The Mindset behind the Mistake.
- David Yates
- 6 days ago
- 5 min read
The Challenge of Failure.
In most work environments, mistakes aren’t merely setbacks; they’re often personal reflections of inadequacy.
Most people have been there: a moment of realisation that something just went wrong and perhaps an impulse to hide, cover up, or justify your actions quickly to protect your image.
In the workplace, failure can feel like the ultimate threat to our competence and status, but this approach, where we view mistakes as evidence of personal shortcomings, limits not only our potential but also our collective ability to grow.
If we are to learn from our mistakes, we need to start by understanding why failure is so difficult.
The core of the problem lies in the mindset we adopt when we face failure. Whether we view it as a threat or an opportunity shapes how we respond and consequently, how much we learn from it.
The Power of Mindset: Fixed v Growth.
Psychologist Carol Dweck’s groundbreaking research on mindsets provides crucial insight into how people respond to setbacks. Dweck categorised mindsets into two types: fixed and growth.
A fixed mindset assumes that talents and abilities are static, meaning that when people fail, they feel that failure reflects a deep flaw in their character or intelligence.
In contrast, a growth mindset embraces the idea that abilities can be developed through effort and learning. In this framework, failure becomes a challenge to overcome rather than a judgement of one’s worth.
When we encounter a setback, those with a fixed mindset may feel as though they’ve hit a wall and instead of trying again, they might avoid the challenge altogether or pretend that it wasn’t a setback at all.
In contrast, those with a growth mindset see mistakes as feedback, viewing them as stepping stones on the way to mastery.
The former path closes down learning opportunities, while the latter keeps the door open for improvement.
The Physiology of Failure.
The way we interpret failure goes beyond just the mind.
Our bodies respond to failure through stress, anxiety and even shame. Studies by Alia Crum and her colleagues on stress mindset highlight the physiological differences in how people approach challenges.
When people believe that stress is debilitating, they are more likely to avoid feedback, shut down, or react defensively.
On the other hand, those who see stress as an opportunity for growth are more likely to engage with the challenge and learn from it.
For example, in one study, employees who were trained to view stress as enhancing (rather than debilitating) showed improved responses to challenges, became more open to feedback and learned more effectively from their mistakes.
This is the power of mindset: it doesn’t just affect our emotional response but also our physical capacity to engage and learn.
The Role of Ego in Learning.
A key part of mindset is how we protect our ego.
For many, the fear of failure is closely tied to the fear of being perceived as incompetent. This is especially true in cultures that prioritise image and performance over growth and authenticity.
To avoid being seen as “wrong” or “less than,” individuals may hide their mistakes, self-promote to cover weaknesses, or even lie about their level of expertise.
The cost of this protection is substantial: it prevents people from engaging in honest learning and stops them from developing the resilience needed for real improvement.
When learning is seen as a threat to one’s identity, there is a strong temptation to avoid challenges altogether, or to put up a front that says, “I know this.”
This attitude, while common, is precisely what undermines true learning and personal development.
Learning as a Choice: Shifting the Narrative.
Here’s the key insight: learning is a choice.
We choose whether to see mistakes as failures to be avoided or opportunities to grow.
When we shift our mindset to embrace failure as part of the learning process, we take the first step towards resilience. This isn’t just an abstract or academic idea it’s a practical shift that shapes how we approach our work every day.
High performers across different fields, from athletics to business to the arts, exhibit this growth mindset.
For instance, James Dyson famously went through 5,126 prototypes before he created the first successful bagless vacuum cleaner. He didn’t see those failures as marks of incompetence but as valuable learning experiences.
“I learned from each one,” he said, “and that’s what led me to the final solution.”
This is the essence of learning: failure is feedback and it’s the only way we can move forward.
The key is not to avoid failure, but to fail well to fail with a mindset that understands the potential for growth in each setback.
Moving Beyond Perfectionism.
A growth mindset doesn’t mean we should aim to fail more often but it does mean that we stop striving for perfection.
Instead, we focus on persistence and the willingness to learn. Perfectionism often stifles learning because it fears failure, while resilience grows through accepting it.
Learning from failure is an iterative process.
It’s about testing ideas, adjusting course and refining strategies over time. When we see each failure as a necessary part of the process, we build the resilience that allows us to thrive in the face of challenges.
In complex systems, whether in business, aviation, or medicine, perfection is not the goal. What matters is the continuous learning cycle that allows people to adapt and improve.
The Power of Reflective Learning.
For this shift in mindset to take root, it requires intentionality.
Reflection is key.
It’s not enough to simply fail, we need to learn from our failures by reflecting on them, asking what went wrong and actively seeking improvement.
This process of reflective learning allows us to detach our ego from the outcome, focusing instead on the systems, choices and behaviours that led to the result.
In teams or organisations, this shift is most powerful when it’s cultivated in a supportive environment.
A psychologically safe space, where mistakes are seen as part of the learning process rather than as threats to competence, creates fertile ground for growth.
High-reliability organisations like those in aviation, healthcare and engineering understand this.
Their cultures actively encourage transparency about mistakes, treating each error as a learning opportunity rather than a mark of failure.
Conclusion: Learning from Mistakes.
The central insight here is simple yet profound: learning begins when we stop pretending that mistakes don’t matter.
Mistakes matter and they matter because they teach us something valuable.
When we learn to view failure not as a setback but as feedback, we open ourselves to the continual improvement that drives true resilience and sustained performance.
Embracing mistakes as part of our journey requires a shift in mindset. It’s not always easy and it doesn’t come without discomfort.
In a world that is increasingly complex and unpredictable, learning from failure rather than fearing it is one of the most important skills we can develop.
Next Steps:
If you want to cultivate this mindset in your own life or organisation, begin by reflecting on your recent failures.
What did they teach you?
What could you do differently next time?
Most importantly, how can you encourage others to see failure as part of the learning process, rather than as a threat to their competence?
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