I don’t think anyone would argue against the opinion that successful leaders have a leadership mindset. But working with my clients, I find the disagreement, or more likely confusion, comes when we discuss what leadership mindset actually means.

Few words have more varied definitions than “leadership,” and when you add the term “mindset” to the equation, well … you can imagine what happens.

What is a leadership mindset? In doing some research, I found where Psychology Today describes mindset as “the attitudes, beliefs, and expectations you hold that act as the foundation of who you are, how you lead, and the ways in which you interact with your team.”

This Mindset is so critical because it drives:

  • every opinion you have
  • every decision you make, and
  • every action you take

The mindset influences the culture around you and sets the tone for your team

Determine whether you first seek to understand or rush to judgment. It shapes decisions around how you focus your organization’s efforts on creating, marketing, and delivering your products and services. It also impacts the expectations you create for your team.


Now that we’ve defined it, we’re going to go deeper on some of the elements of a leadership mindset and how to develop one to drive your team’s long-term success.


Leadership is tough. The very nature of leadership is that problems will arise and our role as a leader is to successfully help your team overcome them. Having a leadership mindset means seeing problems as opportunities and recognizing that every challenge provides an opportunity to learn and grow.

A true leader keeps their team focused on outcomes and prevents them from getting bogged down in difficulties. It’s about facing difficulties head-on and embracing the situation rather than hiding away or denying the issue exists.

Sometimes this is not easy; it takes a leadership mindset to be able to balance the problem at hand and understand that the team is counting on us to be the anchor; the one who is going to ensure they get through whatever the difficulty is, and we have their back.

How do you handle these situations when they arise?


A leadership mindset requires the ability to:

  • make decisions quickly
  • communicate them confidently
  • stand behind them come what may.

While impulsiveness undermines leadership, the ability to quickly filter through the information to make an informed and timely decision keeps us and the organization from getting caught in the mire of questions and fears.

As Scott Hoffman, co-founder of Folio Literary Management explained to Entrepreneur magazine, “In marginal situations, a decisively made wrong call will often lead to better long-term results and a stronger team than a wishy-washy decision that turns out to be right.” Sometimes what’s most important is just to keep moving forward.

When was the last time you had to be decisive in a decision? How did it turn out?


People don’t follow individuals who lack confidence and are timid or overly cautious. Conversely, however, strong performers won’t follow someone who is cocky or arrogant.

Employees need to see humility in a leader, someone who admits what they don’t know and work quickly to fill in those gaps. They are looking for someone who owns their mistakes and shares with others what they have learned from them.

A humble leader values and acknowledges the skills and contributions of those around them and readily gives credit to the whole team for successes.

How do you show your team that you are a humble leader? What is their reaction?


While successful leaders share credit for successes with the larger team, we accept sole responsibility for failures. Leaders seek to understand what went wrong and why, then adjust our approach to keep it from happening again. We accept the fallout, whether it be from customers, investors, or those within the company, apologize sincerely, and set the team on a course to overcome the setback.

When was the last time you accepted ownership and accountability for a situation gone south?


A leadership mindset means becoming comfortable with change. When leaders get into a fixed mindset, they start to miss important developments and can very quickly fall behind.

Failure to look beyond the present to anticipate what comes next means organizations can lose market share, find themselves scrambling to adapt to regulations and changes in the business, and can even find themselves sidelined to the point of irrelevance. In today’s ever-changing market, this can happen very quickly and must be guarded against by a forward-thinking leader.

How do you handle change in your work environment?


Strong leadership means being open to multiple approaches and various sources of information. A growth mindset involves looking to industry leaders for direction and ideas, but it also means casting a wider net to identify varied sources for input and inspiration.

Successful leaders aren’t afraid to work with companies from other industries or even competitors when the right opportunity arises. They’re willing to learn from anyone and keep their eyes and minds open to solutions and approaches.

How resourceful are you?


When I was a leader in corporate America, one of things I enjoyed the most was seeing my employees succeed not only in their current role, but also to move up in the organization and/or company. I also made sure to always be aware of what was happening in my employee’s lives and let them know I was there to listen or be of support should they need time away.

True leadership requires a genuine desire to see others succeed. Leaders must show empathy when others are struggling, personally or professionally, and they can’t be afraid to “be cruel to be kind” when it’s clear that someone is unable to deliver the results the organization needs.

Without a focus on developing their people and a true interest in those people’s success, they may find themselves surrounded by employees but without a cohesive team.


There are few things people hate more than being lied to. And while we justify lies of omission when we’re the ones doing the omitting, the victim of the deception rarely sees much of a difference in the severity.

Likewise, in business, team members want to know their leaders are being honest and open. Leadership transparency encourages openness and transparency in others is the key factor in determining an employee’s happiness and leads to greater effort from employees.

The bottom line is that when leadership is open and honest, employees in turn trust that leadership, and as a result, they work harder.

How important is honesty and transparency to you in your job? Let me know.


So, if those are the elements of a leadership mindset, how do you get there?

Some people are generally further along in the development of certain areas than others. You’ll need an honest evaluation of your skills and traits to determine where to focus your efforts. A professional coach provides evaluation tools such as behavioral assessments or a 360 leadership assessment to help you better understand yourself and how others perceive you. This will provide a great starting point as you look to grow and develop.

If you need to start smaller, take some careful, focused time to evaluate yourself on the elements of a leadership mindset and ask your friends, coworkers, and spouse (if applicable) to rate you on these criteria from strongest to weakest. Compiling those results should give you an idea of where to start, and you can find many books and other resources to get you started.

Whatever the case, don’t get so focused on where you’re struggling that you forget to capitalize on what you’re already doing well. Your strengths have gotten you this far.

If you want to take your leadership to the next level, now’s the time to work on your mindset and become the leader you’ve always wanted to be. If you need help, I would love to chat with you. I’ve got some openings in my calendar for new clients so book your Breakthrough Strategy call by clicking on the blue box at the bottom of this post.