Great leaders comprehend that right mindset is essential to excel and stimulate effort as well as achievement in others. Actually, leaders who embed themselves in the fix approach demotivate their team members by adopting upbringing mistrust and stifling creativity.
According to Eber Devine, in a static mindset culture, the team unfasten and demonstrate less commitment. Hence, if you want your team members to improve the performance then having right mindset is necessary.
Changes are easier said than implementing. Actually, most of the leaders say they want to change, and even have an optimistic attitude about it. But when it comes to implementing some changes, only a few succeed at making them happen.
The factor that differentiates leaders who implement the changes successfully is the mindset.
Positive Mindset for Change
Dynamic and trouble making change involves displacement, conflict, misperception, and uncertainty. Fresh ways are almost received with chilliness, even derision or hostility. It goes without saying that leadership change is also an insight.
Individuals may see it as optimistic or negative, as too fast, slow or about correct. Some perceive it as great, minor, modest, and complex or in between. It is subjective. In fact, the power of changing your attitude will change your life.
Facts about Change
The letter that earlier took weeks or months to travel through sea mails now takes only seconds to reach through email. Handling change to a certain extent is the altering of information into knowledge.
Furthermore, it is absorbing of only what we require, turn it into nourishing knowledge that is beneficial, value-added and pragmatic. This process is called knowledge management. The leading of modification must be based on complete knowledge management. No individual can force any change on others. It has to be knowledgeable.
Change at Individuals Level
All collective systems, such as work organizations include individual staffs as the basic building blocks. Change can be from bottom up, which starts with each of us, as singular says, Eber Devine. There is a need to be mindful of the nature, causes, and consequences of a change. In reality, knowing the benefits of certain changes is critical.
The organizational level
Organizations include teams and individuals. A system by itself only alters when the majority of its stakeholders support the change. Leading team change is the first step and aligning modification to all the teams is another step. Moreover, aligning top down, with bottom-up initiatives is ideal.
The group or team level
As we shift towards the next level, we would appreciate that employee’s effort as members of either work group or a team. Peer pressure perhaps effective where the maximum people are in favor of leadership change, but this can depend on the resolution amongst the group minority.
Even if the minority feel powerful, and determinedly opposite, or have a strong personality, peer pressure cannot work. Sometimes such burden produces more persistent resistance. The leader must comprehend their team member’s inspirations, values, and attitudes towards change.
The uncontrollable forces of technology, institutional and structural change together with value changes, all impact on management. In this modern era, the management that remains fixed is rendered obsolete says, Eber Devine. Hence, it is crucial to have the right mindset in order to implement the changes.