An idea (an open mindset)

A few years ago, I had the idea to bring on a team of volunteers to help with my work at Intentional Leader.

It seemed like a great move—more hands, more impact.

At the time, I was leading an office of prosecutors, releasing a podcast every two weeks, and we were expecting our second child.

But I had done the research.

I had a plan.

I was convinced this would work.

Then my wife—who thankfully tells me what I need to hear, not just what I want to hear—asked a simple but crucial question:

“Do you really have the bandwidth to manage a team of volunteers?”

I didn’t want to hear it.

I brushed it off.

What did she know?

I had it figured out.

Well, it turns out, she was right.

The volunteers were incredible, but as my wife had wisely pointed out, I didn’t have the capacity to support them well.

The problem wasn’t my plan. It was my mindset.

I wasn’t open to what she had to say.

And it cost me.

How open are you to new information?

An open mindset is one of the four essential success mindsets outlined by Ryan Gottfredson in Success Mindsets, and for good reason.

It’s the difference between leaders who grow and adapt—and those who stay stuck in their own echo chambers.

But being open to new information isn’t always easy.

The Power of an Open Mindset

Adam Grant, in Think Again, argues that the most effective leaders don’t see themselves as preachers (defending their beliefs), prosecutors (attacking other perspectives), or politicians (seeking approval).

Instead, they think like scientists—constantly questioning their assumptions, testing new ideas, and being willing to change their minds.

That’s the essence of an open mindset:

Curiosity over certainty – Instead of clinging to what we “know,” we stay open to what we might not know yet.
Learning over defending – Instead of treating beliefs like our identity, we treat them like a hypothesis that can be refined.
Growth over ego – Instead of resisting new perspectives, we embrace the possibility that someone else sees something we don’t.

In contrast, a closed mindset assumes we already have the right answers and resists anything that challenges them.

Shane Parrish, in Clear Thinking, describes this as the difference between operating in defensive mode (where we react emotionally and protect our current beliefs) versus deliberate mode (where we slow down, detach from our biases, and make decisions with clarity).

So why do so many leaders—myself included—struggle with this?

What Gets in the Way of an Open Mindset?

The biggest barriers to an open mindset aren’t intelligence or experience.

They’re psychological blind spots:

Cognitive entrenchment – The more experienced we become, the more we assume we’re right. We stop questioning and start defending.
Certainty bias – We naturally favor information that confirms what we already believe, ignoring contradictory evidence.
Ego protection – It’s uncomfortable to admit we might be wrong, so we resist challenges to our thinking.

In my case, I had fallen into the trap of cognitive entrenchment—assuming that because I had done the research, I had the right answer.

I wasn’t seeing the full picture.

Even though my wife hadn't done the research, she had a perspective I couldn't see.

If I had been wiser in the moment, I would have valued her unique perspective.

How to Cultivate an Open Mindset

So how do we think again (as Adam Grant puts it) and develop an open mindset?

Adopt a scientist mindset – Instead of asking, How can I prove I’m right?, ask What might I be missing? (Dr. Amy Edmondson suggested this question during my interview with her.)
Pause before rejecting new information – When someone offers feedback that contradicts your thinking, don’t dismiss it. Instead, ask: What if this is true?
Surround yourself with truth-tellers – Invite people into your life who won’t just agree with you but will challenge you when needed. And when they do? Listen.
Detach your identity from your beliefs – The best leaders don’t tie their worth to being right. They tie it to being willing to learn.

Final Thought: What Are You Resisting Right Now?

Think about a piece of feedback or advice you’ve recently brushed off. Maybe it came from a spouse, a colleague, or a friend.

Now ask yourself: Is there any chance they might be right?

Great leaders aren’t the ones who always have the right answers.

They’re the ones who are open enough to recognize when they don’t.

I'm honored to be on this journey of learning together.

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P.S. Thank you for all of you that have subscribed to my YouTube channel. We just passed 4,000 subscribers! Connect with me there if you enjoy YouTube!

A question

What’s one time you resisted feedback—only to later realize it was exactly what you needed to hear?

A quote and resource

“Leaders who don't listen will eventually be surrounded by people who have nothing to say.”

—Andy Stanley

The Mission

I am on a mission to help thousands of leaders gain clarity, courage, community, and consistency in their lives. Thank you for joining me on this journey!

I'm rooting for you,

Cal

➡️ When you're ready, I can help you gain more joy and deep clarity with my Core Values Mini Course. It has helped over 150 leaders live a truly intentional life. Join here 🎯

Intentional Letter: Adopt this Mindset