 |
You’ve probably
read about, or attended seminars or training sessions, regarding leadership models
that make you a great leader. You may have even tried applying them in your organization.
But rarely do we discuss mindsets that affect your leadership and plateau in their development.
Here are five mindsets
that could destroy your leadership potential and abilities.
1. We’ve Always
Done it that Way!
Yes, that may
be true, and it may have worked in the past, but the world is very different
now from the time a lot of your current systems were introduced. So, when you
hear yourself say this, think about whether the fact it’s always been done that
way means it should always be done that way in the future
2. My Way is
the Best Way!
It could be
true, but what if someone else had ideas that post-date yours? Does that mean
they are wrong? Instead, become curious and check out if some other way may
actually be better than yours!
3. I’m the
Boss?
In today’s
working environment, old-age management techniques seldom work, and this idea
that people still work for us can stifle and strangle your leadership
opportunities. Instead, people work with us and that mindset can make a huge
difference in the way we gain people’s commitment.
4. I Don’t Need
to Develop Leaders!
The potential
of your organization rests on the strength of its leaders. Look
at yourself and your team. If you are serious about becoming the best leader
you can be, your growth and development has to take center stage. Having the
attitude ‘I know everything I need to know’ can kill off any chances of
progression within a business.
People grow
best “in the game.” Don’t create a separate “growth” track or course for a
subset of leaders; your whole organization should be on a growth track. Growing
leaders is not a program. It’s part of a healthy culture.
5. We Tried That
Already and It Didn’t Work!
When companies attempt new ideas or when they try to do things in different ways, they risk failure. And, failure is scary. However, failure is necessary for progress and innovation. Leaders with a fear of failure may avoid taking risks or making decisions, hindering their ability to innovate and adapt. They might also shy away from challenging situations, preventing them from developing essential leadership skills.
