Achieving breakthrough requires possibility thinking. Possibility thinking is when we open our perspective to entertain new possibilities that have previously been beyond our worldview, expectation, experience, or comprehension. The challenge is that most people’s minds don’t think in this way without conscious intention. If we are not conscious of our mindset, our minds have the unconscious tendency to engage in probability thinking that limits our perspective. This keeps new possibilities from ever emerging.
If you ask any CEO or senior executive of an organization if they have a company vision, they will say yes. If you ask most employees if their company has a vision, they will also say yes. In this day and age, everyone has a vision, but most are little more than posters on a wall.
When you go a level deeper and ask, “Is your organization actively pursuing your vision? Is it alive in people’s minds daily as they make decisions? Is it the priority-setting benchmark for resource allocation?”, both leaders and those in the workforce hesitate, often responding, “No”.
In our previous blog we discussed a key mindset change required in visionary leaders to pursue big visions. In this blog, we’ll discuss the four key areas that visionary leaders must address to identify the breakthroughs required to achieve their big visions.
Are You a Visionary Leader?
Few people aspire to win the Olympics, invent a breakthrough product, or truly make a legacy difference in the world. But as a leader, it is your job to identify what the real possibility is in your market, and then mobilize your people and organization to achieve that possibility. Visionary leaders inspire the passion and capability of their people to achieve breakthrough results. This starts with clarifying your vision.
Who are the most extraordinary leaders you know, either by personal relationship or reputation? What makes them different and more capable than other leaders? Going forward, we’d like to engage you in this conversation while Dean writes his upcoming book and expands the focus of our blog.
Achieving breakthrough in business or cultural results requires people operating at higher states of thinking and acting. The mindset and behavior of blaming curtails high performance. Blame culture is the single largest drain of human potential in organizations and will prevent you from achieving the breakthroughs you need to achieve your vision.
In life and in organizational change, most people operate with a win-lose mindset. Others strive toward a win-win mindset. Very few, however, embrace the concept of WIN-Win-Win, and fewer still reap the rewards. Let's explore this powerful mindset.
What Makes a Good Leader? Going from Unconscious to Conscious Leadership
Achieving organizational breakthrough requires significant transformation, and leading organizational transformation requires certain qualities that make a good leader.
These qualities of a leader are influenced by the level of outcome the leader is seeking. Leaders who seek outcomes not too far out of their organization’s current comfort zone of performance can lead as they always have. But leaders pursuing breakthrough require what we call “conscious leadership qualities.” The bigger the outcome leaders pursue, the larger the challenges they face, and the more their leadership qualities must bring out the best in themselves and others, and enable them to deal with the complexities that the big challenges entail.
What is Your Definition of Success?
Each of us, as leaders, wants our organizations to succeed. We may define our success differently – profitability, earnings, market share, year-over-year growth, customer satisfaction, or product innovation – but we all have a set of metrics we pursue.
What is your definition of success? And even more importantly, how far are you reaching outside your organization’s current comfort zone of capability and performance? Your level of “reach” is critical because it sets the stage for how much you can achieve.