Have you ever caught yourself or a teammate saying, “There’s nothing I can do,” or “I’ve got this—no help needed”? These phrases might signal a mindset that’s limiting potential and collaboration.
The Challenge
In today’s high-pressure corporate environment, many leaders and teams get stuck swinging between two extremes: Victim and Bravado mindsets. In Victim mode, people feel powerless—blaming external forces, avoiding responsibility, and disengaging. On the other end, Bravado shows up as overconfidence, resistance to feedback, and the belief that pushing through alone is the only way. Both stances drain energy, limit innovation, and erode trust.
Strategize
The real breakthrough happens when teams shift into Flow—a mindset of ownership, learning, collaboration, and responsiveness. People in Flow acknowledge challenges and actively seek solutions. They balance humility with confidence, individual drive with collective purpose.
So why do we get stuck in Victim or Bravado? Often, it is a response to stress, fear of failure, or unclear expectations. Recognizing this pattern is the first step toward change.
Dig Deeper
Leaders can begin by tuning into team language and energy:
- Victim signs: “It’s out of my hands,” “This always happens to us,” or silence in meetings.
- Bravado signs: “I already know,” “They just need to listen to me,” or refusal to adapt.
Ask yourself:
- Where am I operating from right now—Victim, Bravado, or Flow? How about my team?
- What internal cues (stress, fear, burnout) or external factors (uncertainty, etc.) might be influencing my mindset today?
- Am I reacting or responding to challenges?
- Are team members speaking up, taking ownership, and collaborating—or retreating and resisting?
- What language, behaviors, or energy shifts signal a team imbalance?
- What conversations are missing or avoided within the team?
- Am I creating space for dialogue, learning, and constructive feedback?
Metrics such as employee engagement, psychological safety scores, and team performance dips can also indicate a mindset imbalance.
Take Action
Start shifting the culture with these small steps:
- Name the Mindset – In a non-judgmental way, introduce the Victim-Bravado-Flow model in a team meeting. Invite reflection.
- Model Flow – Openly share your own challenges and successes and how you sought support. This builds trust.
- Prompt Ownership – Use questions like “What can we influence right now?” or “What’s a small step forward?”
- Celebrate Collaboration – Highlight moments when someone sought input, adjusted direction, or turned feedback into action.
