Every success story has at least one setback hiding behind it. Before Harry Potter became a global phenomenon, J.K. Rowling was a single mother, depressed, and had her manuscript rejected by 12 different publishers. Early in his career, Walt Disney was fired from a newspaper job because his editor felt he “lacked imagination and had no good ideas.” He later went bankrupt early in his animation ventures before creating Disneyland and an entertainment empire. Oprah Winfrey was fired from her first television job (as a news anchor) because producers felt she was “too emotional” on camera.
While those moments felt like failures at the time, they became fuel for future success. When we connect this idea to Emotional Intelligence, we see that motivation—a key EQ characteristic—drives our ability to bounce back from setbacks. And ultimately, what separates those who rebound from those who stay stuck isn’t luck or talent—it’s mindset.
What Is a Growth Mindset?
Psychologist Carol Dweck coined the term growth mindset to describe the belief that abilities and intelligence can be developed through effort, learning, and perseverance. In contrast, a fixed mindset assumes that talent, intelligence, and success are static—you either “have it” or you don’t.
Think about the language we often use:
- Fixed mindset: “I’m just not good at that.”
- Growth mindset: “I’m not good at that yet.”
That one small word—yet—signals possibility. It’s a belief that learning, feedback, and practice can change outcomes.
People with a growth mindset:
- Embrace challenges instead of avoiding them.
- See feedback as useful information, not personal criticism.
- Persist when things get hard.
- Find inspiration in others’ success.
- Focus on effort and learning, not perfection.
As Ashley Miller, an expert in organizational psychology, stated, “Professional success isn’t about luck; it’s about willingness to learn, courage to fail, and resilience to grow” (SHRM—HR Quarterly, Winter 2025).
Why Mindset Matters—at Work and in Life
In today’s world of constant change—new technologies, shifting job roles, evolving expectations—a growth mindset isn’t optional. It’s a core life skill.
At work, it means:
- Leaders who view mistakes as learning opportunities create psychologically safe teams where innovation thrives.
- Employees who see feedback as a gift become more adaptable and engaged.
- Organizations that celebrate effort and progress over perfection build resilience and stronger cultures.
In life, it means being able to say:
“I didn’t get the outcome I wanted—what can I learn from it?” rather than “I guess I wasn’t good enough.”
Growth-minded people recover faster, collaborate more openly, and feel more satisfied because they define success as progress, not perfection.
Reframing Failure as Fuel
A setback doesn’t mean you’ve failed; it simply means you’ve learned something new about the path ahead. As one of my favorite mantras says:
“Failure isn’t a setback—it’s a setup for growth.”
When something doesn’t go as planned, ask yourself:
- What did I learn?
- How can I use this experience next time?
- What’s my next step?
Instead of saying, “Why me?” think, “Why not me?” Instead of replaying what went wrong, focus on what’s next. Every challenge teaches us something about our strengths, habits, and blind spots. It’s not about ignoring mistakes—it’s about mining them for meaning. Mistakes are a path toward learning.
The Language of Learning
Words matter. The stories we tell ourselves shape what we believe is possible. Remember—your self-talk is how you train your brain. Try reframing your self-talk:
| Instead of… | Try saying… |
| “I can’t do this.” | “I can’t do this yet.” |
| “I failed.” | “I’m learning.” |
| “I’m not good at this.” | “I’m getting better every time I try.” |
When leaders model this language, teams follow. Reframing creates space for experimentation, curiosity, and continuous improvement.
Feedback: The Fuel for Growth
Feedback can sting, but it’s one of the most powerful tools for growth. When we receive it with openness, it helps us adjust and expand our capabilities.
Here are a few ways to handle feedback like a pro:
- Listen fully. Focus on understanding, not defending.
- Ask clarifying questions. “Can you share an example?” “What would improvement look like?”
- Reflect before reacting. Give yourself space to process.
- Express gratitude. Thank the person for their time, observations, and perspective.
And when giving feedback:
- Be specific and timely.
- Focus on behaviors and effort, not personality.
- Frame it as a shared goal: “Let’s explore how you can strengthen this skill.”
- Always communicate your intent—to help, not to judge.
The goal isn’t to avoid discomfort; it’s to build trust and create learning moments for both sides.
Habits That Strengthen a Growth Mindset
Growth isn’t a single decision—it’s a daily practice. Try integrating these small but powerful habits:
- Set learning goals. Instead of saying, “I want to get better at managing projects,” try, “In the next two team initiatives, I’ll focus on improving how I delegate and track progress by using our project-management tool and asking my peers for feedback on my updates.”
- Celebrate small wins. Recognize effort, not just outcomes.
- Ask questions. Curiosity drives creativity and insight.
- Reflect regularly. Journaling, mindfulness, or end-of-day reviews help cement learning.
- Adopt ‘progress over perfection.’ Each step forward counts.
Remember: growth doesn’t happen in your comfort zone—it happens in your stretch zone. So take a step outside.
Applying It in the Workplace
Leaders play a vital role in modeling and nurturing growth mindset cultures. Here’s how:
- Encourage experimentation and celebrate effort, even when results fall short.
- Share your own learning moments with your team.
- Recognize employees for curiosity, persistence, and collaboration—not just output.
- Provide development opportunities and time for reflection.
As Dr. Nabil El-Ghoroury reminds us, even Thomas Edison’s thousands of failed attempts were part of the invention process—each one provided valuable data for success (SHRM—HR Quarterly, Winter 2025).
When organizations reward learning and adaptability, employees feel safe to innovate and grow.
Your Growth Challenge
I often remind participants at the end of my programs to make a commitment to themselves about what they are going to work on toward improvement based on the topic we just covered.
“Growth is a journey, not a destination.”
So, here’s your challenge: identify one area in your work or personal life where you’ve been playing it safe.
- What belief might be holding you back?
- What’s one action you could take this week to stretch your growth mindset muscle?
- Who could help hold you accountable?
Write it down. Share it with someone. Take that first step.
Because the truth is—you’re capable of more than you realize. With effort, curiosity, and persistence, you can turn every “I can’t” into “I can’t yet,” and every setback into your next setup for success.