Cultivating a Growth Mindset Across the Sheriff’s Office

By Dr. Fernando Llamoca - O2X On-Site Specialist

In the ever-changing world of public safety, the ability to adapt, learn, and grow is essential. Whether handling emergencies, processing inmates, coordinating dispatch operations, or managing administrative duties, every part of a sheriff’s office relies on personnel who can think critically and stay resilient under pressure. Research on mindset theory, developed by psychologist Dr. Carol Dweck, provides a robust framework for developing those skills. Her work highlights the difference between a fixed mindset, the belief that abilities are innate and unchangeable, and a growth mindset, the belief that intelligence and skills can be improved through effort, learning, and practical strategies (Dweck & Yeager, 2019).

When applied to law enforcement and public safety groups, mindset research helps agencies enhance performance, reduce burnout, and cultivate cultures that prioritize growth over perfection. Every part of a sheriff’s office (law enforcement, corrections, communications, and civilian support) can gain from using this science in daily work.

The Science of Mindset

Individuals with a growth mindset are more likely to persist through challenges, seek feedback, and see mistakes as chances for learning (Dweck & Yeager, 2019). In contrast, a fixed mindset often leads to avoidance, defensiveness, and a fear of failure. These traits directly impact performance in high-stakes fields such as policing and emergency communications, where rapid learning and adaptability can save lives.

Recent research has expanded mindset theory from individuals to entire organizations. Canning et al. (2020) found that employees who saw their workplace as valuing learning and development, what researchers call a “growth-mindset culture”, reported greater trust, collaboration, and commitment. In contrast, organizations perceived to have a “fixed-mindset culture” tend to foster fear of mistakes and lower ethical behavior. For a sheriff’s office, this distinction is key: fostering a growth-focused environment supports both operational excellence and moral integrity.

Mindset and Resilience in First Responders

Law enforcement officers, corrections deputies, and emergency communications personnel regularly face trauma, unpredictability, and chronic stress. Building resilience, the ability to recover and adapt in the face of adversity, is essential. Studies indicate that a growth mindset functions as a psychological buffer, improving stress management and emotional regulation (O’Neil & Kruger, 2022). Officers who believe their coping skills and emotional responses can be strengthened over time are better prepared to handle critical incidents without long-term performance setbacks.

A 2024 systematic review by Moreno et al. emphasized that resilience training programs incorporating mindset education, self-regulation strategies, and reflection can significantly enhance well-being and decision-making in police forces. Likewise, McCraty and Atkinson (2012) demonstrated that officers who participated in resilience-based mindset training experienced decreased physiological stress, better focus, and greater emotional stability. These findings underscore that fostering a growth mindset is not only essential for personal motivation but also crucial for officer safety and the delivery of effective public service.

Applying Mindset Research Across Divisions

1. Law Enforcement

For sworn personnel, adopting a growth mindset encourages ongoing skill development in areas like de-escalation, communication, and tactical decision-making. When mistakes are seen as opportunities to learn rather than as faults, officers are more inclined to share insights and enhance team performance. Leadership can support this by focusing on learning-oriented evaluations instead of outcome-based metrics.

2. Corrections

Correctional deputies work in environments where adaptability and emotional control are essential. A growth mindset enables staff to handle complex inmate interactions and view challenging behaviors as opportunities to try new strategies. Training modules that combine mindset principles with conflict resolution and stress management have been proven to boost confidence and lower burnout (Moreno et al., 2024).

3. Communications

Dispatchers and call-takers work under intense pressure, often with limited information. A growth mindset fosters situational awareness and emotional regulation, enabling personnel to stay engaged and adaptable during emergencies. Encouraging dispatchers to view calls as learning opportunities supports both professional growth and operational improvement.

4. Civilian Support Personnel

Administrative, technical, and logistical staff play a crucial role in maintaining the effectiveness of a department. Fostering a growth mindset in these areas enhances innovation, efficiency, and problem-solving. Leaders can demonstrate this mindset by supporting continuous improvement initiatives, cross-training, and recognizing initiative and effort.

Leadership’s Role in Building a Growth-Mindset Culture

Leaders at all levels, whether sworn or unsworn, set the tone for the culture of mindset. Supervisors can model growth-focused behavior by using language that emphasizes learning (“What can we take away from this?”) rather than blame (“Who made the mistake?”). Research indicates that when employees see leadership as valuing effort, adaptability, and collaboration, organizational trust and retention increase (Canning et al., 2020).

Practical steps include: 

• Reflective practice: Conducting after-action reviews and debriefings across divisions enables personnel to learn constructively from both successful and challenging cases.
• Normalizing Mistakes: Leaders should frame errors as learning opportunities, not as grounds for punishment, fostering psychological safety and encouraging innovation. 
• Ongoing Training: Regular access to formal and informal development opportunities reinforces the importance of skill and knowledge growth. 
• Peer Mentorship: Cross-functional mentoring and support networks promote knowledge sharing and collective problem solving. 
• Recognizing Progress: Praising improvements, small or big, that are praiseworthy and ongoing effort boosts motivation and honors the journey of professional growth.

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By doing so, agencies create a workplace where every member-deputy, dispatcher, or civilian, feels empowered to learn and improve.

Conclusion

Mindset research offers a unifying framework for growth in all parts of a sheriff’s office, both professionally and personally. A culture that promotes a growth mindset fosters adaptability, resilience, and ethical behavior, traits that enhance preparedness, reduce burnout, and build public trust. As Dweck and Yeager (2019) highlight, when organizations believe that abilities and systems can improve through deliberate effort, they set the stage for excellence. By intentionally embracing growth-mindset principles, sheriff’s offices can turn daily challenges into learning opportunities and develop a resilient workforce capable of serving the community with integrity and excellence.

References:

1. Canning, E. A., Murphy, M. C., Emerson, K. T. U., Chatman, J. A., Dweck, C. S., & Kray, L. J. (2020). Cultures of genius at work: Organizational mindsets predict cultural norms, trust, and commitment. Personality and Social Psychology Bulletin, 46(4), 626–642. https://doi.org/10.1177/0146167219872473
2. Dweck, C. S., & Yeager, D. S. (2019). Mindsets: A view from two eras. Perspectives on Psychological Science, 14(3), 481–496. https://doi.org/10.1177/1745691618804166
3. McCraty, R., & Atkinson, M. (2012). A resilience training program reduces both physiological and psychological stress in police officers. Global Advances in Health and Medicine, 1(5), 44–66. https://doi.org/10.7453/gahmj.2012.1.5.013
4. Moreno, A. F., Karanika-Murray, M., Batista, P., Hill, R., Rubiol Vilalta, S., & Oliveira-Silva, P. (2024). Resilience training programs with police forces: A systematic review. Journal of Police and Criminal Psychology.https://doi.org/10.1007/s11896-023-09633-y
5. O’Neil, J. W., & Kruger, L. (2022). Mindset as a resilience resource and perceived wellness of first responders in a South African context. Jàmbá: Journal of Disaster Risk Studies, 14(1), Article 1312. https://doi.org/10.4102/jamba.v14i1.1312

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About O2X On-Site Specialist Dr.Fernando Llamoca:

Fernando Llamoca is an O2X On-Site Human Performance Specialist who works with the Palm Beach Sheriff’s Office. Fernando applies his expertise in sport psychology, positive psychology, and industrial-organizational psychology to assist individuals in developing and cultivating mental skills that enable them to perform at their best consistently and deliberately. Through his work, he equips his clients with tools and strategies to enhance readiness and resilience in their work environment to achieve their goals.

For the past decade, Fernando has worked with athletes from high school to collegiate levels and soldiers from the United States Army. In this journey, he has been fortunate to partner with others to help them excel and thrive in the aspects of life that matter most to them. This work is not only exciting but also profoundly gratifying. Having been involved in sports from a young age and working as a mental performance coach, Fernando understands that a key ingredient for helping individuals improve their performance is their mindset. To reach the goals we set for ourselves, whether professional or personal, we must create a narrative that aligns with those objectives. By providing coaching, support, and opportunities for self-discovery to help clients navigate their experiences together, he establishes a strong foundation for growth and change.

Fernando holds a Bachelor’s degree in Psychology with a minor in Philosophy, a Master’s in Business Administration, a Master’s in Sport Psychology, and a Ph.D. in Industrial-Organizational Psychology.