Creating a Leadership Mindset


Here are the 3 most important parts of your mindset to improve in order to become an effective leader.


For 26 years, we have been working with organizational leaders to develop within themselves the capacity and propensity to lead their people effectively. Our clients have made transformative changes in their mindsets, resulting in dramatic increases in the effectiveness of the people that comprise their organizations. And this transformation in mindset has resulted in improvements in quality, service and financial sustainability.


Recent advancements in the sciences shed light on the inner workings of how our process works.


“We are living in the middle of a revolution in consciousness. Over the past few years, genetics, neuroscientists, psychologists, sociologists, economists, anthropologists, and others have made great strides in understanding the building blocks of human flourishing.
And a core finding of their work is that we are not primarily the products of our conscious thinking. We are primarily the products of thinking that happens below the level of consciousness.
The unconscious parts of the mind are not primitive vestiges that need to be conquered in order to make wise decisions... Instead, the unconscious parts of the mind are most of the mind – where most of the decisions and many of the most impressive acts of thinking take place. These submerged processes are the seedbeds of accomplishment.” (1)

The work of leadership development involves helping one shape their unconscious thoughts and submerged process, thereby affecting these “seedbeds of accomplishment.” Part of the revolution in the sciences is the recent understanding that the brain is malleable (some refer to this as "plastic"). As we learn, we develop new neural pathways in the brain. So, we can consciously adopt new perspectives and ways of thinking that, with practice and repetition, become unconscious competencies.


When a team of leaders is engaged in this growth process together, their thoughts change and they change the culture of their organizations. Culture is the unconsciously agreed upon mores and norms that define the rules of engagement in any group of people. So, by impacting the unconscious thought processes of a leadership team, and helping them develop the capacity and propensity to do the same for others, we intentionally shape both the mindset of individuals and the culture shared between members of the group.


A fundamental principle at work is this: It’s about who people are being, not what they do. Two different people can give a speech on the same topic. They are doing the same thing. One can be optimistic, open, and accepting and produce a particular affect in their audience. Another can be pessimistic, closed and judgmental and produce an entirely different affect in the audience. A practical example of this: The techniques of brainstorming are widely understood and utilized in organizations. However, if the members of the group are committed to the purpose, open, future-focused and willing to take risks, the session can be very productive. On the flip side, if the members are committed to protecting themselves, the status quo, and being risk averse, the process will produce little other than frustration.


The work of leadership is transformative in nature. Transformation is creating a change in the basic nature or character of a thing. In this case, helping people to consciously create a transformation in their mindset that allows them to affect their thought process, those of others, and the culture of the group.


Being able to conceptualize these features of a leadership is a critical step in growing our capacity to be a leader.

So, how is this done? The key is to develop three separate and distinct features of your mindset:


Inspiration:


The conscious cultivation of a commitment to a purpose that they see as meaningful is at the core of great leaders. Every great leader in history has stood up for something that they believed in. We all know inspirational people who are "on a mission.” Their “mission” gives them more energy, and desire to accomplish results and grow their capacities.


How are you inspiring others?



Integrity:


The integration of word and action is critical. Simply put, integrity is giving your word and keeping your word. Individuals and organizations that strive to operate with high integrity use accountability to ensure execution and to support success.


What are you doing regularly and consciously to foster integrity and accountability?



Insight:


Helping people attain insight into their unconscious motivations is a key in creating growth for each individual and for the organization. Growth occurs when we generate actions that are focused on the higher purpose we are in the service of rather than merely pursuing what is comfortable and habitual for us.


How are you growing and improving? And how are you helping others improve?




(1) “The Social Animal” by David Brooks, Copyright 2011 by David Brooks



PHOENIX SUMMARY


Core Idea:


The role of a leader is transformative in nature. A transformative leader must improve their mindset in 3 specific areas: inspiring others, creating a culture of integrity & accountability and always pursuing personal improvement.



Key take away:

Leaders must inspire, act with integrity and get better every day.

About the author(s):


Brad Zimmerman is a Co-Founder and Partner with Phoenix Performance Partners. Zimmerman turned to organizational coaching more than 26 years ago following a successful career in sales and operations. Today, he helps businesses, nonprofits and other organizations develop cultures that transform work environments so people grow and the organizations thrive.


| Linkedin: Brad



Tom Willis is a Co-Founder and Partner with Phoenix Performance Partners. He had the great honor of serving as CEO for Cornerstone; a consultant with PricewaterhouseCoopers; and an engineer with the Intel Corporation. His life is all about helping others uncover their talents so they can reach their unlimited potential and their organization can thrive.


| Linkedin: Tom



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