METHODOLOGY
Growth Mindset
Experiential activity-based methodology centred around skilling in active listening, acceptance and building on other's offers (LAB)
Build Agile, Human-Centered Organisations
With a growth mindset mentality, organisations can approach talent development, leadership, and innovation in a more dynamic and adaptive way, unlocking greater potential for continuous learning, resilience, and breakthrough performance.
Provenance
Growth mindset is a concept pioneered by Stanford psychologist Dr. Carol Dweck. In 2012, Dweck defined fixed mindsets (believe their basic abilities, their intelligence, their talents, are just fixed traits, with a certain amount; the goal becomes to look smart all the time) compared to a growth mindset (understand that their talents and abilities can be developed through effort, good teaching and persistence, and everyone can get smarter if they work at it)
“In a growth mindset, people believe that their most basic abilities can be developed … brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.”
— Carol Dweck, Stanford University
Teaching essential strategic skills
Students and academics with a growth mindset demonstrate higher achievement, greater resilience, and improved learning outcomes. For example, Dweck (2006) suggests that a growth mindset
evolves from an attitude of hard work, learning, training, and perseverance.
80%
of senior executives in U.S. companies agree that employee growth mindsets contribute to revenue growth. ▸
50%
higher Total Shareholder Returns for high-growth companies that prioritize growth mindsets than their peers (McKinsey). ▸
89%
of senior leaders agree that future business success will depend on leaders who embody a growth mindset ▸
8%
of year-over-year revenue increase after implementing ambitious growth mindset strategies for Corning. ▸
Key outcomes
Continuous Learning
Employees embrace challenges and persist in the face of setbacks, fueling ongoing improvement
Innovation
Teams are more willing to experiment, take risks, and learn from failure, driving creative breakthroughs
Collaboration
A growth mindset fosters open feedback, knowledge sharing, and collective problem-solving
Resilience
Individuals and organizations become more adaptable and resilient to change and disruption
Microsoft transformed its culture by embedding growth mindset principles. Nadella encouraged employees to shift from being “know-it-alls” to “learn-it-alls,” promoting curiosity, humility, and continuous development. This cultural shift has been credited with revitalizing Microsoft’s innovation and market performance
HP Inc. rolled out growth mindset as a company philosophy, integrating it into all learning and development initiatives. According to Mike Jordan, Global Head of Talent and Learning at HP Inc., “It’s really starting to get ingrained in our culture.” The result: a thriving learning culture, increased engagement, and measurable improvements in employee capability and satisfaction.
What to bring back to the workplace
Employees learn to see obstacles as opportunities for growth, not threats to avoid
People seek and act on feedback, turning setbacks into learning moments
Become more comfortable with ambiguity and change
Grow curiosity and experimentation, leading to innovative solutions
Embrace failure better
For further insights on cultivating high-performing teams and embedding psychological safety into your organisational culture, connect with Rebooter Group's Human Psychological Safety and Performance specialists.
