What is growth mindset training?
Growth mindset training helps employees understand that skills can be developed through effort, better strategies and feedback, and then practise the behaviours that follow from that belief. A good workplace program covers reframing setbacks, seeking feedback, deliberate practice and stretch goals, plus manager behaviours that reward learning. It should lead to visible changes in how people handle challenge, not just new vocabulary.
How do you teach growth mindset to employees?
Lectures alone rarely work, because employees need to notice their own fixed-mindset reactions, practise new responses and see managers modelling the same behaviour. Bodhih uses experiential challenges, after-action reviews on real work, feedback practice and a personal growth plan. We follow up for 90 days with nudges and manager check-ins so the behaviours become part of normal work.
What are examples of a growth mindset at work?
Examples include asking for feedback on a draft before it is finished, volunteering for an unfamiliar project, saying 'I don't know this yet, but I will find out', reviewing a missed deadline for lessons rather than blame, and learning a new tool without waiting for formal training. For managers, it looks like praising the approach and effort, not only the outcome.
Does growth mindset training actually work?
It works best when it is specific and supported by the work environment. Mindset is shaped by how managers and colleagues react to effort and mistakes, so a one-off motivational talk has limited effect. That is why this program focuses on concrete behaviours, involves managers and includes follow-up over 90 days, with agreed indicators to check progress.
How is growth mindset different from positive thinking?
Positive thinking focuses on staying optimistic, whereas a growth mindset is about how you view ability and effort: believing you can improve, then choosing strategies, feedback and practice to do so. A person with a growth mindset can still feel disappointed after a setback. The difference is that they analyse what happened and try a better approach rather than avoiding the challenge.
Can growth mindset training help with change and AI adoption?
Yes. When teams face new tools, including generative AI, fear of looking incompetent often slows adoption more than the technology itself, so the program gives people routines for experimenting, sharing what did not work and learning from peers. It pairs well with tool-specific training, because it addresses the attitudes and habits that decide whether new skills are actually used.
How long is the growth mindset program?
We recommend one day in person or three live virtual sessions of two and a half hours each, with an optional half-day module for people managers. Duration, activities and examples are customised after a needs analysis with your HR or L&D team, and we can extend the program with coaching or e-learning for larger rollouts.