THE MINDSET OF SUCCESS - Universiti Teknologi …THE MINDSET OF SUCCESS: FROM GOOD MANAGEMENT TO...
Transcript of THE MINDSET OF SUCCESS - Universiti Teknologi …THE MINDSET OF SUCCESS: FROM GOOD MANAGEMENT TO...
THE MINDSET OF SUCCESS: FROM GOOD MANAGEMENT
TO GREAT LEADERSHIP
Ahmad Fauzi Ismail PhD., FASc., CEng., FIChemE
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Talk Outline
1. The 7 Mindset of Success
2. High Aspiration
3. Courage: Dare to Act
4. Resilience: Stay the Course
5. Positive: Believe in Better
6. Accountability: Control your Destiny
7. Collaborative: Succeed through Others
8. Growth: Adapt to Thrive
9. The Dark Side: Beware the Demons
10. Conclusion
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The 7 Mindsets of
Success Mindset is the heart of a revolution in
management.
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The real revolution is
how managers manage.
The is a gap between the best
leaders and the merely very good.
Skills can help us to join the merely
good. To become a great leader,
we need something more.
Mindset is the X-Factor that takes
us beyond merely very good.
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THE SE7EN MINDSETS OF
SUCCESS [Owen, 2015]
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4. Positive:
Believe in Better 1. High Aspiration:
Dare to Dream
2. Courage:
Dare to Act 5. Accountability:
Control your
Destiny
7. Growth:
Adapt to Thrive
3. Resilience:
Stay the Course
6. Collaborative:
Succeed through
Others
High Aspiration:
Dare to Dream Mindset starts with ambition because our potential is
limited by our ambition. High aspiration drive us to take
more risk, have more courage, show more resilience
and more positive.
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“
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High aspirations starts with a future
and work back from there;
they do not constrained by today’s reality.
With a few simple habits,
we Can Dare to Dream and
make those dreams come true.
This aspiration remain in the pipeline.
Some of us wanted to be the CEO,
billionaire, Great Professor, etc.
However, for best leaders don’t just
dream it: They Do It.
For the best leaders, high aspirations are
at the heart of how they think.
The good leader will work with normal
aspirations, which is sensible and safe,
and is a recipe for a good career.
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NORMAL
ASPIRATIONS
Work on today’s reality.
Improve, seek perfection
and excellence.
Focus on self.
Be reasonable.
The Nature of ASPIRATIONS
HIGH
ASPIRATIONS
Create future.
Transform, disrupt.
Focus on the mission.
Be unreasonable.
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The best leaders aspirations are in a different league.
The main differences are:
Create the future
versus work on today's
reality.
Transform and disrupt,
not just seek to
improve.
Focus on the mission,
not just on themselves.
Be unreasonable in
sticking to goals, but
flexible about how to get
there.
They are not sort of people you want to
disappoint. They have high expectations.
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The Major
Obstacles
to having
High
Aspirations
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Living in the comfort zone of high
standards rather than learning and
growing.
Focusing on achievement in current role,
rather than preparing for next role.
Working in a low-aspirations rather than
high-aspirations.
Letting entropy and lower standards
creep up unnoticed.
High
Aspirations
can be
developed
when we:
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1. Dare to dream
Imagine our future is perfect.
2. Seize the moment
See the opportunities around us every day.
3. Work in a high-aspirations context
Be in a culture that is running, not walking.
4. Act the part
Be a partner, not a follower.
5. Choose our destiny
Know what we want and work for it.
Courage:
Dare to Act Chasing our dreams takes courage.
Without courage, the dream remain a dream.
Courage is about taking a personal risk.
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Fortunately, courage is not a genetic trait.
We all can built a courage, and becoming more
adept at knowing and how to take on risk.
Courage is the leadership quality that is
identified as being essential to success.
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“Leadership is the art of
taking people where they would
not have gone by themselves”
If leaders have high aspirations, that
mean doing more than simply improving
on better-faster-cheaper.
It means transforming, disrupting, setting
unreasonable goals and creating a future
that is not just better, but different.
We can only achieve that by taking risks,
and risks requires courage.
We need courage to take the risks that
separate leaders from the rest:
to transform and disrupt.
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“Only those who will risk going too far
can possibly find out how far they can
go.”
-T.S. Eliot-
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Main Sources of Risks
1. Rational risk Which businesses deal with routinely.
2. Ambiguity Seen as risk by managers,
as opportunity by leaders and entrepreneurs.
3. Personal risk Fear of failure and ridicule,
which the best leaders will accept.
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1. Train for Courage - Make the unknown become
familiar and routine.
2. Believe in Your Mission -
The greater your cause, the greater the commitment.
3. Create a Bigger Fear
Let the risk of inaction be greater than the risk of action.
4. Think Courage
Focus on the benefits and outcomes, then work out the risks.
5. Find Support - Share the burden.
6. Manage Your Fear - Recognize the fear, then visualize
success.
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Ways to Build Courage Mindset:
No graduates will join and unknown
start-up…
You can’t train teachers in six weeks…
There’s no money
for this…
The unions will
hate it…
How can we create a compelling
value proposition to attract the best
graduates? How can we prepare students in six
weeks and then support them
properly once they are in school?
How can we find sponsors in
government & private sector for this?
How can we talk to the
right people in the
unions?
NORMAL Line of
thinking COURAGES Line of
thinking
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The courageous way of thinking
drives to action.
Resilience:
Stay the Course Resilience follows courage,
because taking risks means that
inevitably some risks lead to setbacks.
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The best leaders learn
from each setback and
grow stronger.
Resilience means learning
how to deal with adversity
and how to gain strength
from it.
Resilience is about
never giving up,
in the face of short-term
setbacks or in the long haul.
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The best leaders
take risks,
have setbacks
& need resilience.
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Dealing with
Adversity:
The
Example
1. Gain Control The least you can control, the more
you should control what is left.
2. Will to Prevail Keep your final success in mind.
3. Face the Brutal Facts Cope, do not hope.
4. Use Humour Laughter is the best medicine.
5. Build your Support Network
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1. Take Control Don’t worry about what you can’t control.
2. Control Your Feeling You always have a choice about how you react and feel.
3. Stay Positive - Focus on your goal.
4. Gain Perspective Count your blessing, look at the best and worse outcomes.
5. Draw on Experience - From yourself and others,
in order to find a way forward.
6. Use Humors
7. Get Help
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Dealing with
Setbacks:
The
Leader’s
Guide
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1. Making money, which
becomes an accelerating
treadmill.
2. Finding work-life balance,
which is normally a code for
working less.
Dangerous Ways to
Build Resilience
for the Long Haul:
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1. Discover your Mission Count your blessing, look at the best
and worse outcomes.
2. Enjoy What You Do You only excel at what you enjoy.
3. Will to Win Dangerous because beating others is
great, but losing is not.
How to
Build Resilience
for the Long Haul?
4. Cope with Stress Find control.
5. Stay Healthy Sleep well.
Positive:
Believe in Better The positive mindset is about creating energy, focusing
on the future, seeing opportunities where others see
problems and becoming leader other want to follow.
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The positive mindset is the opposite of
the risk-averse corporate mindset and
become optimistic.
The positive mindset can be learned
through a few simple routines and habits.
Being positive is not just save your
career, it might promote healthier
lifestyle.
POSITIVE:
Optimism
1. Turn crisis into opportunities Focus on the future, not the past
2. Create believe in your team
and motivate them Inspire hope
3. Create new and bigger opportunities See and seize chances
4. Attract support Followers want positive, not negatives leaders
5. Perform better Optimists outperform more-skilled pessimistic
6. Get lucky Practice, persistence, patient and perspective
leads to winning more.
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POSITIVE
LEADERS
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1. Recognize that you have a choice: How you feel and thing is up to you
2. Challenge your thoughts: Check every negative thought you have
3. Copy your role model: Think and do as they do
Bad events happen to all of us.
How to react to them differs.
You cannot change the past.
But you can change how you react to it.
The positive mindset start with
controlling your self-talk:
PESSIMIST
OPTIMIST
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Temporary:
This is a one-off.
Permanence:
This always happens.
Sees external causes. Personalization:
Blames self, feels worthless.
Self-efficacy:
I can change this and learn
from it.
Helplessness:
Nothing can be done about it.
1. Focus on the future
Do not dwell on the past too much
2. Count your blessing:
Focus on the silver lining, not the cloud
3. Help others:
Encourage reciprocity and feel better about
yourself
4. Drive to action:
Act on what you control, do not worry about
what you cannot control.
5. Take small steps:
Break daunting task into small steps, reward
your progress
6. Relax and smile:
Find the method that works for you
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Techniques
to be
POSITIVE
ACCOUNTABILITY:
Control Your Destiny The best leaders are never victims. 5
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The best leaders are confident that they control their destiny,
for better or worse.
They are not constrained by the formal frameworks of where
they work.
They even take responsibility for one thing that many people
struggle to control: control their own feeling.
Building this level of control requires changing the way we talk
to ourselves and think about ourselves.
ACCOUNTABLE LEADERS
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To develop the accountable mindset,
we first must understand what it is.
Then we have to find the way to
develop the mindset.
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There are there types of mindsets:
1. Accountable
2. Corporate
3. Victim
Factor Corporate
Mindset
Accountable
Mindset
Victim
Mindset
Locus of
control
You believe your
control is defined by
your formal authority
and the corporate
framework.
You believe you can
control your destiny
and your
environment.
You believe that
you are shaped by
events around you,
over which you
have little control.
Self
efficacy
You will focus on
performing well within
your defined area of
responsibility.
You will have
confidence to
perform well in a
variety of situations
and will be confident
about taking on new
challenges that will
let you learn and
grow.
You tend to avoid
new, difficult and
challenging
situations and
prefer to work in a
stable, familiar role
which that you
know.
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Types of Mindset
COLLABORATIVE:
Succeed through
Others The days of heroic leadership are over.
Success comes with and through others.
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The collaborative mindset is
about learning how to gain the
thrust and respect of willing
subordinates without chasing
popularity.
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Popular Manager Effective Manager • Makes life easy for the team. • Sets high standards.
• Solves all the team’s
problems for them.
• Coaches the team to help them
solve their own problems.
• Sets easy goals. • Sets stretching goals.
• Socializes with the team. • Works with the team.
• Accepts excuses. • Expects performance.
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The collaborative mindset is about being trusted
and respected, not about popularity.
Collaboration is key because managers no longer control
all the resources they need for success.
The collaborative leader will focus on FOUR activities:
1. Build influence across the organization.
2. Build the team.
3. Maintain and grow the team.
4. Be a partner, not a child.
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Build influence across the organization.
1. Listen: Use the secret weapon of all the best people and leaders:
YOUR EARS
2. Build Credibility: Do as you say, set clear expectations, avoid
surprises.
3. Make it easy for others to Collaborate: Reduce perceived risk
and effort, engage incrementally.
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SKILLS: Recruit to potential as well as achievement.
PERSPECTIVES: Avoid a company of “yes men”.
STYLES: Different styles are the most productive,
but hardest to manage.
VALUE: You can train skills, but you cannot train
values Know what you want.
Build your Team: Do not blindly accept the team you
inherited.
Achieve the balance across:
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Delegate: Stretch and test the
team with challenging work, not
just the routine.
Coach: Do not let the team
delegate every problem upwards
to you.
MAINTAIN & GROW YOUR TEAM
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Act the part with senior
management.
Not a Child.
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GROWTH:
Adapt to Thrive What works today may not work tomorrow – or in
another place. Merely very good leaders can become
prisoners of their own success: they cling on to a
success formula until the world changes and they
become irrelevant.
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They have the courage to
move on.
The growth cycle is a
simple way for anyone to
keep learning and growing.
LEARN
GROW
ADAPT
The very best leaders are always
learning, always growing and always
adapting.
Top Level Middle Front Line
Vision Ability to motivate others Hand work
Ability to motivate others Decisiveness Proactivity
Decisiveness Industry Experience Intelligence
Ability to handle crisis Networking Reliability
Honesty and integrity Delegation Ambition
Expectation of Leaders
at each Level of an
Organization [Owen, 2015]
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Top Level Middle Front Line
Vision
(61%)
Ability to motivate others
(43%)
Hand work
(64%)
Ability to motivate others
(37%)
Decisiveness
(54%)
Proactivity
(57%)
Decisiveness
(47%)
Industry Experience
(70%)
Intelligence
(63%)
Ability to handle crisis
(56%)
Networking
(57%)
Reliability
(61%)
Honesty and integrity
(48%)
Delegation
(43%)
Ambition
(64%)
Percentage of staff
Satisfied with Leaders’
skill at each Level [Owen, 2015]
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Top Level Middle Front Line
Role
Take people where
they would not have
got by themselves
Make things happen
through others who
you may not control
or like
Make it happen
Time
Horizon
(max/min)
Five years/today Six months/today One month/today
Skills Bias People, strategy,
engagement People, politics Technical
HOW
LEADERS
CHANGE
BY LEVEL
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Stable World Dynamic World Meet your targets Outperform
Stick to the process Focus on the goals, flex the
process
Don’t mess up Try, Learn, Adapt
Give appraisals Encourage development
Ensure compliance Build commitment
Improve Change
PERFORMANCE
IN DIFFERENT
ENVIRONMENTS
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Today’s skills will be less useful or relevant tomorrow: Offshoring and technology will challenge existing jobs and skills, forcing us to upgrade our skills. We will change employer several times in our career: Average job tenure is about 10 years; a career will last about 30 to 40years or more. The rules of survival and success change at each level of the organization: A success formula at one level is a formula for failure at the next.
Why a Grow
Mindset is
Important?
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1. The Prison of Success
Prepare for new challenges and new rules
of survival.
2. The Prison of The Past
Build new skills for the future, not the past.
3. The Prison of Performance
Focus on learning, not just achievement.
4. The Prison of Fear
Have the courage to try, to fail, to learn, to
grow.
What stops us from growing? THE PRISON OF OUR MINDS.
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Practice what you
have learned Ask “what went well?”
and “even better if...”
after every key event.
Test new approaches,
discover what works
Challenge yourself to
improve, stretch, change
and try new things.
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How to build your growth mindset? THE GROWTH CYCLE !
THE DARK SIDE:
Beware the Demon Knowing the dark side will help you to avoid it, and it
also helps you to understand why the positive side of
each mindset is so powerful. Learn from the dark
side, but do not become part of it.
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Diamonds are pure and
brilliant. Coal is dirty and polluting. Both are pure
CARBON.
The same matter can be beautiful or ugly, and so it is with each of the mindsets. In the corporate world, any good idea is soon gets trivialized or abused.
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1. HIGH ASPIRATION Should not be about self – focus on the mission and gain buy-in- from the team.
2. COURAGE Do not be the lone hero. Success is a team effort. Right team.
3. RESILIENT Avoid pointless battle. Only fight when: • there is a prize worth fighting. • you know you will win • there is no other way of achieving your
goal
THE DARK
SIDE
OF
THE
MINDSET
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4. POSITIVE Avoid denial. Recognize and deal with the problems when they rise
5. COLLABORATIVE Do not chase popularity. Built thrust and respect.
6. ACCOUNTABILITY Do not try to do it all yourself.
7. GROWTH Learning is a mean, not an end. Drive to action.
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THE DARK
SIDE
OF
THE
MINDSET
All the best leaders have a hard edge.
There are Four areas where they show their hardness:
Success does not mean always being popular. You have to make hard choices and you have to find your hard edge.
1. Right Goal
Which is stretching and they focus
relentlessly on it.
2. Right Team
Build the best, achieve balance and do
not tolerate second test.
3. Right Performance
Have difficult conversation early.
4. Right Budget
Negotiate hard because you can not
change the world without the resources.
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Passive
Victim
Assertive
Leader
Aggressive
Sociopath
Characteristics
Allow others to
choose for you;
inhibited, set up to
lose.
Choose for self;
honest, self-
respecting, find the
win-win.
Choose for others;
tactless, self-
enhancing. Play to
win, others to lose.
Your Own Feelings
Anxious, ignored,
manipulated.
Confident, self-
respecting, goal-
focused.
Superior,
deprecatory,
controlling.
How You Make
Others Feel
Guilty or superior;
frustrated with you.
Valued and
respected.
Humiliated and
resentful.
How You Are Seen
Lack of respect; do
not know where you
stand.
Respect; know where
you stand.
Vengeful, fearful,
angry, distrustful.
Outcome Lose at your
expense.
Negotiated win-win. You win at others’
expense.
Choose Your Mindset
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What leaders do in the moment that matter most and how they arrived at those moments
We just need to know where to put our
attention!!!
Great leadership is actually simple:
MOMENT
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Leaders Create New Realities
Leaders needs commitments that make
them the kind of leaders people love to work
with.
The COMMITMENTS are [Enderse et al., 2012]:
1. Clarity
2. Stability
3. Rhythm
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1. Clarity
The total awareness about the core knowledge of what we do.
Understand who your people are and what they need to be completely clear about in where they’re going and in what you’re doing together.
Committing to clarity starts when we develop a personal state of total awareness: of where we’re going, what we need to get there, and why it matters.
True clarity happen when everyone knows what success looks like and has the confidence and the capacity to talk about it.
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2. Stability
The promise to do everything we can.
To be successful consistently, each of us needs two things: resources and culture of trust.
With stability we take risk, share new ideas, collaborate, put in extra time and believe the effort will be worth it.
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Taking risk when we trust people, with whom we work and the organizations in which we serve. Are our team playing it safe? We can’t take risk when they don’t have stability to jump. Even if our teammates have stability to keep up what they’re doing, will flat growth and no improvement in their performance get you closer to the new realities you wan to create?
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3. Rhythm
A pattern that leaders foster to produce more results.
In sport, rhythm is the zone. In business, it’s peak performance. In phycology, it’s described as flow.
Leaders have incredible power to create an environment that innately removes the roadblocks that get in the way of people performing at their best.
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The commitment to rhythm - whether we do it through building efficiency, creativity, or that elusive place where everything just seems to work naturally,-
is how we raise the rate, volume and quality of the work we and our teams produce.
It cause our team to LOVE the works we’re doing together.
The THREE commitments are how we lead, no matter what we’re trying to accomplish,
so the people around us want to be on our team.
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CONCLUSION
Mindsets means becoming
the best of who you are.
THANKS! Any questions?
You can find me at
[email protected] / [email protected]
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