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Reshaping and future‑proofing a growth mindset: a leadership imperative
In today’s fast‑paced, ever‑evolving world, one leadership truth remains constant: being static in our thinking is a barrier to success
INNOVATION & IMPROVEMENT
Janie Frampton
Referee of Professional Men's Football and Leadership Inclusion Speaker
Janie Frampton
Referee of Professional Men's Football and Leadership Inclusion Speaker
Issue 79 | September 2025
In an environment shaped by rapid technological change, market disruption, and global volatility, leaders must not only be adaptable, but they must also cultivate a growth mindset across their organisation, the positive returns on this investment are measurable and impactful.
I’ve seen this truth play out in my own journey, after many years as a referee in men’s professional football, I developed skills under pressure, decision-making, communication, resilience and I continually adapted them to perform at my best. Over time, I realised these abilities didn’t belong only on the pitch, with foresight, I transferred them from the 'Pitch to the Boardroom', where they proved just as vital to leadership and organisational success.
Why a growth mindset matters
A growth mindset is the belief that intelligence and abilities can be developed through effort, which enables resilience, innovation, and a long‑term orientation. There is a great deal of published data that supports this claim, for example:
- 80 % of senior executives report that their employees’ growth mindsets directly contribute to revenue growth
- organisations with a growth mindset are 2.5 times more likely to experience revenue growth, with 23 % higher profit margins
- teams in growth-oriented cultures enjoy 20 % increased productivity and 34 % stronger organisational commitment.
These figures make a clear case that supports growth leads to business value, which is why as a leader, promoting a growth mindset in your organisation is an imperative.
(Source: US Census Bureau / Harvard Business Revue)
“A growth mindset is the belief that intelligence and abilities can be developed through effort, which enables resilience, innovation and a long‑term orientation.”
“Thought leaders should ask themselves: Am I defensive about feedback? Do I avoid risk? Am I truly learning, or am I comfortable just coasting?”
Breaking fixed thinking
Static or fixed thinking often arises from unconscious mental models, this is where individuals and organisations feel more comfortable and change, innovation and critical thinking rarely happen. The only certainty is that experimentation outside of the norm remains static.
Through self-reflection, leaders must break these ingrained patterns to enable growth and stay aligned with the evolving demands of the world around them, true growth occurs when we are willing to step beyond our comfort zones. From the day I stepped into football, I was operating at the very edge of mine, entering an environment built by men, for men. Over time, 'being comfortably uncomfortable' became my norm, shaping my resilience, adaptability, and determination to succeed. This is the true value of reshaping our mindset.
In order to move from a fixed to a growth mindset, thought leaders should ask themselves: Am I defensive about feedback? Do I avoid risk? Am I truly learning, or am I comfortable just coasting? Here are some thoughts to reflect on to enable change:
- model the mindset shift by verbally reframing failures as 'key learning moments'
- only by acknowledging our fixed‑mindset tendencies can we begin to reshape them
- building a culture of learning and innovation
A growth mindset requires a supportive ecosystem, individually and collectively; leaders can drive this transformation through:
1. Continuous learning:
- 88% of executives view a growth mindset as essential to success
- companies that create growth mindset cultures report 75% higher employee engagement
(Source: Deloitte)
2. Feedback and recognition:
- teams in growth cultures are 65% more likely to embrace risk
- 49% are more likely to drive innovation
(Source: The Wallstreet Journal / The Niagara Institute / Ragan Communications)
3. Psychological safety:
- trust increases by 47% in growth-mindset environments
- such cultures reduce employee turnover by 25%
(Source: The Wallstreet Journal / The Niagara Institute / Ragan Communications)
When failure is reframed as knowledge, creativity flourishes, employee satisfaction and retention rise – a positive investment in your people.
Future‑proofing through adaptability and resilience
The future, as fast-moving as it is, will demand teams that can pivot, persist and innovate under pressure. A resilient, adaptive culture in your organisation will provide a competitive edge.
- organisations emphasising the importance of a growth mindset see 59% lower turnover and 50% higher employee engagement
- Gallup links high-engagement cultures to more than double the revenue growth compared to peers
Companies with strong corporate foresight, with a future‑focused strategic capability, achieve 33% higher profitability and 200% greater market cap growth. (Source: Gallop / McKinsey 2020)
These metrics confirm that investing in future readiness pays dividends in loyalty, profit and long-term survival.
Static thinking is a silent adversary that is unlikely to spark meaningful change, but a growth mindset is a proven accelerator for innovation, revenue, engagement and resilience.
By reshaping our mental models, creating a growth-oriented culture, and encouraging innovation and critical thinking, while equipping teams with the tools to navigate uncertainty, leaders can ensure lasting relevance and create impactful change.
The future belongs to those who continue learning and who view every challenge as an opportunity to grow. My own journey is proof of this; by embracing constructive feedback, continuously learning, and adapting new skills, I navigated the demands of life as a referee. Over time, I recognised how this unique path could be transferred into my professional world inspiring growth in others and instilling belief in their ability to achieve their goals.
Leaders; embrace this imperative, plant the seeds today, reap a future of growth, agility, and enduring success.
Practical steps for thought leaders
Model growth – Be honest, share your own learning journeys and failures.
Enable learning – Provide training budgets, mentorship, time for exploration and self-growth
Encourage risk – Thank teams for bold ideas, even those that fail.
Normalise feedback – Ensure feedback is embedded into projects and meetings.
Build foresight – Commission regular horizon scanning, scenario planning and future-focused workshops.
