In business contexts, developing leadership mindset is valuable for the leader’s, team’s, and company’s achievements at large. However, adopting a suitable mentality requires adaptability.
4 Types to Consider for Developing Leadership Mindset
Leaders with growth mindset are characterized by a growth-oriented approach. This mentality correlates leadership with ongoing development processes. In addition, setbacks become factors of new territories’ exploration and boundaries’ expansion. However, this culture of constant development extends to other employees as well. Growth leaders don’t operate as an authority figures; conversely, such leaders encourage and give leeway to independent actions. And, by extension, allow employees to prosper. Obviously, an additional parameter, is the relationship basis between leaders and others. This type of relationship lies on reciprocal trust and support; and, maintaining equilibrium between contribution and satisfaction. Apparently, on this occasion the leader has a motivational role as well.
On the other hand, there is the inclusive mindset. This type embraces other people’s feedback, in order to avoid incidents of leader’s personal bias for or in favor of other employees. However, in the case of successful inclusive mentality, the leader needs the input from people with different way of thinking, for an in-depth view of reality. This type represents a multidimensional examination and requires safe employees’ expression, in order to acquire enhanced results of team effectiveness. Hence, pertinent feedback or input is encouraged on a regular basis. Furthermore, this volume of information contributes to the leader’s informed decisions. Despite the fact that the information flow comes from all quarters, the decision-making process is up to the leader.
Leadership with agile mentality is founded on the three pillars of open-mindedness, adaptability, and sound judgment. In the business world changes never cease to occur; and, leaders take on the responsibility to administrate and adapt to the increased flow of information they receive. The core of this mindset is innovation; therefore, adaptability to necessary changes and tackling emerging challenges is imperative. Furthermore, such leaders engage in data filtering; though, it isn’t unlikely to make decisions with inadequate data and imponderable results.
Finally, there is the enterprise mindset, where the epicenter of the leader’s mentality is the organization’s needs and set goals. The enterprise mindset employs a bigger picture approach, where advantages are examined on a collective level. Thus, team performance is evaluated according to the company’s achievements. The ideal representation of this approach is when the evaluation results from individual and team performance examination and in accordance with the business overall achievements. Skills pertinent to effective communication are crucial for this mindset.
Strategies for Leadership Mindset Shift
- Taking action can be a facilitating actor of shift, as successful results can upend a current mindset.
- Explore the potential of another mentality, through the implementation in actual instances and reflection upon the outcomes.
- Another shift strategy, is to associate past successful leadership outcomes with other mentalities.
- Identification of the leader’s personal motives that can trigger mindset shift.
As any kind of change, shift needs to be a conscious decision; otherwise, imposing mentality shift won’t succeed.
Undoudtedly, leaders need to be adaptive to the emerging business changes. Therefore, developing leadership mindset is imperative; as mental and emotional flexibility ensure a leader’s and company’s presence in the market competition.
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