Many leaders say they want a growth mindset on their team. They encourage learning, say mistakes are okay, and believe they’re creating a safe environment. But inside meetings, disagreements get shut down, risks feel dangerous, and people stop speaking up.
In this episode of You’re the Boss, Now What?, Desiree is joined by executive coach and former president of Disney Stores Worldwide, Jim Fielding, to unpack what a growth mindset actually looks like in practice—and how leaders can use it to build trust, accountability, and stronger teams.
What a Growth Mindset Really Means at Work
A growth mindset is often misunderstood as optimism or positivity. Jim reframes it as something much more practical.
At its core, a growth mindset is:
- An orientation toward learning
- Openness to feedback
- A willingness to move forward after mistakes
- A commitment to curiosity and lifelong learning
It’s not about being cheerful or ignoring problems. It’s about believing that people and teams can learn, adapt, and improve—especially under pressure.
Individual Growth Mindset vs. Team Growth Mindset
One of the most important distinctions Jim makes is that individuals can have a growth mindset even when the team does not.
A team growth mindset shows up when:
- Change is viewed as opportunity, not threat
- People aren’t afraid to test ideas
- Learning is visible in agendas, documents, and retrospectives
- Feedback is normalized instead of avoided
Leaders don’t create this through slogans. They create it through behavior.
Why Dissent Is a Signal of Trust
One of the clearest indicators of a growth-oriented team is voluntary dissent without fear.
When people feel safe enough to disagree respectfully, it signals:
- Psychological safety
- Trust in leadership
- Confidence that ideas will be evaluated on merit, not hierarchy
Jim emphasizes that growth mindset does not mean groupthink. Strong teams benefit from creative tension—as long as leaders actively prevent disrespect, bullying, or emotional conflict.
The Leader’s Responsibility: Safety and Clarity
Leaders can’t control company-wide culture overnight, but they can control the culture of their team.
Jim highlights that kind leadership does not mean avoiding hard decisions. In fact, clarity and consistency are acts of kindness. This includes:
- Clear expectations
- Honest feedback
- Performance improvement plans when needed
- Respectful exits when roles are not the right fit
Growth mindset thrives when people understand why decisions are made—not when fear fills the gaps.
Recognizing Smart Risks, Not Just Wins
Teams won’t take risks if only outcomes are rewarded.
Jim explains that recognition should include:
- Smart, researched risks
- Clean recoveries after failure
- Effort and learning—not just final results
He compares this to the Olympics: making the team is an achievement. Gold medals matter, but they shouldn’t be the only thing celebrated. This approach makes growth attainable and motivating, rather than intimidating.
How Leaders Can Practice Growth Mindset in Meetings
One of the most practical tools Jim offers is how leaders show up in meetings.
Instead of immediately solving problems, leaders can:
- Ask open-ended questions
- Delay giving answers
- Invite multiple perspectives
- Ask, “What would you do if I wasn’t here?”
- Ask, “What question haven’t we asked yet?”
These moments turn everyday conversations into real development opportunities and build decision-making confidence across the team.
Modeling Trust Through Absence and Rest
Growth mindset also shows up when leaders step back.
Jim shares a powerful example of a leader who fully disconnected during time off, forcing the team to think, decide, and solve problems independently. The result wasn’t chaos—it was growth.
When leaders create space, teams build muscles they wouldn’t otherwise develop.
Hiring and Interviewing for Growth Mindset
Growth mindset doesn’t start on day one—it starts during recruiting.
Jim emphasizes:
- Taking hiring seriously
- Prioritizing cultural fit alongside skill
- Making early personal connections
- Identifying curiosity, adaptability, and learning orientation
Hiring the right people early prevents long-term frustration and reinforces accountability.
What If You’re Not the Leader?
Growth mindset isn’t limited to leadership roles.
Jim encourages individual contributors to:
- Understand their role deeply
- Bring fact-based ideas forward
- Take calculated risks
- Suggest new approaches
- Build confidence through repetition
Small acts of initiative help shift team dynamics over time.
Recommended Leadership Books Mentioned in the Episode
Jim recommends several foundational leadership reads:
- Dare to Lead by Brené Brown
- Start With Why by Simon Sinek
- The Five Dysfunctions of a Team by Patrick Lencioni
These resources reinforce trust, clarity, and accountability—core pillars of growth-oriented teams.
Final Takeaway
A growth mindset isn’t a personality trait—it’s a leadership practice.
It shows up in how meetings are run, how feedback is given, how mistakes are handled, and how people are trusted to think for themselves. Building trust and accountability takes time, consistency, and courage—but the payoff is a team that learns, adapts, and performs together.
Leadership is a privilege—and it’s also a responsibility.
The question is: what are you going to do with it?
