In today’s world, change isn’t just constant — it’s accelerating. Whether it’s shifting markets, new tools, evolving expectations, or global disruptions, leaders face a critical choice: adapt and grow, or stay stuck and fall behind.
One key differentiator? Mindset.
As someone who reflects often on my experiences working with individuals, teams, and organizations, I find myself continually drawn to the patterns of behavior I observe, especially in leaders.
More than a decade after Professor Carol Dweck published her groundbreaking work Mindset, I’m still seeing — and hearing — the telltale signs of a fixed mindset far too often.
Despite how widely known the concept has become, many leaders continue to exhibit fixed mindset behaviors that limit not only their own growth but also the potential of those around them.
A growth mindset is the belief that abilities and intelligence can be developed through effort, feedback, and learning. Leaders with this mindset foster environments where experimentation, development, and resilience thrive.
By contrast, a fixed mindset assumes talent is innate and static. Leaders with a fixed mindset resist feedback, avoid challenge, and often create stagnant or fear-based cultures — sometimes without realizing it.
Creates a Culture of Learning
Growth-minded leaders model curiosity and continuous improvement. This sets the tone for their teams, making learning safe and expected.
Builds Trust Through Feedback
They invite feedback not just from their teams, but also about their leadership. This vulnerability builds real trust.
Develops People More Effectively
Leaders with a growth mindset look beyond titles and credentials — they coach potential and nurture growth across all levels.
Adapts Better to Change
They aren’t paralyzed by unfamiliar situations. They approach challenges as opportunities to grow, not threats to their authority.
A fixed mindset doesn’t just limit the leader themselves - it limits their team and limits their organizations.
Here’s how it hurts both:
🔻 For the Leader
Stunted Growth
Leaders who think they’ve already “arrived” stop learning — and fall behind.
Loss of Credibility
When a leader resists feedback or refuses to adapt, they lose their team’s trust and relevance.
Isolation and Burnout
Fixed-mindset leaders often avoid collaboration or vulnerability, which can lead to stress, loneliness, and rigidity.
🔻 For the Team
Limited Development
Team members aren’t coached or challenged to grow, and potential goes untapped.
Fear-Based Culture
Feedback is dismissed. Mistakes are punished. People play it safe.
Disengagement and Turnover
Talented people leave when they don’t feel trusted or developed.
Lack of Diversity in Thought
Fixed-mindset leaders may only value familiar voices or approaches, leading to groupthink and missed innovation.
Take the time to read the book, Mindset.
Then you start to be aware of your own fixed mindset comments or an inner thought.
You know that you have options, and you can paraphrase yourself. Here are some examples that showed up most often while I work with leaders.
Some other examples
"We worked with this but it didn't work."
→ "It didn’t work then — maybe we can try it differently now."
→ "Let’s look at what we learned and see if we can adjust."
"We can't do this."
→ "Let’s figure out what it would take to make this possible."
→ "It’s tough — but maybe we can find a way."
"We have been doing this already."
→ "We’ve done it — let’s see how we can improve it."
→ "Maybe there’s a better way to approach it now."
"We tried this already."
→ "We tried this already, but conditions may be different now."
→ "Let’s revisit it with fresh eyes."
"We are too busy with work and we already know the training contents."
→ "We’re busy, but there’s always something new to take away."
→ "We are busy with work. Let's see how to find time to refresh."
Final Thoughts: Growth Is a Choice and Growth Mindset Is a Choice
Leaders who embrace it will not only grow their own capabilities, but also build teams ready to tackle the future with confidence.
