Yesterday I attended a CDP event entitled Mindset Matters
. The overarching these was the difference between fixed
mindsets, and the effect of each on pupils’ learning. Presented by Derek Goldman of the Centre for Confidence and Well-being
, the session alternated tasks, small and whole group discussions and questionnaires designed to help us arrive at our own feelings about confidence and optimism.
The first task was to discuss in pairs the following three questions:
- What is confidence? (being an incurable etymologist, I knew I’d end up here later)
- What does it look like?
- What factors can become obstacles to confidence?
Before long, we realised that the issue is not a straightforward one. Many of us initially summoned up images of extrovert people in action e.g. public speaking or on-stage performance. But what of quiet confidence? There are many who are confident in their abilities but less happy about broadcasting this assurance. The idea that confidence, like fitness, is contextual emerged. We may feel supremely confident in some areas but extremely reticent, even pessimistic about our chances of success in others. As to the appearance of confidence, the ability to look people in the eye was mentioned, along with being able to hold to a minority opinion/belief. Factors cited as likely to be an obstacle to confidence included peer pressure, adverse criticism etc. Several in the room could recall clearly adverse criticism from their own school days which had resulted in a lasting belief that a given subject or skill lay permanently beyond their grasp.
Discussions of confidence and optimism led naturally to the topic of resilience – the inclination to strive for something despite setbacks. This can be a sensitive area. Belief that bouncing back from failure is possible is unlikely to develop without experience of failure. But – how to afford experiences of failure without incurring damage?
Very much like confidence, mindset is not a constant across the whole life of an individual. We may regard some abilities (or deficits) as fixed while retaining more optimism about improvement in other areas.
One area we were asked to consider was our own feelings of confidence in our workplace. For some this is easier to pin down that others but the idea was to dwell upon the place and activities which occupy the largest part of the most standard days. We were asked to score ourselves on three A s:
- Affiliation – do we feel included in the organisation – that our opinions matter?
- Agency – how do we rate our own success at the skills required in our job?
- Autonomy – what level of choice do we have in what’s to be done and how?
Personal nuances are often eclipsed in large discussions and there were a few things I would have liked to define a little more:
- the difference between a challenge and things which are merely challenging, which can often amount to little more than repeated and pointless annoyance
- autonomy – like any freedom, this comes with responsibility. In my own work, I enjoy a massive amount of autonomy, a good example of which can be seen in the running of four guitar ensembles: choice of repertoire; when it should be begun; how it should be presented; how much time to spend on each item; who should play which part. However, if any performance were to come unstuck, I would be entirely responsible for this.
That said, I scored myself a mean of 9/10 in the three A s.
In the evaluation, I was very positive but felt that questions about how this might change my practice would require some reflection – of which I hope this short summary forms a small part.