What are some effective strategies and tools for coaching leaders with a fixed mindset?

Other signs someone is in a Fixed Mindset would be: - Avoiding challenges - They give up easily - Dismiss feedback All these stem from the fear of failure or fear of being judged, which can be misread as non interest, when actually it could be the opposite.

Encourage leaders to view setbacks as opportunities for growth rather than personal failures. Highlight the importance of effort and perseverance over innate ability, fostering a culture of continuous improvement. Break down larger objectives into smaller, achievable steps to build confidence and momentum. Emphasize the value of feedback for development, focusing on learning and improvement rather than criticism. Lead by example, demonstrating a growth mindset in your own actions and decisions. Tools: Growth Mindset assessment, goal-setting frameworks, peer coaching circles, and mindset-focused workshops.

We see the world through our own lens, filtered by our life experiences, rules and boundaries set by us that can create a false sense of our own limitations. Shifting this view takes insight and a change in perspective and the best way to do this is to challenge existing thoughts on common ground. Did you know Elvis Presley was once told early on in his career that he had no talent and should just become a truck driver? or that Walt Disney had no imagination and lacked any good ideas? These type of insights will shift the beliefs and open new possibilities.

Dr Carol Dweck pioneered research into Growth Mindset and coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence. Following her work in this field, when you provide feedback, it's incredibly important to be aware of how you encourage continuous learning and avoid feedback that creates a retreat in learning. Using words like 'not yet' rather than 'fail' or 'wrong' opens up possibility and opportunity for growth and further development.

I think the best way to have any leader approach their role is to first fix the mindset they have from the employee side. Employees are not here to serve us, it is quite the opposite. Leaders are here to support and serve the employees. The mindset of a leader must first be "how can I ensure my staff is successful". Failure should always be looked at from the leader side of "how did I not support or provide tools for that employee or team to be successful". This is the responsibility shift when you become a leader. Ego must be checked at the door, and you better bring in the humility to guide your team to success.

Coaching leaders with a fixed mindset to embrace growth and experimentation involves facilitating empowerment and creating an environment that fosters personal development. Encourage leaders to consistently seek feedback and take ownership of their growth by involving their coworkers in decisions. Help them step out of their comfort zone, be vulnerable, and try new things. Motivate them to take part in task forces, cross-functional learning, and brainstorming sessions with their teams. Create a "safe" space for innovation and provide the necessary resources for focused future opportunities.

Sei selber ein Vorbild - ich fordere mich selber immer heraus, ein Growth Mindset vorzuleben. Als Coach sollte man Offenheit für Lernen und Feedback demonstrieren sowie den eigenen Entwicklungsprozesse transparent machen. Ich teile gerne persönliche Herausforderungen und Lernerfahrungen, um zu zeigen, wie man aus Fehlern und Erfolgen lernen kann. Ich hole auch gerne proaktiv Feedback ein, um mich stetig zu verbessern. Dies fördert nicht nur das Vertrauen meiner Klienten, sondern motiviert sie auch, ähnliche Verhaltensweisen in ihrem eigenen Führungsstil zu integrieren.

This does become one of the toughest part initially. Our does defend immediately and is where once we can master this, the learning curve goes higher and will continue to evolve and adjust with change of times. Once its mastered, instead of saying that’s not true and I did because of XYZ reasons, you will start heading towards; thank you for highlighting and just to understand this better, what part of the event, made you think on these lines. You will start understanding, the other side perspective and thought process. Through this approach, modeling your mindset to meet your target audiences or potential audiences in future will become easier.

With your clients, when you have helped them to flex their approach and mindset, you can help them reflect and recognise their achievements, and accomplishment since taking this approach. How has it improved communication, welbeing, projects, relationships, and goals? If they are leading a team, how might they increase team flexibility performance and innovation with this more flexible way of thinking. Very often if you have a leader with a fixed mindset, that can stifle motivation, problem-solving and innovation in teams. Really get into the habit of celebrating small, and larger wins. Perhaps you can even use a scale or measurement to outline where improvements have been made.