Supporting mindset growth in your team
Post 4 of the series: unlocking potential with a growth mindset.
Even in teams that value learning, resistance can show up. It might sound like:
“That’s not how we do things here.”
“I’m just not good with tech.”
“We tried that once. It didn’t work.”
These aren’t just excuses. Often, they’re protective beliefs – shaped by past experiences, fear of failure or a lack of psychological safety. This is where a growth mindset matters most.
Whatever it is, the way you tell your story online can make all the difference.
Why resistance is normal – and human
Change can be uncomfortable. And people don’t resist change because they’re lazy or negative – they resist it because they’re unsure, afraid, or unconvinced it will be safe to try.
Fixed mindset habits are often self-protection: "If I don’t try, I can’t fail." Recognising this helps leaders respond with empathy instead of frustration.
Signs of fixed mindset thinking at work
Over-focus on being right
Avoiding feedback or reflection
Reluctance to take on new tasks
Blaming others when things go wrong
Downplaying the effort of others who are learning
Spotting these signs is not about labelling people – it’s about seeing where support is needed.
5 gentle ways to shift the mindset
Reframe failure as learning.
Share stories (including your own) where mistakes led to insights.
Celebrate small risks.
When someone tries something new – even if it’s not perfect – acknowledge the effort.
Make feedback normal.
Regular, low-stakes feedback builds safety and curiosity.
Ask better questions.
Instead of "Why did this happen?" ask "What did we learn?" or "What would we try differently?"
Model being a learner.
Talk openly about what you’re still figuring out. This invites others to do the same.
Mindset shift takes time
You won’t flip a team mindset overnight. But with patience, openness and a bit of structure, things do shift. Curiosity grows. Blame softens. People start to see themselves differently – and that’s where real change begins.