What do you do if your adaptability as a Servant Leader is hindered by a fixed mindset?

Recognize specific behaviors that reinforce a fixed mindset, such as saying "I can't do this" rather than "I can't do this yet." Introduce small, manageable changes that challenge these behaviors. For instance, when faced with a new task, ask yourself and your team what can be learned from the experience, regardless of the outcome. Celebrate small victories and efforts rather than just results. This approach not only models a growth mindset for your team but also embeds the practice of continuous learning and adaptability into your leadership style.

Es muy importante prestarle atención a ciertas señales. Especialmente éstas que hacen referencia a "pensamiento fijo", sin embargo, el asunto va por cómo eres capaz de darte cuenta de ello. Para esto es fundamental tener espacios de diálogos que permitan sacar a flote dicha mentalidad. Por esta razón, es fundamental que el lider servicial genere espacios de discusción donde el razonamiento y el pensamiento crítico sea importante.

Un gran problema que va a tener el líder servicial es recibir "feedback", especialmente porque los grupos humanos tienden a ensalzar al líder y esto puede generar cierto temor en los seguidores de poder realizar comentarios al lider. Por este motivo, el lider servicial debe generar espacios más familiares y cotidianos donde sus seguidores puedan decirle lo que piensan y aún aconsejarle. Buenos ejemplos de estos son, por ejemplo, las que tengas que ver espacios de comida. Es aquí donde puede conversarse mucho mejor.

While improving the feedback loops. Avoid a transactional management style. Where mistakes are always seen as personal failures. Emphasize that we often learn from our mistakes and making mistakes is commonplace. Facilitate and explain what teamwork is all about. Furthermore, explain that we are collaborating in an environment that can greatly affect our results and plans.

Initiate a "Challenge of the Month" program where team members are encouraged to tackle tasks outside their comfort zones, documenting their learnings and sharing them in a group setting. This initiative can be bolstered by offering access to online courses or workshops that align with each challenge. Encourage mentorship by pairing less experienced members with veterans to facilitate knowledge sharing and skill development. By creating these opportunities, you not only develop individual team members but also strengthen the collective resilience and adaptability of the team, further solidifying your role as a transformative servant leader.

El lider servicial tiene que convertirse en también en un "coach". En este sentido, también tiene que prestarle atención al crecimiento de sus seguidores. Para esto requiere conocimiento de las personas que tienen a su cargo y para esto requiere confianza. a partir de esto podrá saber en qué áreas podrá ayudar al crecimiento de las otras personas.

El lider servicial es también un filosófo. Así que es capaz de llevar a cabo la máxima que Sócrates hizo propia "conócete a ti mismo". Por esta razón, el lider servicial siempre está evaluandose, siempre está reflexioando en torno suyo. Asimismo, será fundamental que cuente con otras personas que le permitan reflexionar.

Implement a reflective journaling practice, encouraging both yourself and your team to write down daily experiences and the emotions associated with them. This can include challenges faced, how they were approached, and the outcomes. Promote a monthly review of these journals in one-on-one meetings to discuss patterns, potential growth areas, and ways to shift from a fixed to a growth mindset. This practice not only deepens self-awareness but also enhances your ability to adapt your leadership approach in response to new insights, thereby fostering a culture where growth is an ongoing process, not just an outcome.

Embrace change as a natural and inevitable part of growth, evolution, and progress. Foster adaptability by encouraging flexibility, resilience, and openness to new challenges, opportunities, and learning experiences. Support and guide your team through transitions, uncertainty, and change effectively.

Actively involve your team in decision-making processes, especially during periods of change. This inclusion not only challenges your own perspective but also empowers your team, reinforcing the belief that they are capable of adapting and thriving in new situations. Foster an environment where change is not just accepted but expected, and where every team member feels responsible for contributing to the evolution of the group. By doing so, you encourage a collective growth mindset, where change is seen as a series of opportunities rather than obstacles.

Integrate mindfulness and stress management into daily routines to bolster emotional resilience. Encourage mindfulness exercises like guided meditations or breathing techniques during high-stress moments. These practices help maintain mental clarity and emotional stability, enabling a calm, focused approach to challenges. Organize resilience workshops to teach coping strategies for dealing with setbacks, emphasizing resilience as a developable skill. This strengthens the team's ability to bounce back from failures and reinforces your commitment to a supportive, adaptive work environment.

I would add, Take Responsibility. If you view yourself as a servant leader, however you might define that, then fixed obstacles should be irrelevant. Leadership is an internal framework that becomes a practice. External factors should not affect it. If they do, you’ve got more work to do.

A leader with a fixed mindset must first find the root cause of that state and fix it. Leaders who cannot adapt, think outside-the-box, and make changes in their decisions cannot effectively lead.