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In Part 1, we explored what a growth mindset really is and how leaders can use five simple lenses to understand their reactions to challenges. In Part 2, we get into the practical stuff. The how. The “What do I actually do on Tuesday morning when my team gives me news that makes my stomach drop” part.

A growth mindset is about understanding how the brain interprets challenges and intentionally choosing responses that keep you learning instead of shutting down.

Here are five warning signs your culture might need a spark, some support, and possibly a consultant with a warm smile and a well-stocked toolkit.

If you’ve ever watched a tense meeting melt the moment someone cracks a well-timed joke, you already know this truth: humor is not just entertainment. It is a human survival strategy

If we want to show up well in tough conversations, we have to keep our brain from being completely hijacked. The good news is that we can train our nervous system to stay grounded, even when the conversation feels uncomfortable.

Newsflash: people skills aren’t soft. They are the strategic foundation. They’re the infrastructure that keeps teams running, ideas flowing, and businesses growing. Without them, even the best technologies, processes, and products start to crumble. In fact, these skills are so critical, honestly, we should really start calling them what they are: Core Human Competencies.

If you’ve ever led a workshop and watched your team’s enthusiasm fade faster than the weak coffee in the breakroom, you’re not alone. Research shows that people forget about 80% of what they learn within a week if they don’t practice or revisit it.

You know those team-building activities that make everyone cringe a little? The ones that are fun in the moment, but do nothing to actually help your team communicate, collaborate, or trust each other?

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