Your Company/Industry is Not Different, Your Thinking Is

One of the most common objections I hear during leadership development workshops goes something like this: "Well, that might work elsewhere, but my industry is different."

It’s a safe, almost reflexive response, typically delivered by someone who has spent their entire career in one industry or even with one company.

While it’s often disguised as a legitimate critique, what it really reveals is a fixed mindset—a mindset that will not only limit leadership growth but also stifle innovation and progress.

Let’s set the record straight: disciplines like evolutionary psychology, behavioral psychology, and social science don’t lose their relevance when you walk into a manufacturing plant, a hospital, or a boardroom.

Human beings are human beings. Our social needs, cognitive biases, and the way we are influenced and motivated remain constant, regardless of the environment.

Now, this isn’t to say that industries don’t have their own unique challenges. Of course, they do. The language might differ.

The pressures might come from distinct sources. The way behaviors manifest may vary. But to claim that fundamental principles of human behavior don’t apply is not only inaccurate—it’s shortsighted.

The Science of Leadership is Universal

Think about the principles of influence described by Robert Cialdini—reciprocity, commitment, social proof, authority, liking, and scarcity.

Do these only work in sales or marketing? Hardly.

These are universal levers that drive human decision-making. Whether you’re leading a team of welders, guiding nurses through an emergency shift, or managing a high-tech startup, these principles are at play.

Or consider David Rock’s SCARF model, which identifies five key drivers of social motivation: Status, Certainty, Autonomy, Relatedness, and Fairness.

These are not industry-specific. They’re human-specific.

Ignoring these drivers because "my industry is different" doesn’t make them any less real—it just means you’re missing opportunities to lead effectively.

Fixed Mindset vs. Growth Mindset

What lies beneath the “my industry is different” excuse is often a fixed mindset. It’s a way of thinking that clings to the comfort of what’s familiar, resistant to new ideas that challenge the status quo.

Leaders with a fixed mindset see failure as something to avoid and feedback as a personal attack. In contrast, leaders with a growth mindset embrace challenges, learn from criticism, and recognize that their abilities—and their teams’—can always improve.

Carol Dweck’s research on mindset makes it clear: the moment you stop believing you can grow, you’ve already lost.

A fixed mindset not only limits your own potential but also the potential of those you lead.

The Risk of Staying Stuck

Staying stuck in the “my industry/company is different” mindset is a dangerous place to be. It creates silos, reduces collaboration, and prevents organizations from evolving.

It’s no coincidence that the industries most resistant to change are often the ones disrupted by innovation.

Think about companies that failed to adapt: Kodak, Blockbuster, Nokia. Their leadership wasn’t tethered by a lack of knowledge or resources—it was a lack of willingness to evolve.

They were too focused on what made them unique to recognize what made them the same as everyone else: their customers, employees, and stakeholders were all human beings with the same fundamental needs and motivations.

A Challenge to the Status Quo

Here’s my challenge: stop hiding behind the uniqueness of your industry as an excuse for inaction. Instead, start by asking yourself a better question:

"What universal principles of human behavior can I leverage to solve the unique challenges my industry faces?"

Recognize that disciplines like evolutionary psychology and behavioral science aren’t confined to academia.

They’re tools, waiting for you to pick them up and apply them. They might require adaptation, sure—but they don’t need reinvention.

Leadership is a human endeavor. Whether you’re managing people on a factory floor or in a corporate office, the foundation is the same: understanding people, meeting their needs, and guiding them toward a shared goal.

The Opportunity for Growth

If you find yourself saying “my industry is different,” take a moment to examine whether that statement is rooted in truth—or in fear of change.

Your industry may have unique challenges, but the solutions often begin with universal principles. And the more you resist that idea, the more you risk staying stuck while others move forward.

Leadership isn’t about clinging to what’s familiar; it’s about embracing what’s possible. The principles of psychology, influence, and social needs apply to every industry, organization, and human interaction.

The only question is whether you’re willing to embrace them—or whether you’ll remain trapped in a mindset that keeps you and your team from growing.

Remember: your industry isn’t different. But your mindset might need to be.