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

Innovative · entrepreneurial · global

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


The 7 Mindsets of

Success Mindset is the heart of a revolution in

management.


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.


THE SE7EN MINDSETS OF

SUCCESS [Owen, 2015]


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.

1 Innovative · entrepreneurial · global

“


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.


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.


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.


The Major

Obstacles

to having

High

Aspirations


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:


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.


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.



“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.


“Only those who will risk going too far

can possibly find out how far they can

go.”

-T.S. Eliot-


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.


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.

innovative · entrepreneurial · global

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


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.


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.


The best leaders

take risks,

have setbacks

& need resilience.


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


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


Dealing with

Setbacks:

The

Leader’s

Guide


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:


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.



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.


POSITIVE

LEADERS


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


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


Techniques

to be

POSITIVE

ACCOUNTABILITY:

Control Your Destiny The best leaders are never victims. 5


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


To develop the accountable mindset,

we first must understand what it is.

Then we have to find the way to

develop the mindset.


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.


Types of Mindset

COLLABORATIVE:

Succeed through

Others The days of heroic leadership are over.

Success comes with and through others.


The collaborative mindset is

about learning how to gain the

thrust and respect of willing

subordinates without chasing

popularity.


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.


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.


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.


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:


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


Act the part with senior

management.

Not a Child.


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.



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]



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]



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


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


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?


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.


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.


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.


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.


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


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.


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.


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



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


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


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.


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.


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?


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.


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.



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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