I just started reading Tiny Experiments by neuroscientist Anne-Laure Le Cunff, and I can’t put it down. I’m only a couple of chapters in, but her framework on The Experimenter’s Mindset stopped me in my tracks. (So much so that I had to start writing this newsletter immediately.)

Here’s a key insight from the book:

On page 36, Anne introduces four mindsets - Cynicism, Escapism, Perfectionism, and the Experimenter’s Mindset.

Each of these mindsets describes a different way people approach change, learning, and ambition. Over the years, I’ve worked with, coached, led, and sometimes ignored people operating in these different modes.

Who are you surrounding yourself with?

In a previous post, I talked about the importance of blossoming in the shadows and finding a leader willing to experiment:

The key question is: Who are you surrounding yourself with?

Now, you can ask yourself these two simple but revealing questions about yourself and those around you:

Are they ambitious?
Are they curious?

Let’s break it down:

THE FOUR MINDSETS

1. The Cynic Mindset: Low Ambition, Low Curiosity.

These people see transformation as a threat, not an opportunity for progress.

Cynics are the hardest to engage because they resist change at every turn. We all fall into this mindset at times, but the key is not to let it define us. You can’t force someone out of cynicism, but you can help them acknowledge their lack of ambition or curiosity and see if they want to change.

Tip: If you find yourself in a Cynic Mindset, challenge yourself to say “What if?” more often. Start with a small experiment - one tiny step toward a new possibility.

2. The Escapism Mindset: Low Ambition, High Curiosity

This is where big ideas live but action never happens.

Anne describes this as the Peter Pan syndrome - a world of endless ideas but no execution. It feels fun, but it’s ultimately frustrating if you want to create real change.

Tip: If you lean toward escapism, pick one idea and commit to testing it in the real world. Start with a micro-experiment - something you can try in the next 24 hours.

3. The Perfectionism Mindset: High Ambition, Low Curiosity

This is where most professionals get stuck.

They’re driven, they want to succeed, but they only feel comfortable when they have all the answers. They optimize for productivity at the cost of exploration. This can be valuable in execution but dangerous in transformation work.

Tip: If you lean toward perfectionism, give yourself permission to experiment with “imperfect” ideas. Try a rough draft, a prototype, or an early test version before perfecting anything.

4. The Experimenter’s Mindset: High Ambition, High Curiosity

This is where change happens.

You’re hungry to solve the problem, but you also allow space for learning, adapting, and discovering new paths. This is the starting mindset of great innovators and transformational leaders.

Tip: To cultivate this mindset, set a personal goal to ask one new question every day. Curiosity grows when you make space for it.

How to Increase Your Ambition and Curiosity

If you want to lead change, you need both ambition and curiosity. Here’s a few ideas you can start trying today:

Boost Your Ambition

Set a bigger goal than you’re comfortable with. Challenge yourself.
Surround yourself with people who inspire you to think bigger.
Take one uncomfortable action today—send the email, make the pitch, raise your hand.

Expand Your Curiosity

Read outside your industry. (Pick up a book you’d never normally choose.)
Ask better questions. Swap “What should we do?” for “What could we try?”
Try a small experiment this week. (What’s something new you can test with low risk?)

By shifting toward an Experimenter’s Mindset, you create a culture of adaptability, innovation, and progress.

Now, I want to hear from you:

Which mindset do you see the most in your organization? Reply and let me know!

Until next time,

David

Whenever you are ready, there are 4 ways I can help your organization:

Sprints: Get proof an idea will work (or not) in days or weeks. Not months or years
Coaching & Training: Equip your workforce to build more customer-focused solutions
All Hands Workshops: Turn your All Hands meetings + conferences into immediate results
Ways of Working: Launch behavior change interventions before investing significant resources

#29: The 3 Dangerous Mindsets Holding You Back