Angela Duckworth emphasizes that genius is cultivated through commitment, resilience, and relentless effort—not merely an innate talent. This mindset isn’t just for individuals—it’s also a powerful framework for managers. When you adopt a mentor’s mindset, you’re helping your team members harness their own capacity for excellence. This approach doesn’t just set high standards; it also provides the guidance and support needed to meet those standards, creating a workplace where everyone feels empowered to learn, grow, and achieve.

Inspired by the work of developmental psychologist David Yeager in 10 to 25, this approach to management draws on principles like empathy, accountability, and effective feedback—qualities that resonate just as much with seasoned professionals as they do with young adults. Let’s explore these daily practices and how they can help you cultivate a team that’s motivated, resilient, and committed to growth.

1. Set Clear Expectations with Transparency

One of the most powerful tools for building trust in a team is transparency. When team members understand the "why" behind tasks and goals, they are more likely to feel respected, valued, and motivated. Providing clear expectations empowers team members to understand how their contributions fit into the broader mission, enhancing their ownership and purpose at work.

How to Apply It:
When assigning a task, go beyond the basic instruction. Instead of just saying, “Complete this report,” explain its impact. For example, “This report will provide insights for our next strategy meeting, and it will help us make data-driven decisions for the next quarter.” This clarity helps team members see the value of their work and feel part of the mission.

Daily Practice:
In each task assignment or project kickoff, spend an extra moment explaining the purpose behind it. This simple step fosters engagement and empowers your team to connect with their work on a deeper level.

2. Balance High Standards with Support

A mentor’s mindset combines high expectations with high support. This approach is about challenging employees to excel while providing the resources, guidance, and encouragement they need to meet those challenges. It’s a balance between accountability and empathy, showing your team that you believe in their potential and are there to help them succeed.

How to Apply It:
Let’s say a team member is tackling a challenging project for the first time. Instead of leaving them to figure it out alone (high expectations with low support) or doing it for them (low expectations with high support), take the time to check in. Ask, “What support would help you feel more prepared?” Offer guidance or resources, and remind them that you’re available if they need help.

Daily Practice:
In your check-ins, ask employees if there’s anything they need to help them succeed. This might be additional resources, training, or just a listening ear. A combination of high standards and ample support signals to employees that they are both valued and empowered to succeed.

3. Provide Wise Feedback

Wise feedback is essential to a mentor’s mindset. Instead of criticism that feels harsh or vague, wise feedback is specific, constructive, and rooted in respect. It’s about framing feedback as an opportunity for growth, demonstrating that you believe in your team members’ potential to excel.

How to Apply It:
If a team member submits work that doesn’t meet expectations, avoid blanket criticism. Instead, use wise feedback: “I see you put a lot of effort into this project, and I believe you can take it to the next level. Here’s a few areas where improvement would make a big difference…” By emphasizing their effort and capability, you encourage them to improve without discouraging them.

Daily Practice:
When giving feedback, start with what they did well. Follow up with specific suggestions for improvement and close by reinforcing your belief in their ability. Wise feedback serves as a motivating guide, enabling your team to grow in both skill and confidence.

4. Encourage Reflection and Ownership

A mentor’s mindset values reflection as a tool for growth. When team members take time to reflect on their work, they develop self-awareness and take ownership of their development. Encouraging reflection enables employees to internalize valuable lessons and enhance their problem-solving abilities.

How to Apply It:
After a project wraps up, schedule a brief debrief with your team. Ask reflective questions like, “What went well?” and “What would you do differently next time?” By facilitating these conversations, you help team members analyze their own work, identify growth opportunities, and build a habit of continuous improvement.

Daily Practice:
End major projects with a reflection session. Invite team members to share their insights and lessons learned. This reinforces a mindset of learning from experience and gives them space to take ownership of their growth.

5. Build a Cadence of Accountability

Accountability is essential for achieving ambitious goals. A cadence of accountability means setting up regular check-ins where team members report on their progress, discuss challenges, and adjust plans as needed. These meetings keep everyone aligned and provide a forum for problem-solving.

How to Apply It:
Schedule weekly or bi-weekly meetings where your team can discuss their progress on key projects, share any roadblocks, and set priorities for the upcoming week. These regular check-ins create a rhythm of accountability, ensuring that everyone stays committed to their goals and has the support they need to succeed.

Daily Practice:
Establish a regular meeting rhythm with your team. Use this time to discuss both successes and obstacles, reinforcing accountability while building a culture of continuous improvement.

6. Emphasize Progress Over Perfection

In the journey toward excellence, progress is more important than perfection. With a mentor’s mindset, even small wins are celebrated, helping team members recognize and build on their progress, inspiring them to continue forward. By emphasizing growth rather than flawless results, managers foster resilience and perseverance.

How to Apply It:
If a team member makes incremental progress on a challenging task, acknowledge it. For example, if they’re halfway through a demanding project, say, “I’m impressed by the progress you’ve made so far. Let’s keep this momentum going.” This approach emphasizes the value of consistent effort and reassures them that perfection isn’t required to succeed.

Daily Practice:
Celebrate milestones and recognize small wins. Remind your team that every step forward contributes to their growth. This cultivates a growth mindset and builds resilience, helping them view challenges as opportunities.

Conclusion: Fostering Growth and Accountability with a Mentor’s Mindset

Angela Duckworth’s quote about defining genius as “working toward excellence, ceaselessly, with every element of your being” encapsulates the mentor’s mindset perfectly. When managers lead with empathy, transparency, and high expectations, they create a workplace where employees feel inspired to reach their potential.

Through daily practices such as clear expectation-setting, wise feedback, fostering reflection, and celebrating each step forward, managers cultivate a resilient, growth-driven team primed for achievement. The mentor’s mindset isn’t just a leadership style—it’s a commitment to fostering excellence in everyone.

With this approach, you’ll create a work environment that values progress over perfection, encourages accountability, and cultivates a culture of continuous improvement. Let your own commitment to growth inspire your team, and together, you can achieve truly extraordinary results.

References:

1. Angela Duckworth’s Quote on Genius:
   Duckworth, Angela. Grit: The Power of Passion and Perseverance. Scribner, 2016.
2. 10 to 25 by David Yeager:
   Yeager, David. 10 to 25: The Science of Motivating Young People: A Groundbreaking Approach to Leading the Next Generation. Forthcoming, InkWell Management Literary Agency.