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Imagine sitting in your office late one evening, replaying a difficult interaction from earlier that day. A department head challenged your approach to a new city initiative – not aggressively, but with clear disagreement. You responded by asserting your authority, shutting down the discussion. Now, hours later, you’re wondering: Was that really leadership, or was it your fixed mindset taking control?

THE CHALLENGE
As city managers, you face countless moments where your mindset either empowers or constrains you. The fixed mindset can be particularly seductive in municipal leadership, where being seen as competent and in control feels crucial to maintaining authority and moving things forward. But this very desire to appear always capable can prevent you from developing true leadership capacity.

THE SOLUTION
Recognizing and rewiring your fixed mindset triggers isn’t just personal development – it’s a leadership imperative. Let’s explore how to identify and transform these critical moments:

  1. The Authority Paradox
    When your expertise is challenged, a fixed mindset whispers that you must defend your competence at all costs. A growth mindset, however, recognizes that true authority comes from being secure enough to engage with different perspectives. Consider a department head suggesting an alternative approach to a city-wide initiative you’ve championed. The fixed mindset response might be to remind them of your years of experience or past successes. Instead, try leaning into curiosity: “Help me understand your thinking on this.” This simple pivot transforms a potential confrontation into a collaborative exploration that might actually strengthen the initiative.
  2. The Feedback Filter
    Fixed mindset leaders often sort feedback into two categories: validation or attack. Growth mindset leaders develop what Dr. Dweck calls “feedback finesse” – the ability to mine even harsh criticism for useful insights. When a council member criticizes your budget presentation, don’t just categorize it as political posturing or a personal attack. Ask yourself: “What can I learn from this perspective, even if I disagree with it?” Maybe there’s valuable insight about how different audiences process financial information, or perhaps there’s an opportunity to improve how you communicate complex ideas.
  3. The Innovation Inhibitor
    Perhaps most damaging in municipal leadership is how a fixed mindset stifles innovation. When we’re focused on proving our competence, we naturally gravitate toward safe, proven approaches – even when they’re not serving our communities as well as they could. This creates a cycle of stagnation: the more we stick to “tried and true” methods, the less equipped we become to handle emerging challenges. Breaking free requires consciously giving yourself permission to experiment and learn publicly. This might mean piloting a new community engagement approach, knowing it might not work perfectly the first time. Or implementing a new interdepartmental collaboration structure, with the explicit understanding that it will require adjustment and refinement. The key is to reframe these moments of uncertainty not as risks to your credibility, but as visible demonstrations of your commitment to finding the best solutions for your community. When staff see you embracing this approach, it creates psychological safety for them to innovate as well.

PUTTING IT INTO PRACTICE
Create a “Mindset Journal” specifically for leadership moments. When you feel defensive or resistant, pause and note:

  • What triggered the fixed mindset response?
  • What story were you telling yourself about your capabilities?
  • How could viewing this situation through a growth mindset change your options?

Share your experiences and insights in the comments on our MLDC platform (Free 7-day trial this week!). Your vulnerability in discussing these moments could help another leader recognize and transform their own fixed mindset patterns.

Remember: The goal isn’t to never experience fixed mindset moments – it’s to get better at recognizing and redirecting them. Each time you catch yourself in that pattern and choose a different response, you’re not just growing as a leader; you’re modeling the kind of culture that enables your entire organization to thrive.

Ready to Dive Deeper?
This week, we’re offering municipal leaders a unique opportunity: a 7-day free trial of the Municipal Leadership Development Circle (MLDC). As a trial member, you’ll get:

  • Access to our complete five-part deep dive into “Mindset” by Carol Dweck
  • Daily leadership insights through blogs and podcasts
  • Connection to a nationwide community of municipal leaders
  • Participation in this Friday’s Virtual Book Club discussion
  • Full access to our online platform and resources

Don’t miss this chance to experience how MLDC can transform your leadership journey. Start your free trial today and join us for this week’s exploration of growth mindset in municipal leadership.

Join the MLDC Today!

Seth Winterhalter is President of HaltingWinter Municipal Solutions, dedicated to making stronger cities through stronger leaders. Through executive coaching, results-based consulting, and the Municipal Leadership Development Circle (MLDC), HaltingWinter helps city managers and municipal leaders transform their leadership impact and their organizational culture.