Here are 3 practical tips on how Growth Mindset can strengthen your team’s motivation:

Most leaders think motivation is something you need to „give” to your team. A bonus. A training. A speech. A better benefits package.

But in reality, sustainable motivation is not created by external rewards. It is shaped – every single day – by how people „think”, „speak” and „interpret challenges” at work.

This is exactly where a Growth Mindset makes the difference.

A Growth Mindset is not a slogan. It is a daily practice. And when it becomes part of your team culture, motivation stops being a problem you need to solve all the time.

Here are three simple, practical ways to start using it in your daily leadership routine.

#1. IN MEETINGS: shift the focus from “Who is right?” to “What can we learn?”

Many meetings unintentionally create a „Fixed Mindset environment”:
People are looking for the right answer.
They avoid risk.
They protect their image.

No wonder motivation drops – nobody wants to be the one who says something “wrong”.

Try this instead:

At the beginning of your next meeting, add just one simple question:

> “What is one thing we could experiment with or have improved this week?”*

Then:

* Encourage at least 3 different ideas
* Do not evaluate them immediately
* Write them down visibly for everyone

This does two powerful things:

1. It sends a very important message: „learning is more important than being perfect”
2. It gives people psychological safety to contribute

You can also normalise learning by using this sentence at the end of a meeting:

> “One thing I learned today from you is…”

Model the behaviour yourself first. When your team sees you as a learner, they feel allowed to do the same.

Motivation grows naturally in environments where people feel safe to try.

# 2. IN FEEDBACK: use the Growth Mindset way: praise effort, strategy and progress – not just results

A common leadership mistake is only rewarding outcomes:

* Sales numbers
* Finished projects
* Perfect execution

The problem?
This creates pressure, comparison and fear of failure.

With a Growth Mindset approach, you shift your feedback to „process”, not just performance.

Instead of saying:

> “You are so good at this.”

Try:

> “I can see how much effort you put into this.”
>
> “Your preparation and persistence really paid off.”
>
> “The strategy you chose this time was stronger than last time.”

When someone fails, avoid labels and blame. Replace them with reflection:

Use these 3 simple questions:

1. What did you try? What happened?
2. What worked (even a little)?
3. What will you try differently next time?

This keeps motivation alive even in difficult moments.
Failure becomes data. Not identity.

This is one of the biggest mindset shifts a team can experience.

# 3. IN EVERY DAY MOMENTS: turn problems into “learning missions”

When employees bring problems, leaders often jump into fixing mode.
This unintentionally teaches people: “You can’t solve this without me.”

A Growth Mindset leader does the opposite – they build confidence and ownership.

Next time someone comes to you with a problem, keep this in mind: „What are you going to do about it?” and help response with the following questions:

– “What solutions have you already thought about?”
– “What would success look like here?”
– “What’s one small step you could take today?”

Extra tip: You can even introduce a simple weekly ritual:

💬 “Failure & Learning Friday” (10 minutes)
Each team member shares:

* One thing that didn’t go as planned
* One lesson they are taking forward

No judgment. No fixing. Only learning.

This little habit creates:

* Openness
* Vulnerability
* Connection
* And most importantly — intrinsic motivation

People don’t lose motivation when things go wrong.
They lose motivation when they feel judged, stuck, or not good enough.

A Growth Mindset changes this story.

ACTUALLY….

Motivation is not a personality trait. It’s a culture.

And culture is created by small daily behaviours – not big speeches.

If you want a team that:

* takes ownership
* speaks up
* learns from mistakes
* and stays engaged even in difficult times

…then don’t start with motivation.

Start with mindset.

If you’d like support in building a Growth Mindset culture in your organisation, feel free to contact me or explore my programmes at www.hircoaching.com.