Many leaders and business owners focus on their overall effectiveness, however, in reality, the exceptional leaders and business owners realise that the personal effectiveness of their team will provide even greater success than just focusing on themselves.

Do you find that some people have an ability to consistently get things done while others seem to continually make excuses? Some people have highly effective habits, and others need to learn them.

We consider that every business should have a personal growth plan for their leadership team that includes personal effectiveness as a core element.

Do you have any personal growth plans for your people?

When I take on a new client, I go right to work identifying their knowledge gaps and those of their team, while starting to address their motivation and mindset. That leads us to building a vision and developing a plan.

You’ve got so much to worry about already, and part of my job is just helping to sort through the clutter and provide honest answers quickly and cost-effectively. When you’re able to remove the clutter and the noise, answers sometimes present themselves.

If someone isn’t in the early stages of their business, it’s more about looking at their mindset immediately. They have to be able to evolve their mindset and move the goalposts.

I constantly try to motivate our team for success and share my vision for the future. As I began to work with other companies, I saw people who were lacking in these areas and I was able to assist, filling in gaps and making a difference with things like self-awareness, the ability to identify market opportunities and especially mindset.

Leaders with a fixed mindset can be a hindrance to a business, even if they have employees and other members of the team who sport growth mindsets. Fixed-mindset leaders tend to foster an environment of “group think” where they believe that, since they are the dominant person in the room, everybody needs to fall in line behind them with the exact same way of thinking.

This causes the group to all head in the same direction of the strongest individual, even if that individual is leading them down the wrong path. People look up to their leaders but also have an instinct to go with what the boss says and feel like they don’t have a right to overshadow those above them in the organisational chart.

The growth-mindset leader, on the other hand, asks lots of questions, finds out what their team thinks and builds consensus. If they are leading because they are the only one with the training or information to make decisions, they find a way to get the rest of the team up-to-speed.

Think about that for a minute. Which scenario is better: A room with one leader and five “yes-people” or a room with a facilitator and five people allowed to help problem-solve freely? The growth-mindset leader picks the second one and is grateful when one of the team solves a problem. They don’t worry about their personal standing within the group. They don’t let their ego get in the way of what’s best for the team and the organisation.