In the past few decades positive psychology became very popular in psychology, putting emphasis on self-actualization and continuous growth. At the same time motivational research also revealed the importance of intrinsic drives and the need for autonomy, relation and competence. Dweck’s mindset-theory can be interpreted within this framework and shows how a simple idea about the brain can create a love of learning and perseverance. People with a Fixed mindset believe that their basic qualities, like their intelligence or talent, are simply fixed traits. They may also believe that talent alone creates success—without effort. In a Growth mindset, people believe that their most basic abilities can be developed through dedication and hard work—brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.
Skill development, trust in continuous growth, motivation and effort are key elements of talent development, too. Realizing its importance, a research group of the University of Debrecen, Hungary decided to provide research-based data to verify the relevance of the mindset-theory. As a first step, the 4-item Mindset-questionnaire for adults was translated and the first statistical analysis was made to confirm its reliability an validity. This presentation introduces the initial measurement properties of the Hungarian Mindset Questionnaire as completed by 200 persons, together with Rotters’s Locus of Control questionnaire, Duckworth’s Short Grit Scale and the Openness scale of the NEO-PI questionnaire.
The presentation shows, 1) why mindset theory can be used as a basis for motivational practices, including also some critical remarks to problematic elements of the theory, introduces (2) recent findings about the reliability and validity of the Hungarian version of the Mindset-questionnaire and explains, (3) why mindset can be a key question in talent development and in fulfilling our potential.