Fixed vs. Growth Mindset in Internal Communications: Insights from the Bright Conference Chicago

When it comes to internal communication, one challenge consistently emerges for professionals across industries: how do we foster meaningful engagement in a way that aligns with both company goals and employee needs? From rigid chains of command to a lack of collaboration across teams, the barriers to effective communication often stem from deeper organizational mindsets.

At the recent Bright Conference in Chicago, hosted by LumApps, a fascinating topic took center stage during one of the roundtable discussions. The focus? Understanding how a fixed mindset differs from a growth mindset and examining the ripple effects these perspectives have on employee engagement, corporate cohesion, and long-term success. Here's a closer look at the insights shared during this thought-provoking session, along with practical strategies internal communications professionals can take back to their teams.

What’s the Difference Between Fixed and Growth Mindsets?

A fixed mindset sees abilities, traits, and intelligence as static. People and organizations operating under this mindset are often cautious, risk-averse, and resistant to change. On the other hand, a growth mindset is all about evolution. It focuses on learning, adaptability, and leveraging challenges as opportunities for improvement—not only individually but organizationally as well.

One of the attendees at the session, Colin McLeod of Thornton Tomasetti, boiled it down succinctly, noting, "Leaders with a growth mindset don’t just focus on individual success; they create environments where collaboration flourishes and the company works as a cohesive community.”

Fixed Mindset Pitfalls in Internal Communications

Participants identified several challenges tied to a fixed mindset in workplace communications, including:

• Top-Down Isolation: Relying on rigid, one-way communication can stifle collaboration. Decisions may project authority but fail to inspire employees or align them with organizational goals.
• Lack of Agility: Companies with a fixed mindset struggle to adapt to changes, whether it’s a shift in team structures, technologies, or industry trends.
• Low Engagement: Employees often feel disconnected when communication lacks authenticity or spaces for feedback.

Nick Bray, an attendee from Equifax, shared a valuable example.

“I realized that in organizations with more fixed mindsets, communications often feel like directives from above. It’s like employees are expected to listen, not contribute. That kind of approach leads to mistrust and, eventually, high turnover.”

Growth Mindset Advantages for Internal Communication

The group was equally as enthusiastic about discussing the benefits of a growth-oriented approach. Here’s what stood out:

• Two-Way Dialogue: Leaders foster authentic communication when they actively listen and create systems where employees feel safe sharing their ideas and concerns.
• Stronger Collaboration: Shared experiences and communal goals go a long way in creating connections across departments or locations.
• Impact and Empowerment: Employees take pride in their roles when they understand how their work contributes to the bigger organizational picture.

Colin explained :

“Thinking with a growth mindset is about shifting from silos to a matrix. It’s about strengthening the threads that connect all parts of your team while maintaining some consistency where necessary, like with safety or values.”

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Practical Strategies for Fostering a Growth Mindset in Your Organization

Professionals in internal communications hold the unique power to shape how messages are delivered, how collaboration is fostered, and how trust is built within an organization. Here are five strategies you can implement in your own company to cultivate a growth mindset.

1. Build Feedback Loops into Everyday Communication

Move away from outdated top-down directives. Instead, create channels for open dialogue through employee surveys, focus groups, or live Q&A sessions. Dori Gray from Social Edge Consulting emphasized,

“Companies that thrive in engagement are the ones that encourage employees to answer each other’s questions and share solutions organically.”

2. Align Communication with Shared Goals

When addressing the company, ensure that every team member understands how their contributions connect to broader objectives. Use town halls or team meetings to make these connections clear.

3. Foster Community Through Stories

Internal storytelling can be an incredible driver of connection. For example,Dori shared her experience running a podcast series within her company, featuring employees describing their roles and achievements.

“These stories resonated deeply because they made the work feel human and relatable,”

she explained.

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4. Balance Local Flexibility with Global Consistency

Organizations often struggle to scale a community-driven mindset across multiple sites without losing cohesion. Leadership can drive consistency by establishing shared communication values, while still encouraging local teams to innovate within their unique contexts.

5. Lead by Example

Change starts with leadership. Colin highlighted this with an anecdote about his local alderman, who attended numerous community events to foster relationships. “Leaders who actively participate and engage with their teams show employees that they care about building something greater than themselves,” he said.

Actionable Takeaways for Communication Professionals

If you’re looking to infuse your internal communication strategy with a growth mindset, here are three concrete steps you can act on today:

1. Audit Current Practices: Is your team relying too much on email blasts or static messages? Identify opportunities to make communication more interactive or engaging.
2. Encourage Peer Learning: Create spaces, physical or virtual, where employees can naturally collaborate and share insights.
3. Think Long-Term: The shift from fixed to growth doesn’t happen overnight. Start building small behaviors into your company culture today, like celebrating learning and creating internal platforms for communal storytelling.

Effective communication is more than just an operational necessity; it’s a bridge to something more significant. By shifting toward a growth mindset, companies can unlock potential, foster trust, and create environments where employees feel both heard and valued.

Final takeaways? We are all connected. Recognize that, nurture it, and you’ll always move forward.

Want to participate in compelling discussion like this? Be part of the conversation at Bright Conference 2026! Join the waitlist today and secure your spot.