How do you deal with feedback and challenges from a growth mindset perspective?

A growth mindset is inherent in us. However, when we are under pressure and stressed by constant change, challenged by uncertainty in the work environment, we are driven by fear. Fear is the "killer of a growth mindset because stress and fear trigger survival mode, which means we seek safety, dependability, and predictability. To create a work environment where people engage with a growth mindset perspective, we must start by understanding that curiosity is activated when we feel safe exploring what's possible. Most work environments are stuck in the old paradigm that a growth mindset is about wanting to achieve more. However, we must realize that a productive and constructive growth mindset comes from caring about doing work that matters.

To understand a growth mindset, it helps to understand its opposite - a “fixed mindset.” A fixed mindset assumes that your character, intelligence, and creative ability are static and can’t change in any meaningful way. You either have it, or you don’t. A fixed mindset at work is one of the biggest enemies of growth, predominantly because it comes from a place of scarcity and fear. It’s hard to grow when people give up in the face of challenges or when they see feedback as a threat instead of an opportunity to improve. A growth mindset, on the other hand, gives us the right to be imperfect, to be vulnerable - to lean into the discomfort of learning and venturing into the unknown. It says I might not be there yet, but I’m on my way.

“YET”, a little crucial adverb when it comes to embracing a growth mindset. We can control our fears and expand our comfort zone if we keep trying out new things, stepping into new areas and facing change as a chance. We might not know something… yet, not doing something… yet. But our brain basically loves new things and needs to be trained to grow to something instead of just going through something!

We're all taught that feedback is a gift, an essential tool for personal and professional growth. The mantra "feedback is the breakfast of champions" is embedded in our corporate cultures, and the ability to receive it graciously is seen as a mark of maturity and professionalism. But what if this isn't the whole truth? Here's what I think: Not All Feedback Is Created Equal People often give feedback based on their own preferences, biases, or misunderstandings. It's not always informed, well-intentioned, or relevant. I developed a framework for receiving feedback called HEAR (Hold your judgement, Explore & Evaluate the message, Align with your developmental goals (take only what's relevant) and Reflect and Respond accordingly.

I’ve found that a better way to receive feedback is to pro-actively seek it. Approach your team, peers and senior leaders and ask them “how am I doing?”. Incorporate this into your interactions appropriately. By inviting the feedback it’ll be more honest and direct. Sometimes you can catch people off guard and so give them time to reflect and come back to you if needed. Be prepared to hear things that sting! Be graceful, don’t be defensive and just say “Thank you. I’m going to reflect on this and may come back to you if that’s ok”.

Don’t put off the conversation, particularly if it’s a difficult one with some challenging feedback to deliver. It just becomes harder to do. Think about how you’d like to receive this type of feedback. Maybe start by asking them how they think they’re doing, or how things are going. Listen and then you can use some of their narrative in yours. But don’t waffle!

In 2022/2023 we implemented a leadership development programme fundamentally based on a growth mindset. In our ‘Leadershift Journey’ one of the most powerful feedback tools was when colleagues were asked to choose/create a picture or meme that embodies how they view the recipient. I would highly recommend this method as a starting point for insightful & authentic feedback conversations!

To face challenges from a growth mindset perspective, our hunger for learning and progress must be stronger than our need for approval or fear of failure. Embrace Challenges: See them as growth opportunities, not threats. Value the Process: Celebrate efforts and small victories. Learn from Mistakes: Mistakes offer invaluable lessons. Emphasize "Yet": Swap “I can’t” for “I can’t yet”, highlighting potential. Seek Feedback: Use criticism constructively to improve. Surround Yourself with Growth Thinkers: They'll inspire and motivate. Build Resilience: Challenges are easier with grit. Prioritize Learning: Choose knowledge over external approval. Set Bold Goals: Push beyond your comfort zone.

Modelling a growth mindset starts with being authentic - owning messaging, owning your decisions and your mistakes. Until you consistently do this, you won’t have the credibility as a leader.