How to Shift from a Fixed Mindset to a Growth Mindset

This week Jane Pettit and I wrapped up our latest Centred Excellence Academy cohort. We always finish with a session on mindset, and how to be successful at anything, we have to be the change. It's a common human tendency to look around and blame others when things aren't going as we'd like. Whether in business, personal life, or our careers, it's easy to point fingers at colleagues, bosses, family members, or circumstances beyond our control. This mindset, however, keeps us stuck and prevents growth. I've been reflecting on some of the outcomes of not only this session, but also my conversations this week in both my 1:1 coaching, consulting and networking. Shifting our perspective is one of the most powerful tools we have. Instead of waiting for others to change or for situations to improve on their own, we can choose to be the catalyst for the change we want to see. Here's my thoughts on how: 1. Take ownership: Recognise that you have control over your actions and reactions. While you can't always change external circumstances, you can change how you respond to them. 2. Identify what you can influence: Focus on areas where you can make a difference, no matter how small. This could be improving your skills, adjusting your attitude, or finding new ways to approach problems. 3. Ask for what you need: Many of us hesitate to ask for help or resources, fearing rejection or appearing incompetent. However, clear communication about your needs can lead to better support and outcomes. 4. Seek information proactively: Don't wait for others to provide answers. Take initiative to research, learn, and find solutions independently. This not only solves immediate problems but also develops your skills and knowledge. 5. Set an example: Be the change you want to see in your environment. If you want more positivity, be more positive. If you want better communication, communicate more effectively yourself. 6. Embrace continuous learning: View challenges as opportunities for growth rather than obstacles. Cultivate a growth mindset that sees setbacks as chances to learn and improve. 7. Take action: Don't wait for the perfect moment or for someone else to take the lead. Start with small steps and build momentum. 8. Reflect and adjust: Regularly assess your progress and be willing to adjust your approach as needed. Being adaptable is key to sustained change. By shifting our mindset from blame to ownership, from passivity to action, we empower ourselves to create positive change. This approach not only improves our own circumstances but can inspire others around us, creating a ripple effect of positive transformation in our workplaces, relationships, and communities. Remember, change starts with you. Be the change you wish to see, and watch how it transforms not just your own life, but the world around you. Have a great weekend everyone 🙂

During flight training, some of my most powerful lessons came from failures and mistakes. But I also spent a lot of time critiquing myself about those mistakes, worried about what others would think and whether I was living up to expectations. The truth is, we all fail. We all make mistakes. It’s not a matter of if, but when. The real question is, how do we learn to fail forward? 💡 Shift your Mindset: Think of mistakes and failure as opportunities to learn, grow, and advance. 💡 Ask the Right Questions: Instead of dwelling on what went wrong, ask, “What can I learn from this?” and then apply those lessons moving forward. 💡 Avoid the Fixed Mindset Trap: A fixed mindset might lead you to avoid challenges to protect yourself from failure. But you also miss out on opportunities to grow and improve. 💡 Adopt a Growth Mindset: It helps you thrive, especially during challenging times, by turning setbacks into opportunities for improvement. Shifting from a fixed mindset to a growth mindset during flight training was crucial for me. The mistakes were still painful, but they made me a better pilot and leader. If you allow it, failure can lead to incredible growth and success. 🚀 #FailForward #PersonalDevelopment #FlyingInTheFaceOfFear

In my career, I’ve often been the biggest enemy of my success. My mindset held me back for so long before I finally recognized and broke the pattern. I was trapped in a fixed mindset. When I first came to the USA as an international student, I often thought, "I'm just not good at this." That’s a fixed mindset in action. As a result, I was surrounded by: -my fear of failure -my imposter syndrome which destroyed my creativity and crushed my potential. Here’s how I finally broke free: ►Changed the way I talked to myself: As an international student, I was often my own harshest critic. I paid attention to my inner voice and changed how I reacted to failure and criticism. Instead of saying, "I can't do this," I started saying, "I can learn how to do this." ►The Power of 'Yet': It was a game-changer. It’s not that I couldn't pivot my career to product management or get interview calls for internships. it’s that I couldn't do it yet. This simple shift made a huge difference. ►Focused On Self-Improvement Regularly setting aside time to learn something new reminded me that my abilities were not fixed but could be developed. I kept learning. ►Surround Yourself with Growth Mindset Individuals: The people I spent the most time with influenced my mindset. I surrounded myself with people (my boss on campus - Joel Ramirez, Senior pastor Bryan Myers, and others.) who saw challenges as opportunities, who grew in the face of setbacks, and who saw the effort as the first step to mastery. Remember - the choice is yours: Be trapped by your limitations, or give your mind permission to embrace growth. For all international students and job seekers, building a growth mindset can transform your journey in the USA. Stay positive. Stay confident. And stay empowered. You’ve got this!

Choose growth over glory…just stop seeking external validation In the pursuit of excellence, it's easy to get caught up in the need to prove ourselves. We often find ourselves trying to demonstrate our worth, validate our abilities, and impress others. But what if we shifted our focus from proving to improving? What if, instead of trying to show the world how good we are, we focused on becoming even better? When we're fixated on proving ourselves, we can become mired in anxiety, self-doubt, and fear of failure. This pressure can be suffocating, making it hard to take risks, experiment, and innovate. In contrast, focusing on improvement is liberating. It's about embracing the process of growth, learning from our mistakes, and striving for progress. When we're focused on improving, we're not bound by the need for perfection or the fear of criticism. We're free to experiment, to try new things, and to push ourselves beyond our limits. Improvement is a iterative process. It's about making small, incremental changes that add up over time. When we shift our focus from proving to improving, we move from an ego-driven mindset to a growth-oriented one. We're no longer driven by the need for external validation; instead, we're motivated by a desire to learn, to grow, and to become the best version of ourselves. Focusing on improvement also allows us to embrace imperfection. We can acknowledge that we're works in progress, that we're still learning, and that it's okay to make mistakes. This mindset frees us to take risks, to experiment, and to innovate without fear of judgment. And as we continue to improve, we find that we're not just getting better – we're becoming the best version of ourselves.

The Power of a Growth Mindset: A Game Changer for Your Career Have you ever doubted your ability to succeed in a particular field? Maybe you’ve failed at socializing, faced rejection in a job application, or felt like you weren’t “smart enough” to excel in a particular role. These moments can feel like roadblocks, but they are often just stepping stones—depending on your mindset. One of the most valuable lessons I’ve learned in my career is the power of a growth mindset—the belief that skills, intelligence, and abilities are not fixed but can be developed through effort, learning, and persistence. Psychologist Carol Dweck contrasts this with a fixed mindset, where people avoid challenges and fear failure. In fast-evolving fields like finance and risk management, adaptability is crucial. Similarly, navigating job interviews at top firms like Deloitte has reinforced this lesson. Instead of seeing interviews as intimidating tests, I started viewing them as learning experiences—each one an opportunity to refine my communication skills, broaden my industry knowledge, and better position myself for future success. HOW TO CULTIVATE A GROWTH MINDSET IN YOUR CAREER 1. Embrace Challenges: Instead of shying away from difficult tasks, lean into them. Growth happens outside of your comfort zone. 2. Learn from Feedback: Constructive criticism isn’t a personal attack—it’s a roadmap for improvement. 3. Adopt a “Yet” Mentality: Instead of saying, “I’m not good at this,” say, “I’m not good at this yet.” 4. Prioritize Learning: Stay curious. Take courses, read, and seek mentorship to continuously build your skills. 5. Celebrate Progress, Not Just Results: Recognize small wins along the way to keep yourself motivated. FINAL THOUGHTS Your mindset is one of the most powerful assets you have. Whether you’re working towards professional certifications, navigating job opportunities, or striving for personal growth, adopting a growth mindset can transform obstacles into opportunities. So, the next time you face a setback, ask yourself: Is this the end, or is it just part of the journey? If you choose the latter, you’re already on the path to success. What’s a moment in your career where a growth mindset made a difference? I’d love to hear your thoughts!

🛠️ Is Your "Growth Mindset" Actually a Fixed Mindset in Disguise? I see more and more folks use "growth mindset" as an excuse to avoid accountability for current performance while promising future improvement that never comes. "I'm learning/growing." "I have a growth mindset about this." "This is part of my journey." Translation: "I'm performing poorly, but let's focus on my intentions instead of my results." 🔍 Growth Mindset Performance Gap: Dweck's research showed believing abilities can be developed and can lead to higher achievement. Somewhere between research and corporate America, growth mindset became a hall pass for mediocre performance. Meta-analysis by Sisk et al. (2018) examined 273 studies found growth mindset interventions had minimal impact - far smaller effects than claimed. Research by Yeager et al. (2019) show growth mindset only works when combined with systematic practice and clear performance standards. Case from my practice: A Series C Director kept missing quarterly targets but insisted on his "growth mindset" about performance gaps. 6mo of "learning and growing" while his team's metrics flatlined. ❌ Problem: Used 'growth mindset' as emotional comfort food instead of performance tool ✅ Solution: Apply the EXECUTE framework to bridge mindset+results ⚡EXECUTE Framework: Growth Mindset + Performance Discipline Evidence-based goals → Specific, measurable outcomes, not just "growth" Xecution tracking → Daily behaviors, not quarterly intentions Experiment rapidly → Test weekly, not "when ready" Correct course quickly → Adjust within 48hrs of getting data Upgrade systematically → Build capability through deliberate practice Track results → Measure outcomes, not just effort Eliminate excuses → Own performance gaps, don't romanticize them ⚙️The shift: Instead of "I'm growing in this area," ➡️ I'm hitting X metric by Friday or we pivot and ➡️ built systems to prevent predictable failures. Result: Hit next quarter's targets 3wks early, on track for H2. When Growth Mindset Becomes Fixed Mindset: 1. You're "learning" the same lessons repeatedly without changing behavior 2. You use growth language to avoid performance conversations 3. Your mindset is growing but your results aren't 4. “I'm working on it" is regular status, not temporary transition Bottom Line: 📈 Growth mindset without execution discipline is just expensive optimism. 📈 Real growth requires both the belief that you can improve AND systematic practice that proves you're doing it. Three questions to audit your growth mindset: 1. What specific skill have you measurably improved in the last 90 days? 2. Are you "growing" in the same areas you were "growing" in last year? 3 If someone looked only at your results, would they see evidence of growth? Rooting for you (and your measurable growth 🌲), SK Sources: Dweck, C. (2006); Sisk, V. et al. (2018). Psychological Science; Yeager, D. et al. (2019). Nature

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.

Only 40% of people have a growth mindset. And I was stuck in the other 60%. I avoided anything that made me look weak. Didn’t ask “dumb” questions. Tried to be right more than I tried to learn. Because deep down, I believed if I failed, it meant I wasn’t good enough. That’s a fixed mindset. And it held me back more than any competitor ever did. Entrepreneurship forced me to unlearn all of that. You can’t grow a company if you’re afraid to get it wrong. You can’t lead a team if you’re scared to be uncertain. I had to shift. From “What if I fail?” to “What will I learn?” From “I’m not good at this” to “I’m not good at this… yet.” The growth mindset didn’t make things easier. But it made progress possible. The difference between a fixed and growth mindset isn’t massive. It’s hidden in the small decisions you make every day. Here’s what helped me: → Start before you feel ready. → Ask the uncomfortable questions. → Reflect on failures like they’re feedback. Because growth isn’t about being gifted. It’s about being curious, persistent, unfinished. So if you’re building, leading, or just figuring things out… ask yourself: Are you protecting your ego? Or are you building your future? What’s one belief you had to unlearn to grow?

Growth doesn’t happen by accident. It’s nurtured by leaders who create the conditions for people to take risks, learn, and evolve. Here are three key practices to move your team from a fixed mindset to a growth mindset: 1. Create psychological safety - If your team is afraid to make mistakes, they’ll avoid the risks that lead to growth. 🔹Encourage open conversations about challenges 🔹Normalize learning through trial and error 🔹Ask “What can we learn?” instead of “Why did this happen?” 2. Celebrate effort and learning—not just results - Innovation thrives when people feel safe to experiment. 🔹Recognize creativity, persistence, and curiosity 🔹Celebrate the process, not just the outcome 🔹Shift the conversation from “Did it work?” to “What did we discover?” 3. Model a growth mindset yourself - Your team watches how you navigate change. 🔹Share your own learning moments 🔹Be transparent about your mistakes—and what they taught you 🔹Ask for feedback and emphasize continuous improvement When leaders lead with growth, teams follow with courage. What’s one mindset shift you’re modeling for your team this week?

Ever noticed how quickly we abandon pursuits because "they might not pan out"? The fixed mindset is a silent dream-killer. It whispers that success should come quickly, or it's not worth pursuing at all. One of my community members hesitated to set ambitious goals because "what if it's a waste of time?" Another friend wanted to become a professional trainer... in just six months. Here are 5 powerful mindset shifts for sustainable growth: 1. Value the process, not just the outcome. Oh, fail to plan and plan to fail, they said? Wrong. The value isn't the plan—it's the process of thinking about the plan. 2. Embrace difficulty as deliberate practice. Think of obstacles as training weights. The discomfort you choose builds resilience against the discomfort you don't. 3. Work backward from certainty. Don't ask "Can I?" Ask "What assumptions must be true for this to happen?" Then make those assumptions your reality. 4. Maximize every platform, no matter how small. Excellence on a tiny stage gets noticed and leads to bigger stages. 5. Measure progress in "training volume," not instant results. Your accumulated efforts—the air time, the reps, the practice—are what transform you. What if your greatest achievement isn't the goal itself, but who you become in pursuit of it? What's worth your tenacity this H2 of 2025??