When I speak or teach, I will commonly ask the audience this question: "Should
Learn what Brené Brown has to say about: 1. What prevents leaders from being more effective, 2. How it is critical for leaders to become more self-aware in order to become more effective, and 3. What is required of leaders to actually move the needle on their effectiveness.
The difference between recognition and appreciation can mean the difference between being a weak positive influence and a strong positive influence on those you lead.
Why are leaders commonly villains? They have some fears and insecurities that cause them to act in ways that are fully justified to them, but are actually damaging to those they lead.
Thus, if organizations want to more effectively develop their leaders, they need to focus on the three foundational elements of self-leadership: self-awareness, mindfulness, and emotional intelligence.
This is where inclusive leadership comes in. If we want our employees to be engaged, motivated, and committed, their leaders need to behave inclusively, meaning giving them a voice and valuing them.
Rather than focusing on lists that tell us how we should act or behave, a much better approach when improving ourselves and our leadership is to focus on our mindsets.
Through this experience, Benjamin learned that having an outward mindset allowed him to not only enjoy his job more, but it allowed him to create better music, which opened up a world of opportunity to him.
If you do not have healthy mindsets, those around you know it, and they respond just as much to your mindsets as they do your behaviors. Stated differently, those you lead care more about who you are than what you do.
The reality is that If we want to improve ourselves, our influence, and our effectiveness, that means that we need to change the lenses that we are using the view the world… We need to change our mindsets.