Mindset Matters: How Leaders Can Make Better Critical Decisions by Thinking Differently

Mindset isn’t just about optimism or positivity. It shapes how we perceive risk, respond to uncertainty, and interpret failure. A fixed mindset—the belief that abilities and intelligence are static—can lead leaders to avoid tough decisions, cling to control, or fear getting it wrong. In contrast, a growth mindset sees decisions as opportunities to learn, improve, and empower others.

In this blog, I’ll explore how mindset influences critical decision-making. I’ll share examples of how leaders can get stuck or get smarter based on how they think. I’ll offer practical strategies to shift your mindset when you get stuck and use delegation not just to lighten the load but to enhance the quality of your decisions and grow your leadership impact.

Fixed vs. Growth Mindset in Leadership

Psychologist Carol Dweck introduced the concepts of fixed and growth mindsets in her pioneering research on motivation and learning in 2006. These mindsets describe the beliefs people hold about their abilities and potential.

A fixed mindset is the belief that intelligence, talent, and abilities are inherent and largely unchangeable. We can observe individuals with this mindset; they tend to shy away from challenges that might reveal their weaknesses and often give up easily when faced with difficulties. These individuals typically dismiss feedback, interpret effort as a sign of personal inadequacy, and frequently feel threatened by the achievements of others. A common behaviour noticed in scaling founders is their reluctance to hire a COO, even when signs of operational strain are evident. Their internal dialogue, “no one can do this as well as I can, " can lead to burnout and poor decision-making. However, changing this perspective allows them to delegate operational responsibilities, ultimately providing more clarity and energy for focusing on strategy and vision.

In leadership, this manifests as over-controlling behaviour, reluctance to delegate, and risk aversion in decision-making.

By contrast, a growth mindset is the belief that abilities and intelligence can be developed over time through effort, learning, and feedback. People with this mindset tend to be more open to opportunities, rise to the challenge of overcoming obstacles, and demonstrate persistence in dealing with difficulties. They view effort as a pathway to mastery and actively seek feedback as part of their learning. They look for positive role models and draw inspiration from the success of others.

Leaders with a growth mindset are more likely to experiment, adapt, and empower others, which makes them better positioned to navigate complexity and uncertainty.

The Impact of Mindset on Critical Decisions

Mindset doesn’t just shape how leaders think — it determines what they believe is possible. When faced with complex or high-stakes decisions, mindset becomes the invisible filter that influences every stage of the process: what information is valued, how options are weighed, and how confident a leader feels about moving forward.

In a Fixed Mindset:

• Leaders may avoid bold moves and stick to the safe and familiar.
• A past mistake might be interpreted as a reason not to try again.
• Feedback is seen as criticism, not insight.
• They may second-guess decisions or delay them altogether.

In a Growth Mindset:

• Leaders are more likely to see decisions as experiments, not verdicts.
• They treat uncertainty as a place to learn rather than something to fear.
• They actively seek diverse input and are more comfortable adjusting course.

Think of the cautious executive who passed on a market expansion because of one previous misstep. Their fixed mindset said, “You’re not good at this — play it safe.” It wasn’t until they re-evaluated their thinking that they could reframe the risk as a calculated opportunity for learning.

Shifting the Leader’s Mindset

The good news? Mindset is not fixed — even a fixed mindset. It’s a habit of thinking that can be noticed, challenged, and changed. This change is especially important in leadership, as every decision reverberates through people and systems.

How to Shift:

• Notice the narrative: Are you telling yourself, “I’m not good at this,” or “What if I fail?” That’s the fixed mindset talking.
• Reframe failure: Ask, “What can I learn from this?” instead of, “What did I get wrong?”
• Pause for reflection: Build in time to review decisions, not just outcomes. What worked? What would you do differently?
• Practice transparency: Share learning moments with your team — show that a growth mindset is part of the culture.

Mindset shifts aren't dramatic overnight changes — they’re small, consistent choices in interpreting and acting on your experiences.

Delegating to Multiply Thinking Power

One of the biggest mindset shifts a leader can make is around control. In fixed-mode, leaders may feel that holding onto decisions protects quality or reduces risk. But in reality, it narrows perspective and slows progress.

When done well, delegation is not just about handing off tasks; it’s about sharing thinking.

Why Leaders Resist Delegating:

• “No one can do it like I can.”
• “It’s faster if I just do it myself.”
• “What if they mess it up?”

These are all fixed-mindset signals. A growth mindset, instead, says:

• “This is a chance for someone else to grow.”
• “They might see something I don’t.”
• “Even if it’s not perfect, we can learn.”

How to Delegate Intentionally:

• Sort your decisions: What needs your input? What can others lead? What’s right for co-creation?
• Set boundaries, not instructions: Share the outcome you’re after, not the path they must take.
• Support, then step back: Be available, but avoid hovering—trust builds confidence and accountability. Let them fail within boundaries.
• Debrief together: Use every decision as a learning loop for you and the team.

The team lead who shared ownership of a product redesign didn’t just lighten their workload, they multiplied the team’s creativity, speed, and investment in the outcome.

Putting It All Together

Mindset and delegation aren’t soft leadership skills—they are essential tools. They determine how decisions are made, who is empowered to make them, and how resilient your organisation becomes in a changing world.

Leaders who cultivate a growth mindset make better decisions — faster, bolder, and more adaptive. When they delegate with intention, they tap into their teams' collective intelligence.

The founder who let go of operations to focus on strategy didn’t lose control—they gained clarity. The executive who reframed a past failure unlocked a new growth path. The team lead who shared decisions built both a better product and a stronger team.

Better decisions don’t always start with more data; they start with better thinking.

Takeaways & Leader Tips

Our mindsets are not fixed perspectives; we shift with circumstances and navigate around the problems we are trying to solve. If you are stuck, examine your mindset; change just one thing. Consider one of these five mindset and delegation tips for better decisions:

1. Notice your inner narrative—challenge fixed thoughts.
2. Celebrate learning moments, not just wins.
3. Regularly reflect on recent decisions: what worked, what didn’t.
4. Delegate with intent—develop decision-makers, not just doers.
5. Surround yourself with people who think differently from you.

Invitation to Reflect & Share

Think back to a big decision: How did your mindset play a role? Have you found ways to shift your thoughts or share decisions with others?

I’d love to hear your experiences. Leave a comment or get in touch—let’s keep learning together.

Resources

Books, & videos

Mindset by Dr Carol S Dweck, 2017. Talks at Google https://www.youtube.com/watch?v=-71zdXCMU6A.

Dare to Lead: Brave Work. Tough Conversations. Whole Hearts by Brene Brown, 2018. Endless resources at https://brenebrown.com/.

Photo by Davisuko on Unsplash