As a leader of color working in the nonprofit sector—especially in the fields of arts education and youth development—cultivating a growth mindset is not just essential for personal growth, but critical to the survival and flourishing of our communities. In the face of systemic barriers, historical inequities, and the daily challenges of leadership, a growth mindset allows us to reframe obstacles, unlock potential, and steer our organizations toward lasting change. Here’s what it looks like to navigate and nurture that mindset within a space that often tests it.
1. Rooting Leadership in Purpose
One of the most powerful lessons in developing a growth mindset is understanding the “why” behind the work. As leaders of color, our work often transcends the ordinary. We don’t just show up for the paycheck or the title; we are intimately connected to the missions we serve. For those of us in arts education and youth development, the impact on overlooked communities is direct, personal, and life-changing.
But along with this connection comes a heavy weight of responsibility. There are moments when the challenges of fundraising, programming, or navigating systemic barriers feel overwhelming. In these moments, leaning into a growth mindset means recognizing that these hurdles, while difficult, are opportunities for learning and adaptation. Anchoring ourselves in the deeper purpose of our work keeps us from stagnating in frustration and allows us to lead with resilience and vision.
2. Standing in the Gap: Resilience through Innovation
The nonprofit sector, especially in underserved communities, is often marked by scarcity. Resources—whether financial, institutional, or human—are always in short supply. As a leader of color, standing in this gap requires a particular form of resilience, one that doesn’t just focus on surviving the status quo but reimagines what’s possible.
In my experience as CEO of the Dorill Initiative, I’ve learned that navigating a growth mindset means seeing every limitation as a possibility for radical innovation. How can we leverage our cultural knowledge, creativity, and lived experiences to design programs that meet the real needs of our youth and families? Whether it’s integrating the arts into social emotional learning, creating new forms of family engagement, or bridging entrepreneurial studies with youth development, we must disrupt the systems that were not designed for us by imagining something new.
3. Reframing Failure as Feedback
A growth mindset requires that we detach from the fear of failure, particularly as leaders of color in spaces where our presence is often scrutinized. Many of us carry the unspoken weight of proving our worth in rooms where we may be the only person of color, a weight that can lead to perfectionism and burnout. But when we lean into a growth mindset, we can reframe failure as feedback, an essential component of growth.
In arts education and youth development, programs may not always deliver immediate results, funding streams can dry up, or partnerships may fall through. But these setbacks are not a reflection of our worth as leaders. Instead, they offer opportunities to iterate, refine, and improve our work. True leadership is not about avoiding mistakes; it’s about learning from them and using those lessons to build something stronger.
4. Cultivating Collective Growth: Building a Learning Culture
Leadership is not just an individual journey—it’s a collective one. A leader with a growth mindset fosters the same mindset within their teams and communities. This means cultivating a culture of continuous learning, where challenges are viewed as part of the process, and where every voice is valued in the pursuit of the organization’s mission.
At Dorill, we’ve learned the power of embracing a learning culture where staff and youth alike are encouraged to take risks, ask questions, and explore new ideas without fear of judgment. By fostering an environment where failure is normalized as part of the journey, we create space for radical creativity and deeper engagement. This, in turn, allows our programs to better serve the At-Promise Youth and families who are at the heart of our mission.
5. Navigating Imposter Syndrome and Leading with Authenticity
For leaders of color, imposter syndrome can be a recurring challenge. In predominantly white spaces, we may question our worth, our voice, and our belonging. The narrative of needing to work twice as hard to be seen or heard is familiar to many of us, but it is also a barrier to cultivating a growth mindset.
To combat imposter syndrome, it’s essential to lead with authenticity. This means recognizing that our lived experiences, cultural insights, and unique perspectives are not deficits but assets. We bring a richness to our leadership that is invaluable. The key is to embrace our identities fully and to know that our presence in these spaces is not just justified—it is necessary for the transformative work we are committed to.
Conclusion: Embracing the Journey
The journey toward cultivating and sustaining a growth mindset as a leader of color in the nonprofit sector is ongoing. It requires deep self-awareness, a commitment to learning, and the courage to lead with purpose and authenticity. Our work in arts education and youth development is complex and, at times, daunting. But by embracing a growth mindset, we can navigate these challenges with resilience, fostering environments where creativity, innovation, and transformation thrive—for ourselves, our teams, and the communities we serve.
As leaders, we are in the business of hope and possibility, and a growth mindset is the engine that drives that vision forward.
