The Future of Leadership: How to Develop a Growth Mindset in Management

The Leadership Edge No One’s Talking About (Yet)

Let’s be real—leadership isn’t what it used to be. The old-school, command-and-control style? It’s fading fast. The future belongs to leaders who can adapt, learn, and evolve. And the secret weapon that sets them apart? A growth mindset.

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Right now, businesses are gearing up for Q2, assessing what’s working and what’s not. The smartest leaders aren’t just looking at numbers—they’re future-proofing their teams. And that starts with embedding a growth mindset at work. Leaders who fail to prioritise this will find themselves left behind in a world that demands continuous learning, adaptability, and resilience.

Why a Growth Mindset is Essential for Modern Leaders

Coined by psychologist Carol Dweck (check out her TedTalk), a growth mindset is the belief that abilities and intelligence can be developed through effort, learning, and persistence. In contrast, a fixed mindset assumes that talent and capability are static. For modern leaders, cultivating a growth mindset isn’t a ‘nice-to-have’—it’s essential for resilience, innovation, and long-term success.

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A growth mindset for managers is what differentiates the companies thriving in times of uncertainty from those struggling to stay afloat. A recent report from McKinsey & Company found that organisations prioritising growth mindset training for business and adaptability outperform their competitors by up to 30% in revenue growth (McKinsey & Company, 2023). 

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Leaders who foster a culture of coaching in the workplace, rather than a rigid command-and-control approach, improve team collaboration and workplace performance.

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Similarly, PwC’s Future of Work and Skills Survey highlights how organisations that focus on continuous learning and leadership development are best positioned to navigate uncertainty and innovation.

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The link between a growth mindset and leadership development is clear: embedding this mentality helps leaders stay ahead, empower their teams, and drive lasting success.

Common Fixed Mindset Traps in Management - and How to Shift Them

Even the most experienced managers can slip into fixed mindset traps. Here are some of the most common—and strategies to shift towards a growth mindset for managers.

1. The "We’ve Always Done It This Way" Mentality

Fixed Mindset: “This is how we’ve always approached this—there’s no need to change.”

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Growth Mindset Shift: Encourage curiosity. Ask, “Is there a better way?” Create a culture where continuous learning is not just encouraged but expected. Research from LinkedIn’s 2023 Workplace Learning Report found that 92% of employees say learning is essential to success in their roles.

2. Fear of Failure

Fixed Mindset: “If we try something new and fail, it’ll reflect badly on me.”

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Growth Mindset Shift: Reframe failure as a learning opportunity. Google’s X (formerly Google X) celebrates failures with ‘learning bonuses’—rewarding employees for taking risks and learning from them. Growth mindset training is one of the best ways to embed this thinking across teams.

3. Avoiding Difficult Conversations

Fixed Mindset: “Giving feedback will make me look like the bad guy.”

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Growth Mindset Shift: View feedback as an opportunity for development. Workplace coaching and coaching for managers help leaders build confidence in handling conversations that drive positive change.

How to Embed a Culture of Continuous Learning in Your Team

Creating a team that thrives on learning and coaching in the workplace requires intention and consistency. Here’s how to make it happen.

1. Lead by Example

Managers who actively seek growth mindset training and show vulnerability in their own learning journeys inspire employees to do the same. PwC’s latest Future of Work and Skills Survey highlights that leaders who prioritise learning and development are better equipped to drive innovation and workplace performance.

2. Make Learning Part of Performance Reviews

Rather than just evaluating past performance, integrate learning goals into coaching for managers and performance check-ins. Ask questions like:

• What new skills have you developed in the past quarter?
• How have you helped a colleague grow?
• What’s one area where you’d like to improve?

3. Encourage Cross-Functional Learning

Encourage teams to step outside their comfort zones. Growth mindset training for business works best when employees can apply new skills in different areas. LinkedIn’s 2023 Workplace Learning Report found that companies offering cross-functional learning see a 20% boost in retention rates.

4. Build Psychological Safety in the Workplace

A key ingredient to a growth mindset for employees is psychological safety—the belief that team members can take risks without fear of embarrassment or punishment. A Harvard Business Review study found that psychologically safe teams are 12% more productive and 27% more innovative.

5. Reward Experimentation

Organisations that celebrate innovation and risk-taking cultivate a growth mindset at every level. Recognise employees who step outside their comfort zones and reward continuous learning.

Ready to Lead with a Growth Mindset?

The best leaders aren’t just born—they’re developed. If you’re ready to embrace a growth mindset at work, drive workplace performance, and elevate your leadership skills, let’s make it happen.

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At PUSH Mind and Body, we don’t just talk about leadership development—we transform it. If you want to explore how we can support you or your team, let’s chat.

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Book a discovery call with Cate Murden to explore how we can elevate your team's management training and unlock their full potential.