In 1945, the world record for running one mile (1600m) was 4 minutes and 1.3 seconds, set by Gunder Hagg of Sweden.

And that's where the record got stuck for the next nine years, seemingly unbreakable to many.

Finally, on 6 May 1954, in Oxford, England, Roger Bannister became the first person to break the 4-minute barrier in a time of 3 minutes and 59.4 seconds.

But this isn't the exciting part.

What is fascinating is that soon after Bannister's historic feat, other runners were inspired to follow suit, and they did so quickly.

John Landy of Australia broke Bannister's record just 46 days later in a time of 3 minutes and 57.9 seconds. Landy's approach included rigorous training and a competitive spirit but was also driven by the newfound belief that breaking the 4-minute mile barrier was indeed possible.

And then, on 28 May 1955 in London, Laszlo Tabori became the third man to break the four-minute barrier, just beating Chris Chataway and Brian Hewson, who also ran under four minutes. It was the first time three men had achieved the feat in one race.

So after getting stuck for nine years, suddenly, within a year, five men managed to break the 4-minute mile barrier.

And what's more, on 29 May 1954 (just 23 days after Roger Bannister), Diane S Leather Charles became the first woman to break the 5-minute barrier for women with a time of 4 minutes and 59.6 seconds.

Roger Bannister had broken a psychological barrier, and the newfound belief in what was possible was essential to the successes that followed him.

It was clear that mindset matters a lot.

So, how is any of this relevant to you and me?

Let's start by exploring the thoughts of three respected heavyweights on this topic.

Dale Carnegie

Imagine you're facing a challenge. It could be a daunting task at work, a personal setback, or a rough day. What's your first reaction? Do you let negativity creep in, or do you embrace the power of positivity?

In his timeless book "The Power of Positive Thinking," Dale Carnegie advocates for the latter with passion and conviction.

First published in 1952 (two years before Roger Bannister accomplished the seemingly impossible), Carnegie's book remains a cornerstone of self-help literature.

Its enduring popularity lies in its simple yet profound message: how we think shapes our reality. At its core, "The Power of Positive Thinking" is about mindset and from Dale Carnegie's perspective, this means seven key things:

1. Shifting your perspective from one of pessimism and defeatism to one of optimism and possibility.

2. Believing in yourself and your ability to overcome obstacles.

3. Approaching challenges constructively, focusing on solutions rather than dwelling on problems.

4. Cultivating a solid self-confidence to overcome fear and insecurity and take bold action towards your dreams. It doesn't mean being arrogant or overconfident, but believing in our abilities and trusting ourselves to handle whatever comes our way.

5. Harnessing the power of enthusiasm, which can be contagious, inspiring others and creating momentum towards your goals.

6. Appreciating the importance of resilience and perseverance. Setbacks and failures are inevitable, but it's our response to them that truly matters.

7. Understanding that your thoughts have the power to shape your reality. Carnegie argues that by changing our thoughts, we can change our lives.

Brené Brown

In more modern times, Brené Brown, a renowned American professor, social worker, author, and podcast host, has significantly contributed to understanding mindset, mainly through her work on vulnerability, shame, and resilience.

Central to Brown's work is the concept of vulnerability, which she defines as "the birthplace of innovation, creativity, and change."

Brown challenges the notion that vulnerability is a weakness, arguing that it is essential for meaningful connections and personal growth.

This perspective on vulnerability aligns with a growth mindset, which emphasises embracing challenges and learning from failures rather than avoiding them out of fear.

Her research also sheds light on the role of shame in shaping mindset.

She describes shame as the intensely painful feeling that we are unworthy of love and belonging and that it often stems from a belief that we are not enough as we are.

Individuals with a fixed mindset may be particularly susceptible to shame, as they may interpret setbacks or failures as evidence of their inadequacy.

In contrast, those with a growth mindset are more likely to view challenges as opportunities for learning and growth, reducing the likelihood of experiencing shame in response to setbacks.

Brown's work on shame resilience further underscores the importance of mindset in navigating difficult emotions and experiences.

She outlines a process for building resilience to shame, which includes recognising and understanding shame triggers, practising empathy and self-compassion, and reaching out to supportive others for connection and validation.

Carol Dweck

American psychologist Carol Dweck's groundbreaking research on mindset has profoundly influenced our understanding of human potential, learning, and personal development.

Thanks to Dweck, the concepts of fixed and growth mindsets have become foundational in psychology, education, and beyond.

Individuals with a fixed mindset believe that their abilities and intelligence are static traits, predetermined at birth and unchangeable. They tend to avoid challenges, give up quickly in the face of setbacks, and see effort as fruitless.

In contrast, those with a growth mindset believe their abilities can be developed through dedication, effort, and perseverance. They embrace challenges, persist in facing obstacles, and see effort as a path to mastery.

Dweck's research has revealed the profound implications of mindset on various aspects of life, including academic achievement, motivation, resilience, and interpersonal relationships.

For example, studies have shown that students with a growth mindset tend to outperform their fixed-mindset peers, as they are more likely to approach learning with enthusiasm, resilience, and a willingness to seek help and feedback.

Her research underscores the importance of fostering a growth mindset in children and adults.

Teachers and parents can cultivate a growth mindset in educational settings by praising effort and persistence rather than innate talent, providing constructive feedback that encourages learning and improvement, and modelling a positive attitude towards challenges and mistakes.

Similarly, in the workplace and beyond, leaders and managers can promote a growth mindset culture by creating environments that value learning, experimentation, and collaboration and encouraging employees to take risks and embrace new opportunities for growth and development.

So, let's make this practical and delve into a few key elements of both fixed and growth mindsets, along with examples to illustrate each:

A Fixed Mindset

1. A Belief in Fixed Traits: Individuals with a fixed mindset believe that their abilities, intelligence, and talents are static traits that cannot be significantly changed. They see themselves as having a predetermined level of skill or intelligence that cannot be improved upon.

Example: Sarah, who believes she's either naturally good or bad at math based on her early grades in school, avoids challenging math problems because she considers her ability to be fixed and can't be improved.

2. Fear of Failure: People with a fixed mindset avoid challenges and risks because they fear failure. They see failure as a reflection of their inherent limitations rather than an opportunity for learning and growth.

Example: Sipho, who believes he's not naturally talented in sports, refuses to join the school basketball team because he fears looking foolish if he fails to perform well.

3. Avoidance of Effort: Individuals with a fixed mindset may shy away from putting in effort, mainly when they believe that success should come naturally. They may see effort as a sign of weakness or lack of ability.

Example: Nolwazi, who believes she's naturally gifted in writing, becomes frustrated and gives up on her novel after encountering writer's block, as she considers talented writers shouldn't struggle with their work.

A Growth Mindset

1. A Belief in Growth and Development: People with a growth mindset believe their abilities and intelligence can be developed through dedication, effort, and perseverance. They see challenges as opportunities to learn and improve.

Example: Alex, who believes that hard work and practice can improve his skills, tackles complex coding problems even though he initially struggles, knowing that each challenge is an opportunity to strengthen his programming abilities.

2. Embracing Challenges: Individuals with a growth mindset welcome challenges to stretch their abilities and expand their knowledge. They see setbacks and failures as part of the learning process rather than as indicators of their limitations.

Example: Maria, who believes in the power of effort and persistence, eagerly volunteers to lead a complex project at work, viewing it as an opportunity to develop her leadership skills and problem-solving abilities.

3. View of Effort as Path to Mastery: People with a growth mindset understand that effort is necessary for growth and mastery. They are willing to put in the hard work and practice needed to achieve their goals, even when faced with obstacles.

Example: David, who believes that improvement comes through practice, dedicates himself to practising the guitar daily, knowing that each hour spent practising brings him closer to mastering his instrument.

By understanding and cultivating a growth mindset, individuals can unlock their full potential, embrace challenges, and achieve tremendous success.

As a final thought, consider how the following contrasting mindsets can have vastly different impacts on the results you hope to achieve:

1. Protective vs. Opportunistic

A protective mindset focuses on preserving the status quo and minimising risk. In contrast, an opportunistic mindset seeks out possibilities for growth and improvement, even in challenging situations.

For example, during an economic downturn, someone with a protective mindset might focus on cutting costs and minimising losses, while someone with an opportunistic mindset might look for new markets or innovative solutions to thrive despite the challenges.

2. Expert vs. Curious

An expert mindset emphasizes mastery and deep knowledge within a specific domain. Conversely, a curious mindset prioritizes exploration, learning, and embracing novelty.

For instance, in a workplace setting, someone with an expert mindset might rely on their existing knowledge and experience to solve problems, while someone with a curious mindset might continuously seek new information and perspectives to innovate and adapt.

3. Reactive vs. Creative

A reactive mindset responds to challenges reflexively and defensively, often relying on habitual responses. On the other hand, a creative mindset approaches difficulties with openness and a willingness to experiment with novel solutions.

For example, when faced with a project setback, someone with a reactive mindset might blame external factors or repeat past approaches, while someone with a creative mindset might brainstorm alternative strategies or collaborate with others to find innovative solutions.

4. Victim vs. Agent

A victim mindset perceives oneself as powerless and at the mercy of external circumstances, often blaming others for setbacks. In contrast, an agent mindset takes responsibility for one's actions and actively seeks to influence outcomes.

For instance, when facing adversity, someone with a victim mindset might feel helpless and resigned to their fate, while someone with an agent mindset might focus on identifying actionable steps to overcome challenges and achieve their goals.

5. Scarcity vs. Abundance

A scarcity mindset is characterised by a belief in limited resources and a fear of scarcity, leading to hoarding or competition. Conversely, an abundance mindset sees opportunities and resources as plentiful, fostering collaboration and generosity.

For example, in a business context, someone with a scarcity mindset might view competitors as threats and adopt a zero-sum approach, while someone with an abundance mindset might seek partnerships and mutually beneficial opportunities.

6. Certainty vs. Exploration

A certainty mindset seeks stability and predictability, preferring familiar routines and avoiding uncertainty. In contrast, an exploration mindset embraces ambiguity and seeks new experiences and possibilities.

For instance, when faced with a career decision, someone with a certainty mindset might choose the safest option that offers stability, while someone with an exploration mindset might be more willing to take calculated risks and pursue opportunities for growth and discovery.

Until next time, if you want to change your life, start by changing your thoughts.

Dion Le Roux