By Rob Hines, Managing Director, Accounting & Finance
Oftentimes, candidates will ask me how they can continue growing in their careers without making a move. Many professionals are happy in their current roles but still want to feel challenged, engaged, and that they are taking active steps towards growing in their position. My answer is always: the key is learning how to cultivate a growth mindset right where you are.
What is a growth mindset?
A growth mindset can mean different things to whoever you’re asking. For me, it’s believing your skills and abilities are not fixed—they grow through effort, curiosity, and feedback. It’s not just aiming for a promotion; it’s intentionally approaching learning, problem-solving, and challenges. A growth mindset drives engagement, creates value, and builds resilience for challenges ahead.
How can you develop a growth mindset?
In my conversations with candidates over the years, I’ve developed a 3-step approach that I encourage people to take if they truly want to build a growth mindset:
Step 1: Set small, consistent learning goals
One of the biggest misconceptions about professional growth is that it only happens in big leaps—a new certification, a major job change, or a new job title. In reality, the most sustainable growth comes from small, consistent steps.
Think about what’s happening in your company right now. Has a new technology just been rolled out? Is there a reporting process or software that no one has fully mastered yet? These moments are opportunities to position yourself as a resource. By dedicating even 30 minutes a week to structured learning, whether that’s through online courses, industry webinars, or simply reading up on best practices, you not only expand your knowledge but also demonstrate initiative and leadership within your team.
The key here is consistency. Over time, those small learning goals build into a broader set of skills that keep you relevant and make you more resilient in your career.
Step 2: Seek feedback
If you really want to accelerate your growth, feedback is a great tool. It’s something many professionals avoid because it can feel uncomfortable, but the truth is, feedback, especially constructive feedback, is one of the clearest paths to growth.
Don’t wait for annual reviews to ask for it. Proactively seek input from your manager, peers, or even cross-functional colleagues you work with. A good way to start is by asking specific questions like: “What’s one thing I could be doing more effectively on this project?” or “Is there something I can take off of your plate to make your job easier?”
When you make feedback a regular part of your routine, you eliminate the “what ifs” in your role and replace them with opportunity. It shows you’re coachable, self-aware, and committed to development—qualities that stand out in any organization.
Step 3: Work on stretch assignments
The third element of building a growth mindset is stepping into challenges that push you outside your comfort zone. Growth doesn’t happen when everything feels easy—it happens when you take on tasks that will push you to go the extra mile.
This could mean volunteering for a project outside your usual responsibilities, getting involved with a cross-department initiative, or putting your hand up to lead a presentation. These “stretch assignments” are powerful because they give you space to apply your skills in new ways while also exposing you to different parts of the business.
Even if you struggle along the way, the process of navigating something new builds confidence and adaptability. Over time, you’ll notice you can handle and accelerate in these new tasks.
Cultivating a growth mindset doesn’t require changing jobs, landing a promotion, or waiting for the “perfect” new opportunity, but it requires consistency and patience in building new habits. By setting consistent learning goals, embracing feedback, and leaning into stretch assignments, you’ll not only grow in your current role but also prepare yourself for whatever comes next.
The reality is that careers are built on both readiness and resilience. A growth mindset ensures you’re not just waiting for opportunity—you’re actively shaping yourself to be ready for it when it arrives.
About Rob Hines
Rob Hines was one of Landing Point’s first hires in 2016 and has been instrumental in building the firm’s Accounting & Finance practice. Rising from Associate to Managing Director, Rob now co-leads the team, specializing in recruiting top accounting talent for private equity firms, hedge funds, real estate companies, and asset management clients.
With deep experience placing professionals at the associate through manager level—including fund accountants, controllers, and other critical finance roles—Rob is known for helping clients structure high-performing teams while guiding candidates through pivotal career moves.
Before joining Landing Point, Rob worked at Ernst & Young and Madison Realty Capital and graduated with Honors from Iona University. Outside of recruiting, Rob brings his entrepreneurial energy to running his entertainment company and treasures quality time with his wife and son.