Mindset Culture Assessment

Is Your Environment More of a Culture of Growth or a Culture of Genius?

Take Our Mindset Culture Cues Audit to Find Out

Every company, organization, classroom, team and group has a Mindset Culture: the beliefs and behaviors that signal what success is, how to achieve it, and who can be successful. And these Mindset Cultures shape our thoughts, feelings, behavior, and performance.

The best way to identify the Mindset Culture of your context is to conduct a cues audit. Here is an abbreviated version of the one we use with groups that you can take today.

This quiz will help you discover where your group sits along the Mindset Culture Continuum between a strong Culture of Genius and a strong Culture of Growth. And remember, you can redo the assessment any time with different groups in mind (e.g., your family, your classroom, your club, your team, your organization as a whole).

This assessment consists of 15 questions, and takes about 5 minutes to complete.

Before you begin the assessment, pick a specific group or context to have in mind– it could be your workplace, your project team, your family, your kid’s classroom, or any other context where people work together toward a common goal.

For each question, you’ll see two descriptions. Slide the circle toward the description that rings more true for your group. The more the description sounds like your group, the further you should slide on the bar.

Example:

Tell us a little about what context or group you have in mind (e.g., family, work, team, etc.)

Instructions: Move each circle right or left.

People are rewarded when they do better than others. People are rewarded for working together.

Everybody is concerned with being the top performer. Everybody is concerned with creating a strong team.

The most important thing is to show that you are smarter than others. The most important thing is to show that you are learning, growing, and developing.

This group only supports risk-taking when it leads to success. This group only supports risk-taking when it generates learning–even when the ultimate outcome is failure.

When someone makes a mistake, people point fingers in order to identify who lacks skill or smarts. When someone makes a mistake, this group learns as much as it can about the failure and views the learning as “value-added.”

If people want to do well in this group, they should avoid mistakes at all costs. If people want to do well in this group, they need to be willing to try out new ideas, even if they might fail.

People are encouraged to do what has already worked in the past–results are the priority. People are encouraged to be innovative and try new things–creativity is welcomed.

Our group resists opportunities to change. Our group is flexible and easily adapts to change.

In this group, people are punished or ridiculed when their new ideas don’t work out well. In this group, people are encouraged to reflect and understand when their new ideas don’t work out well.

In this group, there is a lot of cheating, information hoarding, and cutting-corners. In this group, operating ethically and transparently are very important.

When people make mistakes, they are likely to hide them or blame others. When people make mistakes, they take full responsibility for them and learn.

Unethical behavior might be overlooked (or even rewarded) if it leads to success. Penalties for unethical behavior are strictly enforced in this group.

This group values certain backgrounds, experiences, and perspectives more than others. All people, regardless of their background, experiences, and perspectives, feel appreciated and valued.

This group values and elevates the ideas of just a handful of stars. This group believes good ideas come from everywhere and has ways to elevate everyone’s good ideas so they benefit the group.

This group seeks to replicate the backgrounds, cultures, views, and identities of its star performers. This group actively seeks out different backgrounds, cultures, views, and identities because it benefits the group.

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