This is the fifth article in a series exploring the key traits that define a successful 21st-century leader based on McKinsey’s leadership model.

Today’s world demands more from leaders than just decision-making and team management—they must continuously learn, rethink their approaches, and adapt to change. The ability to grow, both professionally and personally, is a crucial factor for long-term success.

McKinsey identifies growth as one of the six core traits of an effective leader. This is not just about acquiring new knowledge but also about the willingness to reassess one’s beliefs, change approaches, and help the team grow alongside them.

What is a growth mindset? 

The term growth mindset was first introduced by psychologist Carol Dweck. It refers to the belief that our abilities, skills, and competence levels are not fixed but can be developed through effort, practice, and learning.

A leader with a growth mindset:

• Sees failures as part of the learning process rather than a confirmation of limitations.
• Is open to feedback and actively seeks areas for improvement.
• Believes in people’s potential and invests in their team’s development.
• Is willing to step outside their comfort zone and experiment with new approaches.

On the other hand, a leader with a fixed mindset perceives criticism as a threat, avoids challenges, and does not believe in the possibility of growth—either for themselves or their team.

How growth manifests in leadership

1. Overcoming personal limitations. Every leader has strengths and weaknesses. The key to success is recognizing them and actively working on improvement.

Practical tip:

• Create a list of your professional and leadership skills, categorizing them as “strengths,”  “areas for growth,”  and “factors holding me back.”
• Set specific goals to improve weak areas and seek mentors or learning resources.

1. Embracing uncertainty as the norm. In today’s world, leaders frequently face situations without clear solutions – global crises, technological changes, and market instability all demand adaptability and openness to new ideas.

Practical tip:

• Train mental flexibility through “reframing” – in any difficult situation, ask yourself: “What opportunity does this create for me?”
• Encourage your team to consider diverse perspectives and unconventional solutions during discussions.

1. Creating a culture of continuous learning. A leader committed to growth invests not only in their own development but also in their team’s. This fosters an environment where people are not afraid to make mistakes, learn, and experiment.

Practical tip:

• Introduce monthly “growth sessions”  where each team member shares something new they have learned.
• Encourage employees to dedicate part of their work time to learning—whether through reading, courses, or hands-on experiments.

1. Turning criticism into a growth opportunity. Many people avoid feedback, viewing it as negative. However, growth is impossible without it.

Practical tip:

• Actively ask your team: “What can I improve as a leader?”
• After every major project, conduct a retrospective: “What worked well? What should we change next time?”

1. Using challenges for personal development. Challenges are the primary drivers of growth. Difficult situations push leaders to expand their capabilities and find new solutions.

Practical tip:

• Set a “30-day challenge”  for yourself—develop a new habit or skill, such as giving a public speech every week or reading 10 pages of a professional book every morning.
• Ask yourself: “What skill do I want to have a year from now?” – and start working on it today.

How to develop a growth mindset?

1. Make reflection a habit. Keep a learning journal  – write down what new insights you gained today and how you can apply them in practice.
2. Be open to feedback. Instead of getting defensive, ask: “What can I improve?” Constructive criticism is a tool for growth.
3. Step outside your comfort zone. Challenge yourself by deliberately choosing tasks that are more difficult than those you’re used to. Growth happens in discomfort.
4. See mistakes as learning opportunities. Instead of avoiding mistakes, analyze them: “What can I do differently next time?” Every failure is a lesson.
5. Surround yourself with growth-oriented people. Find mentors, listen to podcasts by successful leaders, and engage with those who inspire you. Your environment shapes your mindset.

A leader who chooses growth transforms not only themselves but also their organization. They embrace challenges, expand their thinking, and create a culture where everyone strives for improvement.

Growth is not just a skill—it’s a mindset.  And every leader can make it part of their daily practice.

Authors: Mariia Kot, Oleksandra Alkhimovych