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Keep shoppingGrowth Mindset: Confidence, Performance and Learning [EN]
2,744 students
Growth Mindset: Confidence, Performance and Learning [EN]
growth mindset | personal development | emotional intelligence | lifelong learning | high performance | self coaching
Last updated 5/2025
English
English [Auto],
What you'll learn
- Run an honest audit of your talents, potential, engagement and performance
- Manage upward deliberately, and give a manager what they actually need
- Overdeliver in a way that gets noticed rather than a way that exhausts you
- Notice your own reaction before it becomes the decision you regret
- Understand why previous attempts to learn something never stuck
- Design your own learning so it transfers into work instead of ending at a certificate
- Ask yourself the questions a coach would ask, and answer them honestly
- Sustain motivation without waiting for it to arrive
- Learn alongside Mike's 1.6 million students from 185 countries
- Get the author's experience from Preply, Wargaming, iDeals and Alfa-Bank
Explore related topics
Course content
15 sections • 39 lectures • 19h 26m total length
Requirements
- A job you want to be better at, or a direction you want to move in
- No prior background in psychology or learning theory required
- Willingness to complete a personal audit in the first lesson and keep the result
- English at intermediate level or above, since all lessons are in English
- Honesty about which of your habits you have been calling personality
Description
This course contains the use of artificial intelligence.
Growth mindset is usually sold as a belief. Accept that ability is not fixed, and the rest follows. It does not. Belief without mechanics changes nothing except how you feel about not changing.
Why the courses you started did not stick
Look at the last three things you set out to learn. Most likely you finished none, or finished one and never used it. That is not a discipline problem. There is a well-studied reason knowledge fails to reach the job, there are sixteen identified factors that determine whether it does, and almost nobody applies any of them to their own learning because that material is taught to people who design training for others. I spent years starting things and concluding I lacked willpower, when what I actually lacked was a design.
What this course actually covers
Four blocks. First, an honest audit and then eleven lessons on what people the company considers its strongest actually do: managing upward, overdelivering in a way that is visible, working in cycles rather than lists, sustaining your own motivation, and communicating so you are understood the first time. Second, emotional intelligence, because resilience is not a temperament — it is the ability to notice a reaction before it becomes a decision. Third, the science of learning: how adults actually learn, why transfer fails, what support afterwards does, and how to evaluate whether anything changed. Fourth, ten lessons of coaching — listening, powerful questions, working with barriers and motivation.
A note on two of the blocks
Twenty of the thirty-nine lessons were recorded for people who develop others: the learning block for those who design training, the coaching block as a method for working with a client. Used on yourself, both are more useful than the advice written for self-improvement. The learning science explains why your previous attempts did not hold. The coaching apparatus works when you are both the coach and the client, and it works better once you have seen how the conversation is supposed to go.
Who is teaching this
I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.
What is included
Lifetime access to all 39 lessons
Active instructor support in the Q&A section
A Udemy Certificate of Completion
Working material: the personal audit, the potential matrix, the Lencioni test, the transfer factors, the GROW model, the balance wheel, the active listening checklist
Research from Gallup and Google on what actually separates strong performers
Where to start
Write down the last three things you tried to learn and what you can still do because of them. That list is your real starting point, and it is more useful than any assessment. Enrol now and start today.
Who this course is for:
- Specialists who are competent and want to know what separates them from the top performers
- Professionals who keep starting courses and never finishing them
- People whose confidence drops in rooms where they are objectively qualified
- Anyone who has been told to develop and never told how
- Employees preparing to be considered for something larger
- Managers who want the method before teaching it to a team
- Anyone whose growth stopped and who cannot tell why