There are plenty of skills you need to acquire throughout your career as you work toward a new role or promotion. But to succeed in leadership, there are competencies beyond the performance skills that you’ll need to develop.

For many women, the belief that they are not qualified is actually what unqualifies them. Women leaders must learn how to transform themselves through their own mindset to define their growth potential.

There are 4 sets of dueling mindsets that come up in leadership roles:

1. Growth vs Fixed
2. Learning vs Performance
3. Deliberative vs Implemental
4. Promotion vs Prevention

Pay close attention to situations where these come up. Developing the right mindset is the key to seeing successful outcomes with your efforts.

Growth and Fixed Mindsets.

A growth mindset is the belief that people can change their talents and abilities. Those with a fixed mindset don’t believe this, instead, they think of themselves as unchangeable in what makes them special. However, those with openness to change approach challenges better than others while taking advantage of feedback. They end up adopting effective problem-solving strategies when given developmental guidance or encouragement from colleagues, prompting them to persistently pursue high goals despite setbacks along the way!

Learning and Performance Mindsets.

A learning mindset is about being motivated to increase one’s competence and mastering something new. A performance mindset, on the other hand, encourages you to be judged favorably or avoid negative feedback. Leaders with a learning mindset are more mentally primed than those who focus solely on performance – but both of these types can benefit from combined strategies that lead towards success! Those who are willing to learn new skills will also perform at higher levels because they are able to pivot and adapt while those focused only on competition may not always do well despite their best efforts.

Deliberative and Implemental Mindsets.

Leaders with a deliberative mindset have an elevated receptiveness to all kinds of information as they strive for the best decisions possible. Those who are more implemental, on the other hand, tend only to focus on implementing what is decided upon and close themselves off from new ideas or input that could change their mind about something. Leaders whose mindsets lean towards being impartial or deliberate will often make better choices without bias or persuasion while those inclined toward quick decision making may overlook important relevant details and not considering every possibility.

Promotion and Prevention Mindsets.

Leaders with a promotion mindset are focused on winning and succeeding. They identify specific goals or destinations and prioritize making progress on them. A prevention mindset is all about avoiding losses and setbacks at any cost. Avoiding losses or failures can actually be counterproductive in your growth as a leader. Take risks that align with achieving a goal.

Developing these key mindsets will be crucial to your growth as a leader. If you are ready to gain the confidence, clarity, and strategy to position yourself powerfully for your next-level role so that you can lead authentically and make the biggest impact? Let’s tackle this inner game together by scheduling your confidential chat with me and my team at: https://bit.ly/drs-team-consult-15min.