In a world where change is the only constant, companies face a critical question: Is a growth mindset and a culture of continuous learning just a “nice to have” or a genuine business need? In our most recent GOOD MORNING L&D session, I had the pleasure of welcoming Eduardo Briceño — a true pioneer in the field of growth mindset who, together with Carol Dweck, uncovered why some organizations stagnate and how a radical cultural shift can infuse fresh energy into a company.
Definition and Meaning of Growth Mindset
Eduardo puts it succinctly: “A growth mindset is the belief that our abilities and qualities are malleable — that we can grow through effort, feedback, and deliberate reflection.”
This idea clearly contrasts with a fixed mindset, where talents are seen as innate and unchangeable. Growth doesn’t happen on its own — it’s a conscious decision to continually evolve.
Balancing Performance and Learning
One of the key themes of our conversation was the distinction between the performance zone and the learning zone. Eduardo explains that it’s not enough to simply deliver outstanding results — there must also be room for continuous learning.
Learning while doing—the deliberate creation of learning experiences in everyday work—is the key to driving sustainable innovation and efficiency. A brief morning ritual of reflection, for example, can make all the difference over time.
The Role of Reflection
“We don’t just learn from experience; we learn from reflecting on our experiences,” Eduardo emphasizes. Regular feedback loops and short reflection sessions help turn mistakes into opportunities for improvement — benefiting both personal growth and the entire team’s progress.
Organizational Structures and the Dual Operating System
Eduardo highlights the importance of flexible organizational structures that blend traditional hierarchies with agile, innovation-driven approaches. He illustrates this with a dual system: on one side, proven processes drive the core business efficiently, while on the other, passionate team members — almost like “volunteers” — are given the freedom to experiment with new ideas. This duality is a balancing act between performance and learning, demonstrating that flexibility must always triumph over rigidity in our dynamic world.
Measurement and Feedback
The business case for a growth mindset is best supported by measurable indicators. Eduardo explains that metrics such as the frequency of feedback loops or the willingness to ask for help provide valuable insights. In companies like Microsoft, these metrics even feed into variable compensation — a clear sign that learning must be strategically embedded to boost performance KPIs.
Small, Atomic Habits
Sometimes it’s the little things that make the biggest impact. Eduardo talks about “atomic habits”: “A small, consistent morning ritual, where you consciously decide what you want to improve today, can shape your entire day.” These routines lay the foundation for a culture where continuous learning becomes second nature — and this, in turn, creates a lasting impact on the overall organizational culture.
External Influences and Context
Geopolitical and technological upheavals continually remind us how crucial it is to stay flexible and keep learning. In a world where answers are few and questions abound, the companies that put learning at the center will be the ones best equipped to face the challenges of tomorrow.
Conclusion and Outlook
My conversation with Eduardo Briceño makes it clear: a growth mindset is far more than a buzzword — it’s a strategic necessity that empowers us to not only survive but truly thrive in a dynamic market.
Key Learnings:
- Balancing performance and learning: Integrating dedicated learning phases into daily work — alongside delivering top-notch performance — is essential.
- The importance of reflection: Regular, structured reflection transforms challenges into genuine opportunities for growth.
- Flexible organizational structures: A dual system that combines traditional processes with innovative approaches fosters sustainable growth.
- Measuring learning behavior: Metrics like feedback frequency and the willingness to ask for help directly contribute to better outcomes.
- Small, atomic habits: Daily routines, such as a brief morning ritual for goal-setting, can lead to profound cultural change over time.
- External influences: Amid global challenges, continuous learning becomes an indispensable factor for success.
Outlook:
The insights and approaches discussed lay the groundwork for a company culture where continuous learning isn’t just encouraged—it’s woven into the fabric of daily operations. I invite you to reflect on your own experiences and actively join this journey—because growth never stops. Let’s share what moves us and learn from each other.
What do you think? Is a growth mindset already part of your company’s culture, or is the transformation still ahead?
