Mindset is everything. An area that used to be referenced in a blurb in health & wellness magazines is now a mainstream belief. The psychology of belief used to be laughable and mentally shelfed along with the astrology data. But endless research is pouring out that proves what a person thinks about and focuses on manifests itself physically. I’m not talking about the “secret”, I’m talking about science. In fact, if you want a good read about mindset check out Dr. Carol Dweck [she has a book called Mindset].

What’s interesting about this new psychology is that it isn’t new. One of my favorite authors, Napoleon Hill, wrote an entire book about this in the early 1930s, Think & Grow Rich. Contrary to the title, this book is about so much more than accumulating wealth. He said, “Every man is what he is, because of the dominating thoughts which he permits to occupy his mind.”

So how does this play into our professional lives? The first word that comes to mind is ownership. Ownership is a buzz word because so often we allow ourselves to be the victim instead of taking responsibility for poor choices or not pulling the trigger on something. Grasping the fact that our mindset creates our current situation forces us to take ownership. It forces our team to take ownership. It creates a need to answer the question “how” instead of “why”.

Just like a human has a mindset, an organization can have a mindset. We often associate it with the culture of the workplace. But as a team we can continue to feed ourselves the same responses, the same solutions, the same outcomes; or we can break that mindset and choose to find a way to embrace the possibilities.

How powerful would our workplace be if we chose to be successful, creative, communicative, positive, encouraging, and passionate? And what will it look like if we don’t decide to make any changes to our mindset?

This is a loaded topic and I often spend hours in workshops covering this, but here are some of my suggestions on how to change your mindset:

  1. Awareness – May seem obvious, but bringing awareness to your mindset is the best place to start. No judgement, not criticism; simply acknowledgement of what is running through your head or the comments that are being made in a meeting. What is being said? What are we telling ourselves?
  2. Correction – After giving yourself 48 hours of awareness, start to correct your mindset. Instead of allowing the words “we can’t” or “impossible”, start the dialogue with “how can we do this”? Don’t expect an immediate response but start to allow the conversation to change. Remember, the definition of insanity is doing the same thing over and over again. If we want to create different results, we need to be willing to change the dialogue.
  3. Safety – Give yourself and your team a safe zone. A place where the new mindset can grow and thrive. That means not allowing sarcastic comments or negativity to pull the team back from progress. It means giving belief to someone’s new mindset. It means trusting someone’s truth, especially your own. Don’t over analyze, don’t concern yourself with what others may think. Protect the new mindset of your team and yourself.

How can you incorporate changes in mindset to your daily routine? Where your attention goes, energy flows. We would love to hear – if you put any mindset changes into practice let us know what worked for you!