deepstash

Beta

To Be a Great Leader, You Need the Right Mindset

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 losses and preventing problems.

163 SAVES

This is a professional note extracted from an online article.

Read more efficiently

Save what inspires you

Remember anything

IDEA EXTRACTED FROM:

To Be a Great Leader, You Need the Right Mindset

hbr.org

Key Ideas

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 threatening, whereas the other leader might see it as an opportunity.

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 advantage of feedback
use the most effective problem-solving strategies
provide developmental feedback
is persistent in accomplishing goals

Conversely, those with a fixed mindset believe that talents, abilities and intelligence can't be improved.

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 negative judgements.

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 implementing decisions without considering new or different ideas.

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 losses and preventing problems.

EXPLORE MORE AROUND THESE TOPICS:

Leadership disrupted: Pushing the boundaries

deloitte.com

Leadership development continues to be a significant challenge for companies around the world, as the transition to the new digital organization creates even larger leadership gaps. High-performing leaders today need different skills and expertise than in generations past, yet most organizations have not moved rapidly enough to develop digital leaders, promote young leaders, and build new leadership models.

Key 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.

5 more ideas

How to Be an Inspiring Leader

hbr.org

Executive Summary Surveys show that less than half of respondents say they agree or strongly agree that their leaders are inspiring. Even fewer feel that their leaders foster engagement or commitment and model the culture and values of the corporation. But real breakthroughs in performance come from employees who feel inspired by their leaders and their organizations.

Key Ideas

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.

The Key To Effective Coaching

forbes.com

Business coaching has gone from fad to fundamental. Leaders and organizations have come to understand how valuable it can be, and they're adding "the ability to coach and develop others" to the ever-growing list of skills they require in all their managers. In theory, this means more employee development, more efficiently conducted.

Key Ideas

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.