As we have previously noted there are many factors that contribute to the makeup of a leader. Many of these factors have multiple facets, each contributing to the success or failure of the leader. Ryan Gottfredson and Chris Reina recently wrote an excellent piece in Harvard Business Review (HBR online January 17,2020). The article was entitled, “To Be a Great Leader, You Need the Right Mindset”.
Based on research they have done, they identified mindset as, “a specific attribute that is foundational (emphasis added) to how leaders think, learn and behave”. To better understand the critical contribution of mindset to successful leadership we need to first understand what it is. Why do leaders deal with the same situation in two completely different ways? The authors define mindset as the “mental lenses that dictate what information (leaders) take in and use to make sense of and navigate the situations they encounter.”
As an example, suppose two of your ministry heads have a similar issue in their ministries. People on their team are constantly challenging them and offering ideas that are different than what the leader originally proposed. One of your leaders sees this as a clear threat to their authority and perceives it to have a negative impact on their ability to effectively lead. The other leader welcomes the challenge and sees it as a way of enhancing their leadership because it expands the team’s perspective and offers novel solutions. The difference is mindset. This example helps demonstrate how mindset can affect performance and outcome. Which team is likely to operate in a better environment and have a greater chance of succeeding?
The authors identified four sets of mindsets; growth vs fixed, learning vs performance, deliberative vs implemental, and promotion vs. prevention. Over the next few blogs, we will look at each of these sets in a bit more detail. Gottfredson and Reina found that a leader’s mindset will “affect (their) ability to engage with others, navigate change more successfully, and perform in their leadership roles more effectively.” As we progress through these mindsets it will be important for you as the pastor to understand your mindset biases as well as those of the individuals who lead your ministries and teams.
Growth and Fixed Mindsets
Leaders with a growth mindset believe that talents, abilities and intelligence can change over time as one develops or learns from experiences. Those with a fixed mindset disagree and do not believe change is possible. Research has demonstrated that a growth mindset is more likely to contribute to a successful leader. They feel that challenges, constructive feedback, a problem-solving approach, persistence and strong interaction with subordinates will lead to successfully accomplishing goals.
Conversely, those with a fixed mindset are likely to feel threatened by challenges and may resort to a more authoritarian approach to leadership. This could clearly impact morale and optimal performance over time.
We will continue to look at the other three sets as we continue our series on this topic, as well as ways to develop an overall strong leadership mindset.