{"id":4355,"date":"2019-02-15T10:55:18","date_gmt":"2019-02-15T15:55:18","guid":{"rendered":"http:\/\/flevy.com\/blog\/?p=4355"},"modified":"2020-12-19T20:36:37","modified_gmt":"2020-12-20T01:36:37","slug":"leadership-2-0-6-leadership-mindsets-defined","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/leadership-2-0-6-leadership-mindsets-defined\/","title":{"rendered":"Leadership 2.0: 6 Leadership Mindsets Defined"},"content":{"rendered":"

\"\"There isn\u2019t one leadership<\/a> approach that can guarantee success in every situation.<\/p>\n

Leadership necessitates an assortment of methodologies that leaders can use based on the circumstances\u2014ranging from being self-centric to helping the humanity.\u00a0 In order to develop effective teams<\/a>, inculcate a sense of teamwork, and make a positive impact, leaders need to be aware of the strong points and limitations of their team members and the behaviors that they typically adopt with others.\u00a0 To identify the leadership approach of a leader and their power to inspire, they need to answer, \u201cWhom do they serve?\u201d<\/p>\n

Researchers have recognized 6 leadership mindsets<\/a> based on interviews with top leaders from a range of industries and organizations, and through studies on cognitive leadership and developmental psychology.\u00a0 Typically, leaders display a portfolio of mindsets, which vary from individual to individual.\u00a0 These mindsets guide their judgment and behaviors, and can transform the direction and performance of the enterprise.<\/p>\n

The 6 leadership mindsets provide guidance on how people can better comprehend and reorganize their own portfolios (mindsets as well as teams) to become successful:<\/p>\n

    \n
  1. Antisocial<\/strong><\/li>\n
  2. Individualist<\/strong><\/li>\n
  3. Timeserver<\/strong><\/li>\n
  4. Extrovert<\/strong><\/li>\n
  5. Initiator<\/strong><\/li>\n
  6. Achiever<\/strong><\/li>\n<\/ol>\n

    \"\"<\/a><\/p>\n

    Let\u2019s take a detailed view of the first 3 mindsets.<\/p>\n

    Antisocial<\/strong><\/h2>\n

    The leaders with Antisocial mindset have no regard for anyone except themselves.\u00a0 They exhibit characteristics related to antisocial personality disorder, i.e. lack of compassion and insensibility towards others. \u00a0They have a captivating personality and are highly effective at manipulating others and the organization.\u00a0 Antisocial personalities can destroy their own and their organization\u2019s reputation by their manipulative behavior.<\/p>\n

    The individuals with Antisocial mindset display an avid interest in authority, have superiority complex, and consider themselves above the rules. \u00a0They exist at any level in an organization\u2014e.g., coldblooded bosses who discount others but use them for their own advantage by intimidation and deceit.\u00a0 Their deception gets them promoted, but only transiently.\u00a0 Such personalities have low values and it\u2019s hard to cooperate with them.<\/p>\n

    Individualist<\/strong><\/h2>\n

    The leaders with an Individualist dominant mindset always keep their own personal interests first, benefit themselves, and don\u2019t bother about others.\u00a0 They are possessed by a strong desire for power, wealth, and status. \u00a0Self-promotion rather than exhibiting behaviors benefiting a team is a hallmark of such mindset.\u00a0 These erratic, self-publicist mentalities in top management can wreck the organizational culture\u2014as they prompt the others to take influence from their behavior\u2014weaken collective action, hinder information flow, and destroy teams.<\/p>\n

    The drive and self-focus of leaders with a strong Individualist mindset can enable them to get ahead, but they often struggle to build a team, as they do little to develop others and try to take all the credit. \u00a0To counter the Individualist mindset, organizations need to outline goals clearly, monitor performance, and ensure that individual goals are consistent with enterprise goals.<\/p>\n

    Timeserver<\/strong><\/h2>\n

    The individuals with a Timeserver or opportunist mindset try to please everyone and in doing so lose credibility among their peers. \u00a0They keep changing with differing circumstances and groups of people they interact with.\u00a0 The individuals with this mindset are insecure, indecisive, and lack influence on people, yet long to be venerated and strive to cajole people in authority to advance their careers.<\/p>\n

    Timeservers have a hard time communicating their longstanding beliefs and lack passion in anything they do.\u00a0 If such personalities are made responsible to manage a project, their biggest concern is to make their superiors happy and their incompetence to stand up for their thoughts against any opposition leads the initiative to failure.\u00a0 Timeservers serve anyone who is important, even budding leaders.<\/p>\n

    Interested in learning more about all 6 leadership mindsets and the ideal leadership profile mix?\u00a0 You can download an <\/u>editable PowerPoint on the 6 Leadership Mindsets<\/strong> here<\/u><\/a> on the Flevy documents marketplace<\/a>.<\/p>\n

    Do You Find Value in This Framework?<\/h2>\n

    You can download in-depth presentations on this and hundreds of similar business frameworks from the FlevyPro Library<\/a>. FlevyPro<\/a> is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:<\/p>\n

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    “As a small business owner, the resource material available from FlevyPro has proven to be invaluable. The ability to search for material on demand based our project events and client requirements was great for me and proved very beneficial to my clients. Importantly, being able to easily edit and tailor the material for specific purposes helped us to make presentations, knowledge sharing, and toolkit development, which formed part of the overall program collateral. While FlevyPro contains resource material that any consultancy, project or delivery firm must have, it is an essential part of a small firm or independent consultant’s toolbox.”<\/p>\n

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    “FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The quality of the decks available allows me to punch way above my weight \u2013 it’s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.”<\/p>\n

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    “Several times a month, I browse FlevyPro for presentations relevant to the job challenge I have (I am a consultant). When the subject requires it, I explore further and buy from the Flevy Marketplace. On all occasions, I read them, analyze them. I take the most relevant and applicable ideas for my work; and, of course, all this translates to my and my clients’ benefits.”<\/p>\n

    \u2013 Omar Hern\u00e1n Montes Parra, CEO at Quantum SFE<\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"

    There isn\u2019t one leadership approach that can guarantee success in every situation. Leadership necessitates an assortment of methodologies that leaders can use based on the circumstances\u2014ranging from being self-centric to helping the humanity.\u00a0 In order to develop effective teams, inculcate a sense of teamwork, and make a positive impact, leaders need to be aware of… Leadership 2.0: 6 Leadership Mindsets Defined<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":4357,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[408],"tags":[1448,106,1299,1446,1447],"class_list":["post-4355","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-leadership","tag-cognitive-leadership","tag-leadership","tag-leadership-behavior","tag-leadership-mindset","tag-leadership-strategies"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4355","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=4355"}],"version-history":[{"count":8,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4355\/revisions"}],"predecessor-version":[{"id":7915,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4355\/revisions\/7915"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/4357"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=4355"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=4355"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=4355"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}