A reflection by Kabir Learning Foundation
“धीरे-धीरे रे मना, धीरे सब कुछ होय।
माली सींचे सौ घड़ा, ऋतु आये फल होय॥”
(Go gently, O mind, all things happen in their own time.
Even if the gardener waters with a hundred pots, the fruit will ripen only in its season.)
We often describe growth as fast vertical promotions, exponential profits, and instant feedback loops. But actual growth, especially for leaders, is not a sprint. It is an unfolding. And for that unfolding to happen in a healthy, sustainable, and joyful way, one thing is essential: a growth mindset.
What is a Growth Mindset?
More than a term from psychology or management books, a growth mindset is a posture. It is how we relate to challenge, feedback, failure, and effort. It is a belief, not in talent alone but in the power of learning and persistence.
Leaders with a growth mindset ask:
- “What am I learning from this?” instead of “Why is this happening to me?”
- “How can we do better next time?” instead of “Who is to blame?”
- “What is the next right step?” instead of “I should already know the answer.”
They are open. Curious. Willing to be wrong today to be better tomorrow.
And like Kabir’s gardener, they don’t force the bloom. They stay steady. They water the roots.
So, how can one cultivate such a mindset—not just as a concept, but as a daily practice?
Let’s walk through some gentle shifts that can turn your leadership inward and upward.
- Redefine failure as fertile ground:
It is easy to say “fail fast, fail forward.” But in practice, failure can sting, especially when others are watching. Leaders are often expected to be infallible. But clinging to perfection blocks growth.
Instead of defending mistakes, explore them. Instead of avoiding difficult conversations, enter them with humility.
Ask:
- What did this moment teach me about myself?
- What pattern am I noticing in how I react to setbacks?
Remember what Kabir says:
“कबीरा खड़ा बाज़ार में, लिए लुकाठी हाथ।
जो घर फूंके आपना, चले हमारे साथ॥”
(Kabir stands in the marketplace, torch in hand.
Only those who are ready to burn their own house of ego may walk this path.)
A growth mindset requires us to burn the ego that says, “I must always be right.” And from those ashes, learning rises.
- Invite feedback as a gift, not a threat:
Many leaders grow used to praise. With each promotion, honest feedback often becomes rarer. But true leaders keep the doors open. They listen, even when it is uncomfortable. Especially then.
Start small. Ask your team:
- “What’s one thing I could do better?”
- “What’s something you wish I noticed?”
Create psychological safety by receiving without reacting. Thank the person. Sit with the discomfort. Growth often begins in silence.
- Prioritize learning over achievement:
It is natural to want results. But if everything is driven by KPIs, we miss the joy of the process. Leaders with a growth mindset see each project as a learning lab, not just a deliverable.
Create space for:
- Weekly reflections with your team: What worked, what did not, what surprised us?
- Learning budgets, not just for external courses, but internal experiments.
- Failure sharing, not to embarrass, but to empower.
Make learning visible, not private. When you learn aloud, your team learns to learn too.
- Celebrate effort, not just outcomes:
Often, we only celebrate the big wins, targets met, deals closed. But growth mindset requires that we honour the journey.
This means noticing:
- The team member who stayed back to improve a draft.
- The leader who asked for help, even if awkwardly.
- The intern who tried a new idea, even if it did not work.
Reinforce that effort matters. That risk is worth it. That trying, itself, is leadership.
- Move from “Knower” to “Learner”:
Leadership often comes with expertise. But the danger is in believing we know enough. A growth mindset means we always leave room to be surprised.
Ask yourself:
- When was the last time I learned from someone junior to me?
- When did I last say, “I don’t know, but let’s find out”?
Leaders who model curiosity spark cultures of innovation. They don’t just light the path, they walk it, side by side.
- Anchor in inner growth:
Finally, no outer transformation is complete without the inner one. Leadership is not just about skill, it is about the soil it grows in. The mindset. The presence. The intent.
Kabir says:
“बोली एक अनमोल है, जो कोई बोलै जानि।
हिये तराजू तौलि के, तब मुख बाहर आनि॥”
(Speech is precious, if you know how to speak.
Weigh your words in the heart before bringing them to the lips.)
Just like our words, our actions, too, must arise from a place of reflection. Before we change others, we must turn inward. That is where the real mindset shift begins.
Pause and Reflect:
As you absorb this, we invite you to hold these questions gently:
- How do I respond to failure in myself and others?
- Where have I stopped learning, and what might reawaken that?
- What space do I create for others to grow without fear?
- Am I willing to shift from “I know” to “I’m listening”?
And most importantly:
- What does growth mean to me at this stage of my life and leadership?
Growth is a slow unfurling. Let the questions live in you for a while.
A growth mindset is not a formula. It is a way of being rooted in humility, watered with courage, and lit by the fire of curiosity. At Kabir Learning Foundation, we believe that when leaders grow, they do not just build teams or companies, they build cultures of resilience, reflection, and reinvention.
Let us walk with you on that journey.
Write to us at: [email protected] Visit: www.kabirlearning.in
