# Growth Mindset Training for Employees and Teams > Growth mindset training for employees and teams: turn setbacks into learning, seek feedback and take on stretch work with confidence. Talk to Bodhih today. - Source: https://bodhih.com/growth-mindset-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-15 - Contact: solutions@bodhih.com · +91 99000 11601 --- Growth mindset training that goes beyond posters and slogans. Your people learn to notice fixed-mindset triggers, reframe setbacks, ask for useful feedback and take on stretch work, while managers learn how their everyday reactions either build or block a learning culture. ## At a glance - **Duration:** Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions, plus an optional manager module - **Who it’s for:** Employees at all levels, with a dedicated track for people managers - **Level:** Foundation - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies 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, it builds daily behaviours: reframing setbacks, seeking feedback, deliberate practice and taking on stretch work. Bodhih runs it as a 1-day workshop or 3 live virtual sessions, with an optional manager module. - 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](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 15 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## 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. Source: [World Economic Forum, Future of Jobs Report 2025](https://www.weforum.org/publications/the-future-of-jobs-report-2025/in-full/3-skills-outlook/) ## 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. ### **Mindsets and the science behind them**Module 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 ### **Triggers, self-talk and reframing**Module 2 · 90 min - Mapping personal fixed-mindset triggers - Naming and reframing the inner critic - The power of 'yet' in workplace language ### **Learning from setbacks**Module 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 ### **Feedback as fuel**Module 4 · 90 min - Asking for feedback with specific, forward-looking questions - Receiving critical feedback without defensiveness - Turning feedback into a two-week experiment ### **Deliberate practice and stretch goals**Module 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 ### **Leading 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 ## Sample training plan: 1-day hands-on design This one-day workshop moves growth mindset from posters to practice. Participants map the moments that trigger their fixed-mindset reactions, catch and rewrite their inner critic, run an after-action review on a real project that went wrong, practise asking for and receiving tough feedback, and design a deliberate-practice plan for one skill. A learning challenge they cannot finish first time shows the ideas in action. Everyone leaves with a stretch assignment to agree with their manager and a 60-day growth plan. 79% hands-on practice · 6.8 contact hours · Cohort: 12–24 participants · In person · Live virtual ### Day 1: Not yet, not never Participants can spot their triggers, reframe setbacks, use feedback as fuel and commit to a deliberate-practice plan and stretch assignment. 1. 09:30–10:10 · The impossible juggle (Energiser) 2. 10:10–11:00 · Mindset map (Diagnostic) 3. 11:15–12:15 · Talking back to the inner critic (Skill drill) 4. 12:15–13:00 · After-action review (Case clinic) 5. 13:45–14:45 · Feedback as fuel (Role-play) 6. 14:45–15:30 · The learning challenge (Group challenge) 7. 15:45–16:35 · Deliberate practice plan (Build sprint) 8. 16:35–17:30 · My 60-day growth plan (Action planning) Recommended: 1 day in person (09:30–17:30), or 3 × 2.5-hour live virtual sessions, plus an optional 90-minute manager module and a 60-day growth plan. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is growth mindset training? The recommended design is one day in person, from 09:30 to 17:30, with an optional 90-minute module for people managers and a 60-day growth plan afterwards. It also runs as three live virtual sessions of 2.5 hours each. ### What activities are included in growth mindset training? Participants try to learn juggling in five minutes, map their fixed-mindset triggers, talk back to a named inner critic, run an after-action review on a real setback, practise receiving blunt feedback, and take a team learning challenge twice with a fail-forward retrospective in between. ## 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. AA Pair this program with [AssessAll](https://assessall.com), 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](https://bodhih.com/generative-ai-training/), 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](https://bodhih.com/live-virtual-classes/) 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.