Changermaker Series: Teresa Caro

Welcome to Changemaker Stories from LOCAL, an ongoing series of personal interviews with leaders driving change across every industry and discipline. Because change shouldn’t mean going it alone.

This week, we had the pleasure of speaking with Teresa Caro, a leadership coach who believes in the power of having a transformative mindset. Teresa shared her insights on the value of curiosity, patience, and the human side of change. Here are a few key takeaways from our conversation with Teresa:

‍

I worked with a lot of different organizations and realized I had a knack for creating, developing, and growing high performing teams. I eventually thought, “Why just focus on one organization? Why not do this for numerous organizations?” That's how I decided to become an executive and teams coach.

A guiding principle for me is having a transformative mindset. We all talk about growth mindsets as we develop abilities, yet transformative mindsets embrace uncertainty and ambiguity to find innovative solutions.

Yes, we need to all have growth mindsets. We need to work with the people around us and help them grow. I want to really dig deeper into that and help people be comfortable in those uncomfortable spaces.

Liminal spaces are where transformation and innovation truly happen. The challenge is that we tend to get stuck in that in-between. I work on getting people, teams, and companies to move through that liminal space, which is how my company Liminist got its name.

There are common traits in transformative-minded leaders. They possess a deep curiosity for growth, yet what sets transformative leaders apart is their willingness to learn, adapt, and embrace change.

Every organization and transformation is unique. Success requires overcoming limiting beliefs and preconceived notions. Just because a strategy worked in one organization doesn’t mean it will automatically work in another. To make transformation meaningful, leaders must tailor their approach to the specific needs of their team and culture.

The human element is critical in change. Each individual brings unique learning styles, behaviors, and interests to the table. Some individuals approach change with natural curiosity, while others resist due to past experiences or fear of the unknown. Recognizing these differences is essential to fostering engagement and trust.

I lead with curiosity and avoid judgment. I don’t judge the person, myself, or the situation. This mindset allows me to gather vital information and insights before diving into solutions.

Most leaders bring years of muscle memory to the table, which can make learning something new a challenge. Like perfecting a new golf swing, it’s important to first break down old habits, practice the new approach, and then apply it effectively in stressful situations. Otherwise, we tend to revert to our comfort zones when pressure arises.

Change can feel overwhelming, like trying to eat the whole elephant at once. The key is to focus on small, manageable tasks before moving on to the next. I know leaders and organizations are coachable when they commit to setting these mini objectives and work hard to achieve them step by step.

Patience is essential in the change process, especially when teams struggle with key dynamics like trust, constructive conflict, and accountability. Patrick Lencioni’s The Five Dysfunctions of a Team (also known as Wiley’s Five Behaviors) highlights how deeply ingrained habits can hold teams back. Building trust requires vulnerability, constructive conflict thrives on open dialogue, and accountability demands a balance of support and challenge. Many teams have been practicing these behaviors ineffectively for years. With patience, guidance, and the right frameworks, teams can adopt new approaches that lead to meaningful transformation.

Mental fitness and mindfulness are critical to overcoming deeply ingrained negativity that hinders teamwork and productivity. Shirzad Chamine’s Positive Intelligence framework provides a practical approach to addressing this challenge. Research shows that 70% of our daily thoughts are negative. By recognizing and transforming these thought patterns, individuals and teams can unlock their full potential and work together more effectively.

When I speak with successful executives, one common theme stands out: the power of unapologetic prioritization. Processes and frameworks are essential foundational elements that provide structure and clarity within organizations. However, leaders who aim to create transformative mindset teams prioritize the human element. They recognize employees as valuable contributors to the organization’s success, not just numbers on a spreadsheet.

Change is inherently difficult, and fear is a natural part of the process. Addressing fears early and strengthening mindsets allow leaders to uncover opportunities within challenges. By shifting focus from worry to solutions, we can save time and energy while creating a more productive path forward.

Leaders often get stuck trying to change the unchangeable. To help, I use the analogy of a wave: while you can’t control the wave, you can change how you surf it. By focusing on what’s within their control, leaders can navigate life’s uncertainties with greater confidence, productivity, and joy.

Nature offers me valuable lessons about adaptability and perspective. Whether I’m hiking in a national park or playing golf, I find peace and clarity outdoors. Just as leaders must navigate the unpredictability of organizational change, nature reminds us to embrace uncertainty, adapt to challenges, and find joy in the journey.

Are you a Changemaker? We want to hear from you. Let's talk.

‍