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Note: This test review was published by BPS on 1st February 2019
Description of the Test
Mindset Advantage is a new instrument designed to be used in occupational settings. The instrument is underpinned by the concept of “growth mindset” described by Carol Dweck. A growth mindset is characterised by a belief that abilities are not fixed but can change and grow through effort. The opposite is a fixed mindset characterised by the belief that abilities are innate and cannot be changed. The instrument aims to measure how a growth mindset manifests in the workplace at the individual level and the extent to which the organisational culture encourages a growth mindset. Feedback from the instrument includes pointers for development for both the individual and the organisation as a whole. The instrument has been developed to be used in the context of growth mindset interventions in the workplace.
The instrument has two main scales: one which measures the manifestations of growth mindset in the workplace at the individual level and one which measures the extent to which the organizational culture supports a growth mindset.
The scale for the individual consists of 68 items spread across 9 subscales which indicate how a growth mindset manifests in the workplace: “Growth”; “Attitude to Failure”; “Attitude to feedback”; “Humility”; “Perception of Potential”; “Curiosity”; “Attitude to Complexity”; “Agility” and “Collaboration”. The test taker completes 7-point Likert scale items (strongly agree to strongly disagree; very important to not at all important; never to always) using an on-line questionnaire.
A computer-generated feedback report includes:
a) An introduction to growth mindset and how it applies in the workplace
b) An overall summary of the test-takers scores for each subscale (converted to be out of 100) alongside a categorisation of that score into low (bottom quartile of norm group) medium (middle two quartiles of norm group) or high (top quartile of norm group) for each subscale.
c) A personal development plan based on their lowest scoring subscales and lowest scoring items
d) For each subscale, a summary of the relevance of that dimensions in the workplace, a repeat of their score and categorisation as low, medium or high and then which quartile their score falls into in the sample of scores for their team.
The organisational culture scale consists of 29 items and 6 subscales which indicate the extent to which the organisational culture enables a growth mindset to flourish: “Supports risk taking”; “Ownership and Commitment”; “Trust”; “Fosters Innovation”; “Valuing Potential over Pedigree” and “Freedom”. Each individual completes 7-point Likert scale items within these subscales (strongly agree to strongly disagree) but the feedback report presents responses summarised across the whole organisation. The report gives:
a) an overall score for each of the subscales (converted to be out of 100) alongside a categorisation of that score into low (bottom quartile of norm group), medium (middle two quartiles of norm group) and high (top quartile of norm group).
b) The score and categorisations into low, medium and high are then presented with text explaining each subscale.
c) Five strengths and five areas for development for the organisation based on the highest and lowest scored items.
d) Boxplot-like graphs showing the quartile distribution of scores within the organisation for each individual item
The norm categorisations for both scales are based on convenience samples of individuals working in UK based organisations who are representative of the population eligible to use the instrument.
Both scales are completed in the same sitting using an on-line questionnaire which they access through an emailed link. The computer-generated reports are emailed directly back to test takers. Neither individual scores nor reports are shared with anyone else. The feedback is designed to facilitate self-insight and self-development of the test-taker.
Authors: Kathy Weeks, Matthew Syed, Linda Morison
Test Publisher: Matthew Syed Consulting Ltd.