Written by Lauren Kim | Reviewed by Dr. Shelly Bhowmik

Combat burnout and build resilience by adopting a growth mindset.

Diversity leaders are burned out. Turnover rates for Chief Diversity Officers have never been higher, with leaders now leaving their companies after less than two years on the job. 

One reason for these short-lived tenures has to do with the mission-driven nature of the work. No matter the industry, leaders who prioritize organizational needs over their own ultimately burn out. 

So how can we address this burnout amongst DEI leaders? The answer lies in the science of psychology.

Psychologist Carol Dweck is best known for her work on growth mindset, an outlook where individuals view their capabilities and talents as having the potential to improve through continuous learning. 

Dweck compares those with a growth versus fixed mindset as follows: “Individuals who believe their talents can be developed (through hard work, good strategies, and input from others) have a growth mindset. They tend to achieve more than those with a more fixed mindset (those who believe their talents are innate gifts). This is because they worry less about looking smart and they put more energy into learning.”

Today’s changing workplace favors leaders who can adopt and leverage a growth mindset. Especially in a field like DEI where leaders constantly face adversity, a growth mindset can help them navigate challenges with greater ease - and less burnout.

Here are three ways to apply a growth mindset to DEI work.

Focus On Your Why

"Start with Why" is a leadership concept made popular by Simon Sinek. The reason “why” is so important is because of intrinsic motivation.

If extrinsic motivation is thought of as the enjoyment of an activity’s results, then intrinsic motivation is the enjoyment of the activity itself. In the corporate setting, intrinsic motivation is exemplified by leaders who are driven by a genuine desire to make a positive impact and inspire others. 

DEI leaders must identify their driving force, their "why," in order to remain steadfast in their work.

Cynt Marshall leaned into intrinsic motivation when she became CEO of the Dallas Mavericks in 2018. After reports of sexual harassment against women in the workplace surfaced, Marshall felt called to step in and support the Mavericks’ female employees “for the sisterhood.” 

In just 100 days, Marshall implemented a comprehensive plan based on four main pillars: zero tolerance, women’s empowerment, cultural transformation, and operational excellence. Successful execution of the plan resulted in a number of positive outcomes, such as women in executive leadership increasing from 0% to 50%. 

Marshall wanted to create a work environment where women could thrive - a perfect example of harnessing intrinsic motivation. 

Experiment And Iterate

A growth mindset encourages leaders to embrace experimentation and iteration as key drivers of progress. It allows them to promote continuous learning and cultivate an environment ripe for innovation.

DEI leaders should support employees in taking risks, testing new ideas, and learning from mistakes. By fostering a culture that values experimentation, companies can make a real impact.

The success of Cynt Marshall’s 100-day plan with the Dallas Mavericks in 2018 highlights the power of experimentation in achieving workplace transformation. 

Despite the Mavericks’ reeling in the wake of a #MeToo scandal, Marshall believed that change was possible. She instituted a formidable 200 new initiatives to address the systemic issues that had led to the toxic work environment.

Some of Marshall’s initiatives included conducting an independent investigation into the allegations, implementing anti-harassment workplace training, and creating a hotline for anonymous reports. 

By taking massive action, Marshall garnered recognition from NBA commissioner Adam Silver and ultimately helped transform the culture of the entire league.

Reframe Setback As Opportunity

DEI leaders with a growth mindset view setbacks as stepping stones for growth and resilience. Known as “failing forward," they understand that setbacks are not indicative of failure but rather opportunities to learn and improve. 

Failing forward is a crucial element for fostering innovation within organizations. Companies that promote a fail-forward mentality often see greater employee engagement and productivity as a result.

Cynt Marshall exemplified failing forward when she first stepped into her role as CEO of the Dallas Mavericks.

Opponents of Marshall claimed she wouldn’t last 90 days in office because of her unfamiliarity with the business of basketball. But instead of viewing this criticism as a setback, Marshall embraced it as an opportunity to conquer the learning curve.

Marshall persevered by drawing on decades of work experience and guidance from trusted colleagues in order to effect positive change. Now, thanks to her, the Dallas Mavericks are recognized throughout the league for their inclusive leadership.

Leveraging a growth mindset is vital for preventing burnout and promoting resilience among DEI leaders. By tapping into intrinsic motivation, encouraging experimentation, and reframing setbacks, leaders can maintain focus and strength as demonstrated by Cynt Marshall.