Concepts, context, deep dives.

 

Growth Mindset

What it is:
A belief that your abilities and intelligence can be developed through effort, reflection, and feedback.

Why it matters:
When we adopt a growth mindset (Dweck, 2006), we become more resilient, open to learning, and less afraid of failure. It helps us approach challenges with curiosity instead of fear.

Try this:
Next time you catch yourself thinking “I’m just not good at this,” gently reframe:

“I’m not good at this yet—but I can learn.”

Growth mindset isn’t just something we adopt—it’s something we can help others grow into. One of the most powerful ways to foster it is through the kind of feedback we give.

Focus on effort, strategy, and persistence rather than fixed traits. Say things like, “I can see how hard you worked on this,” or “What strategy did you try when it got tough?”

Normalize mistakes as part of the learning process. Create space for reflection, celebrate small wins, and model curiosity yourself.

The goal isn’t perfection—it’s progress, practiced with compassion.

Related ideas: learned helplessness, grit

Strengths-Based Thinking

What it is:
An approach that focuses on “what’s strong, not what’s wrong.” It emphasizes your unique assets rather than your deficits.

Why it matters:
When we know and use our strengths, we feel more energized, confident, and connected. Research shows that strengths-based practices lead to better well-being, stronger relationships, and higher performance (Seligman et al., 2005).

Try this:
Take the VIA Character Strengths Survey to identify your top traits—then find ways to use them daily. Start noticing which strengths show up when you're at your best.

It’s tempting to jump straight to what’s missing—to scan for our weaknesses and make a plan to “fix” them. But that’s not a strengths-based approach. In fact, immediately focusing on what you lack can overshadow the gifts you already bring.

A strengths-based mindset invites you to notice what’s strong first—and lead from there. It's not about ignoring your growth areas; it's about starting from a place of confidence and clarity.

For example: One of my top VIA strengths is Perspective, which means I’m often able to offer big-picture insight and counsel that resonates with others. At the same time, Judgment is lower on my strengths list—which means I don’t always stop to analyze every side of an issue. And that’s true. I trust my gut. I know how to gather more information when needed, but I also know that my strength lies in helping people make meaning—not getting bogged down in the weeds.

The shift is simple, but powerful: I’m not failing by being less analytical. I’m thriving when I lead with what I do best.

Emotional Literacy

What it is:
The ability to recognize, understand, label, express, and regulate emotions—both your own and others’.

Why it matters:
Emotional literacy is a foundation for healthy relationships, authentic leadership, and psychological safety. As researcher Marc Brackett puts it, “When we feel better, we do better.” His work shows that people who can clearly name and manage emotions experience more positive mental health, stronger relationships, and greater learning outcomes.

Brackett’s RULER framework teaches us to:

  • Recognize emotions

  • Understand their causes and effects

  • Label them precisely

  • Express them appropriately

  • Regulate them effectively

“We can't expect people to be kind, creative, or thoughtful if they're overwhelmed by their feelings and haven’t been taught how to manage them.”
— Marc Brackett, Permission to Feel (2019)

Try this:
Practice naming emotions beyond “fine” or “tired.” Try:

“I feel hopeful.”
“I feel misunderstood.”
“I feel calm, and I want to stay here a while.”

Download the HOW WE FEEL app to track your emotions!