Glass half full? Or half empty?

Are you looking for the problem, or the strengths and the opportunity in your current challenges? Did you know that how you view a situation - with a growth or a fixed mindset - will determine the outcomes of that scenario? A great number of studies have shown that the way you anticipate what will happen, can and does literally influence the result.

So how do we define a “growth” and a “fixed” mindset? A growth mindset is where we believe that our (and others’) abilities are malleable; whereas a fixed mindset is when we feel our (and others’) abilities are stable, unchangeable qualities that define us (Dweck, 2006). Having a growth mindset has been shown to lead to much greater outcomes in education and work for ourselves and others. It is highly possible for us to work on strengthening our own growth mindset as leaders, and to support those around us to do so. And in our work with even the most fixed minded leaders, we have seen growth.  

In my research and practice on what Positive Leaders do, those that bring the best out of themselves and others, we identified a set of resources - intellectual, emotional and social, that when developed helped leaders and their teams to thrive. Leaders who were able to choose to think appreciatively of a situation, to think with what we labelled “Abundance” are much more likely to have successful outcomes than those who assume and think things are fixed as they are.

We found that the positive leadership resource of Abundance was about three things:

1. having a strengths mindset towards situations, people, things, and believing that our strengths are malleable;

2. being able to notice one’s own and others’ strengths, and,

3. being able to apply one’s strengths in daily life and helping others to do the same.

When it comes to Abundance, we all have choices. How shall I choose to view this situation? Do I revert to automaticity and habits, and to looking for what’s fixed and what’s not working, or pause and step out (drawing on my limberness) and find a way to think appreciatively about what’s going well here? Am I looking for the problem or the opportunity and the strengths?

So how do we develop the resources of Abundance?

We can work on our Abundance levels by developing its three components of: strengths mindset; strengths spotting; and strength use. Here are two short reflection activities to help you begin to do that:

1. Begin by identifying what your strengths mindset is like – on a scale of 1-10 do you lean towards a “fixed” or “growth” perception of your strengths?

2. Complete one of the major, valid and reliable strengths questionnaires  (VIA, Strengths Profile, Strengthsfinder, or StrengthScope). Reflect on the results or contact a coach to reflect on the results together.