Beyond skills gaps, what individual psychological factor most significantly contributes to an employee's susceptibility to career stagnation?

Beyond skills gaps, 'low growth mindset' most significantly contributes to an employee's susceptibility to career stagnation. A growth mindset, a concept developed by Carol Dweck, is the belief that one's abilities and intelligence can be developed through dedication and hard work. Conversely, a low growth mindset, sometimes referred to as a 'fixed mindset,' is the belief that one's basic qualities, like intelligence or talent, are fixed traits. Employees with a fixed mindset tend to avoid challenges, give up easily when faced with obstacles, see effort as fruitless, ignore useful negative feedback, and feel threatened by the success of others. This avoidance of challenges and new learning opportunities directly hinders their ability to adapt, acquire new skills, and remain relevant in a changing work environment. Because they believe their abilities are predetermined, they are less likely to seek out training, pursue new roles, or proactively adapt to evolving industry demands. For example, an employee with a low growth mindset might avoid learning a new software program, believing they are 'not good with computers,' even if it's crucial for their job advancement. This resistance to growth directly contributes to their stagnation, as they fail to acquire the new skills and knowledge necessary to progress in their career. While skills gaps can be addressed through training, a low growth mindset acts as a fundamental barrier to embracing those opportunities, making it a more profound contributor to susceptibility to career stagnation.