4 Essential Leadership Mindsets and How to Shift into Them
We have never need radical change as much as we do right now. At this pivotal point in human history, how can we help leaders open to the intimate work of inner and relational presence as a transformational tool?
In this conversation with Karim Hirani, Global Head of Quality and Design for BTS Coach, we explore the BTS framework for working with mindset shifts, the steps to embodied change and how to help leaders embrace inner work.
The Four Greatest Coaching Conversations
The BTS approach to change involves working with alignment, mindset and capability. Using simulation situations with the coach present, Karim has clients assess their behavior in the moment, remind them of previously discussed changes or behaviours and also use role play to foster embodied change.
Over many years of coaching leaders and collecting research, BTS coaches found that there were four common mindsets. Essentially, this is about helping a client go from one worldview to another. Each of these leads to a particular conversation.
The four mindsets are:
- Be: resilient, resourceful mindset
- Relate: an interpersonal mindset
- Think: open to seeing new paths
- Inspire: values, sense of purpose
Cultivating Presence and Self-Awareness
The Four Mindsets model is a tool that clients can take with them and practice using in their everyday lives. The first step is to identify which mindset they’re in. The second is to ask, “What needs to die here and what needs to wake up in me”. The third is to sense into that new state in an embodied way.
Developing the capacity to notice inner states requires a life practice of presence that permeates all areas of life – most BTS coaches have a personal presence practice that helps them foster this ability in themselves and helps them guide their clients into it.
The other practice is being in the heart-space and allowing ourselves and encouraging our clients to be with our current personal and collective questions while holding the bigger, meta level perspective of our humanity and what we want to evolve towards.
Leaders seem to currently be split between those who are in crisis and feeling that something new needs to come in, and those who are still oriented to the bottom line and the traditional mindset.
Helping leaders open to new ways of being and doing business is primarily about helping them understand that there are very concrete (and increasingly statistically proven) outcomes to doing this inner work.
This begins with us as coaches owning that we are committed and fully dedicated to bringing this work into the world, and also modelling our willingness to be open to not knowing and helping leaders relax into that.
The four greatest coaching conversations, by Karim Hirani & Jerry Connor
Dr. Dan Siegel