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To Be a Great Leader, You Need the Right Mindset

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https://hbr.org/2020/01/to-be-a-great-leader-you-need-the-right-mindset

hbr.org

To Be a Great Leader, You Need the Right Mindset
Executive Summary If organizations want their investment in leadership development to more fully pay off, it is essential that they prioritize mindset development - specifically by targeting growth, learning, deliberative, and promotion leader mindsets. As mindsets shift and develop, leaders' thinking, learning, and behaviors will naturally improve because they are seeing an interpreting their situations more effectively.

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Mindsets in leaders

Mindsets drive what leaders do and why they do it. 

Two different leaders might face the same situation but respond to it very differently. One leader might see the case as threatenin...

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Growth and Fixed Mindsets

A growth mindset is a belief that anyone can change their talents, abilities, and intelligence. Those with a growth mindset:

  • take on challenges
  • take advan...

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Learning and Performance Mindsets

Leaders with a learning mindset are motivated to increase their competence and master something new.

A performance mindset desires to gain favorable judgments about competence and avoid nega...

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Deliberative and Implemental Mindsets

  • Leaders with a deliberative mindset are open to all kinds of information to ensure they think and act as best as possible.
  • Leaders with an implemental mindset focus on im...

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Promotion and Prevention Mindsets

  • Leaders with a promotion mindset identify a specific goal and are focused on progress toward the destination.
  • Leaders with a prevention mindset are focused on avoiding lo...

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SIMILAR ARTICLES & IDEAS:

“The biggest risk is not taking any risk. In a world that is changing really quickly, the only strategy that is gu..."

Mark Zuckerberg, CEO of Facebook

Skills Needed In Digital Leaders

  • Work together, complement each other, and function as a team.
  • Able to operate on and enable environments that are more dynamic, team-centric, and connected.
  • Lead and build teams and partner with the broader ecosystems, keep people connected and engaged, and drive a culture of innovation, learning, and continuous improvement.
  • Lead a workforce that includes contractors, the contingent workforce, and crowd talent.
  • Understand how different business functions, industries, and technologies come together to form solutions.
  • Comfortable and competent with risk-taking.

Demographics And Leadership Destiny

Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies. 

Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.

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Inspiration alone is not enough

Inspiration alone is not enough

Just as leaders who deliver only performance may do so at a cost that the organization is unwilling to bear, those who focus only on inspiration may find that they motivate the masses but a...

Inspiring leaders

The leaders that inspire are those who use a personal combination of strengths to motivate individuals and teams to take on bold missions and to hold them accountable for results.

And they unlock higher performance through empowerment, not thorough command and control.

Becoming an Inspiring Leader

  • You only need centeredness: a state of mindfulness that enables leaders to remain calm under stress, empathize, listen deeply, and remain present.
  • Your key strength has to match how your organization creates value.
  • You have to behave differently if you want your employees to do so.

Coaching

Focuses on helping another person learn in ways that let him or her keep growing afterward. 

Its purpose is to increase effectiveness, broaden thinking, identify strengths an...

Keys to effective coaching

  • Building the relationship. It's easier to learn from someone you trust.
  • Providing assessment. Where they are now where they want to go. 
  • Challenging thinking and assumptions.
  • Supporting and encouraging employees to make progress toward their goals.
  • Driving results. Helping the employee set meaningful goals and identifying the steps for meeting them.