Imagine two colleagues, Hamed and Ahmed, sitting in the same performance review meeting. Both receive similar feedback: their technical skills are strong, but they need to improve their communication with team members.
Hamed leaves the meeting feeling defeated. I've never been good at communication, he thinks. Some people are just natural communicators, and I'm not one of them. He avoids team meetings when possible and feels anxious when he can't.
Ahmed leaves the same meeting feeling energized. I haven't developed strong communication skills yet, he reflects. But this is clearly important, so I need to learn. He asks for resources, observes colleagues who excel at it, and starts practicing in smaller meetings.
Six months later, Hamed is still struggling and considering whether this job is right for him. Ahmed has noticeably improved and just led a successful presentation.
What made the difference? Their mindset.
Stanford psychologist Dr. Carol Dweck spent decades researching achievement and success. Her groundbreaking work revealed that our beliefs about our abilities profoundly affect our actual performance. She identified two fundamental mindsets:
The Fixed Mindset operates on the belief that our abilities, intelligence, and talents are fixed traits. You either have them or you don't. People with a fixed mindset believe that talent alone creates success, without effort. They tend to avoid challenges (why try if you'll just fail?), give up easily when obstacles appear, see effort as fruitless, ignore useful feedback, and feel threatened by others' success.
The Growth Mindset is rooted in the belief that abilities can be developed through dedication, strategy, and hard work. Talent is just the starting point. People with a growth mindset perceive challenges as opportunities to learn, persist despite setbacks, see effort as the path to mastery, learn from criticism and feedback, and find inspiration in others' success.
I've delivered hundreds of training sessions over the years. Same room, same materials, same instructor. Yet two people sitting side by side can walk away with completely different results. The difference isn't intelligence or background. It's a mindset.
Here’s what happens:
Employees with a growth mindset:
Get more from training because they come to learn, not to prove they already know
Apply new skills faster because they expect an awkward beginning phase
Keep trying even when performance drops while learning new approaches
Ask for feedback instead of avoiding it
Use their learning in different situations more effectively
The effect spreads through organizations:
Organizations see:
More innovation when people aren't afraid to share ideas that might not work
Better problem-solving because teams try different approaches instead of giving up
Stronger collaboration when people focus on learning together rather than competing individually
Higher engagement when people see opportunities to grow instead of feeling stuck
Deeper leadership pipelines as more people develop the skills needed for advancement
Growth Mindset Needs Psychological Safety
Most organizations miss something crucial. You cannot build a growth mindset in an environment without psychological safety.
Psychological safety means believing that you won't be punished or embarrassed for speaking up with ideas, questions, concerns, or mistakes. It's the foundation that allows growth mindset to grow.
If admitting you don't know something leads to judgment or lost opportunities, you'll hide what you don't know. You'll pretend to understand when you don't. You'll avoid difficult assignments that might show your limitations. This is normal self-protection, but it completely blocks learning.
Growth mindset grows when:
It's safe to say I don't know yet
Mistakes are seen as learning opportunities, not personal failures
Questions are welcomed, not seen as weakness
Trying new things is encouraged, even when it doesn't always work
Progress and effort are recognized, not just perfect results
As a leader or team member, you help create this environment. Growth mindset isn't just personal. It's built or destroyed by workplace culture.
1. Practical Steps to Build Your Growth Mindset
You can change your mindset. I've watched it happen countless times. Here's what works:
Change How You Talk to Yourself
The words we use shape how we think. Start catching and changing fixed mindset thoughts:
Fixed: I'm not good at public speaking.
Growth: I'm still learning public speaking.
Fixed: I can't do this.
Growth: I can't do this yet, but I can learn.
Fixed: This is too hard.
Growth: This needs different strategies and more effort.
Fixed: I failed.
Growth: This didn't work. What can I learn?
Fixed: I'm either good at something or I'm not.
Growth: I can improve with practice.
2. Turn Failure into Learning
Every mistake teaches you something. This doesn't mean ignoring that failure hurts. It means using it to grow instead of letting it stop you.
When things don't go as planned, ask:
What worked? What didn't?
What will I try differently next time?
What did I learn?
Who can I learn from who has done this well?
3. Find Your Challenge Zone
You learn best just outside your comfort zone. Too easy? You're not growing. Too hard? You'll give up.
Look for tasks that stretch you but are achievable with effort. Look for work that makes you a bit uncomfortable. Take on projects that need skills you're learning. This is where real growth happens.
4. Value Effort Not Just Success
Fixed mindset focuses on: Did I win or lose? Am I the best?
Growth mindset focuses on: What did I try? How hard did I work? What did I learn?
Value your hard work and efforts, not just your wins. This helps you stay motivated when things get hard.
5. Learn from Others' Success
When colleagues succeed where you struggle, the mindset determines your response. Fixed mindset interprets their success as evidence of your inadequacy. Growth mindset views it as a learning opportunity.
Convert envy into curiosity. Most professionals gladly share their strategies.
6. Ask for Feedback
Feedback helps you grow. But many people avoid it because they fear it will prove they're not good enough. Think of feedback as information that helps you improve. When you get feedback, don't make excuses. Ask questions to understand and thank the person.
Ask for it:
What's one thing I could do better?
What should I work on next?
Where are my weak areas?
If you lead others, you have huge influence over whether a growth mindset develops in your team. Creating the right conditions isn't complicated, but it does require intention.
1. Let Your Team See You Learning
Share what you're learning now. Talk about challenges you face and how you handle them. Admit it when you don't know something. This shows that everyone keeps learning, even leaders.
When you make a mistake, admit it openly and share what you learned. This shows your team that it's okay to be human and make mistakes.
2. Praise Effort Not Just Talent
Pay attention to how you give recognition. Praising someone for being naturally talented or just good at this reinforces a fixed mindset. It suggests their success comes from natural ability rather than hard work.
Instead, recognize:
I noticed how you tried three different approaches when the first one didn't work.
Your persistence on this project really paid off.
The way you asked for feedback and used it made a real difference.
I can see how much you've improved since last quarter.
3. Make Mistakes Part of Learning
When someone makes a mistake, your response determines whether your team will take risks and learn. Don't blame. Instead, ask:
What happened?
What can we learn from this?
What will we do differently next time?
How can I help you develop this skill?
4. Invest in Development Opportunities
Growth mindset without resources is just words. Back it up with:
Training budgets and time to attend training
Mentoring or coaching programs
Challenging assignments with support
Time to try new things and innovate
Groups where people share what they learn
When you invest in development, you show that learning matters, not just results.
5. Expect a Learning Period
When introducing new systems, processes, or expectations, tell people it will take time to learn. Set realistic expectations for the awkward beginning. Give time for practice and improvement. This prevents frustration when people expect immediate mastery.
6. Make Psychological Safety a Priority
Remember: growth mindset needs psychological safety to thrive. Regularly check your team environment:
Do people speak up with ideas and concerns?
Are questions welcomed or seen as slowing things down?
Do people hide mistakes or discuss them openly?
Is disagreement encouraged or discouraged?
Do people feel they can be themselves?
Knowing isn't enough. You must act. Here's a four-week plan to get started:
Week 1: Watch Your Thoughts
Write down your thoughts for one week when you face something hard, get feedback, or see someone succeed. Fixed or growth?
Just notice. Don't judge yourself.
Week 2: Change How You Talk
Find three negative phrases you say
Change them to positive ones
Practice changing them all day
Ask a friend to help
Week 3: Do Something Hard
Pick a skill you avoid
Learn how to get better at it
Try one small thing
Write what you learned
Week 4: Ask for Help
Ask three people: How can I improve?
Listen. Don't argue.
Say thank you
Do one thing they suggested
Keep Doing This:
Each week: find one way to grow
Each week: write what you learned
Find a partner
Celebrate trying, not just winning
The Transformation Ahead
The difference between Hamed and Ahmed at the beginning of this article wasn't talent, background, or opportunity. It was mindset: believing abilities can be developed versus believing they're fixed.
This belief changes everything. How you face challenges. How you handle setbacks. How you see feedback. How much you try. How far you go.
Your current abilities aren't your limit. They're your starting point. Every expert was once a beginner. Every skill that looks effortless now was once awkward. The difference isn't natural talent. It's hard work, smart strategies, and believing you can improve.
The most powerful shift: You're not done growing.
Your growth isn't about finding and accepting your limits. It's about constantly expanding what you can do.
What will you choose to develop next?
