The fear of failure impacts our learners’ ability to learn, so we need to help them move to a growth mindset. A growth mindset is a place where it's okay to try new things, fail, and continue to show up and be persistent even in the face of failure.

For this episode, I've invited certified professional coach, consultant, and learning facilitator Kim Andrews to talk about the growth mindset. I want us to think about how we help our learners learn and strengthen nonprofit leadership. The growth mindset is a great place to start.

▶️ Key Points:

00:58 The impact of fear and limiting beliefs on learning

02:26 Kim’s background and career journey in education and learning

09:29 Defining a fixed mindset and a growth mindset

11:26 How fixed and growth mindsets show up in learners and impact their ability to learn

15:49 Fluctuating between a fixed and growth mindset

17:20 How to help learners move from a fixed to a growth mindset

23:19 Breakthrough moments using growth mindset techniques

In the nonprofit world, leaders are constantly asked to innovate, adapt, and do more with less. But what really determines whether they thrive in this environment? It’s not just strategy or resources—it’s mindset.

Fixed vs. Growth Mindset

Let’s start by defining what we mean by fixed vs. growth mindset.

A fixed mindset:

Believes skills and abilities are static—you either have them or you don’t.
Avoids challenges out of fear of failure.
Views feedback as criticism rather than a tool for growth.
Sticks to the “way we’ve always done it” and resists new approaches.

A growth mindset:

Believes skills can be developed through effort and learning.
Sees challenges as opportunities to improve.
Uses feedback as fuel for growth.
Encourages experimentation, innovation, and continuous learning.

Why Mindset Matters for Nonprofit Leaders

Nonprofits operate in complex, ever-changing environments—new funding challenges, shifting policies, and evolving community needs.

Leaders who embrace a growth mindset are better equipped to navigate change with confidence. Instead of resisting change, they lean into learning new ways forward.

Leaders with a growth mindset also tend to empower their teams. They foster a culture where employees feel safe to take risks and try new approaches.

Another benefit is improved problem-solving. Because leaders with a growth mindset tend to see obstacles as opportunities, they are more likely to find creative solutions rather than focusing on roadblocks.

As Kim shares:

“ When we approach challenges with a growth mindset, we’re not just solving problems—we’re building the capacity to adapt, learn, and lead more effectively.”

— Kim Andrews, episode 127 of the Learning for Good podcast

How to Cultivate a Growth Mindset in Your Organization

As learning & development professionals and as nonprofit leaders, we can cultivate a growth mindset in our organizations.

First, we can encourage a culture of learning. How? We can treat mistakes as learning opportunities rather than failures. In each situation, we can ask, “what can we learn from this?” to shift the focus from blame to growth.

Second, we can model the mindset we want to see. This allows you to show your team that learning and adapting are part of leadership.

Finally, we can reward effort, not just outcomes. We do this when we recognize persistence, experimentation, and the willingness to try new things.

To learn more about cultivating a growth mindset, tune into episode 127 of the Learning for Good podcast.

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