The Mind at Work

Lesson 2: Topic 1 of 14

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Research indicates there’s a strong correlation between the leader’s mindset and her effective engagement of circumstances. It’s more than an opinion; it’s part of one’s personality. The American Heritage Dictionary defines mindset as “a mental attitude or disposition that predetermines a person’s responses to and interpretations of situations.” 

There are several factors that greatly impact how a person perceives both problems and opportunities, so we don’t wish to oversimplify things. Nonetheless, the mindset one accepts “is foundational to how leaders think, learn, and behave,” say professors with extensive background in this area of research. 

This mental preference “affects what we pay attention to, what we value, and how we feel when we succeed or fail,” according to psychologists. “It determines our strengths and weaknesses, both personally and professionally.” And because we’re wired differently, it’s why we think the choices made by our colleagues with the opposite focus can seem inexplicable, even wrong.

In this section, we will look at how mindset impacts four areas: Being, Doing, Strategizing, and Motivating. Weigh their descriptions carefully, first for yourself, then for your staff. And remember, different isn’t necessarily wrong!

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