Scarcity Mindset Vs Abundance Mindset

Scarcity Mindset Leaders vs. Abundance Mindset Leaders***

- Scarcity mindset leaders negatively impact their organizational culture. When a leader's perception is a lack of resources, money, or opportunities, the result is dysfunctional work politics, fear, and paranoia.

- Scarcity mindset leaders feel that when others succeed, something is being taken away from them.

- Scarcity mindset leaders suppress and often destroy; creativity, innovation, and teamwork.

- Scarcity mindset leaders create hostile environments where it is unsafe to have vulnerability trust (Lencioni).


Abundance Mindset Leaders will empower those around them to grow, be authentic, and develop their skills further.

- Abundance Mindset Leaders create an environment of openness, opportunity, and recognition.

- A leader with an Abundance Mindset does not feel threatened and is genuinely happy for others to succeed and thrive.

- Abundance Mindset Leaders will also invest in their own self-development to flourish in all areas of life; physical, mental, emotional, financial, career, and spiritual.

- Abundance Mindset Leaders create a plethora of possibilities, creative thinking, innovative opportunities, and strengthens team cohesion.

- An Abundance Mindset Leader is cultivated from a sense of personal self-worth, a genuine self-belief and knowing of one's strengths, and security in one's leadership abilities.

*** Inspired by Stephen Covey's 7 Habits of Highly Successful People and the Leadership Freak blog.

The Soaring 20's - Self Leadership Conversations

The Roaring 20's

Last century, The Roaring 20's was a time of change and prosperity.

Entrepreneurialism flourished!

Leadership was evolving.

Now here we are...the 20's of the 21st century.
We had "The Roaring"... it's time for "The Soaring!"

"The Soaring 20's"
Self - Leadership Conversations

1. Start with myself; What is my plan for personal growth?

2. Now that I have a plan; prepare it, practice it, and implement it.

3. Now that I have implemented my plan; measure it.

4. Measurements need to be evaluated; what's working, what's not working, what can I start doing that I have not yet tried?

5. Who's holding me accountable?

6. How is accountability keeping me focused.

7. Once focused, how am I going to keep the momentum?

8. When momentum weakens, what will re-energize me?

9. Accept the fact that I will fail; learn and live forward. What's next?

10. Know that I'm committing to personal growth, and by continuously improving myself, I will be better equipped to help others.

My three daily mantras:

1. "Remarkable success is sustained by persistent personal development." ~ Dane Rockwell.

2. The pursuit of Excellence includes the acceptance that I'm not there yet.

3. When it comes to success, there is no finish line.

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12 Leadership Mea Culpas *

1. Focusing on low performers while neglecting high performers.
     Solution: Spend most of your development resource on "B" performers. Reward "As".
     Develop "Bs".

2. Declaring conclusions.  You've been mulling something over for a few days, and without                     including your team, you tell what you want, your conclusion.
     Solution: Engage people early and often. If you want them to buy in, they need to weigh in.

3. Getting lost in the weeds. In the weeds is good stress, lost in the weeds is bad stress and defeats         us.
     Solution: Reconnect with your "why" and mission. Seek advise from your sounding board.

4. Forgetting you intimidate people because of your position or title.
     Solution: Leaders are on a stage, empathize with those who follow you.

5. Believing all good things people tell you.
     Solution: Seek out  people who tell you the unvarnished truth, value them.
     (avoid the "Emperor New Clothes" stigma.)

6. Giving feedback only when things go wrong.
     Solution: Make it a point to reward what you want repeated.

7. Treating everyone the same. What inspires one, discourages another.
     Solution: Learn the values of your teammates. Utilize the Platinum Rule**.

8. Creating artificial urgency. 
     Solution: Don't pretend there's an emergency in order to fuel energy. Avoid the "crying wolf".             When everything is a priority, nothing is a priority.

9. Interrupting
    Solution: Shut-up if you tend to interrupt. Listen, learn, reply...in that order.

10. Relying on email when things get heated.
       Solution: Pick up the phone when things get hot. Better yet, show up in someone's doorway.

11.  Allowing people to talk theory rather than action in meetings.
        Solution: Ask, "Who does what by when", over and over.

12. Spending too much time talking about problems and not enough exploring options.
       Solution: Say, I hear what went wrong. What might we do about it.?" After the first suggestion            say, "What else?" two or three more times.


* Inspired by Leadership Freak

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Leadership and Power

10 Ways to Expand Power*

1. Make others feel powerful. Expand power by giving authority to people who get things done. Hoarded power shrinks, but shared authority expands your ability to get things done.

2. Expose frailties; never whine. The battle makes you beautiful. Ugly leaders pretend they have it all together. We connect people who work through frailties. The operative expression is "work through." Vulnerability isn't an excuse for weakness.

3. Bring up awkward issues with optimism. Weak leaders dance around elephants. Powerful leaders invite them to dance.

4. Assume you talk too much, if you have position and authority. People with power believe they have the right to talk more than others. Listen at least 60% of the time.

5. Take action after listening. Listening isn't leading. Quiet, by itself, isn't strength. Leaders take action.The more you get done, the more powerful you become. Wrestle big problems into submission.

6. Give permission before its needed. Ask, "Whats next:, then say, "Go for it." Permission-asking is old school.

7. Make people feel important. You're drawn to someone who makes you feel you matter. Expand power by letting others know they matter.

8. Develop and release talent, yours and theirs. Leaders who fear talented people are losers. Ask yourself, "How can I bring out their best?"  Develop strengths. Minimize weaknesses. Mitigate hindrances.

9. Commit to help others reach their goals. Remove teammates whose personal goals and values collide with organizational.

10. Lead by noble values, not the bottom line. Hold to your values even if it costs. Never trust a leader who serves the bottom line before integrity, for example. Leadership is about results, but never sacrifice values for results.

Bonus: Make it better or stop blabbing

* L F

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12 Things Great Leaders Know

1. Great leaders know that they don't know everything.

2. It's important to create an environment where performance is expected, enjoyed, and honored.

3. Leadership is not about being in charge, it is about taking care of those in your charge.

4. Reward what you want repeated, manage what you don't.

5. The biggest problem with communication is the illusion that it has happened. Clarify and confirm. Over-communicate, under-assume.

6. Great leaders know you have to love someone enough to hold them accountable, even if they don't love you back.

7. Deal quickly with issues. It's irresponsible to neglect holding people responsible.

8. Don't assume people feel valued, value them with a sincere conversation.

9. Listen to learn, not just waiting for your turn to speak.

10. Ambiguity is the enemy of accountability. Specific is terrific, and keep it simple and sincere.
 (K.I.S.S.)

11. If you want to grow your organization, start by growing your people.

12. Great leaders know that leadership is giving. Giving people the opportunity to do things they may not necessarily want to do, but need to do...including ourselves.

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7 Leadership Lessons From Dad

Ed Gambone started his leadership journey with the Kroger Company right after World War II.

Dad lived in a generation when people quite often defined their lives by the company that employed them. I can empathize with that myself,  I spent 36 years at Giant Eagle Supermarkets, my Dad trumped that with 48 years in the Kroger Company.

In reflection, here are 7 Leadership Lessons from Ed Gambone:

1. Laugh more at your own "goof-ups" then other's "goof-ups".

2. Never be on time for a meeting or an appointment, always be early.

3. Promote the successes of others.

4. Know the difference between "giving a hand", and giving a "hand-out".

5. Don't just let "family" happen, make "family" happen.

6. Always have a strong work ethic and more importantly, have "ethics" that are always strong.

7. "Do what you love, love what you do, and share that love with everyone." ~ EG *

*Quote from Ed Gambone,  first published in my book Pecan Pie.

Shifting of the Leadership Dialog

Yesterday's Leaders vs. Today's Leaders

Yesterday's Leaders say
   "You should..."
Today's Leaders say
   "I believe that..."

Yesterday's Leaders say
   "I can't believe you did..."
Today's Leaders say
   "How did that happen?"

Yesterday's Leaders say
   "Why didn't you...?"
Today's Leaders say
   "What other options were available...?"

Yesterday's Leaders say
   "Just do it!"
Today's Leaders say
   "We need this now!"

Yesterday's Leaders say
   "You better get it together..."
Today's Leaders say
   "I'm concerned about your behavior, how can I help?"

When it comes to Leadership; What got you here, will not get us there.

Lead better, or be replaced by better leaders.

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