Leadership isn’t just about directing people—it’s about growing with them. For a long time, we treated leadership like a fixed trait. You either had the “it factor” or you didn’t. But today, something more sustainable is taking root: growth mindset. And it’s changing how people lead in the office, the classroom, on the field, and in their everyday lives.
The idea is simple: leaders aren’t born—they evolve. They question themselves, stay curious, and don’t flinch at feedback. They show up to the messy parts of growth, not just the highlight reel. And when they do, others follow suit.
That’s what makes this shift so powerful. Growth-minded leadership isn’t limited to high-powered boardrooms or strategic offsites. It’s reshaping how coaches lead their teams, how nonprofit directors lift their communities, and how parents guide their kids. Even platforms like The Real World have started emphasizing this approach—not as an extra, but as the foundation.
Let’s break down how this mindset translates to real leadership across business and beyond.
What a Growth Mindset Actually Looks Like in Leadership
Before we dive into the case studies and cross-industry examples, let’s define what we’re talking about.
A growth mindset, a term popularized by psychologist Carol Dweck, is the belief that abilities and intelligence can be developed through effort, feedback, and learning. In leadership, this translates into behaviors like:
- Asking more questions than giving answers
- Viewing mistakes as data, not disasters
- Seeking out diverse opinions, even when it’s uncomfortable
- Embracing feedback from all levels, not just top-down
Compare that with a fixed mindset, where leaders assume they have to appear perfect or infallible. Growth-oriented leaders don’t fake confidence—they build it by being honest about what they don’t know yet.
This shift is critical in a world where disruption is the norm. Leaders who think they already have it all figured out don’t last long. But those who adapt, learn, and improve tend to outpace the rest.
Business Leaders Who Lead by Learning
In the business space, growth-minded leadership is often the quiet edge that separates the good from the exceptional.
Take Satya Nadella, the CEO of Microsoft. When he took the helm, Microsoft was lagging in innovation and struggling with internal silos. Nadella didn’t just push new products—he pushed a new mindset. He urged employees to move from a “know-it-all” culture to a “learn-it-all” one. That cultural pivot led to increased collaboration, a more open workplace, and ultimately, massive growth.
Another example? Shopify founder Tobi Lütke. He’s known for being transparent about what he’s learning as a leader—whether it’s about management, mental health, or scaling a team. His openness sets the tone for a company that isn’t afraid to try, fail, reflect, and adapt.
These leaders don’t cling to power by pretending to be bulletproof. They stay relevant by evolving with their teams.
Teachers, Coaches, and Community Builders: The Hidden Growth Experts
You don’t have to be in a boardroom to embody growth-focused leadership.
Educators, for instance, live and breathe it. The best teachers don’t just teach curriculum—they model what it looks like to be a lifelong learner. They update lesson plans, try new methods, and learn from their students just as much as they teach them.
Take Coach Dawn Staley, who led the University of South Carolina’s women’s basketball team to national success. Staley often talks about growing as a coach by listening to her players. She sees leadership as a feedback loop, not a lecture. Her ability to evolve has earned her more than just trophies—it’s built long-lasting trust.
Or consider someone running a local food bank. They may not have formal “CEO” status, but when they take feedback seriously, pivot strategy when needed, and mentor volunteers, that’s leadership. And it often creates ripple effects far beyond their organization.
Feedback, Failure, and the Power of Owning It
Here’s where growth-minded leadership really stands out: how it handles failure.
Leaders with a fixed mindset tend to downplay mistakes or shift blame. Growth-minded ones? They own it. Not just because it’s ethical—but because it’s how they grow.
Brené Brown, a researcher known for her work on vulnerability, often says that leaders must “rumble with their own stories” before they can lead others through challenge. That means sitting with discomfort, not running from it. Growth-minded leaders don’t avoid hard conversations—they initiate them.
Let’s say a leader launches a new strategy that flops. Do they quietly sweep it under the rug? Or do they gather the team, share what didn’t work, and crowdsource ideas for next time?
The second path may be harder in the short term, but it builds loyalty, creativity, and resilience—all qualities that make organizations stronger.
Mindset at Home: Leading Where It’s Least Recognized
Some of the most powerful examples of growth-oriented leadership happen in everyday life.
A parent who apologizes to their kid and explains what they’ve learned models something powerful. So does a teen who takes the lead in their family’s finances or a sibling who steps into caregiving with patience instead of resentment.
We’re used to seeing leadership as something formal or rewarded. But it’s just as often invisible: helping a neighbor through grief, mentoring someone through recovery, or learning to de-escalate conflict at home.
What ties it all together is mindset. Leaders in personal spaces who lean into growth—who reflect, adapt, and get better at being human—often end up influencing more lives than those with titles and corner offices.
Why Growth-Focused Leadership Is Sticking Around
This isn’t just a feel-good trend. Growth-oriented leadership is proving to be more resilient in fast-changing environments.
Businesses want leaders who can learn quickly. Communities need people who can solve new problems. And people want to follow leaders who are real, not rehearsed.
A 2023 McKinsey study found that organizations with leaders who demonstrate learning agility—essentially, growth mindset in action—were 5x more likely to outperform their peers on key business outcomes. And the benefits go beyond numbers: higher morale, better retention, and stronger innovation all trace back to a culture of growth.
We’re seeing this shift because the stakes are higher. Social challenges, digital transformation, climate realities—none of these can be solved by leaders stuck in a fixed way of thinking.
Building a Growth Mindset: Where to Start
Not everyone naturally operates this way—but anyone can build it. Here’s what helps:
1. Ask better questions
Instead of “Did we win?” ask “What did we learn?” This small shift reframes success and opens the door to new ideas.
2. Practice public reflection
Write team recaps, share lessons learned, or hold monthly “mistake moments.” Modeling growth normalizes it for others.
3. Get curious about discomfort
When something feels challenging, pause. Ask yourself why. Then lean in. That’s usually where the learning is hiding.
4. Surround yourself with people who challenge you
Growth-minded leaders don’t just want yes-men. They want honest collaborators who push their thinking and keep them sharp.
Final Thought: Growth Isn’t a Perk—It’s a Priority
Leadership used to be about decisiveness, control, and authority. But the most impactful leaders today are those who are still becoming—who lead from a place of humility, curiosity, and courage.
Growth isn’t the reward for leadership. It’s the job description.
So whether you’re running a company, guiding a classroom, or raising a child, keep this in mind: You don’t have to know everything to lead. You just have to be willing to grow.
