Breaking Fixed Mindsets in Managers with Rick Carson

A manager needs to think of growth to chart that path. That’s why Carol Dweck’s philosophy of a growth mindset is highly recommended for leaders globally. But, a lot of us struggle in maintaining that balanced view. There’s a constant tug of war of growth mindset vs fixed mindset. A fixed mindset, as opposed to a growth mindset, is a limiting force that keeps managers from success.

• What are “Gremlins,” and how do they relate to self-limiting beliefs and a fixed mindset?
• How does one identify and tame their “Gremlin” to overcome self-defeating behaviors?
• What role does the environment, including workplace dynamics, play in the development and manifestation of “Gremlins,” and how can these influences be managed?

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What’s a fixed mindset and how can you break free?

“Gremlins” are an internal force that seeks to diminish one’s potential, as Rick explains. They use various tools, like inner criticism, fear, and worry, to sabotage one’s vibrant self. Self-awareness is crucial for taming the Gremlin. This involves paying attention to how one is getting in their own way in the present moment, rather than seeking insight from past events. The Gremlin Taming Method consists of three steps:

• Step One: Simply Notice and Accentuate. This involves noticing what you are doing to yourself in the moment you are doing it. This is done by paying attention to your body’s sensations, your breathing, and your thoughts.
• Step Two: Play with Options. Once you are aware of your negative patterns, you can start to explore alternative ways of being and thinking.
• Step Three: Be in Process. Continue to practice the first two steps. Taming your Gremlin is not a one-time event, but a continuous process.

Fear and worry are common tools of the Gremlin . Worry is always based on fear and serves no purpose. Limiting beliefs are often expressed through definitive statements about oneself, such as “I can’t remember names” or “I’m not good at math.” Recognizing these statements is the first step in addressing them. The method emphasizes experiential learning and taking responsibility for one’s own misery. By really noticing how one is contributing to their own suffering, a natural correction can occur.

How can self-awareness help you overcome a fixed mindset?

As Ashish and Rick discuss, self-awareness plays a crucial role in overcoming limiting beliefs:

• Identifying Limiting Beliefs: Self-awareness is the first step in identifying self-limiting beliefs. These beliefs are often expressed as definitive statements about oneself, like “I can’t remember names” or “I’m not good at math”. By paying attention to one’s own language and thought patterns, individuals can bring these limiting beliefs into the light. This involves noticing the language used not just in speech but also in one’s own head.
• Noticing How You Get in Your Own Way: Self-awareness is about paying attention to how you are getting in your own way in the present moment. This isn’t about gaining insights from past experiences or trauma. It’s about noticing what’s going on within you, around you, and, most importantly, in your own head. The focus is on the “how” rather than the “why,” emphasizing the importance of noticing the actions and patterns that perpetuate self-limiting beliefs. This involves paying attention to your body’s sensations, your breathing, and your thoughts.

Self-awareness, as described by Rick in the podcast, is not about insight, but rather about paying attention. Many people, including therapists, may have insight into their past and their relationships, but that is not what helps one overcome self-limiting beliefs. What is helpful is awareness, noticing how those patterns of self-sabotage are playing out right now. Self-awareness also involves recognizing that external circumstances often trigger negative emotions or angst, but it’s how long one chooses to hold onto that stress that matters. By becoming more self-aware, you can take control over your reactions and avoid being caught in a cycle of negativity.

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