How Do People with a Growth Mindset View and Respond to Challenges

battle of the Two Mindsets: the difference between a growth mindset and a fixed mindset

Being able to define the difference between growth and fixed mindsets is a good starting point when it comes to leadership.

As a leader, your ability to know when you are slipping from a growth mindset into a fixed is essential for not only your sanity, but also for the safety and health of your team.

Let's define what each of these mean and their impact on you and your workplace.

A Growth Mindset:

A growth mindset, as articulated by psychologist Carol Dweck, emphasises the belief that abilities and intelligence can be cultivated through dedication, effort, and learning from experiences.

Leaders who embody a growth mindset view challenges as opportunities for improvement, fostering resilience and a continuous desire for professional growth.

This perspective not only encourages leaders to embrace new skills but also promotes a collaborative environment where you and your team members support one another in your development.

A Fixed Mindset:

In contrast, a fixed mindset is characterised by the belief that intelligence and talent are static traits—innate qualities you are born with and cannot significantly change.

This mindset often leads us as leaders to avoid challenges and fear failure, as we may perceive setbacks as indicators of limitations rather than chances for growth.

Behaviors typical of a fixed mindset can manifest as:

1. Resistance to feedback
2. A reluctance to take on new responsibilities
3. An aversion to risks, hindering both our personal and professional career advancement.

The implications of these differing mindsets can be significant in workplace settings.

For instance, a leader with a growth mindset is more likely to encourage innovation and experimentation among team members, understanding that such behaviors can yield valuable insights and foster skill development.

Conversely, a leader with a fixed mindset may stifle creativity by limiting discussions on improvement and growth, potentially creating a culture of mediocrity.

Questions to Consider:

1. Which of these two mindsets do you tend to favour?
2. And, in what circumstances do you tend to go to fixed over growth mindset?

By learning to differentiate and recognise the attributes associated with each mindset, you as a leader can be empowered and can encourage those within your business to cultivate an environment that prioritises learning and resilience.

Take my Mindset Mastery Quiz and find out what kind of mindset you have.

four Reasons Leaders Should Foster a Growth Mindset

With so much change that we are juggling, the significance of a growth mindset for leaders to intentionally recognise and grow is important.

A growth mindset, characterised by the belief that abilities and intelligence can be developed through effort and perseverance, transforms traditional leadership styles.

Below we look at 3 reasons for you to embrace a growth mindset:

One: Better Decision-Making

One of the primary ways a growth mindset affects leadership is through decision-making processes. Leaders with a growth orientation tend to view challenges as opportunities for growth rather than obstacles.

This perspective enables you to make informed decisions that not only benefit the organisation in the short term but also encourages your team to try out new ideas. 

Leaders with a growth mindset are more likely to experiment with new strategies, learn from failures, and adapt their approaches based on feedback and evolving circumstances - and in turn, challenge their team to do this too.

TWO: Enhanced Team Collaboration and Innovation

Leaders who are able to model a growth mindset encourage team members to take risks and embrace failure as a part of the learning process.

This approach cultivates an environment where team members feel safe to express their ideas.  And this leads to enhanced collaboration and innovation, a win-win for everyone!

THREE: Higher Productivity and Engagement

Team members are more engaged when they see their leaders actively investing in their growth and development, ultimately resulting in higher morale and productivity.

FOUR: ATTRACTION AND RETENTION OF TOP TALENT

The organisational culture is also significantly positively influenced by leaders who adopt a growth mindset.

By promoting values such as adaptability, resilience, and a commitment to lifelong learning, you can create a workplace that attracts and retains top talent.

You team are more likely to be committed to their roles and each other, knowing they are part of an environment that values their growth and progress.

How DO Leaders with a Growth Mindset View and Respond to Team and Workplace Challenges?

Leaders with a growth mindset approach challenges as opportunities to learn and grow, believing that both emotional and physical obstacles can be overcome with the right mindset and strategies.

When dealing with team challenges like performance issues, lack of trust, or negative workplace behaviors, growth-minded leaders implement specific strategies to foster resilience and keep their teams moving forward.

A growth mindset deals with life's challenges with intentionality and conscious application, accountable for your choices and decisions.

eleven leadership challenges - and practical tips on how to overcome them

1. Turning Performance Issues into Development Opportunities

Leaders with a growth mindset don’t view poor performance as a permanent problem but as an opportunity for improvement. Rather than blaming or reprimanding individuals, they focus on identifying the root causes—whether it’s a lack of skills, resources, or clarity—and collaborate with the employee to create a development plan.

Read my article on how to have a positive performance conversation here.

Tip: Address performance issues by setting clear, achievable goals, offering coaching, and following up with consistent feedback. Help employees see challenges as stepping stones to growth.

2. Re-Building Trust in A Team

A lack of trust can undermine the entire team’s performance, but leaders with a growth mindset approach this issue proactively. They emphasise transparency, open communication, and team-building activities that foster mutual respect and understanding. Growth-minded leaders encourage accountability and model integrity, ensuring trust is rebuilt over time.

Tip: Conduct regular team check-ins to assess trust levels, create opportunities for open dialogue, and encourage team members to support each other’s growth.

3. Dealing with Negative Behaviors Head-On

Negative behaviors, such as gossip or passive-aggressive attitudes, can erode team morale and productivity. Leaders with a growth mindset address these behaviors directly but with an emphasis on improvement. They hold private, constructive conversations with individuals exhibiting these behaviors, helping them recognize the impact on the team and offering guidance for change.

For more help on how to deal with difficult behaviours, read this article. 

Tip: Confront negative behaviors early, emphasizing the behavior’s impact on team dynamics. Focus on finding solutions that support the individual's development while reinforcing a positive team culture.

4. Navigating Passive Bosses and Leadership Vacuums

When dealing with passive bosses who avoid making decisions or addressing critical issues, growth-minded leaders focus on what they can control. They take the initiative to fill leadership gaps by being proactive, making suggestions, and leading their teams with clarity, even when upper management may be disengaged.

Tip: If you’re dealing with a passive boss, take initiative by presenting solutions rather than waiting for direction. Communicate your efforts clearly, and encourage your team to do the same.

5. Counteracting Bureaucracy with Innovation

Bureaucratic systems can stifle innovation and slow down progress, but leaders with a growth mindset find ways to navigate the red tape creatively. Instead of becoming frustrated, they focus on what is within their control and seek ways to streamline processes where possible. They encourage their teams to stay focused on the bigger picture and to use constraints as opportunities to think outside the box.

Tip: Encourage your team to focus on solutions rather than getting bogged down by bureaucratic processes. Identify small areas where processes can be optimized, and work within the system to drive change.

6. Promoting Emotional Resilience in the Face of Challenges

Leaders with a growth mindset understand that emotional challenges, such as stress and frustration, are part of the journey. They don’t ignore emotions but instead help their teams process them constructively. They encourage their team members to talk through emotional barriers, then shift the focus to problem-solving and action.

Tip: Foster emotional resilience by acknowledging emotions but guiding your team to focus on solutions. Create a space where feelings are validated without allowing them to hinder progress.

7. Addressing Performance Issues as Part of a Growth Plan

When performance falters, growth-minded leaders don’t jump to conclusions. They focus on understanding the underlying issues—whether it's a skills gap, miscommunication, or personal struggles. They work with employees to create development plans that offer support while encouraging personal accountability and growth.

Tip: Set clear expectations and offer regular feedback, making sure to focus on future improvements and opportunities rather than past mistakes.

8. Creating Psychological Safety

Leaders with a growth mindset prioritize creating an environment of trust through open and honest feedback. They don’t shy away from tough conversations, and they encourage their team members to express concerns and suggestions without fear of retribution. This openness helps eliminate trust issues over time.

Tip: Schedule regular one-on-one and team meetings to foster open communication. When trust issues arise, address them directly and work collaboratively to restore trust.

9. Negotiating Effectively Amid Increased Demands and Lack of Resources

As work demands rise and resources remain limited, leaders with a growth mindset understand the importance of negotiating for what their teams need to succeed. They don’t shy away from tough conversations, whether with upper management or external partners. Instead, they approach negotiation with a win-win mindset, presenting data, clear reasoning, and possible solutions that address both short-term needs and long-term growth.

Tip: Before entering negotiations, clearly outline your team's needs, potential outcomes, and any compromises you’re willing to make. Focus on creating value and finding mutual benefits.

10. Avoiding Burnout by Encouraging balance and Self-care

Burnout is a real threat, especially for high-achieving teams under constant pressure. Leaders with a growth mindset proactively address burnout by encouraging balance, setting boundaries, and promoting self-care. They model healthy work habits and check in regularly with their teams to ensure workload distribution is fair and manageable.

Learn how to rise above stress and burnout here.

Tip: Encourage your team to take regular breaks, set clear work-life boundaries, and discuss strategies for managing stress and maintaining focus. As a leader, model these behaviors yourself to set the tone for the team.

11. managing virtual teams with clear communication

Leading virtual teams can be challenging, but growth-minded leaders adapt by focusing on clear communication and trust-building. They establish consistent communication channels, set clear expectations, and emphasize accountability. These leaders understand the importance of creating a sense of connection, even in a virtual environment, and they foster engagement by promoting collaboration and regular check-ins.

Tip: Set up regular virtual meetings, use collaborative tools, and encourage both structured and casual interactions to maintain team cohesion and productivity. Make sure each team member feels supported and valued, regardless of location.

Conclusion

Your ability as a leader to intentionally build a positive mindset is your responsibility.  And, as you learn to choose a growth mindset over a fixed mindset, you will gain more control and influence over your challenges—whether they be performance issues, lack of trust, negative behaviors, passive leadership, or bureaucracy.

By learning to see your challenges through the eyes of "not yet", you can approach these obstacles with resilience and creativity.  

My encouragement to you is to take one of the 11 tips and have fun implementing it - see what works, learn from what doesn't and celebrate when you see movement.

Until next time, I'll 

See you at the top!

Kerry Anne