In the previous blog post, I explained why it is essential to leave your comfort zone every now and then and how this can be done. We know from psychology: People who regularly leave their comfort zone can expect to experience success. People who take on challenges and overcome limits develop a better sense of self-worth. Those who are courageous are rewarded with personal growth.
This is as true in private life as in a professional environment. Good leadership begins with responsible, caring self-leadership. And that in turn, means that every manager must develop personally to be able to develop their employees and, thus, the company. This is not easy because this step requires the ability to question oneself and to be questioned by others. Alexander Birken, CEO of Ottogroup, put it in a nutshell: “We are living in a time when, for the first time, a younger generation of people has better answers in case of doubt than experienced employees. The role of managers must therefore transform in order for a company to remain fit for the future.” Transformation, in this case, means redefining one’s own role and taking bold steps out of one’s comfort zone. The fear of losing control in the process is natural.
- This is where our mindset comes into play. It describes a person’s thinking, convictions and behavior patterns, or inner attitude. With clarity about our own perspective, we can take practical steps. Questions like What is important to me in my own life?
- What is important to me for the company I work for?
- What goals do I want to achieve in my personal life, and what goals do I want to achieve professionally?
- Am I open to change, and can I handle it?
- Do I really want to learn something new?
need clear answers. It is a matter of recognizing whether the personal values align with the company’s values and vision. There is a big difference between saying, “I want a quiet life without uncertainty and struggle.” Or whether I’m motivated by, “I’m curious, want new experiences; I’ll take stumbles and bruises for that.” These are completely different mindsets, based on different job profiles.
Exploring one’s own mindset requires the ability to be self-aware. There are studies that show that over 10 percent of women and 17 percent of men have difficulty perceiving their own feelings, let alone putting them into words. So, there is an urgent need for action. Only with the perception of one’s own feelings can I define my point of view and work out my options for action to increase the scope for action. Unfortunately, many managers do not take a position and are thus incapable of action because they want to please everyone. It takes courage to stand up for what you think and for what you want to achieve. Without a clear inner and outer attitude, you cannot lead.
Which leads us on to impact competence. “Impact competence has overtaken factual competence” is the firm conviction of Monika Matschnig, an expert in body language, impact, and performance. If you are aware of your mindset and are in harmony with yourself and your external world, you will radiate this immediately. Then you will be able to pick up others, bring them along and lead them well. Being effective starts with being present, fully in the here and now, with full attention, respect and appreciation for yourself and the other person.
In my opinion, there are far too few charismatic leaders. With the “Mindstep”-Academy, I offer solutions based on Tango Argentino to initiate a change process in small steps by accompanying executives from thinking to doing. Doing so lets you experience and feel what it takes to break out of your comfort zone – from mindset to mindstep. You can’t dance? That’s not the point, but to do something you have never done before. You will experience that the first step out of your comfort zone is fun and worth the courage.
Would you like to learn more about the Mindstep Seminar? Then, read the following blog articles: