text: Annicka Pärson
Michael Jordan is often described as the greatest basketball player of all time thanks to his talent. But talent alone is not enough to explain his career. What truly set Jordan apart from others was his attitude toward hard work, failure, and growth—qualities that closely align with what psychologist Carol Dweck later described as a growth mindset.
In her research, Professor Dweck distinguishes between a fixed mindset —the belief that abilities are innate and unchangeable—and a growth mindset, in which abilities are developed through learning, practice, and perseverance. Jordan’s career is a clear example of the latter.
A frequently recounted moment in Jordan’s history is when he didn’t make the varsity team at his high school. Instead of seeing it as proof that he “wasn’t good enough,” he took it as valuable feedback. He trained purposefully and intensely, improving his fundamentals, his physical conditioning, and his mental strength. This reflects a central principle of a growth mindset: failure is not an identity; it is information.
Throughout his NBA career, Jordan consistently worked on his weaknesses—he refined his shot and adapted his game as the rules changed and his body aged. He actively sought out challenges and pressure. According to Dweck’s research, people with a growth mindset are more likely to take on challenges and persevere in the face of adversity. Jordan did this consistently, not just now and then.
This approach is just as relevant in the business world. Organizations operate in an environment characterized by rapid change, technological disruption, and the widespread adoption of AI. Skills quickly become obsolete, roles are constantly evolving, and no one—not even us as leaders—can rely solely on past experience.
In this context, successful companies tend to reflect the same principles that drove Jordan’s development. They view learning as an ongoing process, not something that happens on isolated occasions. Mistakes are used to improve systems and capabilities, rather than to assign blame. Effort, experimentation, and adaptation are valued more highly than appearing flawless.
AI makes this mindset even more important. While AI can boost efficiency, automate tasks, and support decision-making, the technology also highlights shortcomings in skills, work methods, and thought patterns. Organizations with a fixed mindset may perceive AI as a threat to their competence or status. Organizations with a growth mindset, on the other hand, see it as a tool for learning, empowerment, and improvement—provided that people receive support, training, and trust.
Corporate culture plays a crucial role here. A culture that encourages curiosity, reflection, and psychological safety enables employees to try out new tools, learn from mistakes, and adapt their way of working. Without this cultural foundation, the value is limited—even with the most advanced technology.
Michael Jordan’s career reminds us that lasting success—in sports as well as in business—is not just about talent. It depends on how individuals and organizations respond to challenges, change, and uncertainty.
About Annicka
Annicka Pärson
Founder and CEO, Involve | Board Member, Swedish Basketball Federation and Sweden Basketball AB
Annicka Pärson has worked for over 30 years in the fields of learning, leadership, and organizational development. She founded Involve based on the belief that organizations perform better when people are trusted, included, and encouraged to grow—a belief shaped by parallel careers in business and elite sports, and inspired early on by board chairman Jan Carlzon’s ideas about decentralized, people-centered leadership.
As a long-time advocate of the growth mindset in the corporate world, Annicka also works at the intersection of AI and learning—and advocates for a human-centered approach in which technology supports learning and reflection, while judgment and trust remain human.
