Be the Guide:
Mastering the 3 Essential Leadership Mindsets

Thank you. We are recording.

My name is Corey. I'm a leadership coach and culture consultant here at the

perk and I have a I have the pleasure of telling you a little

bit more about culture community who we are.

We are a group of people passionate about being great leaders,

intentionally building great cultures and community that genuine,

authentic connection is our game.

So This is where people,

not only yourselves, but friends, colleagues,

anyone you know, please invite them. They are all welcome here,

if they are passionate about these things too. This is a space to learn,

develop, and grow, to connect with each other,

and my personal favorite, to be inspired and activated to make positive change in

the world. When and where we meet,

we meet online monthly. And you can register on our website.

Next month, we have the amazing Jess Ken Johnson from our team talking on

building resilience in times of transformation.

So, it's April 24th. You can register on our website and add that to

your calendars. We'd love to see you there. And with that,

I'll hand it over to Leah to talk about the work.

Hi, everybody. Welcome to my favorite day of the month,

Culture Community Day. How is everyone feeling today?

Put it in the chat. Give me an emoji. One word to describe how

you're feeling. I see thumbs up.

I see fireworks. Great.

Strong. Oof. Thank you for your honesty,

Kelsey. Yes, there are days where I feel oof tired,

relax. Awesome. Yay.

So I'm going to tell you a little bit about the park before we

dive into our topic for today. So we are a premier leadership and culture

development studio and we are on a mission to build the world's best leaders.

Not good leaders, not great, the world's best.

And there are a lot of other companies out there who do similar work

to us, who do leadership culture development,

and many might be on the same mission as us.

Maybe they're also wanting to build the world's best leaders,

but ultimately what differentiates us is our approach,

is in how we do what we do. So everything that we do,

whether it is a teamwork shop or one-on-one coaching, we make it fun.

We make it human, we make it safe,

physically obviously, but also emotionally and psychologically safe,

we make it custom. That's a big thing about what we do. We customize

all of our workshops,

all of our programs to really be unique to the team that we are

serving to hit the results that they want to hit.

And ultimately we make it last, so we're not looking to come in and

just give you a nice shot of inspiration for the day.

We are looking to equip you with frameworks,

with tools, with mindset shifts that will really help you in your day-to-day leadership

and also in your personal lives for the long haul. And we do a

lot of different things with our clients. We are most known for our custom

leadership development programs, our high energy, high impact team workshops,

our clear leadership operating system, and our trust by design framework.

And I want to just share something fun with you today. Stuff you can

go to the next slide. Um, I don't know if anyone has seen Rod

Tough Curls in the Bench Press. They're a Chicago-based band.

I've seen them a few times. And I most recently saw them in Madison

at the Sylvie last Sunday. Um, and they- are so

fun. And as I'm watching them, I'm like, you know, this is such an

on brand band for the perk.

They're up there. They're high energy. They're having fun.

They're being silly. They're being playful. Um,

they're wearing really short shorts, which we wear to all of our team workshops.

Just kidding. We do not do that. But they're just having the best time

and they have lights and that energy and they're engaging with the crowd and

they're doing these fun things. And I went to their website and this just

totally struck me. It said that they are a peak experience band.

And I realize that's the language that I've been looking for for the perk.

We are a peak experience leadership development company.

So if you want us to have fun with you,

wear short shorts, just kidding. We will not do that, but that's truly what

differentiates us. We focus on the experience, whether it's in one-on-one coaching or a

program, we are a peak experience leadership development company.

And with that stuff, I will turn it over to you so we can

get started. Well, and I was wondering the story that was gonna be in

there when I saw those sites this morning, Leah was like,

what's this? Um, so,

I'm not Emily. Um, but I'm going to be leading you all through RB

the guide mastering the three essential leadership mindsets.

And before you're mad at Emily for not being here,

she has a really, really good reason why she's not here.

She had her baby yesterday. Um,

so for those of you that know Emily and maybe knew that she was

pregnant, um, little baby girl came a couple weeks early.

Um, so she's doing well, family's doing well.

Um, hopefully we'll have some cute pictures to share with our Perk community soon,

but I I would say that's about the best reason to not be at

a culture community. Um, so she,

um, is doing really well and we're wishing her nothing but the best as

she gets to snuggle her little baby girl today. And hopefully I do her

content justice today. So without further ado,

let's go ahead and dive in. So some ground rules

and expectations. For those of you that have been at culture community or have

been at a perk workshop before, these are nothing new,

but for the new folks, we want to make sure that you know what

you can expect from everybody in this space,

what you can expect from me as I'm leading you through this.

So we want everybody to be present. We want you to eliminate distractions as

much as possible today, because we want you really to give yourself the gift

of this time, of maybe being able to,

um, you know, network or chat with other people that are in this group,

um, just to learn and grow.

And when we have don't have our phones going on,

um, you know, working on your second screen,

you can be really present and l Please

ask questions, engage and participate.

There is no such thing as a stupid question. Um,

I'm going to have my team monitoring the chat.

And so if there's a question that you have, please feel free to throw

it in there. They'll either answer it or they'll stop me so I can

answer it. Um, if you have a question,

you can use the raise hands function. You can just come off mute and

interrupt me. That doesn't bother me at all. Um,

but please ask the question if you're having it because probably somebody else is

too. We would love for you to be open minded today,

um, we're learning all about mindsets. And so being able to have a growth

mindset, which is one that we'll learn today is just really important,

um, because like our good friend Michelle Venturini says,

everyone has something to learn and everyone has something to teach.

So we always learn so much from each other in this space,

um, in the chat in our discussions. Hopefully if I do my job right,

you're learning something from me today. Um,

and so we would just love for you to stay open minded so you

can take as much as you can out of today. And then last but

not least, as Leah alluded to, we love to have fun.

Short shorts or not, doesn't matter. But we're gonna have lots of fun.

All right. Is there anything else that anybody needs from the group before we

dive in? All right.

So why are we here today? We're gonna talk about mindset.

What that is. And why it's important. So if you're not quite sure what

mindset is or how you even can,

um, start to form that, we're going to make sure that we cover that

today. We're going to use the thought model as one of our tools to

do that, so you'll learn what that is. And then we'll dive into the

three leadership mindsets, which are a growth mindset,

a guide mindset, and a who mindset. So let's start off

with mindset. What is what is mindset?

When we're talking about, you know, I'm sure you've heard people be like, Oh,

I just need to shift my mindset or my mindset just really wasn't in

the right spot this morning. When we're talking about that,

we're just talking about your thoughts. It's literally just the thoughts that you're having

in your brain. And so I want to hear from you all when we're

talking about mindset, why are we even talking about this?

Why is your mindset important? And what I'd love for you to do,

we'll use annotate a fair amount today. Um,

and so you can find your annotate button on the bottom left corner of

your screen. It's a little pencil that's either white or green.

Click on that, then a toolbar will pop up,

and I want you to choose text for this one,

and then you can just type in on the blue box.

Type in why is your mindset important? Why is this something that we're talking

about today? And then once you're done typing,

if you just close, if you like, click off, then your text should show

up. And if annotate isn't your thing,

just use the chat, too. Yes,

it frames our day. It sets your tone. It changes the lens in which

you see the world. Yes. Determines

how you view what is in front of you. Yep,

Dr. Wayne Dyer. Leo, is that you? That's your favorite quote,

isn't it? Yeah. I love it.

Body follows the mind. Yup.

Sets your mood. Allows us to be present.

Yeah, you can choose to be positive through your mindset.

There are some great reasons as to why mindset is important.

I love it. Can someone from my team just clear these for me?

Amazing. Thank you so much.

Just a couple more sets your mood manifests your, manifest your thoughts.

Yes, love it. Okay, so why is your mindset important from our

standpoint? And a lot of the things that that you all mentioned too is

that research shows that your mindset just plays a significant role in determining the

outcomes of your life. And it can directly impact whether you succeed or

fail. And so we like to say that your mind Or your thoughts can

really be your best friend or your worst enemy because of that.

Because if you think about it, if it can determine the outcomes of your

life, if you can make your thoughts or your mindset,

your best friend, how amazing would that be that you can really be in

control of the outcomes of your life? So let's learn a little bit more

about how that works. So we're going to go through,

um, a study that we have that just again kind of shows why And

how mindset can be so important. Very fitting for March Bandness right now as

well. We didn't do that on purpose. We just love this study because it's

really impactful. But this was a study that was done at the University of

Chicago. Three groups were randomly selected to shoot a series of

free throws. So each group was given a different task over the next 30

days. Group one. There, there,

um, what they were told to do was do not touch a basketball.

Over the next 30 days, they were not to touch a basketball at all.

The second group, they were told to practice free throws for 30 minutes a

day. And then the third group,

they were supposed to come to the gym every day and spend 30 minutes

with your eyes closed and visualize hitting every free throw.

So not actually physically shooting the free throw,

but just visualizing it. Sitting there in the gym,

visualizing, hitting every single one.

So, 30 days later, the first group with no practice,

So I got 0% improvement, not super shocking,

right? That's pretty to be expected. For practice every day,

they had 24% improvement. Before I show the stat for what visualize

every day was, what do you think the group who just came to the

gym and visualized hitting their free throw?

What do you think their percentage of improvement was?

Go ahead and put it in the chat. Ooh,

60, 72, 65, 35, all over.

I love it. 23% improvement,

which is pretty much on par with practicing every day,

right? So this study shows that you can physically do the

task, do the thing, you'll get 24% improvement,

but if you sit and visualize it, you get almost the exact same 23%

improvement. So this is just a great way to show how powerful our mindset

is. And again,

this is really tying us back to neuroscience.

So this just isn't something that being able to bring in research and being

able to bring in neuroscience, you know, we love talking about mindset.

And there is like the science and the stats to back it up.

And so as we see here, the brain has the same activity when it

visualizes doing an action as it does one physically performing it.

So if you've heard of athletes or Olympic athletes,

elite athletes, they work with sports

And so we get to use it in just a different way through

visualization and choosing our mindset. So you're like,

great. I want to do this. I want to choose my mindset.

How do I do this? We use our super tool called the thought model.

And so this is not something that we came up with.

It is derived in cognitive behavioral psychology.

And so this super tool, um,

is actually, you know, pretty simple to use.

It's one that you can use every day. You can use it multiple times

a day and I'll break it down for you. So what the thought model

states is that you have a circumstance. From that circumstance,

you have Thoughts. Again, you have that mindset.

So you have thoughts that come from that circumstance.

That drives your feelings, which drive your actions,

and ultimately your results.

So before when I talked about your mindset can be your best friend or

your worst enemy, and it can tell you whether you're going to succeed or

fail, your results are driven directly from your thoughts.

Here we can see this through the thought model. So if you don't like

the way that you feel, About a circumstance,

you can pull it back to your thoughts. What am I thinking right now?

If you don't like the results that you're getting from something that you're doing,

from that circumstance, from the actions that you're taking,

you can again pull it back to your thoughts.

Because with the thought model, it shows that the thoughts that you're having is

what flows everything else. So if you're not liking your feelings,

your actions, or your results, bring it back to your thoughts.

You're not in control of the circumstance. This is something that,

you know, we wish we wish we could be in control of every circumstance

in our life, right? But things. happen to us.

We are not in control of the things that happen to us,

but what we are in control of is your thoughts.

And how amazing is that? Because there's so many things that come after your

thoughts, right? Feelings, actions, results.

So we are in control of our thoughts,

which is like the next best thing than being in control of the circumstance,

right? So remembering that we're in control of our thoughts of our mindset.

And so by using the thought model, that's where we're really able to shape.

Okay. Am I choosing the right thought here?

Am I choosing the mindset that's going to serve me?

So, let's go through how we use the thought model to help you,

um, to shift your mindset. So this is kind of a two part.

We're going to start with our circumstance of you've been given a new assignment

or a new project to work on. Maybe the thoughts that come to your

mind are, I don't have time.

Who has that thought when they've been given a new assignment or project to

work on? Yep. I don't have time,

right? That's your maybe initial thought. I want to hear from you all what

feelings come from that thought. I don't have time.

You can shout it out, put it in the chat.

Frustration, stress, fear, anxiousness,

panic, negative, yep,

overwhelmed, anxiety.

Anxious and frustration. Okay, so if we are stressed,

anxious, frustrated, if those are our feelings,

what actions might we take on being given this new assignment and we're thinking,

I don't have time. What are the actions that we might take?

Procrastinate, shut down, have, yeah,

do lazy work, avoid. Procrastinate,

we already said. Freeze, yep,

avoid. Lash out,

talk badly about the person who assigned it to me.

Yup, cry. And so from those actions,

lashing out, procrastinating, crying,

maybe talking badly about the person who gave me this project,

what might the results be? What are the results that we're gonna get on

that new assignment or project? Not getting it done,

poor performance, poor results, low quality.

High court is all levels, not effective,

bad work, complaining, we're complaining,

yep. It affects that project and the rest of the day,

totally, poor deliverable.

Yeah. So I don't love to sit in this one for too long,

so let's choose a different thought, okay? So,

what we're gonna do is we're gonna choose another thought together.

But with all of us on this call, it's gonna be hard to do

that, just verbally or in the chat. So we're gonna annotate again.

So go down to your little green pencil or white pencil,

that toolbar is gonna pop up, and this time I want you to choose

the stamp function, and I just want you to stamp.

What's another thought that you could choose? So stamp one of these circles.

This could help me expand my network and collaborate with others.

I'm excited to demonstrate what I'm capable of.

This is an opportunity to learn and grow my skills,

or I may not know now, or may not No how,

but I'm confident I can figure it out. Ooh.

Alright, there's two that are in the lead,

and I can't count that fast, so I'm just gonna choose one of the

two that's really popular. So we're gonna go with,

I may not know how, but I'm confident I can figure it out.

Okay, so that is the thought that we're going to choose.

I may not know how, but I'm confident I can figure it out.

If my team could clear this, just quote, real quick,

before I move on to the next one, perfect. Okay,

so that's our new, our new thought. I may not know how,

but I'm confident I can figure it out. What feelings would come from that

thought? Feeling excited,

motivated, having pride.

Be more optimistic, you have confidence and happiness.

Determination, will you feel more challenge and interested?

So if we're feeling challenged, interested, motivated,

what actions might we take for this new project,

new assignment? You

might ask questions, dig in and have more ownership,

ask for help, whiteboard out my ideas.

Experiment, time batching, be creative,

do some research, and then what results might we have from here,

from these actions?

Stellar, yes, progress, reliable,

new energy, you'd have a can-do attitude, yes,

more progress, a collaborative product.

Ooh, that feels so much better than the other side,

doesn't it? And so,

this just shows us, the thought model shows us that you have the same,

this was the same circumstance, right? The exact same one.

You've been given a new assignment or project to work on.

And all we did was just change the thought.

And so, this just shows how different you can feel.

Throughout the circumstance, maybe different actions you can take,

and ultimately, the results that you're gonna get.

Sometimes, honestly, they might be the same, but in this circumstance,

they're very different, right? When we chose a different thought.

All right. I think we still have some annotates on here if we could

just get those cleared off really quick. I do like seeing kick butt results

on my screen though. Okay. So why this tool is so powerful?

This really puts you in the driver's seat, right?

This shows that there are many possibilities,

and it gives you the power of choice, which we love.

We love as humans having the power of choice,

and ultimately it can move you to action.

So if you're feeling stuck, again, if you're not like taking the right,

if you're not feeling like you're taking the right actions, you're not getting the

results that you want, bring it back to your thoughts.

Okay, so we're moving along. We've covered what mindset is why it's important.

And the thought model. So now we're going to dive into the three leadership

mindsets before I do that. Are there any questions that you have on

mindset or the thought model?

Great. And let's go into our leadership mindset.

So we like to call out that there's mindsets that can keep us stuck.

So the reason why we have three leadership mindsets that we focus on is

to kind of help us when we're in these mindsets.

Maybe a perfectionist mindset. If this isn't perfect,

then I must be a failure, right? Or maybe you have a fixed mindset

or an imposter mindset. Everyone is going to find out I'm a fraud and

have no idea what I'm doing. Maybe you're stuck in a victim mindset or

blame mindset. Who has felt one of these in the last

week? Yeah.

Who's felt all of these in the last week? Right?

Like we feel these all the time and so this thought model is gonna

help us and also these leadership mindsets are gonna help us.

So let's figure out how we can move to action.

We do that through the growth mindset, the guide mindset,

and our who mindset. So starting with growth.

When we operate with a growth mindset,

you see challenges as opportunities, and you are encouraged to take

that healthy risk taking because you believe that you have the capacity to

learn, to grow, to develop. When we chose that other,

um, thought in our mindset practice that we just did with that thought model,

that was us choosing a growth mindset, right?

I'm confident that I will figure out how to do this.

And so a fixed mindset might might look like,

let's just do what we've always done, right?

Let's just kind of stay in our lane, do what we've always done.

That's not going to move us to action though. So if we shift our

mindset and have a growth mindset, we might think,

how can we do it better? What's possible?

Another example, maybe we avoid challenges because they are possible failures.

Again, maybe we're stuck in that perfectionist mindset.

And so if we want to move to action, we choose a growth mindset.

So we're going to seek those challenges because they are opportunities to learn and

grow. And we might fail along the way,

right? But we're learning and we're growing as we're failing,

and that's part of having a growth mindset too.

So we're taking on challenges because again,

there are opportunities to learn and grow. We're seeking feedback because we want to

learn and grow. We want to have that continuous improvement,

that continuous, continuous growth. We're also giving feedback because we

believe that other people can learn and grow.

And again, we're viewing failures and setbacks as part of the learning process,

right? We're just learning whether we're getting it Right or wrong,

we have it right the first time where we're failing along the way.

We are learning as part of the process and everything is something that we

can kind of take some sort of nugget from to be able to help

us move forward. But this is hard,

right? This is hard for us because our brain loves what's familiar.

What's familiar is safe. It conserves energy.

And change an uncertainty can threaten our brain.

So doing something different from the norm is the same as telling our

brain that something is wrong. So if you're thinking,

this sounds really great, but this is going to be really hard for me.

Don't worry. Like this, it's, it's okay that this might feel hard because again,

this is something that just kind of goes against maybe the way that our

brain is wired right now if you're not thinking in that growth mindset often.

And this is what change can look like in our brain sometimes,

right? There's not supposed to be any,

um, sound here,

so, but it's just a show. Really a lot going on,

right? Maybe some sirens, um,

maybe some red, Blaring energy here.

And so the good news though, is that even though our brains are designed

to keep us safe, they're also built to adapt and change.

And there's neuroplasticity in the brain.

So that allows us to be able to grow, to change,

to adapt with all of our life experiences.

So because of that, because of the neuroplasticity of our brain,

we can develop new mindsets. We can use the thought model to shift into

that growth mindset. We can make new memories. We can have new abilities.

Um, so just because it feels hard,

maybe the first couple of times you do it doesn't mean that it's impossible.

We can still choose that growth mindset.

So, I want you to try. Doing something that's going to kind of shift

our brain that's going to show you that your brain has this neural plasticity.

So I want you to just cross your arms.

Just sit in your chair and cross your arms. There's one arm that's on

top and one that's on the bottom, right? So now I want you to

shift your arms and put the other one on top.

Feels kind of clunky, right? Maybe it doesn't feel super natural.

Because we usually cross our arms in the same way.

But right now, we're kind of rerouting our brain.

So let's do it again. So cross your arms in normal way,

or the way that you usually do. And now do it the way with

the other arm on top. Felt a little bit easier,

right? So the more that we do that, we are able to help our

brain shift from something that feels pretty natural or our normal kind of response

of how we might cross our arms. And now we're gonna do it a

different way. So just a simple way to show that we can shift that

mindset, we can be in that growth mindset and our brain can make those

shifts for us. The other thing that we like to say when we're

doing these new things and we're trying on this growth mindset,

it's like clearing a new path in the forest,

right? And so when we have a path that we're always going down,

that's gonna feel really easy. That's going to feel like,

yep, I'm, I'm comfortable here. I know what this path looks like.

But if we look to the right where they're clearing this path,

there's a lot that that we're doing, right? There's a lot of energy that

we're exerting to clear that path. And so when we're choosing that new path,

it's going to feel harder because there's more energy that we're putting into it.

But the more that we choose it, the more that path is going to

become more familiar.

So what it's like working with people with a fixed mindset,

if you're not sure, maybe, ooh, do I have a fixed mindset around this?

Or am I in a growth mindset? Things that you might hear.

This is just how I am I cannot change. Maybe you avoid challenges because

they're possible failures. I've never done this before,

I can't do it, I won't do it. Or again,

maybe just hearing, let's just do what we've always done.

Peter, did you have a question? Um,

yes, I want to add, uh, as you said,

like people working in the forest and so finding a new thing is other

than the paths that you have been,

uh, you're using. I compared it to when we grow up,

like, from zero H and to,

uh, 16, it different than when another learning something.

So, As immigrant,

as Canadian citizen and immigrant, and when when you see that learning something

new, it's different totally than when you are a kid.

When you are kids, not when you are a kid when you are a

child, it's starting thing. You don't know what to do,

but you're just going directly to it. That's how I compare it to.

Yeah. Thank you for sharing that. I love that comparison.

Thank you. You too. And

so again, if you're trying to figure out how to adopt that growth mindset,

some thoughts, some things that you might think. I've never done this before,

but I'm excited to learn. How can we do it better?

What's possible? I can do anything I want to.

I can choose to change. And again,

we're seeking out challenges because there are opportunities to learn and grow.

So I'm curious for you all. Let's annotate again with those stamps.

What mindset? Would have the greatest impact on your team or

on you. Which one of these growth mindsets would have the greatest impact?

And you can go ahead and do that annotate and stamp again.

You'll love it a little bit of everything, right? But maybe how can we

do better? How can we do it better? What's possible?

That's a really powerful one. And yeah,

seeking those challenges because they're opportunities to learn and grow.

None of these are better than the other, right? These are all things that

can move us to action and activate that growth mindset.

Amazing. Perfect. So

I want you to remember that you have a choice when it comes to

the thoughts that we have. We're not in control of the circumstance,

right? But we are in control of our thoughts.

Just think when you're given that circumstance is your first reaction,

a thought that's a fixed mindset, and if so,

that's okay because you have control over those thoughts,

just do a thought model and shift over to a growth mindset,

right? Because you have control whether you react in that fixed or that growth

or whether actually you take the actions from either,

right? Because maybe you react in a fixed mindset and you can go down

this thought model and be like, okay, how am I feeling right now?

What actions might I take? What, what would my results be if I stay

here? Do I want those results? Okay,

maybe not. So I'm going to go over and I'm going to shift my

mindset into a growth mindset. What would be a thought of I'm just seeking

this as maybe a challenge that I can learn from?

Maybe that's my thought. How might I feel? What actions might I take and

what results might I get? So you can do this mentally,

you can write it down, but it's just a really nice tool to kind

of help you, um, be able to make that choice of your thought and

of your mindset.

Alrighty. So that's our first leadership mindset.

So I want you to lock in the learning. Um,

I believe that my team has an action plan that they're going to drop

in the chat here. Uh, but what we're going to do as part of

our locking in the learning for each of our mindsets is we're going to

have, um, two questions. And the second question is always going to be the

same, but the first question is going to change. So this first question is

what's one challenge where you want to exercise your growth mindset?

So think of a challenge where you want to really be in this growth

mindset. And then I want you to think what is a mindset,

a mantra, a thought that you are going to choose that's going to move

you into action. Perfect.

Thank you, Dan. Dan put the action plan in the chat so you can

go ahead and fill that out where you can just take notes in your

notebook or on your computer.

So this is our way to lock in our learning of a growth mindset.

The challenge that you're going to exercise it and what is that mindset mantra

thought that you're going to choose.

And we love being able to again, everyone has something to learn,

everyone has something to teach. We love being able to learn from those mindsets

or mantras that you're going to choose.

So if anybody wants to come off me and maybe share,

I would love to hear a couple mindsets,

mantras, thoughts that you're going to choose to move you into action or have

that growth mindset.

I can share. Yeah, go for it. So

I'm feeling very challenged with my toddler right now.

And so the mindset and mantra that I want to try to remember is

that I don't have to fix him. And,

um, to approach the challenges with curiosity.

I love that. It's going to be so powerful.

Thank you for sharing, Caitlin. I'm sure that there are a lot of people

that feel that exact same way. Thanks.

How about one more?

Um, I'll share. Okay. Thanks Jeff.

So, um, I'm being tasked with expanding to an additional

location. Um, and that's a big thing and,

uh, I've been, I guess frustrated with it and I'm going to,

um, try to actively change my mindset to just Um,

being more open to it and uh,

and being excited about what it, what it means for the organization.

Mm hmm. Yeah,

I love that. Thank you for sharing.

All right. So we have some perk

pro tips as well when it comes to Um,

maybe how, like, how do I get into this growth mindset?

Um, maybe you might want to reflect a little bit.

So in order to be in that growth mindset,

there are some reflection questions that might just help you shift that a little

bit. Like, what did I learn today that I didn't know yesterday?

That's going to help you exercise that growth mindset.

What am I grateful for today? Or,

um, what is one thing I can do differently tomorrow to improve my performance?

So if you're wanting to build that growth mindset muscle,

um, you can just Uh,

yes. Um, most of the time,

Mr. Culture, I'm worried about the culture right now that is changing roughly.

And when I see my kids, And my family and my community,

and I'm wondering, uh, if the culture is seen right now in that way,

how it gonna look like for my grandkids and for the country,

you know? Children.

So it's bothering me so much as I love culture because culture

it is what make us unique and culture is what make us who we

are today in North America in Africa in Asia.

So it is important to understand the culture.

So I'm the struggle with this how I define this in North America in

Canada has a Canadian citizen here. So therefore It's

make me sometimes how I think it's very,

very challenging because I want the culture to be as it is.

I know that we have, you know, um,

we are unique and we have the way we can live with.

But our culture is very important to you,

ourself, to our kid and to our grand kid.

And sometimes I say,

okay. That you know solution right now as we are in western country or

in Africa even where I was born and raised there.

So what can we do? So it's uh,

it's a generation thing and we have to,

you know, we have to take it, we have to go with it.

So it's a problematic. Yeah,

absolutely. There is, there's a lot that's going on right now,

right? And a lot of things that are out of our control. And so

that's why we love being able to bring mindset into the conversation because,

again, your thoughts, um, are gonna drive those actions and behaviors,

which is what builds the culture. And so just being able to,

you know, focus on the things that you can control,

which is your mindset, being able to maybe teach this to others in your

community or to your kids. And then they can teach it to their grandkids.

But, you know, the, the mindset that we have,

um, really is something that is within our And so when there's a lot

that's spinning around us, that feels out of our control,

coming back to your thoughts, coming back to your mindset,

can just feel, um, make that feel maybe a little bit,

a little bit better, um, or at least be able to remind yourself that

that's something that you're in control of. But yeah,

I hear you, there's a lot. There's a lot that's going on absolutely around

us that we can't control. So that is our growth

mindset. That's kind of the biggest one that we'll go through.

There's a lot that goes into having a growth mindset.

So next we're gonna dive into being a guide.

So when we have a guide mindset,

The opposite of that is being a hero.

And when you're in a hero mindset, you believe that it's your job to

have all the answers to solve everyone's problems.

Um, but when you shift and when you go into that guide mindset,

that's where you're empowering others to rise as their own heroes in

their story or their own hero to the challenge.

So you're supporting, you're developing, you're coaching,

um, so really being able to lean more into that guide mindset,

um, than maybe defaulting or jumping right into problem solving being the hero.

And so with our guide versus hero mindset,

um, we like to bring in this visual here,

which shows kind of the story. It's an arc of pretty much any story.

There's a hero that has a problem, they meet a guide,

they create a plan together to take action,

successes had, and the hero is ultimately transformed.

So. That's kind of the story arc that you see in a lot a

lot of different stories pretty much any any movie that you might watch probably

goes through this story arc And so what we like to say is

with you as a leader you're the guide You're not the hero as

a leader The employees that you support the team that you support

your colleagues your peers They're the hero you're there to

be their guide, right? And so with that,

sometimes we need to shift our mindset. Because you might feel like it's your

job to be the hero. Maybe it's your job, you feel like it's your

job to swoop in, to solve the problem.

But in reality, maybe some of the situations that you're faced with,

it might be your job to be the guide, to step back,

to coach, to develop, so that you can develop a team of problem solvers

who can do this for themselves. Maybe you're thinking it's

my job to have all the answers and tell my team what to do.

And when you're in that hero mindset,

you can shift to the guide thinking it's my job to ask questions to

unlock potential and to develop my team to find the answers.

So again, shifting from being that hero kind of putting it all on your

back to being the guide.

Coaching them, developing them, walking alongside them so that they can find those answers.

I would love to hear from you all when I think of hero and

guide. Why is this mindset hard?

Why is it hard to choose the guide mindset sometimes?

And again, we can do, um, text here for annotate or you can put

it in the chat.

You can get into an advice trap. It's easier and faster in quotes,

right? Yeah, you can feel like you're not doing your part or doing enough.

It is really hard to turn off the response to immediately fix.

The guide can take so much more time.

It is so worth it, but it does take more time, most times.

Yeah, the difference between managing a team and leading a team,

change is hard. We've gone through that, right?

The personal need to feel successful is sometimes tied to that hero mindset.

It does require patience. Sometimes training is repetitive.

Sometimes we want to be more in control. You can feel like you're supposed

to be the expert. If you want something

done a specific way, some people are resistant to,

to it, yep. Being a hero in the past

has always been successful. Yes, we have to kind of untrain our brains a

little bit. More

time. Yeah,

so these are all, yes. These are all the things that we hear when

we talk about here versus guide, right? This mindset can be so hard,

um, yeah, because it is hard to see your team fail,

but like we've talked about failure can be good learning 100%.

And so this mindset is just because,

again, just because we're teaching these doesn't mean that it's like at the Like

snap of your fingers, drop of a hat that you're going to be able

to shift to these because these are all of the thoughts that are probably

going through your head as you're trying to be like, okay,

should I be a hero here, a guide, fixed growth.

So there is a lot that goes into choosing these mindsets.

And if we just want to clear this.

Thank you so much. There

we go. Um, We also like to talk through,

and some of you alluded to this, that a guide mindset kind of goes

against some of our wired instincts because we love recognition and validation.

We are in a society that rewards being the hero more than the guide

oftentimes. It can feel faster to just help to step in

to fix, than to coach. Sometimes we have a fear of letting go.

And again, our brains don't like being uncomfortable.

So, We're building a muscle here,

right? We are really having to put in a lot to fight against some

of the ways here that maybe our brain is wired or past experiences

or even sometimes the culture that we work in,

right? That might be more of a hero mindset culture

than being a guide. And so then it might be hard to shift that.

So I do want to make sure that, you know, we're not just saying,

yeah, shift your mindset. It's super easy, right? Because there's so many benefits,

though, of having that guide mindset. So if we can push through some of

those reasons why it's hard, we're gonna be able to empower team members to

take ownership of their work, to show it autonomy and initiative.

You're gonna develop your team's critical thinking and problem-solving skills.

It can prevent leadership burnout because, again,

you can not carry it all on your shoulders and on your back,

right? That's, it's not scalable.

It's not something that we can carry for days and weeks and months on

end. You're able to build trust and show confidence in others if you're a

guide. And it can help you learn from your team.

You can gain new perspectives and insights. Maybe they do something that is way

different than you would have done and you're able to learn how to do

something better faster. You're able to innovate.

So being in a guide mindset definitely has a lot of benefits.

And we like to pull this into a framework that we lean on at

the park called the CTA framework,

which is Coach Train Act.

And so when you are in a coaching space or a coaching

mindset, if you will, you're supporting and empowering someone to do it on their

own. If you're training, that's when you're showing someone how to do it,

and when you act, you're jumping in and you're doing it for someone.

And so when we're in an individual contributor role,

about 80% of our time is usually in that acting space,

right? But when we're in a leadership position

or when you're acting as a leader, right?

Maybe you're not necessarily a people leader, but you lead in many different ways

in your roles. And so when you are acting as a leader,

80% of your time should be coaching,

right? You should be shifting that from being that hero mindset to the guide.

So shifting that to really being able to coach.

So using a guide mindset is a way that you can coach your team.

It's a way that you can help them problem solve,

taking more ownership. Um, and so just being able to coach people

that are maybe on a project with you, maybe you have direct reports,

maybe even in your community or at home,

being able to shift into this guide mindset to be more of a coach

is going to be really impactful as well.

And so we like to kind of also show this in a different way

of maybe you're thinking, okay, I need to shift from being the lead role

in the play, right? Being that hero to being the

director. And so,

again, when we're using the thought model and we're going down thoughts,

feelings, action results, think,

am I trying to be the hero, be the lead role here?

Or am I being the guide, the director? And that can help us.

Shift or thoughts.

So that's hero versus guide,

and I want you to lock in the learning again with your action plan.

Where are you currently trying to be the hero or where are you being

the hero? And where is there maybe an opportunity for

you to step back and be the guide or be that director?

And again, the second question that will have throughout the action plan,

what's the mindset, the mantra, the thought that you are going to choose to

keep you in that guide mindset?

As you do that, I'm just going to catch up on the chat to

make sure I haven't lost anything here.

Right, so we've locked in our learning with our guide mindset.

And if you want to share, you can feel free to pop those into

the chat as well. We also wanted to show and share some powerful

coaching questions that that can move work forward and deepen the connection.

So when you're trying to shift into that guide mindset into that director space

wanting to coach more, these are some of the things that you can ask

the people that you're guiding. What are your thoughts on this?

What's important to you about this? What excites you about this and what makes

you nervous? What are the next steps from your perspective?

Right. You're guiding. You're not saying,

here's what we should go do. Or this is how we're going to fix

the problem. You're inviting them in,

you're coaching them through, and you're really guiding them to be able

to come forward with the, the best next step.

Okay, so we've done two out of the three growth mindset,

guide mindset. Our last one is who?

So let's dive in. To our who mindset.

So with this one, it's who versus how?

So what we are going to shift is instead of asking how you're

going to start asking who? Because a who mindset leverages relationships and collaboration to

achieve success. So really what we're doing here is focusing

on finding the right people to help you achieve your goals rather than getting

caught up in trying to do everything yourself,

right? Again, having to hold everything on your shoulders or carry it all We

are going to shift into who? Who might be able to help me with

this? And so a little activity

that's going to help us maybe solidify this a little bit and show this

in action. I would love for you all to shout out,

put it in the chat. Who made the Macintosh computer?

Anybody?

Wasn't it Apple? Uh-huh. Who at Apple?

Steve Jobs? Yeah. Bill Gates,

Jobs and Wozniak? Yep. So you oftentimes think of Steve Jobs,

right? That's who you think of when you think of Apple, the Macintosh.

He actually delegated to the Skunk Works projects,

right? So you often think of maybe Steve Jobs as being the one who

did this, but he did delegate and lean on others,

other whos. To make this happen. What about Disneyland?

Walt Disney, Walt Disney, yes,

Walt. And he actually delegated to C.V.

Wood who is the general manager, right?

So some of these big, um,

kind of iconic items that- We all know Walt Disney,

Steve Jobs. They leaned on other whos to make these happen.

This wasn't something that they just came and did all themselves.

So again, instead of thinking how will I get this done,

how will I build this huge castle or this computer,

right? Who is the best person to get this done?

Who can help me bring this to life?

Yeah, the construction crew. That's so true. And so what

keeps us in a how mindset is often a perfectionist mindset,

because we want to make sure that everything has,

you know, is perfect, has all the detail that we would want.

Maybe we don't want to burden our teammates and like they've got enough on

their plate. So I'll just keep all of this and I will move forward,

even if it means late nights getting up early,

working on the weekends. Or maybe you have a fear of losing your identity

or your value, right?

Maybe you don't want to give something to someone else because you think that

that's how you show value in your organization and your community.

If you give that up, then what does that mean for me?

Or maybe what's keeping us in this how mindset is just not taking the

time to stop and to reflect and to ask ourselves,

is there a better way? Like,

is there a better way that I could be doing this? Or am I

just so like go, go, go blinders on head down?

I just need to get this done and I'm being stuck here in this

how mindset. So again, we're all about moving to action.

How can we move to action? It's by utilizing our who?

So the benefits of using that who mindset,

you're gonna have faster progress and greater efficiency.

You might have higher quality results than just being you who's doing it,

right? Because you're gonna equip others. They can bring different perspectives.

You're going to reduce your own burnout again, just like we talked about with

the Hero vs Guide. You're going to give other people an opportunity to grow

and to learn. And we're going to build stronger teams in collaboration,

right? So a lot of these mindsets don't live like in a vacuum,

right? So when we're using our Who Mindset, we're probably also going to be

guiding. And we're also going to be equipping our growth mindset because we're going

to give other people an opportunity to grow and to learn.

All of these can play with each other too,

they don't just have to be kind of in silos or in vacuums.

So I want to lock in our learning here with the who versus how.

And I want you to think about a big project or a goal that

you're working on. And maybe break it down.

What are three next steps that you have coming up?

And can you list out a who? Next to each step that can

help you move this task forward, or maybe even just take on that task

completely.

So that's kind of the first part. And then your second part is what's

the mindset that will help keep you in that who mindset in helping you

shift from the how?

In Shannon, I see your question in the chat,

which is a really good one. How do we choose appropriate who's without making

others feel like we play favorites, or that they didn't get the opportunity?

And so I'd love to turn this to the group. For those of you

who maybe choose this who mindset, um,

what does that look like for you in this lens of not making,

not making others feel like we're playing favorites, or that they didn't get the

opportunity? How do you approach that?

Oh, Audrey. Yeah, so Audrey put in the chat.

Do you have an opportunity to present it to the team and maybe let

people volunteer? That can be a really good way,

um, to kind of show. Hey, here's what,

here's what I have that I could use another teammate on or I

could use some help with and then let people volunteer.

Asking in a daily morning meeting who would like to work on an issue.

When you're identifying, you're who you can look for those where it's a growth

opportunity and not necessarily those who are currently best or strongest.

Chris, I love that. I think that can be really powerful because,

again, we're equipping that growth mindset and giving people an opportunity,

right? Sometimes people, like,

you wouldn't even know that they can totally crush a task until they're given

the opportunity to step up to the plate.

Yeah, and if you use this regularly, I do like that asker of like,

if you use it regularly enough, eventually everyone should have an

opportunity to either raise their hand to get something delegated to them,

but it's like we're making it part of the culture, right?

Because it's not something now that you're holding and it's like every once in

a blue moon, somebody gets an opportunity, but maybe it's now part of the

culture that we're all asking, hey,

who could help me with this? Who could do this? And then that Fear

of, you know, playing favorites or people not getting an opportunity is avoided because

now it's just part of how we operate. And that's like a true cultural

shift. Shannon,

I think you got some good. Good things to go off of.

Thanks everyone. This is great. Love learning from you all.

So the who mindset reflection questions?

If you're feeling stuck in your how?

You can think who has already solved this problem,

so again, maybe there's a, there's like a subject matter expert you can lean

on. Who could mentor or coach me on this?

Who could I delegate this to? What could,

what would change if I focused on who? Not how?

And you can also leverage technology,

right? What technology could I lean on as my who?

Sometimes that can get you at least started of I don't even know how

to hand this project off yet. I couldn't communicate it clearly.

So I'm gonna go to LinkedIn or to Google see what I can find.

And then I will be able to maybe pass this off better to someone

else. Jeff. Hey,

sorry. I just wanted to share a quick thought that was probably too long

for me to type out. Yeah, I love it. Go ahead.

Depending on where everyone's,

uh, career arc is or wherever you're at,

I think, uh, for me though, the who mindset kind of left hooked me

this morning, which is good. But,

um, I just want to say that, um,

depending on how you have come up,

like, for me, I found great success as a doer,

and I was relied on as a doer,

and like, oh, go to him,

he'll get it done, he'll get it done. And so that served me personally.

Very well in what I do.

And then when it comes into, okay, now you're a leader.

And if you just continue to be the doer,

that turns into, you know, micromanagement and things like that.

Um, but I still love doing. I love the problem solving on all of

that. Um, all that being said, I've really done what I can to still

Spread that around and to give those opportunities,

but I think that's why it's such a challenging thing.

And like I said, probably why it left hook me a little bit this

morning. So, um, I appreciate that.

I just want to say thank you, but I think that's something that leads

to that lot where we may find success as doers and problem solvers.

Um, and, uh, yeah, so I guess I just want to share that.

Realize that real time this morning. So No,

I appreciate you sharing that with everyone, and you're so,

you're spot on, right? Like so often are people really

great at their jobs that, at the doing,

and then they get promoted into leading all of the people who are doing

the doing, right? But like you said, you look,

like that's what you're good at. You love being able to do that,

and it is. It's so hard to shift that mindset because that might bring

you energy and joy. And again, it's probably how you,

or it might be how you maybe you feel valued.

Or that you are bringing value to the team.

And so, although I don't love left-hoking people,

I'm glad that I was able to this morning with that.

Um, and just helping you kind of maybe have that aha moment of like,

ooh, because a how minds that can feel really happy sometimes,

right? If you're feeling stuck there and you're not quite sure how to shift

to that who, um, hopefully some of this helped you.

I also, um, we spoke, or I spoke at Culture Community last year on

delegation. And so there's like a,

um, a recording and a transcript on our website.

Maybe someone from my team could find that and just drop it in the

chat. If you want to learn more about how to delegate effectively,

um, we go through an exercise called Purpose Quadrants,

which kind of helps you understand on your team, who likes to do what?

Um, and what you can delegate and then I give some tips and tricks

as to how to best delegate which the who mindset is part of that.

So if you're wanting to learn more, if you're feeling maybe stuck in this

who versus how, um, we do have that webinar as well.

So we'll make sure to share that. I know you meant it in a

good way. I love it. Alrighty,

so let's play a game to kind of Wrap everything up to lock

in the learning even further. We've got about 10 minutes left.

So I just want to bring everything together here for us of we're going

to play spot the mindset. So here's the scenario that we have.

Beth, a manager you work with, has been avoiding giving feedback to a team

member who frequently misses deadlines. Beth says they've always been this way and

I doubt anything I say will make a difference. It's just how they are.

What is Beth's mindset? Based on everything that we've learned today.

Well, we're so fast. Yeah.

She's in a fixed mindset, right?

By saying those, saying that,

thinking that this is how it's always been done,

or this is how they always are. She

is in a fixed mindset, right?

And so we can. Shift to that growth mindset where we're thinking anything is

possible, we're capable of anything they can learn,

they can grow. So you got that one right?

Great job. Let's clear.

Next one. Betty is approached by a new team member who needs help

troubleshooting a challenge. Instead of solving it for them,

she says, let's work through this together. I'll start by asking you some questions,

then we can collaborate to figure out the best solution.

What is Betty's mindset in this scenario?

Are great learners?

Yes! Guide,

right? I'm not here. I am here to guide and support not to be

the one with the answers. And she showed that through,

talking through, and not just jumping in, right?

In our last one, Ellie goes to her manager,

Tom, feeling overwhelmed and says, I'm not sure how to handle this request.

It's really specific, and I don't want to mess it up.

Tom responds, don't worry. I'll take care of it. It'll be faster and easier

if I just do it myself. Tom then takes this task off of Ellie's

plate without further discussion. What is Tom's

mindset? He spotted it fast, team,

yes. He's in the hero mindset,

right? And so he,

he, in the scenario, could choose to be a guide to ask

some questions, make sure that Ellie feels more confident.

In the request and how to move it forward.

So why we were here today.

What did we do? We talked about mindset. We talked about what it is.

Why it's important. You learned the thought model. You learned the three leadership mindsets

of growth, guide and who. And so I want

to hear from you all of these three growth,

guide and who. Which one do you want to focus on?

In the next week. There's no right or wrong answer,

just whatever one is feeling, like you want to focus on it.

Some guides,

growth, couple who's.

Awesome.

Alright, and then my last question to you.

Which one, if mastered,

would have the biggest impact for you?

And it can be different than the one that you want to focus on

for the next week. But which one if mastered,

would have the biggest impact?

Some growth, some guide.

Couple who? Got a good balance here.

They're all really important, right? And they all have their time

in place depending on the circumstance that you're in,

right? Oops,

I forgot to clear those. Alright,

so I want to leave you with remembering that you

can only control so much. And you only have so much energy.

So focus on what you can control.

Your mindset is always in your control.

Life and work are full of challenges that are out of that.

So out of your control might look like the past,

the future, the opinions of others, the way that other people feel.

But your mindset is in your control. So are the goals that you set

and your values and the feelings and the actions that come from your thoughts,

right? There's so much going on that feels out of our control,

but there is a lot. That's within your control.

So, just ask that you try and remember to focus on what

you can control and conserve that energy for those pieces.

It can feel really heavy and hard for focusing on what's out of our

control. Yay!

You made it! I'm so excited that we

were able to learn all of the mindsets with even some a couple

minutes to spare. So you have your action plan.

I want you to think what is one thing.

You have three things written there. But what's one thing that you're going to

commit to putting into action from today's session?

Because I would love for you to be able to make some traction from

today and not just go off into your busy,

busy lives and forget everything that you learned today.

So if we distill it down to one thing that you're going to commit

to, what is that?

And while you're thinking of that, I will end with I would love to

connect with you on LinkedIn. You can find me there if you're not connected

with me already. And if you want to keep this learning going,

we'll have a four week leadership mindset email series that we will start soon.

So each week you're going to receive a quick actionable tip to help you

implement what you learned today with these leadership mindsets.

And so you can sign up just simply by emailing me.

My email is Stephette choose the perk or any of my teammates if you're

already emailing with them. Um, you can email them too and we'll get you

on that list. But this is just going to reinforce what we've covered today.

We love to do what we call drip learning and making sure that you

have little drips throughout so that you can keep reinforcing what you learned.

Okay, well, I love these challenges that I see in the chat.

Commitments? Yes, I love it. Alright,

so again, if you want to be part of this, um,

mindset email series, email me, email someone from my team.

You are all amazing. I wish you had this meeting

yesterday. I might have had a better day yesterday.

Well, only we could go back in time.

I definitely got inside my head.

So the growth mindset, you know, challenge not to kind of like get in

my head and like start doubting myself and just go.

Got this learn from it. That reminder would have been like,

you know, but that's why I'm here because just yeah. That's why you're here

and you can do it tomorrow and then right in the next.

Right. And I'll just start from today. I'm

sure you're not alone in that Melissa. Yeah,

it, it's not, is one of those things where like I was saying,

um, to one of the members, I've taken a course on all this before.

And I felt like, you know, emotional intelligence,

you know, I have that kind of thing, but,

and I teach that to the kids, but man,

you know, you have, you put in a different scenario or,

you know, different things happen and you can lose that and you just have

to like take, and I literally said to a coworker and I'm like,

I really should have just taken a step back. You know,

put the guest on hold and took a deep breath and

just reminding myself about reading that I am and just seek out help and

just said, I'm sorry, I can't, I forgot this.

What is this? And then I probably wouldn't have gotten,

you know, they mean like, and so it's,

it's nice. So just honestly just saying good job.

Oh, thank you. I appreciate that. And,

you know, it's, it's one of those things we're really being able to,

like, just take that pause can be so powerful about the power of the

pause a lot in coaching, right? Um,

so I'm glad that you're making those little connections so that you can pause.

And now you have a tool to help you with that too, with the

thought model. Um, thank you all so much for coming.

I know I was right to the end. Um,

if you have any questions or anything, please feel free to reach out to

any one of us on anyone in from the perk team.

Jess, Corey, Leah, don't retouch that.

Malay, she won't get back to you until she's back from maternity leave.

Um, and I hope to see you all next month with Jess talking about

resilience. Otherwise, I hope you all crush your Thursday.

The rest of your week and have fun if you're basketball fans watching March

Madness. Good job, Steph.

Thanks for stepping in. Oh, absolutely. Love it.

Thanks, everyone. Bye!