This framework from Bruce Kasanoff and The Cowen Group proposes that there are four trainable qualities that will enhance a legal professional’s ability to succeed in the digital future of work. We have grouped each quality by level (i.e. beginner, intermediate, advanced and expert) according to the methodology outlined in the pages ahead.

We use this framework in two ways. First, each participant ranks their current proficiency level. (Since people tend to overestimate their proficiency, we then ask a few qualifying questions.) 

Second, once we have locked in the current state of each individual, we ask you to choose their desired future state. This gives you specific goals on which to focus in the months and years ahead.

Here are detailed explanations of each stage for each skill.

GROWTH MINDSET

Four stages of growth mindset development, from beginner to expert, can be conceptualized by adapting the "four stages of competence" model developed by psychologist Abraham Maslow. This framework maps the journey from complete unawareness of a fixed mindset to an unconscious, automatic, and fully integrated growth mindset.

1. Beginner: Unconscious Incompetence

In the first stage, you are not only unable to perform a skill but are also unaware of your own deficit. In terms of mindset, this stage is characterized by a "fixed mindset" where you have little to no awareness of how your beliefs are limiting your growth.

Mindset: Your abilities are static and inherent. You may believe you are "just not a math person" or that "some people have talent and some don't."

Approach to Challenges: You avoid difficult situations for fear of failure, which you see as a reflection of your innate limitations. You stay within your comfort zone and stick to tasks you know you can succeed at.

Problem-Solving: You may become defensive and dismissive of criticism, interpreting it as a personal attack rather than an opportunity to learn. You never see the need for change.

Risk: Remaining trapped in limiting beliefs that prevent growth and missing opportunities to develop capabilities that would enhance leadership effectiveness.

2. Intermediate: Conscious Incompetence

This stage marks the critical turning point where you become aware of your limitations and the benefits of adopting a growth mindset, though you still lack the skill to consistently apply it. You have acknowledged the existence of a fixed mindset and can begin to recognize its manifestations in your own behavior.

Mindset: You now understand that effort and practice can develop your abilities, though this new belief doesn't yet feel natural.

Approach to Challenges: You start to reframe challenges as learning opportunities and are more willing to step out of your comfort zone, though it may still feel awkward or uncomfortable.

Problem-Solving: You begin to see feedback as valuable information for improvement, even if you still struggle with initial feelings of defensiveness. You intentionally work on changing your reactions.

Risk: Inconsistency in application due to the high cognitive load required to override ingrained fixed-mindset habits.

3. Advanced: Conscious Competence

At this stage, you have developed the skills and habits needed to operate with a growth mindset, but it still requires deliberate concentration. You can actively apply growth-oriented strategies, but they are not yet automatic. This is the stage of active relearning and building new neural pathways.

Mindset: Your belief in your potential for growth is strong and consistent. You value effort and persistence as the path to mastery.

Approach to Challenges: You intentionally seek out challenges, viewing them as valuable practice for new skills. You are resilient when faced with setbacks and can proactively analyze mistakes.

Problem-Solving: You actively solicit feedback and use it to refine your strategies. You practice consciously applying a growth mindset, especially when triggered by difficult emotions.

Risk: Mental fatigue from the constant conscious effort required to maintain growth-oriented responses, potentially leading to regression under stress.

4. Expert: Unconscious Competence

In the final stage, the growth mindset has been fully integrated. It is no longer a conscious effort but an automatic and ingrained way of thinking.

Mindset: Your ability to grow is a fundamental, unquestioned belief. The joy of learning and the process itself are the primary motivators, rather than the outcome.

Approach to Challenges: You intuitively embrace challenges, and when faced with a setback, your immediate, automatic response is to analyze what you can learn and how you can improve.

Problem-Solving: You welcome feedback naturally, and it doesn't provoke an emotional reaction. You can easily discern useful information from unhelpful criticism.

Risk: Potentially becoming overly optimistic about what can be changed or improved, occasionally underestimating genuine constraints or limitations.

GRIT

While no formal, universal scale with four specific levels of grit (beginner to expert) exists, the concept—defined as passionate perseverance toward a long-term goal—can be understood through four progressive psychological stages identified by psychologist Angela Duckworth.

1. Beginner: Interest

At the beginner level, the foundation of grit is simply curiosity. You are exploring different activities to discover what you enjoy and what you don't.

Mindset: Driven by novelty, fascination, and the enjoyment of discovering something new. You believe exploration is valuable for finding your true calling.

Approach to Goals: Interests may change frequently as you search for a truly captivating pursuit. You sample different activities and experiences broadly.

Problem-Solving: When obstacles arise, your tendency is to pivot to something new rather than persevere through difficulties.

Risk: Without sustained focus, interest can remain fleeting, leading to a tendency to give up and move on to the next new thing when challenges arise.

2. Intermediate: Deliberate Practice

Once an interest is identified, the intermediate stage involves committing to and improving at a single area. This requires intentional, focused effort, even when it's no longer fun.

Mindset: The desire to improve and grow motivates you, with focus on specific weaknesses to get better. You believe that consistent practice leads to mastery.

Approach to Goals: You commit to a routine of practice that can be challenging and frustrating, but the belief in improvement keeps you going.

Problem-Solving: You systematically identify areas for improvement and develop specific strategies to address weaknesses, even when progress feels slow.

Risk: Burnout can occur if you become too focused on mechanics of practice without connecting to larger purpose or meaning.

3. Advanced: Connecting to Purpose

Moving from intermediate to advanced grit involves connecting your personal practice to a larger, more meaningful purpose. You see your work as benefiting others, which strengthens your resolve and resilience.

Mindset: The conviction that your work serves something bigger than yourself. This purpose-driven motivation is far more powerful and sustainable than mere interest.

Approach to Goals: You persist despite setbacks because you understand the impact of your work. Your personal mission becomes intertwined with broader service.

Problem-Solving: When faced with obstacles, you draw strength from understanding how overcoming them serves your larger purpose and benefits others.

Risk: Losing sight of the "why" behind the work, or having your sense of purpose become too narrow or rigid to adapt to changing circumstances.

4. Expert: Hope (Growth Mindset + Optimism)

The final and most resilient level of grit is fueled by hope, which Duckworth defines as a growth mindset and optimism. An expert knows that effort can improve their future, regardless of past failures.

Mindset: A fundamental, unshakable belief that you can overcome setbacks and that things will get better. This is not passive hope, but an active, optimistic way of explaining adversity.

Approach to Goals: You frame failures as temporary and specific, not permanent or pervasive. You have a long-term perspective and see obstacles as opportunities.

Problem-Solving: You automatically reframe setbacks as learning opportunities and maintain forward momentum even through significant challenges.

Risk: Potentially underestimating genuine threats or constraints by maintaining excessive optimism in situations that require more cautious or defensive approaches.

ADAPTABILITY

There are four common levels of adaptability, from resisting change to embracing it as an opportunity for innovation. This progression involves moving through stages of awareness and competence in both professional and personal development.

1. Beginner: Resistance to Change

At this stage, an individual is hesitant and uncomfortable with change. They prefer established routines and view new processes with suspicion.

Mindset: They tend to have a fixed mindset, believing their abilities and knowledge are static. Change is viewed as disruptive and potentially threatening.

Approach to Change: The initial reaction is denial or anxiety, and the person may focus on the negatives of the change. They prefer clear, defined rules to follow.

Problem-Solving: They often require significant external motivation to accept new approaches and rely heavily on established procedures and precedents.

Risk: Becoming increasingly obsolete as the environment changes, potentially limiting career advancement and organizational effectiveness.

2. Intermediate: Acceptance of Change

This individual has moved past resistance and can tolerate change, though they may not seek it out. They demonstrate flexibility and resilience when faced with unexpected challenges.

Mindset: They are more open-minded, seeing change as a necessary part of process and growth. They believe adaptation is possible with effort.

Approach to Change: They can adjust their approach when required and handle uncertainty without becoming overwhelmed.

Problem-Solving: They begin to use new information to modify their existing strategies rather than cling to old ways of doing things.

Risk: Remaining reactive rather than proactive, potentially missing opportunities to shape change rather than simply respond to it.

3. Advanced: Proactive Adaptation

At this stage, individuals actively anticipate and prepare for change rather than just reacting to it. They demonstrate a high degree of flexibility and begin to think innovatively.

Mindset: They have a strong growth mindset and are proactive in their learning, seeing continuous adaptation as essential to navigating a dynamic world.

Approach to Change: They view change as an opportunity for growth and use it as a catalyst for creative thinking and problem-solving.

Problem-Solving: They engage in "unlearning"—letting go of outdated knowledge to acquire new skills—and explore new territories outside their comfort zone.

Risk: Potentially changing too frequently or dramatically, creating instability or confusion for others who depend on consistency.

4. Expert: Adaptive Progression

The expert level, also known as "adaptive progression," is where an individual not only adapts but strategically uses change to create new opportunities for themselves and their organization.

Mindset: Their adaptability is a core part of their identity. They see their future not as a fixed destination but as a place they create through their choices and actions.

Approach to Change: They expect the unexpected and look forward to new demands, seeing them as inevitable and even desirable. They remain calm and productive even when pulled in multiple directions.

Problem-Solving: They leverage complex systems thinking, understanding the interconnectedness of different factors to navigate change and help others adapt effectively.

Risk: Potentially creating too much change or complexity for others to handle, or becoming so comfortable with uncertainty that they undervalue the benefits of stability.

DIGITAL RESOURCEFULNESS

Drawing on models for digital leadership and AI fluency, here are four levels of digital resourcefulness for senior leaders, from beginner to expert:

1. Beginner: The Observer

At this level, a leader recognizes that AI and digital technologies are reshaping business but lacks practical experience in applying them strategically. They observe trends without understanding implementation pathways.

Mindset: Technology is something that happens to the organization rather than a tool for strategic advantage.

Approach to AI/Technology: Views AI as either overhyped marketing or a distant future concern. May delegate all technology decisions to IT or younger employees without strategic oversight.

Problem-Solving: When faced with operational challenges, rarely considers technological solutions. Relies primarily on traditional approaches and existing processes.

Risk: Missing competitive opportunities and becoming increasingly disconnected from how technology can drive business outcomes.

2. Intermediate: The Experimenter

This leader has begun to understand AI's potential and actively seeks to learn through controlled experimentation. They can identify specific use cases but struggle with broader strategic integration.

Mindset: Technology is a powerful tool that requires understanding and careful implementation to create business value.

Approach to AI/Technology: Tests AI tools personally (Copilot, ChatGPT, automation platforms) and sponsors pilot projects. Asks informed questions about capabilities, limitations, and ROI.

Problem-Solving: Identifies routine tasks and processes where AI might add value. Begins to see patterns between technology capabilities and business challenges.

Risk: Treating AI as a series of isolated tools rather than understanding its transformative potential for entire business models.

3. Advanced: The Strategist

The advanced leader can evaluate technology initiatives within broader business strategy and guide their organization through systematic digital transformation. They balance innovation with risk management.

Mindset: Technology is a core component of competitive strategy that requires ongoing attention and investment to master.

Approach to AI/Technology: Develops organizational AI governance frameworks. Can assess vendor proposals, understand technical trade-offs, and align technology investments with strategic objectives.

Problem-Solving: Approaches complex business challenges by considering how AI and digital tools can fundamentally reimagine processes, customer experiences, and value creation.

Risk: Becoming overly focused on technology for its own sake rather than maintaining customer and stakeholder focus.

4. Expert: The Visionary

The expert leader leverages deep understanding of AI and emerging technologies to create new business models, markets, and organizational capabilities. They help shape industry standards and practices.

Mindset: Technology fluency is essential leadership competency. The leader sees their role as helping the organization continuously evolve its digital capabilities.

Approach to AI/Technology: Influences industry conversations about responsible AI adoption. Creates partnerships between technologists and business leaders to drive innovation that serves human needs.

Problem-Solving: Identifies opportunities to use technology not just for efficiency but for creating entirely new forms of value. Balances aggressive innovation with ethical considerations and long-term sustainability.

Risk: Moving so far ahead of the organization's capacity that initiatives become disconnected from practical implementation.