Leadership Mindset 2.0

Courage is not about not having fear. Courage is having fear and doing something anyway.At a recent leadership intensive, we split a room full of leaders into teams and asked who wanted to lead. Almost nobody raised their hand.These are leaders, at a leadership event, and still most of them sat on their hands. In this episode you'll learn;- Why so many capable leaders avoid raising their hand for the role, and what is actually happening underneath the excuses like I'm too busy or somebody else would do it better- The real difference between courage and confidence, and why waiting until you feel ready is the one thing guaranteed to keep you waiting forever- Why people want to be led by someone who actually wants to lead, and what a reluctant leader costs their team even when they are technically doing the job- The specific moments in leadership that demand courage, from having the hard conversation you keep avoiding to simply saying I don't know, and why each one builds the muscle for the next- A story about a cold call I avoided for four straight days, and the one I almost avoided the same way, and what changed when I didn't YOUR CHALLENGE:This week, find the one place where you are playing it safe, whether that is a conversation you are avoiding, a hand you have not raised, or a risk you keep putting off, and do the thing anyway.Questions on this episode?Ask me in the Leadership Mindset 2.0 community on:LinkedIn: https://www.linkedin.com/groups/8944058/Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

The manager everyone thinks is incompetent probably isn't. She just never got trained.82% of UK managers are what's called accidental managers, promoted without ever getting the skills or training to actually do the job…so what do you do about it?You’ll learn everything you need to know about leadership training & development for your team including;- Why what looks like incompetence in a struggling manager is almost always a training gap instead, and how that one reframe changes the entire conversation you need to have with them- The six main ways to invest in leadership development, what problem each one actually solves, and how to know which one your team needs right now- Why the old week-away training model barely works, and what the research actually says you need instead to get people to change their behavior and keep it- How to build the business case that gets your leadership training budget approved, by tying it directly to a business objective the person signing off on it already cares about- The one leadership myth from your MBA that's wrong, and why what looks like the Peter Principle is actually just leaders never getting the training they needed to succeed at the next level YOUR CHALLENGE:This week, figure out what leadership development you, your team, or your organization actually needs, check whether it is already in next year's plan, and if it is not, start building the case for how it gets there.Questions on this episode?Ask me in the Leadership Mindset 2.0 community on:LinkedIn: https://www.linkedin.com/groups/8944058/Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

Your mind messes with you, and until you know that, it's going to keep holding you back.Today, you're going to learn exactly how it does this and how to make it work for you instead of against you.In this episode you'll learn;- The simple fact versus fiction tool for catching the exact moment your brain starts inventing a story that has nothing to do with reality- Why a great presentation, a good piece of feedback, or a clear win can still get twisted into self doubt, and how to stop that story before it takes hold- How to rewrite the story you are telling yourself about someone who seems distant or hard to read, and why that one shift changes how you actually show up with them- What to do the next time your ego tells you that you are not qualified, not ready, or not the right person, and why that story is almost always the least accurate one available to you- How to teach this same tool to the people you lead, so you can catch them in their own made up stories and help them get back to what is actually trueYOUR CHALLENGE:This week, find one story you are telling yourself that is causing you stress, draw a line down the middle of a page, write fact on one side and fiction on the other, and be honest about which side each thought actually belongs on.Questions on this episode?Ask me in the Leadership Mindset 2.0 community on:LinkedIn: https://www.linkedin.com/groups/8944058/Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

A tool every leader needs is the ability to turn negative, complaining people into a positive, effective member of the team.The problem is, if you don't know how to do this, you often make it worse.Here's a simple yet powerful model you can use that does just that. In fact, as you’ll hear, it even works inside of a prison.In this episode you'll learn;- The three roles in the drama triangle, victim, persecutor, and rescuer, and why you are probably playing one of them right now without realizing it- Why rescuing someone in a victim mindset actually validates their negativity instead of fixing it, and what that costs you as a leader over time- The exact questions that move someone from complaining about the past to creating a positive future, and why "what is your desired outcome" works better than almost anything else you can say- How to be firm with someone who is venting without becoming cold or dismissive, and where the real line is between consoling someone and enabling them- Why catching yourself in victim mode is harder than spotting it in someone else, and the one question that exposes where your own ego is hiding it from youYOUR CHALLENGE:This week, find one place where you or someone around you is playing the victim, identify who the persecutor is in that story, notice if you have been stepping in as the rescuer, and then ask the one question that starts moving things forward: what is the outcome you actually want here.Questions on this episode?Ask me in the Leadership Mindset 2.0 community on:LinkedIn: https://www.linkedin.com/groups/8944058/Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

One of the most frustrating things for a manager is that their team's not performing, and they don't know what to do about it.The pressure starts mounting more and more. They start to doubt themselves, and things get worse and worse for everybody involved.The solution is to evaluate your team on these five pillars and then put in a strategy to solve it.In this episode you'll learn;- The five pillars that separate high-performing teams from the ones stuck firefighting, and the one score you'll walk away with that tells you exactly where to focus first- Why hiring your way out of a broken culture never works, and what actually happens when you throw a new headcount at a team with no clear expectations- The real cost of keeping a B-minus player on an A-player team, and why it’s causing your best people to check out or leave- What separates a leader who manages from one who actually leads, and why AI is about to make that gap the only thing that matters- How to build a culture that runs on its own momentum instead of one you have to hold together by sheer will every single dayScorecard Download: https://rmichaelanderson.com/teams-scorecardYOUR CHALLENGE:This week, score your team honestly across the five pillars, culture, purpose and vision, team makeup, engagement, and leadership, and identify the one pillar that's actually holding you back…because here's the thing, it's usually not the one you've been working on.Questions on this episode?Ask me in the Leadership Mindset 2.0 community on:LinkedIn: https://www.linkedin.com/groups/8944058/Facebook: https://www.facebook.com/groups/leadershipmindsetgroup