The most underrated leadership habit might be how you think about ability. There’s a lot of talk about strategy, competencies, and skills when we consider leadership development. They are essential, but there’s a deeper driver that shapes how you lead – your mindset. This is the taproot relating to stability, resilience, and growth during challenging times. Here is a blog I wrote on this topic.
Stanford psychologist Carol Dweck’s research on growth vs. fixed mindset shows that people who believe abilities can be developed (growth mindset) consistently outperform those who believe abilities are fixed. Training people to adopt a growth mindset has been shown to improve motivation and performance, sometimes even when other interventions fail.
How Mindset Shows Up at Work
Fixed mindset sounds like:
- “I’m just not good at managing or leading people.”
- “Employee X is not leadership material.”
- “We’re not naturally good at BD.”
Growth mindset sounds like:
- “I’m not strong in these areas yet—but I can learn.”
- “What conditions would help employee X grow into that role?”
- “We can build our business development ability through applying the Sales Diamond process, practice, and coaching.”
Leaders with a growth mindset:
- Give specific, developmental feedback on skills, competencies, and knowledge required instead of vague judgment or criticism.
- Notice and praise effort, strategies, positive attitude, and learning, not just outcomes and results.
- Are willing to say, “I don’t know the answer to this, but promise that I’ll find out and get back to you.”
3 Practical Growth-Mindset Habits for Relatable and Trustworthy Leaders
- Add “yet.” When you hear yourself or your team say, “I can’t…” add “…yet.” It sounds simple, but it shifts the brain from threat to possibility and to growth and learning.
- Ask “what did we learn?” after setbacks. (I call this failing forward)Instead of “who’s to blame?” start with “What did this teach us? What will we do differently next time? What are the insights we gained individually and collectively?”
- Share your own learning journey. (*This one is a key behaviour of the best leaders!) Talk openly about skills you’re working on: “I’m practicing asking more questions before giving my opinion. I’d appreciate your feedback on how I’m doing.” (Don’t say this unless you are truly willing to get feedback)
These points don’t mean you are lowering standards. They mean you believe that people can grow to high standards with support and effort. I often refer to this as “Is it a matter of this person being a can’t or a won’t?” Here is a quick video where I explain that concept.
Growth Mindset + Emotional Intelligence = Leadership Advantage
Layered on top of mindset is emotional intelligence (EI/EQ). Your ability to recognize, understand, and manage your own emotions is critical for your growth, having a positive impact, and being approachable.
Leaders who combine a growth mindset with EI/EQ:
- See potential, not just current performance
- Self-regulate their reactions and emotions under pressure
- Create an environment where people feel safe to stretch, risk, try, and grow
Reflection Question
Where have you been operating with a “fixed” view of yourself or someone on your team, and what would a growth mindset response look like instead? (This question may also reveal your leadership blind spot.)
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