In our last blog (several weeks ago – sorry for the lapse!), we started to review an online piece by Ryan Gottfredson and Chris Reina (HBR online January 17,2020). The article was entitled, “To Be a Great Leader, You Need the Right Mindset”. To refresh your memory, the authors identified four sets of mindsets: growth vs fixed, learning vs performance, deliberative vs implemental, and promotion vs. prevention. Last time we focused on 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. In this blog we will continue to review the remaining mindsets.
Learning and Performance
A learning mindset is pretty much what you’d expect – one is motivated to increase their knowledge and competence as they master new things. Conversely, a performance mindset is motivated by others’ perception of your competence – you look to be judged favorably or at least not negatively. Obviously, a learning mindset is preferred. This allows the leader to engage in better learning strategies, solicit feedback, be more adaptable and cooperative resulting in a more authentic higher level of performance.
Deliberative and Implemental
Those with a deliberative mindset are receptive to all kinds of information which ensures that they think and act in an optimal manner. On the other hand, if your mindset is more implemental, you want to implement decisions and act. Unfortunately, this desire to move forward can shut down your ability to be receptive to new and different ideas. A deliberative mindset would better serve a leader in making good decisions. This mindset tends to be more impartial and accurate.
Promotion and Prevention
Do you look to gain more or prevent losing what you have? A promotion mindset focuses on making progress by identifying a specific goal and then prioritizing their actions to accomplishing it. Those with a prevention mindset have a much more cautionary approach. They focus on preventing problems and avoiding losses so prioritize based on this. Those with a promotion mindset tend to be positive thinkers. They are also more likely to be flexible in their approach to problem solving, persist despite challenges and generally, to be more innovative.
It is clear to see that the mindset of a leader is a critical piece of being successful in creating strong results in an enjoyable and productive parish.
While our focus on much of this blog has been on you as a leader priest personally, it is important to note that the more favorable mindsets are preferred in your leadership team as well. As much as possible seek to develop these mindsets and help members of our team to develop a similar perspective. This will have a big impact on your organizational culture and should result in a more productive and engaged team.