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 negative judgements.
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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 threatening, whereas the other leader might see it as an opportunity.
A growth mindset is a belief that anyone can change their talents, abilities, and intelligence. Those with a growth mindset:
Conversely, those with a fixed mindset believe that talents, abilities and intelligence can't be improved.
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 are undermined by ordinary results.
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 and set and achieve challenging goals.
It is based on asking rather than telling, on provoking thought rather than giving directions and on holding a person accountable for his or her goals.