The Performance Paradox: Turning the Power of Mindset into Action | Book by Eduardo Briceño

“The Performance Paradox is an essential read for fostering learning, performance, and a growth mindset. It skillfully shows you how to put your mindset into action as an individual and as an organization. This book will guide your journey toward building world-class competencies, resilience, and impact. I wholeheartedly recommend it.”

— Carol S. Dweck, Ph.D.
Bestselling author of Mindset


— The Next Big Idea Club
Curated by Susan Cain, Malcolm Gladwell, Adam Grant, and Daniel Pink.

“More than anyone I know, Eduardo Briceño has devoted himself to bringing academic research on mindsets into the everyday lives of learners of all ages. His passion and optimism are contagious, and in every interaction, I come away inspired.”

— Angela Duckworth, Ph.D.
NYT bestselling author of Grit

“Eduardo offers invaluable insights that will change how we approach our personal and professional journeys. His thoughtful exploration of the performance and learning zones unveils a roadmap to continuous improvement, enabling us to thrive in an ever-evolving world. His frameworks equip readers with the essential skills and techniques needed to embrace a growth mindset, find wisdom in mistakes, and understand the delicate balance between learning and performance.”

— Kathleen Hogan
Chief People Officer, Microsoft

“The Performance Paradox is a go-to playbook for developing thriving workplaces and lives. This gem is insightful, useful, and absorbing, and filled with captivating stories and examples of how top performers drive growth. Whether you’re starting your career, a contributing manager, or a senior executive, this book will equip you and your organization to write your story in a world of constant change.”

— Chip Conley
Founder of Modern Elder Academy and NYT bestselling author

“If you’re tired of running in circles and not making any meaningful progress towards your goals, The Performance Paradox is the book you need to read. Eduardo’s writing and stories are engaging, insightful, and provide the practical advice you need to break out of your rut and start making real change today.”

— Marshall Goldsmith, Ph.D.
Thinkers50 #1 Executive Coach and NYT bestselling author

“With crisp, clear tactics and new frameworks that feel instantly familiar, Eduardo Briceño shows you how to learn and keep learning for your own good — even in those moments when you think it’s the last thing you can afford to do. I dare you to read The Performance Paradox without rushing to apply it.”

— Mónica Guzmán
Senior Fellow at Braver Angels and author of I Never Thought Of It That Way

“Full of fresh perspectives, unconventional solutions and big ideas to transform you and your workplace.”

— SHRM (Society for Human Resource Management)
The largest HR membership organization

Breakthrough Idea Award Shortlist

— Thinkers 50
“The Oscars of management thinking,” according to the Financial Times

“The Performance Paradox stands out as an indispensable resource for professionals and leaders seeking to foster continuous learning and drive meaningful impact in their organizations.”

— Stevie Awards
2024 Best Business Book Gold Winner: The Performance Paradox

Bulk Order Discounts

Bulk order discounts are available through Bookpal and through Porchlight Books.

What Is The Performance Paradox?

The performance paradox is the counterintuitive reality that if we focus only on performing, our performance suffers.

Many of us have a vague, misguided sense that to improve we just have to work hard at getting things done. But in fact, that’s not the way to improve. There are two different kinds of hard work and they’re both essential.

To improve or innovate, we can’t spend all our time doing things as best as we know how, trying to minimize mistakes (I call this the Performance Zone). We have to also engage in the mental state and strategies to go beyond what we know (I call this the Learning Zone). When we do these together, we’re Learning While Doing.

The most successful individuals, teams, and organizations habituate the two zones.

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