The Growth-Minded Lawyer: Turning Challenges Into Opportunities
Imagine being offered a career-defining opportunity—one that could catapult your skills and confidence to the next level. Now, imagine turning it down, not because you lack potential, but because you fear falling short. This scenario is more common than you think, and the difference between seizing such opportunities and walking away often comes down to mindset. Are you operating from a fixed mindset, where abilities feel set in stone, or a growth mindset, where every challenge is a stepping stone to improvement?
Here is what this looks like in legal practice: Samantha is comfortable behind the scenes, the partners are impressed with her work and tell her so, but when asked to stand in for a partner at a client meeting, she balks and turns down the opportunity. She tells her mentor she is afraid the clients will ask her a question she cannot answer.
Marlene is given the same chance to attend the meeting and takes on the challenge. She identifies it as a great opportunity to learn. She may not be able to answer all the questions yet, but she knows attending meetings like this will help her develop her skills.
What is the difference between Samantha and Marlene? Marlene approaches her practice with a growth mindset, while Samantha has a fixed mindset.
A fixed mindset is the belief that your abilities, intelligence, and talents are static and unchangeable. This perspective often leads to a fear of failure and a focus on proving oneself rather than improving. With this mindset, Samantha is worried about not looking good, and the possibility of not having an answer readily available for the clients is viewed as a significant threat.
Growth mindset is the belief that abilities can be developed through effort, learning, and persistence. Challenges are embraced as opportunities to grow, and mistakes are seen as valuable learning experiences. With a growth mindset, Marlene is excited about the opportunity to attend the client meeting. It is a chance for her to experience taking the lead; she knows she will benefit from this learning experience. She is not afraid to tell the clients she doesn’t have the answer as she knows she can consult with the partner after the meeting and get back to the clients.
We all shift between fixed and growth mindsets. When you tell someone, “I’m not sure you want me on the firm’s softball team; I’ve never been good at sports,” that’s a fixed mindset showing up.
The good news is that shifting between a fixed and growth mindset is easy once you learn to recognise it. The key is in one small word—yet.
“I’m not good at softball yet, but if you put me on the team, I will give it a try!”
“I’m not experienced at leading client meetings yet, but I would appreciate an opportunity to lead the meeting next week, particularly if we can discuss it beforehand.”
A growth mindset is an essential tool for partners and senior associates in mentoring junior lawyers. By actively listening for language that reflects limiting beliefs, such as “I’m not good at this” or “I can’t,” leaders can identify opportunities to encourage a mindset shift. Helping associates reframe these statements into “I’m not good at this yet” or “I can’t yet, but I can learn with guidance,” fosters a culture of development and possibility. This small yet powerful adjustment empowers junior lawyers to embrace challenges and recognize their potential for growth.”
When adopted by a team, practice group, or firm, these small shifts in thinking can have outsized results. The best example of this is what happened at Microsoft when, a decade ago, incoming Microsoft CEO Satya Nadella launched a companywide culture transformation project embracing a growth mindset. This wasn’t a feel-good initiative focused on mental health in the workplace; it was a core business strategy for Microsoft. Nadella has said in numerous interviews, organizations thrive when employees embrace continuing learning. As he explained, “the learn-it-all does better than the know-it-all.”
Last year, Inc. Magazine reported: “Satya Nadella’s Microsoft Just Became the Most Valued Company in the World. And It’s Thanks to Psychology, Not Tech”
Watch this webinar with Priya Priyadarshini, General Manager of Employee Career and Development at Microsoft, to learn more about how the company created a growth mindset culture.
To get started with a growth mindset, start watching for signs of a fixed mindset in your thoughts. Are you backing away from a challenge because you don’t think you’ve got what it takes? Think again. Make the shift to growth mindset by telling yourself: “I am not proficient yet. This will help me improve.”
It’s time to rethink how we approach challenges, both individually and as organizations. By cultivating a growth mindset, you can unlock untapped potential and drive meaningful progress. Start by recognizing limiting beliefs, embracing the power of “yet,” and championing a culture of learning and improvement. For partners and leaders, this could be the most impactful initiative you undertake this year—By weaving growth mindset principles into everyday activities, a law firm can create a culture where employees at all levels feel empowered to grow, take on challenges, and achieve their full potential.
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