Have you ever worked for a leader who was more focused on proving their superiority than fostering collaboration and innovation? Or been part of a team where mistakes were punished instead of seen as learning opportunities? I’ve been there. And for the longest time, I thought that’s just how business works. But Chapter 5 of Mindset: The New Psychology of Success showed me that the key to success in business isn’t about ego or perfection—it’s about growth.
Carol Dweck explores how fixed and growth mindsets shape the way leaders approach challenges, setbacks, and team dynamics. And the differences are eye-opening.
Fixed Mindset Leaders: The Trap of Ego
Leaders with a fixed mindset often focus on proving their superiority. They want to be the smartest person in the room, and they see failure as a threat to their image. This mindset can lead to a fear of risk-taking, resistance to feedback, and a toxic work culture.
I’ve worked for leaders like this. They were more interested in looking good than in doing good. And the result was a team that was afraid to take risks, share ideas, or admit mistakes. It was stifling.
Growth Mindset Leaders: The Power of Learning and Collaboration
On the other hand, leaders with a growth mindset focus on learning, collaboration, and innovation. They understand that success is not about being the smartest person in the room—it’s about building a team that can learn, grow, and innovate together.
I realized that the best leaders are not the ones who have all the answers—they’re the ones who ask the right questions and create an environment where everyone can contribute.
Risk-Taking and Innovation: Fixed vs. Growth Mindset
One of the most striking differences between the two mindsets is how they approach risk-taking and innovation. Fixed-mindset leaders avoid risks and stick to the status quo. Growth-mindset leaders embrace risks and see failure as a learning opportunity.
I’ll admit—I used to be afraid of taking risks at work. I didn’t want to fail or look foolish. But now, I try to see risks as opportunities to learn and grow. And the more I embrace this mindset, the more innovative and resilient I become.
Feedback and Growth: Fixed vs. Growth Mindset
Another key difference is how mindsets influence the way leaders handle feedback. Fixed-mindset leaders resist feedback and see it as a personal attack. Growth-mindset leaders welcome feedback and use it to improve.
This really resonated with me. I used to dread feedback because I saw it as criticism. But now, I try to see it as a gift. It’s not about proving myself—it’s about improving myself.
Organizational Culture: Fixed vs. Growth Mindset
Finally, Dweck highlights the importance of mindset in shaping organizational culture. Fixed-mindset leaders create a toxic culture of competition and fear. Growth-mindset leaders foster a culture of collaboration, learning, and innovation.
This was a powerful reminder for me. I realized that the culture of a team or organization starts at the top. And by adopting a growth mindset, leaders can create an environment where everyone can thrive.
Final Thoughts
Chapter 5 was a powerful reminder that success in business is not about ego or perfection—it’s about growth. And with a growth mindset, leaders can build teams that are innovative, resilient, and successful.
If you’re a leader or aspiring to be one, take a moment to check in with yourself. Are you focused on proving your superiority or fostering collaboration and innovation? Are you embracing risks and learning from failure? And most importantly, what can you do to shift toward a growth mindset?
Remember, the best leaders are not the ones who have all the answers—they’re the ones who create an environment where everyone can contribute. And with a growth mindset, you can build a team that achieves extraordinary things.
