The 100-year life. And why growth mindset is a non-negotiable.

A few years ago I read "The 100-Year Life" (Lynda Gratton and Andrew Scott).  It reshaped how I think about careers.

Historically, life followed three neat stages:

🎓 Education
💼 Work
🌴 Retirement

As life expectancy pushes towards 100 - whether for our children, or certainly theirs - that model collapses.
 
Instead of clean phases, life will comprise time-sliced chapters:

🔁 Work.
📚 Re-skill.
⏸ Pause.
🚀 Re-enter.
🔄 Shift industries.
🏗 Build again.

Adaptability is non-negotiable.

Now here’s where this becomes practical.

If you’re a founder or scaling leader, your organisation lives in permanent reinvention:

New product.
New market.
New systems.
New mistakes.
New business model.

You don’t need people 𝘄𝗵𝗼 𝘀𝗶𝗺𝗽𝗹𝘆 𝗸𝗻𝗼𝘄 𝘁𝗵𝗶𝗻𝗴𝘀.  You need people 𝘄𝗵𝗼 𝗰𝗮𝗻 𝗹𝗲𝗮𝗿𝗻 𝘁𝗵𝗶𝗻𝗴𝘀.

In scaling environments, 𝗴𝗿𝗼𝘄𝘁𝗵 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 matters more than current knowledge.

Knowledge can be acquired.
Mindset is harder to manufacture.

Yes, culture shapes it.
But the raw material matters.

So when hiring, I ask:

❓ “𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗼 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁𝗹𝘆 𝘁𝗼 𝗲𝘅𝗽𝗮𝗻𝗱 𝘆𝗼𝘂𝗿 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗮𝗻𝗱 𝘀𝗵𝗮𝗿𝗽𝗲𝗻 𝘆𝗼𝘂𝗿 𝘀𝗸𝗶𝗹𝗹𝘀?” (Yes, I’m giving away one of my interview questions 😉).

I’m not listening for what they know, but what they do.
I’m listening for:
• Curiosity
• Ownership
• Openness
• Energy in the stretch
• Absence of defensiveness

Which allows me to dig deeper.

In a 60-year career, the winners won’t be those who knew the most at 30.  They’ll be the ones still expanding at 50 and beyond.

For scale-ups, growth mindset isn’t a cultural extra.

It’s a survival trait.