Have you ever caught yourself saying, “I’m just not good at that”? Maybe it’s presenting in front of a group, having difficult conversations, or learning a new system at work.
I remember a client – let’s call her Sarah – who’d just been promoted into a new leadership role. She was smart, capable, and respected by her team. But she told me, “I’m terrible at giving feedback. I’ve never been good at it, and I don’t think I ever will be.” That one belief was holding her back – not just from supporting her team but from truly thriving as a leader.
Sarah didn’t need more skills. She needed a new mindset.
What is a Growth Mindset?
Dr. Carol Dweck, a renowned psychologist at Stanford University introduced the concept of a growth mindset. In her book, “Mindset: The New Psychology of Success”, Dweck defines it as the belief that our abilities and intelligence can be developed through hard work, dedication, and persistence.
Contrary to a fixed mindset, where people believe that their intelligence and talents are predetermined and cannot be changed, individuals with a growth mindset believe that they can improve their abilities through practice and learning. They view challenges as opportunities to grow and learn, rather than as obstacles to overcome.
A growth mindset fosters resilience, creativity, and a passion for knowledge. Individuals with this attitude see failures as opportunities for improvement and learning, rather than signs of inadequacy or incompetence. They embrace challenges and persist through setbacks, viewing them as opportunities to learn and improve.
People with a growth mindset tend to have a stronger sense of self-worth. This is due to believing they can develop their abilities and talents through effort and perseverance. They are more likely to take risks and pursue their goals, knowing that their success is not predetermined, but rather dependent on their effort and dedication.
In contrast, people with a fixed mindset tend to be more risk-averse, fearing failure and criticism. They may avoid challenges, believing they have fixed or limited talents and abilities. They may also give up easily in the face of setbacks, believing they lack the natural talent or intelligence needed to succeed.
Why is it important for career development?
Firstly, having a growth mindset enables individuals to embrace challenges and persevere through obstacles. As a result, these individuals are more likely to view challenges as opportunities to learn and grow. They are not afraid to take on new and difficult tasks, knowing that with effort and dedication, they can improve their skills and abilities. This attitude can be extremely beneficial in a career setting, where challenges and obstacles are inevitable. With this mindset, individuals are more likely to take on difficult tasks and push through challenges. And this ultimately leads to career success.
Secondly, having a growth mindset allows individuals to see failure as a learning opportunity rather than a reflection of their abilities. Individuals understand that failure is a necessary part of the learning process. Setbacks do not deter them. Instead, they use them as an opportunity to reflect on what went wrong and how they can improve in the future. This mindset can be particularly important in a career setting that perceives failure as a negative thing. Individuals with this mindset are more likely to bounce back from failure, using it as a stepping stone to success.
Thirdly, having a growth mindset fosters a desire to learn and improve continuously. For these individuals, the status quo is unsatisfactory. They are always looking for ways to improve their skills and knowledge, from formal education or mentorships, to personal development. This attitude is crucial in a career setting, where new technologies, methodologies, and practices are constantly emerging. Individuals with this mindset are more likely to stay current and adapt to changes in their field. And this leads to long-term career success.
5 Practical Ways to Build a Growth Mindset at Work
You don’t have to be born with a growth mindset. You can develop one—and help others do the same. Here are five ways to start:
1. Celebrate Effort, Not Just Results
When we only reward outcomes, we discourage risk-taking. Recognise the learning, the persistence, and the progress even when things don’t go to plan.
2. Reframe Failure as Feedback
Instead of asking “What went wrong?”, ask “What can I learn?” Share lessons from setbacks and model that learning is ongoing—even for leaders.
Sarah, the client I mentioned earlier, began keeping a “learning journal” to reflect on what she was trying and how it landed. Within six months, her team described her as “supportive, honest, and motivating.”
3. Use the Power of “Yet”
“I’m not good at spreadsheets” becomes “I’m not good at spreadsheets yet.” A tiny shift in language that opens the door to growth.
Share this technique with your teams and watch how quickly it changes their attitude to learning.
4. Take Ownership of Your Development
Don’t wait for someone else to offer you training or feedback. Seek it out. Set personal learning goals. Try something new even if you’re unsure of the outcome.
A growth mindset thrives when we stop waiting and start choosing.
5. Surround Yourself with Growth-Minded People
Mindset is contagious. Choose to spend time with those who encourage, challenge, and inspire you. And be that person for others.
Mindset and the COMPASS Framework
In my COMPASS framework, mindset is one of the seven key elements that help people navigate the evolving world of work. Alongside Clarity, Ownership, and People, Mindset empowers individuals to take charge of their development even when the path isn’t clear:
- Clarity about your values and direction gives you motivation to keep going.
- Ownership empowers you to act on your growth.
- People give you the feedback and support you need to evolve.
- Amplify lets you voice what you know and need.
- Success is redefined by enjoyability and employability, not just promotions.
- Small Steps is the way forward focusing on progress over perfection.
If you want to adapt, grow, and succeed in today’s world of work, mindset isn’t optional. It’s foundational.
Final Thoughts: What’s One Belief You Could Reframe
Take a moment to think about something you’ve told yourself you’re “not good at.”
Now, ask yourself: What would change if I believed I could improve with effort, support, and feedback?
Ready to Build a Growth Mindset Culture?
I speak at conferences and corporate events to help leaders and employees unlock their full potential starting with mindset. If you’d like to inspire your people with practical tools and compelling stories, I’d love to help.
Book me to speak at your next event
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