Leadership: Growth Mindset for Leadership and OrganizationsRegular price $49.95
- Run your own business
- Have a management position
- Are an executive in a Fortune 500 company
- Aspire to lead in any of these ways
...there are certain qualities and capabilities you need in order to succeed as a leader.
Every skill imaginable is available at your fingertips—all you have to do is download an app, enroll in an online course, read a book, or hire a coach. If everything you need to learn to be a great leader is out there, available to everyone, why, then are some leaders---and the organizations they run—so much more successful than others?
Would your answer be:
- Because some leaders put more time and effort into learning the necessary skills
- Because some leaders are just more naturally talented than others
Your answer to THIS question is the greatest predictor of your future success as a leader—not your degrees, experience, innate abilities, personality, current position or how many of the top qualities great leaders have that you already possess.
Whether you believe your success as a leader depends on you being more talented than others or you believe your success as a leader depends on your willingness to learn and develop the needed skills—this distinction is what determines EVERYTHING.
In our society, and especially in the hierarchical structure in the corporate world, there is a prevailing belief that some people are simply smarter or more talented than others and that this difference is what accounts for a person’s success or failure. However, in industries like sports where natural talent is highly coveted, over and over again the athletes who initially showed lower levels of raw talent are the ones who come out on top.
Let us tell you a little story...
In a famous example, Michael Jordan—the most revered basketball player of all times—was cut from his high school basketball team. Other players may have had more natural ability, but Michael surpassed them all. Why? Because he out-worked every single one of them. He developed his abilities, whereas the players who though they were already talented and didn’t have to try so hard, didn’t.
But it wasn’t the hours of extra time Michael put into practicing every day that allowed him to, literally, leap above his competitors. What enabled him to become the best in history was his belief system—his mindset—the belief that he was CAPABLE of improving his ability.
It’s not a person’s talent that makes them successful—it’s the belief that they can IMPROVE—and then the action they take to do so.
What the most successful leaders have that others don’t is a GROWTH MINDSET. They believe that they will become the best leaders they can be through EFFORT, LEARNING, and GROWTH. They believe they, and everyone they work with, are capable of improving. Without this underlying belief, they will not put the time and effort into learning those needed skills because, well, why bother? You either have the talent and intelligence to be a leader or you don’t, right?
This course was created to help you identify the differences between a fixed mindset leader and a growth mindset leader so that you can become the latter.
This course will help you develop a growth mindset, starting with the good news that regardless of what you previously thought, the truth is that your talent and intelligence is not fixed—you can develop your abilities in any area.
Then, you can take what you learn and teach the growth mindset to your staff. And because you believe in the human potential to learn and grow you can coach employees to reach their potential. The result is that your employees will improve and your teams, projects, or department will thrive.
Lastly, you’ll learn how growth mindset organizations operate differently, why they outperform and outlast fixed mindset organizations, and how you can take make these changes in your organization.
And, you’ll receive a proven blueprint for setting growth-oriented goals so that you can implement the exciting new strategies you learn for developing yourself as a leader and inspiring your staff and organization to embrace their potential.
So, who are we?
We are Joeel & Natalie Rivera. We own a digital media publishing company called Transformation Services, Inc. We provide training programs and curriculum development for entrepreneurs and small businesses and have been coaching for over a decade. We’ve worked with 500,000 students, coaches and businesses from 195 countries. All of our programs are created based on over a decade of experience in education, business development and coaching, as well as Joeel's background in psychology, including my Master’s in Counseling and Education and his research on happiness for his dissertation for his PH.D. in Psychology.
We look forward to seeing you in the course.
Growth Mindset for Leadership and Organizations 53:43
The Most Important Leadership Qualities
The Growth Mindset
Growing Your Brain & Neuroplasticity
Fixed Mindset Leaders
Growth Mindset Leaders
Common Growth Mindset Misperceptions
Developing a Growth Mindset (for Yourself) 46:02
Develop a Growth Mindset Part 1: Awareness
Develop a Growth Mindset Part 2: Perspective
Develop a Growth Mindset Part 3: Action
Your Growth Resume
How to Learn from Criticism
State of Gratitude for Transformation
Purposeful Development: Learning to Be a Better Leader
Developing a Growth Mindset in Your Employees 24:46
Fixed vs Growth Mindset Employees
Modeling and Teaching a Growth Mindset to Your Staff
Growth Plan Part 1: Coaching Employees to Learn and Grow
Growth Plan Part 2: The Zone of Proximal Development
Developing a Growth Mindset Organization/Culture 74:03
Fixed vs Growth Organizations
Bias Toward Talent or Learning
Bias Toward Success or Progress
Bias Toward Conformity or Creativity
Bias Toward Working Hard or Working Smart
Developing a Growth Mindset Culture
Preventing and Overcoming Groupthink
Benefits of a Creative Culture
Look to the Future: Disruptive Innovation
Blue Ocean Thinking and Opportunities for Growth
Growth Through Goals 18:09
New Perspective on Goal Setting
Creating an Action Plan
Conclusion and Next Steps 02:52
Conclusion and Next Steps
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