Leadership with a Growth Mindset: Those Who Want It, Find a Way – Those Who Don’t, Find an Excuse

natalyakamps
Oct 6
3 min read

Successful leadership doesn’t start with strategies—it starts with mindset.

Many managers face daily constraints: too little time, too little budget, too few qualified employees. Constantly focusing on what’s missing is classic scarcity thinking. Psychologically, it creates stress, fear, and decision avoidance—and it blocks creativity and innovation.

Leadership with a growth mindset, on the other hand, means seeing challenges as opportunities, continuously learning, and actively taking responsibility.

"Those who want it, find a way – those who don’t, find an excuse."

This principle doesn’t separate the talented from the untalented—it separates the engaged from the excuse-seekers. Those who consciously choose a growth mindset generate impulses that can transform the entire organization.

1. Scarcity Thinking in Management – The Invisible Brake

Scarcity thinking shows up subtly:

In thought: “We don’t have enough resources.”
In language: “We’ve always done it this way.”
In behavior: Avoiding risks, blocking innovation, delaying decisions.

Psychologically, scarcity thinking activates the amygdala—the brain’s stress response that ensures survival but inhibits creativity and problem-solving. Teams sense this unconsciously: trust declines, motivation drops, burnout risk rises.

Example from practice: A company wanted to develop new products, but management focused solely on budget cuts. The team stopped taking independent initiatives—opportunities were lost.

2. Growth Mindset – The Psychology of Success

A growth mindset, as defined by psychologist Carol Dweck, is based on the belief that abilities and skills can be developed.

Leaders with a growth mindset:

See challenges as learning opportunities
Treat mistakes as feedback, not threats
Inspire teams to take responsibility
Encourage constructive problem-solving instead of blame

Psychologically, this creates a sense of safety within the team, calming the amygdala and activating the prefrontal cortex—the area responsible for creativity, planning, and strategic thinking.

Example from practice: An IT manager introduced weekly feedback meetings where mistakes were openly discussed. The result: 40% more innovative project ideas in just three months.

3. The Mindset Shift – From Scarcity to Growth

The change happens step by step:

🔹 Self-reflection:Leadership begins with your own mindset. Ask yourself: Am I reacting out of fear or responsibility? Which beliefs are limiting me?

🔹 Use language consciously:Words shape reality. Instead of “That’s impossible,” ask, “How could we make this possible?”Leaders with a growth mindset ask questions rather than make demands—motivating their teams to find creative solutions.

🔹 Actively promote learning:Implement feedback loops, coaching, mentoring, and targeted learning goals. Make mistakes visible, non-judgmental, and oriented toward growth.

🔹 Take responsibility, release control:Delegation is not a risk; it’s a signal of trust. When you give trust, you gain engagement and initiative in return.

4. Those Who Want It, Find a Way

This well-known saying is more than a motto—it has psychological significance:

“Those who want it, find a way”: Proactive leaders seek solutions, learn from setbacks, and inspire their teams.
“Those who don’t, find an excuse”: Leaders who allow scarcity thinking remain stuck in old patterns, shift responsibility, and block growth.

The message: Success starts in the mind. Choosing a growth mindset initiates changes with exponential impact.

5. Impact on the Organization

Companies led by growth-oriented leaders experience measurable effects:

Higher motivation and lower turnover
Faster adaptability to change
Greater innovation and cross-functional collaboration
A healthy, resilient corporate culture

Psychologically, a positive feedback loop emerges: leaders foster growth → teams learn → the organization evolves → success reinforces the mindset.

Conclusion

The shift from scarcity thinking to a growth mindset is not a one-time process but a continuous attitude.