Fixed vs. growth mindset
An essential part of leadership development—and personal growth in general—is how we think about challenges, failure, effort, and potential. In this lesson, we explore the concept of mindset and how adopting a growth mindset can dramatically increase your effectiveness as a leader.
This idea, made famous by psychologist Dr. Carol Dweck, has been applied across education, business, sports, and leadership development worldwide.
What Is Mindset?
Your mindset is your set of beliefs about your abilities, intelligence, and potential. It influences:
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How you respond to setbacks
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Whether you embrace challenges
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How you deal with feedback and learning
There are two primary types:
1. Fixed Mindset
People with a fixed mindset believe that qualities like intelligence, talent, and ability are largely unchangeable. You either “have it” or you don’t.
Signs of a fixed mindset:
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Avoids challenges
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Gives up easily
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Sees effort as pointless
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Feels threatened by others’ success
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Avoids feedback or criticism
“If I fail, it means I’m not good enough.”
2. Growth Mindset
People with a growth mindset believe that abilities and intelligence can be developed with effort, learning, and persistence.
Signs of a growth mindset:
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Embraces challenges
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Persists through obstacles
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Sees effort as the path to mastery
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Learns from feedback and criticism
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Finds inspiration in others’ success
“If I fail, I can learn and improve.”
Why Mindset Matters for Leaders
Leadership is full of uncertainty, complexity, and setbacks. Leaders with a fixed mindset may:
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Avoid risks or difficult conversations
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Blame others or protect their ego
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Resist feedback or fear looking “incompetent”
In contrast, leaders with a growth mindset:
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View challenges as learning opportunities
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Encourage experimentation and innovation
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Inspire others by modeling resilience and humility
They create cultures where learning, not perfection, is the standard.
Mindset in Action: Leadership Examples
| Scenario | Fixed Mindset Response | Growth Mindset Response |
|---|---|---|
| A new strategy fails | “This didn’t work. We’re not good at this.” | “What can we learn and adjust for next time?” |
| A team member makes a mistake | “They’re not cut out for this role.” | “How can I support their growth?” |
| Receiving critical feedback | “They’re wrong—I’m doing fine.” | “This is hard to hear, but useful. Let me reflect.” |
| A new challenge arises | “I’ve never done this—I’ll look bad.” | “I’ve never done this—what can I learn?” |
How to Build a Growth Mindset
1. Reframe failure as feedback
Mistakes aren’t a verdict on your ability—they’re a guide for growth.
2. Add “yet” to your language
Instead of “I can’t do this,” say “I can’t do this yet.”
3. Reward effort and learning, not just results
Celebrate persistence, curiosity, and progress.
4. Seek feedback actively
Ask, “What’s one thing I could do better?”—and really listen.
5. Model it for others
As a leader, your mindset shapes your team’s mindset. Be open about your learning process and growth journey.
Final Thought
Leadership requires a constant willingness to grow. A growth mindset doesn’t just help you improve—it makes you more empathetic, resilient, and inspiring to those you lead.
“Becoming is better than being.” – Carol Dweck“