As members of a modern Service, who continually strive to meet the changing needs of a diverse city, we find ourselves prepared to adopt habits and practices that empower lifelong learning. We take on new challenges and respond to new demands and pressures demonstrating excellence in public service.
At TPS, we believe that we can take control of our own learning with the right mindset — particularly what is called the “growth mindset”.
What does "Growth Mindset'' Mean?
A growth mindset is the belief and practice that, your personal development is always evolving. With perseverance and effort, you have limitless potential to learn and grow.
Fixed mindset - the belief that we’re born with a fixed amount of intelligence and ability.
Growth mindset – the belief that with practice, perseverance and effort, people have the limitless potential to learn and grow.
How we view things can make a big difference to the way we learn and grow. Both mindsets, fixed and growth, exist in all of us. Although we’d like to always have a growth mindset, the reality is that we are on a journey to a growth mindset.
If you want to shift to more of a growth mindset, it is important to begin to recognize fixed mindset behaviours in ourselves and then reflect on feedback and strategies to shift your mindset.
Source: Carol Dweck, Mindset: The New Psychology of Success
Learning to identify fixed and growth mindset language is an important step in cultivating a growth mindset. Watch the video below to learn more!
Taking a 70:20:10 Approach: A Different View of Learning
The value of professional learning comes from members being open and committed to developing new knowledge, skills and abilities throughout their careers at TPS, and their lifetime! Not only does lifelong learning set us as professionals up for career success, but it also helps us find a purpose at all stages of their life.
The 70:20:10 Framework is based on the principle that:
70 percent of learning comes from experience, experiment and reflection.
20 percent derives from working with others.
10 percent comes from formal interventions and planned learning solutions.
Take a look at some examples below:
Creating Your Own Development Plan
Your Development Plan is a personalized roadmap to help you achieve your career and development goals – from acquiring specific experience, pursuing learning opportunities and getting promoted to the next rank/role.
Use this tool to set identify new learning opportunities, set goals and track progress in your development and growth. The activities you outline in this plan will be your next steps to move forward.
Ongoing Learning and Development
The Service depends on effective, committed and developing members like you.
Here are tools to help with your ongoing growth and development.