What is your leadership mindset? It can be many things. Let’s start with how you view yourself as a leader of others. This self-perception impacts how you think about situations (positively or negatively) that occur with your team. How you interpret situations that occur. How you respond to those situations and ultimately the decisions you make that creates results. Your mindset impacts how you lead others and sets the culture for your organization.
Your employees watch every move you make. Your actions speak far louder than your words. What if you were as attentive to them as they are to you? What could you learn about the individual members of your team? How do they like to be communicated with, managed or motivated? This is where being keenly self-aware of the impact you have on others comes into play. It may be helpful to assess how your mindset is affecting these important relationships with your team members.
Carol Dwek’s book Mindset, The New Psychology of Success teaches us about the “growth mindset”. Dwek writes,“Mindsets are an important part of your personality, but you can change them. Just by knowing about the two mindsets, you can start thinking and reacting in new ways.” These two mindsets are the fixed mindset and the growth mindset. The growth mindset focuses on learning over achievement, while the fixed mindset focuses on achievement and fixing mistakes. With a growth mindset you embrace failure, mistakes, criticism, setbacks. This can be defined as resiliency. As a leader what example are our setting for your team?
In working with your team, how open are you to involving your employees in decisions that affect them? Employee involvement is key to change management and moving your people to embrace new ways of doing things; like new IT solutions, office moves or organizational changes. Don’t let your people be that untapped resource on solving customer problems either. Inclusion can be a mindset issue. Is it for you? Tapping into the knowledge and wisdom of your team members is tapping into the collective genius for your organization.
If this mindset shift interests you, choose one area of your current mindset you would like to change. Perhaps it’s to adopt a more positive outlook about your employees. Make the choice to intentionally work with them to identify their strengths. and how you can help them leverage their strengths in their current role. Oh, and about their limitations, discuss those as well. Determine a strategy to strengthen the limitations through training, coaching or mentoring. Using the growth mindset, learning is the focus so your team members can excel at what they love to do. You, as a leader look like a rock star with a team of high performers that display resilience and confidence in the face of setbacks and team wins!
If your goal is to create productive, positive mindsets to be the leader you aspire to be, please contact me. Shifting your mindset can move you from good to great.