Six Leadership Mindsets

There are six key components, or mindsets, that leaders must have for organizational success. Asking questions from these viewpoints uncovers what has happened, what is happening, and what is likely to happen, arming leaders with a comprehensive assessment.

1. Inventing Mindset: What new products or services can we develop? What better methods or approaches can we find?

2. Catalyzing Mindset: What will grow and retain our customer base? How can we beat the competition and seize opportunities to grow rapidly?

3. Developing Mindset: What will deliver seamless infrastructure and operations? How will we manage risks? What systems would be effective in producing consistent high-performance levels?

4. Performing Mindset: What can we do to improve quality, productivity, and ROI? How can we increase results and improve our processes and procedures and fine-tune resource allocations?

5. Protecting Mindset: What will develop and retain our talent and support our culture, engagement, and collaboration? How will we improve competency? What is our succession plan?

6. Challenging Mindset: What needs and opportunities are emerging? Can we discover new niches to ensure our future success?

Source: Training Magazine

Food For Thought Friday


πŸ’‘ How much have you helped your team members this week?

πŸ’‘ What have you learned about yourself that you are committed to improving?

πŸ’‘ Thank You – two words with magical power.

πŸ’‘ Selective ignoring is the key to productivity.

πŸ’‘ How do you practice whatever it is that you do?

πŸ’‘ Choose opportunities that you will learn the most from.

πŸ’‘ You are constantly starting at zero.

πŸ’‘ When you help others, you also help yourself.

πŸ’‘ Have the attitude that others would want to catch.

πŸ’‘ Imagine what you would do and accomplish if there was only β€œToday”.

Photo: workiq

Influential or Dysfunctional

The difference between influential leaders and dysfunctional leaders is rooted in their mindset. Our mindset consists of general attitudes that shape the way we think about things and how we make sense of the world. Here are some damaging mindsets to have as a leader.

1. They need to change. I am just fine (fixed mindset).

2. I am going to ignore this feedback because they just don’t understand me (closed mindset).

3. I am not going to change because that’s just the way I am (victim mindset).

4. I want and need everyone to like me (people pleaser mindset).

5. I am going to wait for an opportunity to come to me (fear-driven mindset).

Reference: Moberly Monitor – Tony Richards

Resistance to Change

Change requires an open mindset. Our thought process is directly related to how we feel and influences how we act. We cannot maintain the same thought process and expect a different outcome.

We make a mess of our lives when we refuse to change the things we can or pretend to change without meaning.

Being resistant to change is a natural reaction. We even find ourselves cringing when we hear the word change. Change is not a bad omen or meant to be feared. It is through change that you grow and move forward.

Instead of asking others to change, identify areas where you may need improvement. A changed life speaks volumes and is often the most effective way to influence others.