Is your praise hurting your employees?

Week 94: Is your praise hurting your employees?

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Two groundbreaking studies by famous psychologist and scientist Carol Dweck, provide deep insights into how different types of praise affect motivation, learning, and long-term performance. These studies focus on how children respond to praise related to intelligence versus effort and the subsequent impact on their behaviour, performance, and even their willingness to face challenges. Understanding the dynamics of these studies can provide powerful lessons for educators, parents, and leaders in any setting.

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Study 1: Intelligence vs. Effort Praise

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In the first study, children were divided into two groups and given puzzles to solve. Upon completing the puzzles, one group was praised for their intelligence ("You're so smart," "You're brainy"), while the other group received praise for their effort ("Great effort," "You worked hard"). Afterward, the children were presented with two options: they could either attempt a more challenging puzzle or a simpler one they knew they could easily complete.

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The results were striking. The children praised for their intelligence largely chose the simpler puzzles. This group was more interested in continuing to receive praise and feared the potential risk of failure in the harder puzzle, which might challenge their "smart" identity. They opted for tasks within their comfort zone to maintain the status quo of being seen as intelligent.

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In contrast, the group praised for their effort overwhelmingly chose the more challenging puzzles. For these children, the praise was not tied to an innate quality, like intelligence, but rather to their hard work and persistence. They sought out the challenge because they saw it as an opportunity to work hard again and receive further praise for their effort. In other words, they were motivated by the prospect of continued learning and growth, rather than merely sustaining an image of being "smart."

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Study 2: Follow-up with Control Group and New Problems

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In a follow-up study, these same two groups were given another set of puzzles to solve, along with a third control group that had received no praise in the previous experiment. The control group performed consistently, achieving a similar number of correct answers as before. However, the results for the intelligence-praised and effort-praised groups diverged significantly.

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The performance of the children praised for their intelligence dropped. These children struggled with the new set of puzzles, presumably because the earlier praise had put pressure on them to maintain the image of being smart. Faced with more difficult problems, they were less willing to take risks, and their confidence seemed to falter. What’s more concerning is that when asked to report their scores, many children in this group even lied to inflate their results, a clear indication that maintaining the "smart" label had become more important to them than actually learning or improving.

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On the other hand, the children praised for their effort showed a marked improvement in their performance. Not only did they approach the new problems with enthusiasm, but they also achieved significantly better results than before. Their mindset had shifted: they viewed challenges as opportunities for growth, rather than threats to their identity. Their confidence grew in response to the praise they had received for hard work, which translated into better performance in the long term.

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Insights from the Studies

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These two studies shed light on the power of praise and how it can shape behaviour, learning, and motivation over time. At the core, the difference between praising intelligence and praising effort creates two distinct mindsets:

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- Fixed Mindset (Intelligence Praise): Children praised for their intelligence often adopt a fixed mindset, where they believe their abilities are innate and unchangeable. This leads to a fear of failure because failure would undermine their identity as "smart." As a result, they tend to avoid challenges, take fewer risks, and even resort to dishonesty to maintain the illusion of being highly capable. Their performance suffers in the long term because they become more focused on preserving an image rather than improving their skills.

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- Growth Mindset (Effort Praise): Children praised for their effort develop a growth mindset, where they believe that abilities and intelligence can be developed through hard work, perseverance, and learning from challenges. They are more likely to take on difficult tasks, push themselves out of their comfort zones, and see failure as a stepping stone to success. This leads to better long-term performance because they are motivated to improve, rather than to simply look good.

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These studies show that the way we praise and encourage others can have a lasting impact on their mindset and, by extension, their behaviour and success.

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Translating Insights into Actions for Leaders

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The insights from these studies offer valuable lessons not just for parents and educators, but also for leaders in business, sports, and any environment where motivation, learning, and growth are important. Here are key takeaways for leaders:

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1. Focus on Effort and Process, Not Just Results:

?? Leaders should focus on praising the effort, dedication, and processes that lead to success rather than just the outcome itself. By encouraging employees, students, or team members to value hard work and persistence, you can create a culture that embraces growth and continuous improvement. Praise statements like "I appreciate how hard you worked on this project" or "You really pushed through some difficult challenges" foster resilience and adaptability.

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2. Promote a Growth Mindset Culture:

?? Creating an environment where challenges are viewed as opportunities for learning, rather than threats to one’s ability, is crucial. Leaders can actively promote a growth mindset by reframing failures as valuable learning experiences. By encouraging people to stretch beyond their comfort zones, they instil confidence that success comes from effort, not just talent or intelligence. This shift in perspective leads to higher levels of creativity and problem-solving.

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3. Minimize Praise That Reinforces Fixed Labels:

?? While it might seem harmless to tell someone they are smart or talented, this can actually limit their willingness to take on new challenges. Leaders should avoid excessive labelling of people based on static traits like intelligence or ability, as this could make them fearful of taking risks or making mistakes. Instead, leaders should emphasize development and progress over time and recognise the efforts employees take.

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4. Encourage Honest Self-Assessment:

?? The finding that children praised for their intelligence were more likely to lie about their performance reveals a dangerous pitfall of fixed mindset thinking. To counteract this, leaders should foster a culture of transparency and honesty, where individuals feel comfortable acknowledging mistakes and weaknesses. In environments where self-assessment and feedback are encouraged, people are more likely to take responsibility for their growth.

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5. Model Growth Mindset Leadership:

?? Leaders themselves should model a growth mindset by being open about their own learning experiences, challenges, and failures. When leaders show vulnerability and a willingness to learn, it sets a powerful example for others to follow. Leadership that is focused on continuous improvement inspires teams to embrace the same philosophy.

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6. Offer Constructive, Specific Feedback:

?? Feedback should go beyond simple praise and be constructive and specific. Rather than saying “Good job,” offer feedback like “You demonstrated great perseverance in solving that difficult problem,” or “Your effort in researching this topic really showed in the final presentation.” Specific feedback helps reinforce the behaviours that lead to growth.

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Conclusion

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These two studies highlight the profound impact that praise can have on a person’s mindset, motivation, and performance. Praising intelligence or fixed traits can inadvertently create a fear of failure, discouraging risk-taking and growth. On the other hand, praising effort cultivates a growth mindset, encouraging individuals to embrace challenges, learn from their mistakes, and improve over time.

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For leaders, the implications are clear: focus on effort, perseverance, and learning in the face of challenges. By creating an environment that values growth and continuous improvement, leaders can inspire individuals to reach their full potential, driving both personal and organizational success.