At the start of a new year many people talk about ways in which they hope to change in the coming months.
But for effective leaders the focus should not be on what they want to change, but on ways they want to grow.
The difference might sound subtle, but in fact it is an important and significant difference.
Leaders armed with the growth mindset are poised to maximize learning and development opportunities. They are acknowledging that they want to build upon the solid foundation already in place. They recognize that the core of “who they are” is of great value, albeit with room to develop and improve.
But if instead of a growth mindset you have a change mindset you could instead be setting yourself up for disappointment. That’s because inherent in the change mindset are several leadership inaccuracies.
Do you believe any of these?
Change thinking implies something is wrong that must be fixed
You change a flat tire. You change a burned-out lightbulb. In other words, you change things that are broken.
Leaders should never look at themselves as being broken, and requiring repair.
Change thinking implies instant gratification
People long for a change of scenery to immediately help them out of the winter “blahs”.
But leadership doesn’t work like that. Those who successfully grow their leadership take a long-term view, not the instant escape route.
Change thinking implies what you currently have is inferior
You can change an old car for a new one, or an old sweater for a new one, but don’t believe that type of thinking should apply to your leadership.
You don’t throw out your present level of leadership; you build on it.
So, as you examine your leadership in the coming year, avoid the temptation to fall into change thinking.
Focus instead on growth.
The difference sounds small, but the result can be huge.