In an era defined by rapid technological advancements, most notably the integration of AI, the need for agility and a learning-oriented workforce—one with a growth mindset—has never been greater.
The term growth mindset, coined by Stanford professor Carol Dweck, reflects the belief that skills and intelligence can be developed through dedication and effort. Organizations have embraced the concept, using it to drive not only individual development but also a culture of continuous improvement, learning, adaptability, and innovation—all of which are increasingly important given the rate of change today.
With the half-life of skills continuing to shrink, the ability to adapt and learn has become a survival trait for businesses across industries. The World Economic Forum predicts that 44% of workers’ skills will be disrupted between 2023 and 2028, making a growth mindset essential for organizations to keep up and thrive.
Companies that cultivate a growth mindset consistently outperform their peers, demonstrating higher levels of employee engagement, faster problem-solving, and increased agility in the face of disruption. They’re often characterized by a culture that celebrates:
- Seeking to learn.
- Embracing feedback.
- Setting ambitious goals.
- Getting excited about new challenges.
- Taking smart risks and learning from failures.
- A culture of open dialogue and candor.
Chief People Officers (CPOs/CHROs) play a critical role in building a growth mindset within the organization, and the best place to start is within their own function.
# Building a Growth Mindset in HR
As stewards of talent and culture, CPOs must take the lead in embedding this mindset across the organization, starting with the HR function itself.
Here’s how to get started.
- Invest in upskilling your own HR team
- Be the first to adopt new technologies, experiment and learn
- Create a listening culture
- Recognize and reward smart risks, even if they fail
Read the full article on "HR Daily Advisor."
