Topic 1: Growth Mindset & Public Sector Capability Framework

The concept of a ‘growth mindset’ was developed by psychologist Carol Dweck. A ‘mindset’ is a perception people hold about themselves and their abilities. The belief that you are ‘smart’ or ‘dumb’ is simple example of a mindset.

According to Dweck, “In a fixed mindset, people believe their basic qualities, like their intelligence or talent, are simply fixed traits. They spend their time documenting their intelligence or talent instead of developing them. They also believe that talent alone creates success – without effort.”

Alternatively, “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 creates a love of learning and a resilience that is essential for great accomplishment,” writes Dweck.

Hear more from Dweck in this video:

This website includes some great resources, videos and articles about the growth mindset if you’d like to learn more.

The NSW Public Sector Capability Framework describes the capabilities and associated behaviours that are expected of all NSW public sector employees, at every level and in every organisation. The Framework is structured in line with the growth mindset. It assumes that workplace knowledge, skills and abilities can be developed over time.

A PDF copy of the framework is saved in the ‘Important Documents’ section for this topic. You can also read more about the framework here.

If you’re curious about how you can progress your capabilities, check out the Capability Discovery Tool. This online survey will help you to reflect on your capabilities and development needs. It is a useful resource for both current NSW public sector employees and for anyone interested in applying for roles in the sector – so feel free to share it.

The Professional Development Plan is a document that you complete in consultation with your placement manager. It records professional goals that you would like to achieve during your placement and outlines how you will achieve those goals. It is important that your professional goals align with your placement team’s goals. Your placement manager will give you direction as to what your team’s goals are.

At the beginning of your placement, your PDP is like a roadmap that gives you directions on how to get to where you want to be at the end of the placement. At the end of your placement, your PDP also becomes like a report card. It enables you to look back at your placement and decide whether you have been successful in fulfilling the steps you set out for yourself. Your manager will do this with you and will provide you with feedback about your performance.

PDPs are compulsory for all Transport staff – including the Secretary! Many of your placement team colleagues will complete their PDP online in a system called Transport Equip. They may also refer to it as a ‘PDR’ which stands for Performance and Development Review. Some of your colleagues may think that you need to complete your PDP online. Remember that you do things a little bit differently because you are a Graduate. You complete this Word document instead.

If you need assistance completing your PDP please refer to the PDP process document or consult the example PDP saved in the ‘Important documents’ section of this topic.

Mindset:The New Psychology of Success by Carol Dweck

Are you aware of any additional resources that relate to this topic? They could include articles, websites, podcasts or videos. If so, send them through to Danielle.rees2@transport.nsw.gov.au and they will be added to this list.

One of our graduates, Demetrius Liang, sent through this viral video which captures the spirit of 'growth mindset in a very light-hearted way. The music video was adapted from a television news interview with an American High School football player after a particularly gruelling match. The song captures the importance of effort and perseverance regardless of the result.