We talk a lot about growth mindset in business circles.
But let’s be honest – it often gets reduced to a poster on the wall or a few buzzwords in a slide deck.
The real work?
It’s messier. Slower. More human.
It’s when someone on your team messes something up — and you decide whether to treat it as a failure or a learning moment.
It’s when someone says “I’m just not good at sales” — and you help them realise that’s just a belief, not a fact.
It’s when someone avoids trying something new because they’re scared of looking stupid — and you create a space where that fear isn’t punished.
Here’s the truth:
You can’t force a growth mindset on someone.
But you can build a culture where one can thrive.
That starts with you – the business owner, the leader, the example everyone’s watching.
If you respond to mistakes with frustration every time, or if you only reward the wins but never the effort, don’t be surprised when your team plays it safe.
A growth mindset means people:
☑️ Try things that might not work.
☑️ Ask better questions.
☑️ Take feedback as fuel, not criticism.
☑️ Think in terms of “not yet” instead of “I can’t.”
And yes — it takes a bit more effort to build that kind of environment.
But the trade-off is massive:
You get a team that improves itself, challenges itself, and isn’t scared to get stuck in.
No one wants a room full of people who nod politely, do the bare minimum, stay safe in their comfort zone.
You want people who accept the challenge, are up for solving problems, growing their role, and owning their progress.
And that starts with leadership that doesn’t just say “we have a growth mindset”…
…but shows it, lives it, and gives people permission to get it wrong on the way to getting it right.
🔗 On a related note…
1. Watch Professor Carol Dweck as she talks about her groundbreaking work on developing mindsets.
2. Just 20 minutes to unlock a growth mindset – start now!
