Modeling a Growth Mindset in 1:1s

As a finance manager, your team looks to you not only for technical expertise but also for cues on how to approach challenges and continuous improvement. In the fast-paced world of finance, where accuracy and compliance are critical, modeling a growth mindset can help your team feel comfortable discussing errors, learning from them, and adapting to new regulations or technologies. This approach can lead to fewer repeated mistakes, more innovative problem-solving, and a stronger sense of trust within your team.

A growth mindset starts with your willingness to share your own development journey. When you talk about your professional goals, you signal that growth is ongoing for everyone, not just for junior team members. For example, you might say, "I'm working on becoming a better listener in meetings—if you notice ways I can improve, please let me know." This kind of transparency encourages your team to reflect on their own growth areas.

Seeking feedback is another cornerstone. Instead of waiting for annual reviews, invite your team to share their thoughts regularly. A simple prompt like "Is there anything I could do differently to support you better?" opens the door to honest dialogue and shows that you value their perspective.

One practicable technique you can use is the "Feedback Loop" method in your regular 1:1s. At the end of each meeting, set aside two minutes to ask your direct report for one thing you could do differently to support them better, and share one area where you are actively seeking to improve.This not only invites feedback but also demonstrates your commitment to growth and partnership. Over time, this simple habit can normalize open dialogue and continuous improvement within your team. the below conversation example shows an effective way to utilize the Feedback Loop method:

Mistakes are inevitable, but how you handle them sets the tone for your team. When you openly acknowledge a misstep and focus on what you learned, you create psychological safety. For instance, you might share, "I realized I missed a key detail in last month's report. Next time, I'll double-check with the team before finalizing." This approach not only normalizes learning from errors but also encourages others to be candid about their own challenges.

By consistently modeling these behaviors—sharing your goals, seeking feedback, and learning from mistakes—you foster an environment where growth is expected and supported.

Here’s a realistic example of how a leader can model a growth mindset in a 1:1 conversation:

• Jake: Thanks for meeting with me, Victoria. I wanted to check in and also ask for your feedback on how our team meetings have been going.
• Victoria: Of course, Jake. I think the meetings are productive, but sometimes the agenda feels a bit rushed at the end.
• Jake: That’s really helpful to hear. I’ve been working on managing time better in meetings, so your feedback is spot on. Do you have any suggestions for how I could improve?
• Victoria: Maybe we could set aside the last five minutes just for open questions or wrap-up. That might help us not feel so pressed.
• Jake: Great idea. I’ll try that in our next meeting. And just to be transparent, I’m also working on being more concise with my updates. If you notice me going off track, feel free to give me a nudge.

In this exchange, Jake demonstrates openness by asking for feedback, acknowledges an area for improvement, and invites ongoing input. Victoria feels comfortable sharing her perspective, and together they co-create a solution.

In the upcoming role-play session, you’ll get to practice seeking feedback in a 1:1 setting, building your confidence to lead by example and inspire your team’s development.