Moving beyond growth mindset jargon

Carol Dweck’s growth mindset is a helpful concept, but it is often oversimplified in ways that are problematic. Growth mindset is the idea that abilities can be developed through effort and learning. It can be empowering: when we treat challenges as opportunities to grow, rather than proof of our limitations, we become more adaptable, persistent, and open to learning. At Hudson Institute of Coaching we have seen great value in this idea with coaches-in-training, who are often more accustomed to performing than learning. But like many big ideas, the way it’s been popularized often oversimplifies the message. Dr. Richard Claydon has pointed out that the concept is heavily based on mid-20th-century achievement psychology, which assumed a level of personal control that doesn’t always match today’s more complex realities. The systemic perspective matters too. A thoughtful review of the research by Jill Barshay suggests that the link between mindset and outcomes like academic achievement may not be as strong as believed. Researchers found that how we define intelligence can influence mindset scores, which points to a more complicated relationship between mindset and results than many realize. It’s also clear that context matters. Sharp thinkers like Dave Snowden (and Dr. Richard Claydon, again) have pointed out that growth mindset can be overplayed as a one-size-fits-all solution. In cultures that punish mistakes or prioritize short-term results, encouraging a growth mindset is a dead end. The idea can be used to shift blame to individuals for not growing while ignoring systemic problems like lack of resources or toxic cultures that make growth impossible, no matter how hard someone tries. I think that growth mindset has an important place — if we believe that people can grow and develop, the door is open to better ways of working together, and that is a big deal. But we can apply it more thoughtfully. Growth happens when people are supported by systems that encourage curiosity, experimentation, and learning from failure. Without this support, growth mindset falls flat. Source: Barshay, J. (2019, November 25). Does growth mindset matter? The debate heats up with dueling meta-analyses. The Hechinger Report. https://lnkd.in/g-S-dEE5

For two decades, “Growth Mindset” has been the buzzword of choice at education conferences. But are we genuinely implementing its principles in schools? I firmly believe that students must feel they can improve intelligence through effort. Without this belief, they won’t value feedback or embrace challenging work. Yet, the same schools that proudly display slogans like “Fail Forward” often enforce high-stakes testing and assign homework without opportunities for revision. Actions speak louder than words. The structure of our schools sends powerful implicit messages. Students are perceptive—they respond to incentives and quickly spot inconsistencies. If we truly want to cultivate a growth mindset, we need to rethink our educational practices: 👩🎓 Implement mastery-based assessments with unlimited opportunities for improvement. 🤖 Encourage iterative projects over high-stakes exams. 🗣️ Provide frequent, non-graded feedback from teachers and peers. It’s time to align our actions with our words. We must examine the incentives and structures of schools if we are to progress.

I recently coached a team leader who had hit a wall. Great instincts, strong vision—but every mistake felt personal. Every critique, a threat. Every missed target, a question of worth. He didn’t need more strategy. He needed to step away from some unexamined narratives stuck on repeat, and... He needed a new "Mantra Playlist" with greatest hits like: -I am not finished. I am forming. -Growth begins where comfort ends. -Struggle is the work. -I choose formation over perfection. -Failure is not final, it's formative. -Curiosity keeps me moving. -Effort shapes what talent cannot. -Progress is slower (and deeper) than it looks. -Who I’m becoming matters more than what I achieve. -Resilience is built, not born. That’s the core of a Growth Mindset. It’s not about faking positivity. It’s not about glossing over failure. It IS about rewiring your perspective (and brain) toward curiosity, learning, and development. And science spells out the payoff: -Teams that adopt growth mindset cultures see higher innovation rates and adaptability (Dweck, Harvard Business Review) -Leaders who model learning over perfection build psychological safety—the #1 predictor of high-performing teams (Google Project Aristotle) Growth Mindset isn’t a posture. It’s a system of belief that shapes resilience. The leaders and teams that endure? They don’t just chase wins. They rewire for formation: "always be learning." 📌 Where are you (or your team) being invited to grow—without needing to get it right the first time? #growthmindset #leadershipdevelopment #groundedandgrowing #formation #learningculture #resilience #leadershiphabits

𝗗𝗲𝗲𝗽 𝗗𝗶𝘃𝗲🤿 🌱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗸𝗶𝗹𝗹 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗗𝗲𝗰𝗮𝗱𝗲: 𝗚𝗿𝗼𝘄𝘁𝗵 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 🌱 Following our latest exploration of the "𝗧𝗼𝗽 𝟭𝟬 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗸𝗶𝗹𝗹𝘀 & 𝗠𝗶𝗻𝗱𝘀𝗲𝘁𝘀" vital for our times, today we're zoning in on the first one: 𝗚𝗿𝗼𝘄𝘁𝗵 𝗠𝗶𝗻𝗱𝘀𝗲𝘁. But this isn’t just any growth mindset, it's growth rooted in anti-racism and equity. A Growth Mindset, as Dr. Carol Dweck’s research highlights, is the belief that abilities and intelligence can be developed. It's about embracing challenges, persisting through obstacles, and seeing effort as a pathway to mastery. Now, let's infuse this with an 𝗮𝗻𝘁𝗶-𝗿𝗮𝗰𝗶𝘀𝗺 𝗮𝗻𝗱 𝗲𝗾𝘂𝗶𝘁𝘆 𝗹𝗲𝗻𝘀: 1. 𝗦𝗲𝗹𝗳-𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀    Before growth comes awareness. Recognize and challenge any unconscious biases you hold. How are these biases shaping your decisions, actions, and reactions as a leader? How are your actions and decision upholding systemic and unjust systems? 2. 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴    A growth mindset pushes you to constantly learn. But go beyond traditional learning; immerse yourself in histories, narratives, and perspectives of Global Majority groups. This will deepen your understanding of systemic racism and the nuances of intersectionality. (you might begin with the term "Global Majority") 3. 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗮𝘀 𝗮 𝗚𝗶𝗳𝘁    Embrace feedback, especially from those with lived experiences and perspectives different from your own. This not only fuels personal growth but builds an inclusive culture where everyone's voice holds weight. 4. 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗮𝘀 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀    When confronted with mistakes, especially those related to cultural insensitivity or racial bias, view them as a chance to learn, reflect, and do better. Apologize, understand the impact, and iterate. Growth isn’t just about personal or professional development—it's about moral and ethical evolution too. 5. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗮𝗻𝗱 𝗘𝗹𝗲𝘃𝗮𝘁𝗲    Use your growth to uplift others. This means mentoring, advocating, and creating opportunities for Global Majority individuals within your organization. With a growth mindset steeped in anti-racism and equity, we don't just improve ourselves. We redefine leadership, dismantle harmful structures, and co-create spaces where everyone thrives. 🤔 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 In what ways has your understanding of a growth mindset evolved to address racial and social inequities, and how will you apply it in your leadership journey? #leadership #management #culture #antiracism #change

If you’ve ever had a team member say, “That’s not my job,” you know how frustrating it can be. But here’s the hard truth: that mindset isn’t just their fault—it’s a reflection of the culture we’ve created as leaders. When leaders unknowingly reinforce 𝗿𝗶𝗴𝗶𝗱 𝗿𝗼𝗹𝗲𝘀, people play it safe instead of stepping up. Learning new skills feels like extra work instead of an opportunity. The team leans too much on a few high performers while others disengage. And when leaders try to fix it, many make the mistake of 𝗽𝘂𝘀𝗵𝗶𝗻𝗴 𝗵𝗮𝗿𝗱𝗲𝗿 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝗯𝗲𝘁𝘁𝗲𝗿. 𝗗𝗼𝗻’𝘁 𝗗𝗼 𝗧𝗵𝗶𝘀: 𝗧𝗵𝗲 𝗗𝗲𝗳𝗮𝘂𝗹𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗧𝗿𝗮𝗽 I’ve seen leaders react with frustration: • “That’s not up for discussion—just do it.” • “We all have to do things we don’t like.” • “If you can’t adapt, you won’t last here.”    But forcing people doesn’t create engagement—it kills it. The more we push, the more they resist. People need to see 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝘃𝗮𝗹𝘂𝗲 in growth, or they’ll reject it. 𝗗𝗼 𝗧𝗵𝗶𝘀 𝗜𝗻𝘀𝘁𝗲𝗮𝗱: 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗣𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲𝘀 Great teams don’t operate with a “stay in your lane” mentality. They embrace growth, adaptability, and shared responsibility. But that starts with how we lead. 𝟭. 𝗦𝗵𝗶𝗳𝘁 𝗬𝗼𝘂𝗿 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 → 𝗚𝗿𝗼𝘄𝘁𝗵 𝗖𝗿𝗲𝗮𝘁𝗲𝘀 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 If I don’t model a growth mindset, why would my team? If I act like learning is an inconvenience, they will too. In my book, 𝘛𝘩𝘦 𝘗𝘰𝘸𝘦𝘳 𝘰𝘧 𝘢 𝘗𝘰𝘴𝘪𝘵𝘪𝘷𝘦 𝘛𝘦𝘢𝘮, I talk about the 𝗪𝗲 𝗕𝗲𝗳𝗼𝗿𝗲 𝗠𝗲 principle—the best teams don’t just do their jobs, they help each other win. Leadership is about creating an environment where people see growth as the key to success, not as extra work. 𝟮. 𝗟𝗲𝗮𝗱 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 → 𝗠𝗮𝗸𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮 𝗣𝗮𝘁𝗵𝘄𝗮𝘆, 𝗡𝗼𝘁 𝗮 𝗣𝘂𝗻𝗶𝘀𝗵𝗺𝗲𝗻𝘁 • Reframe the expectation: “𝘞𝘦 𝘥𝘰𝘯’𝘵 𝘥𝘰 𝘫𝘰𝘣𝘴—𝘸𝘦 𝘣𝘶𝘪𝘭𝘥 𝘴𝘬𝘪𝘭𝘭𝘴 𝘵𝘩𝘢𝘵 𝘮𝘢𝘬𝘦 𝘶𝘴 𝘪𝘯𝘷𝘢𝘭𝘶𝘢𝘣𝘭𝘦.” • In 1-on-1s, ask: “𝘞𝘩𝘦𝘳𝘦 𝘥𝘰 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘨𝘳𝘰𝘸? 𝘏𝘰𝘸 𝘤𝘢𝘯 𝘐 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 𝘵𝘩𝘢𝘵?” • Recognize and celebrate those who step up to learn something new. 𝟯. 𝗣𝘂𝘁 𝗜𝘁 𝗜𝗻𝘁𝗼 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 → 𝗧𝗵𝗲 ‘𝗣𝗮𝘀𝘀 𝘁𝗵𝗲 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲’ 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 Pick a skill your team depends on and ask, “𝘞𝘩𝘰 𝘦𝘭𝘴𝘦 𝘤𝘰𝘶𝘭𝘥 𝘭𝘦𝘢𝘳𝘯 𝘵𝘩𝘪𝘴 𝘵𝘰 𝘮𝘢𝘬𝘦 𝘶𝘴 𝘴𝘵𝘳𝘰𝘯𝘨𝘦𝘳?” Then, have employees teach each other in a 15-minute session. It’s a simple way to create a culture where people 𝘀𝘁𝗲𝗽 𝘂𝗽 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗰𝗵𝗲𝗰𝗸 𝗼𝘂𝘁. How do you encourage your team to embrace growth instead of resisting it? Let me know in the comments.

🌱 The Growth Mindset Mistake Most Leaders Make Growth mindset leadership isn't just about you growing. It's about creating conditions where everyone can flourish. Especially those who've been told they don't belong. I learned this through failure during my time leading global teams. For years, I thought cultivating my own growth mindset was enough. Read books. Attend workshops. Embrace challenges. But something crucial was missing. The breakthrough came during a product innovation meeting at Fox. A quiet LGBTQ+ team member finally shared an idea after months of silence. When I asked why they hadn't spoken up sooner, their answer stunned me: "I didn't think someone like me belonged in these conversations." That moment transformed my understanding. A true growth mindset culture isn't just believing YOU can grow. It's creating spaces where EVERYONE believes THEY can grow. Here's how to build radical kindness into your growth mindset leadership: 1️⃣ Normalize learning in public When leaders admit they're still learning about inclusion, it gives permission for everyone to be a work in progress. 2️⃣ Celebrate the attempt, not just success In our team reflections, we highlight risks taken, not just wins. This shifts focus from "being smart" to "getting smarter." 3️⃣ Make belonging explicit Don't assume people know they belong. Say it directly: "Your perspective is exactly why you need to be in this room." 4️⃣ Question your comfort with certain voices If you're comfortable with the same people always speaking, ask yourself who might be missing. 5️⃣ Recognize that safety isn't equally distributed Team members from underrepresented groups often need more consistent signals of safety. The most powerful moment in my leadership wasn't mastering a skill. It was watching someone who had been silenced elsewhere find their voice in our radically kind space. 💡 Growth mindset leadership at its best doesn't just transform individuals. It transforms systems of belonging. What signals are you sending about who can grow in your organization? In Community and Conversation, 😃 Jim