Mindset Matters in Leadership

This is a rebroadcast. The episode originally ran in April 2020. Ryan Gottfredson, Ph.D. is a cutting-edge leadership development author, researcher, and consultant. He helps organizations vertically develop their leaders primarily through a focus on mindsets. Ryan is the Wall Street Journal and USA Today best-selling author of Success Mindsets: The Key to Unlocking Greater Success in Your Life, Work, & Leadership and The Elevated Leader: Leveling Up Your Leadership Through Vertical Development. He is also a leadership professor at the College of Business and Economics at California State University-Fullerton. Links RyanGottfredson.com Success Mindsets: Your Keys to Unlocking Greater Success in Life, Work, and Leadership The Elevated Leader: Level Up Your Leadership Through Vertical Development Share your thoughts in the Leading Saints community. Transcript coming soon Get 14-day access to the Core Leader Library Highlights Ryan explores the critical role of mindsets in effective leadership. Leaders often enter their roles with good intentions but may inadvertently create negative environments due to their mindsets. Ryan shares insights on how mindsets shape perceptions and behaviors, using examples from sports and personal experiences. He discusses the difference between closed and open mindsets, highlighting how a closed mindset can hinder effective leadership. He examines the prevention versus promotion mindset, illustrating how focusing on avoiding problems can stifle growth. The conversation encourages leaders to embrace open-mindedness and take calculated risks to foster engagement and positive change within their organizations, ultimately stressing the importance of having a clear vision to guide leadership efforts. 05:45 Value of mindset in assuming leadership responsibilities; NFL example of good intentions gone awry. Leader impact on “subordinate” self-esteem. 11:15 Becoming awakened to our personal mindsets, e.g. homeless individuals 15:00 Do we perceive our leaders as doing their best? Bias towards our personal perceptions vs openness to other possibilities. Unintentional damage to team/group/congregation members. 18:39 Mindset in conducting successful meetings. Chrysler/Lee Iacocca case study. Desire to look good, be right, avoid problems and get ahead are self-focused, negative self-protection modes. We should want to learn and grow, find truth, reach goals, and lift others. 24:05 We limit ourselves by believing our opinions count more than others. 26:00 Decision making becomes stunted if we are closed. Do we desire to be the person with all the answers who minimizes the perspectives of others? Do people feel psychological safety in the group? 31:20 Do we allow formal handbooks to stifle our creativity? 32:50 Prevention mindset vs risk taking. Fleeing to safe comfort zone may not lead to original destination. 36:40 Sacrament meeting mindset 40:30 Comfort-focused vs intention focused. Are the people in the group growing? Do we deem our bucket so full we cannot pour anything else into it by way of considering avenues for growth? 44:00 How do we know if people in the organization are engaged and growing? What drives engagement? Do stakeholders feel their opinions matter? Gallup study reveals 30% of workforce feels truly engaged. 50:15 Only 5% of mindset survey respondents find themselves in the top quartile. There is no correlation among the four mindsets. Failure avoidance leads to wanting to look good as opposed to learning/growing. 50% of population has fixed mindset. Spiritually, are sanctification and tapping into the Spirit more difficult with a closed mindset about self? Having faith to “lean into” difficult situations. 1:00:37 Consider crucial conversations with leaders whose closed mindset is negatively impacting the organization. “I Hear You” by Michael Sorensen will improve your emotional intelligence.