Mindset Culture Climate Assessment

Every company, organization, classroom, team and group has a Mindset Culture that shapes how individuals think, feel, behave, and perform in that context. While everyone has a role to play in creating the mindset culture of their environment, culture is most heavily shaped by organizational leaders, or Culture Creators, as we like to call them. But how often do leaders stop to ask: What kind of mindset culture are we cultivating—and is our culture helping us achieve our goals?

The first step toward building a stronger, more inclusive, and higher-performing team or organization is to understand how your existing culture is being experienced. That’s why we developed the Mindset Culture Climate Assessment—a powerful, research-backed tool that provides a clear picture of how mindset culture is being experienced in a particular context, enabling leaders to make data driven decisions about ways to foster a culture where every individual can reach their full potential.

What is Mindset Culture?

It is the beliefs and behaviors shared by a company, organization, classroom, team, or group that signal what success is, how to achieve it, and who can be successful. Mindset culture is expressed through what culture creators (like managers and leaders) say and do, including the routine norms, policies, practices, and interpersonal interactions in those environments. All working cultures exist on a continuum—from a fixed-minded Culture of Genius, to a learning-oriented Culture of Growth.

Cultures of GROWTH

Cultures characterized by growth-minded beliefs—or Cultures of Growth—emphasize and embrace personal learning and growth through hard work, the use of effective strategies, and ample support. This in turn fosters collaboration, innovation and creativity, risk-taking and resilience, and integrity and ethical behavior within a group/organization.

Cultures of GENIUS

Cultures characterized by fixed-minded beliefs—or Cultures of Genius—communicate the idea that people’s abilities are unchangeable, or fixed. People either have what it takes to be successful or they don’t, and there’s little anyone can do to change this.

Why Invest in Building a Growth Mindset Culture?

It's Important to Executives & Employees

92% of senior executives believe that improving organizational culture would increase their firm’s value (Graham et al, 2017)
88% of executives agree that a growth mindset is important for a company’s success (Graham et al, 2017)
52% of employees said they would leave their current job for one that provides them with more opportunities for learning and development (TalentLMS, 2024)

Culture is a critical determinant of an organization’s success. It influences employee satisfaction and retention, business outcomes, and productivity.

The Mindset Culture Climate Assessment gives leaders the data they need by evaluating employee perceptions across multiple cultural dimensions that are critical to understanding team and organizational performance.

What We Measure

The Mindset Climate Culture Assessment produces a comprehensive report with customized insights that highlight where your organization falls on the mindset culture continuum. Insights from the report help leaders understand how their culture is experienced, and identify opportunities for improvement, across seven key dimensions of mindset culture:

ORGANIZATIONAL MINDSET: What does your organizational culture communicate about the nature of intelligence, ability, and talent?
COLLABORATION: To what extent does your organizational culture encourage working together toward a shared vision or goal, vs. working individually or in siloes?
INNOVATION: To what extent does your organizational culture encourage individuals to be creative and try out big, new ideas, vs. reinforce “business as usual”?
ETHICS AND INTEGRITY: Does your organization discourage unethical behavior and recognize learning and growth require transparency and honesty?
RISK-TAKING: To what extent does your organizational culture empower individuals to take appropriate risks, and learning and persistence when risks don’t work out?
LEADER MINDSET: What do the leaders of your organization communicate about the nature of intelligence, ability, and talent?
EQUITY AND INCLUSION: To what extent are different perspectives, backgrounds, and experiences recognized as a value add for fostering broad, creative thinking and addressing the organization’s most significant challenges?