• Skip to primary navigation
  • Skip to main content
  • Skip to footer
  • Nav Social Menu

    • Instagram
    • LinkedIn
    • Twitter
    • YouTube
Happier at Work logo

Happier at Work

  • Services
  • About
  • Speaking
  • FAQs
  • Testimonials
  • Podcast
  • Blog
  • Contact
the-outward-mindset-book

The Outward Mindset by The Arbinger Institute

This is the follow-on book from Leadership and Self-Deception, you can read a summary of that book here.

Mindset is the way people see and regard the world – circumstances, challenges, opportunities, other people, themselves.

Behaviour drives results, mindset drives behaviour.

Those who attempt to effect change by concentrating on mindset are four times more likely to succeed than those only looking at behaviour. Consider compliant behaviour versus committed behaviour. Those who are merely following rules versus those who are emotionally invested in the outcome or results of the organisation.

Who we are is who we are with others. How we behave around others is what defines us. In Leadership and Self-Deception, we covered the concept of ‘People as objects’ (inside the box) versus ‘people as people’ (outside the box).

Outward mindset: accountability, collaboration, innovation, leadership, culture, value to customers

In order to shift our mindset, we need to move beyond self-interest. Other people’s needs, objectives and challenges matter to us.

Inward mindset -> distorted picture -> justification to do what you want

Even if we do good things, we are still inward facing if the reason we do them is for ourselves or to satisfy our own needs, objectives and challenges instead of other people’s. We should focus on the organisation’s mission and put this at the heart of what we do.

Inward mindset – help people do things. Outward mindset – help people to be able to do things

Most teams are filled with people who are only interested in themselves and their own success. “Lateral awareness” is when we become aware of the challenges of those horizontal to us. And it is a good indicator of outward mindset.

  1. See the needs challenges objectives of others
  2. Adjust efforts to be more helpful to others
  3. Measure and hold ourselves accountable for the impact of our work on others

How do we do it?

There is a natural inclination to wait for others to change first. But, we should change our mindset even when others are not ready or willing to change theirs; other people’s ‘inwardness’ gives us the justification we need to remain inward ourselves. Instead, we can focus on helping others be more successful. Being able to operate with an outward mindset even when others do not is a critical ability.

People worry that others will take advantage, and therefore resist making the first move towards an outward mindset. We can also slip back into an inward mindset. Wanting others to think well of us is a common inward mindset motivation.

Organisations that have a leader/ led approach are rife with justification and blame – it creates an ‘us and them’. Having a collective result is something that is much bigger than just ourselves. To do this we need an outward mindset.

Outward mindset -> people are fully responsible/  accountable - to both plan and do their work.

We have reached a stage in work where we are seldom allowed to use our brains, to the point that we have stopped using them. We are so busy being told what to do, we have a learned sense of helplessness. But that can change.

  1. Focus on the *impact* of what you do
  2. Trust others to know what needs to be accomplished and how it needs to be accomplished 
  3. People should be involved in determining the results they need to deliver in the context of a collective result

“Trappings of difference” [creates an ‘us and them’ approach] – practice or policy that communicates to others that they don’t really matter like we do -> gets in the way of creating an outward mindset in an organisation.

Performance measured on a Bell-shaped curve looks at relative performance rather than actual productivity and results. [don’t get me started on bell-shaped curves and forced grading! Systems/ processes need to also be outward focused, eg bonuses, metrics…

Ask yourself: “What can I do to be more helpful?”

Previous Post: « Leadership and Self-Deception by The Arbinger Institute
Next Post: Man’s Search for Meaning by Viktor Frankl »

Footer

Contact

Email: aoife@happieratwork.ie
Tel: +353 87 225 2670

Quick Links

  • Aoife’s Reading List
  • Media
  • Events
  • Imposter Syndrome
  • Privacy Statement
  • Terms and Conditions of Service

Connect

  • Instagram
  • LinkedIn
  • Twitter
  • YouTube

Copyright © 2022 · Happier at Work · Website by The Website Chef

We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits. By clicking “ACCEPT ALL”, you consent to the use of ALL the cookies. However, you may visit "Cookie Settings" to provide a controlled consent.
Cookie SettingsREJECT ALLACCEPT ALL
Manage consent

Privacy Overview

This website uses cookies to improve your experience while you navigate through the website. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may affect your browsing experience.
Necessary
Always Enabled
Necessary cookies are absolutely essential for the website to function properly. These cookies ensure basic functionalities and security features of the website, anonymously.
CookieDurationDescription
cookielawinfo-checkbox-analytics11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Analytics".
cookielawinfo-checkbox-functional11 monthsThe cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional".
cookielawinfo-checkbox-necessary11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookies is used to store the user consent for the cookies in the category "Necessary".
cookielawinfo-checkbox-others11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other.
cookielawinfo-checkbox-performance11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Performance".
viewed_cookie_policy11 monthsThe cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. It does not store any personal data.
Functional
Functional cookies help to perform certain functionalities like sharing the content of the website on social media platforms, collect feedbacks, and other third-party features.
Performance
Performance cookies are used to understand and analyze the key performance indexes of the website which helps in delivering a better user experience for the visitors.
Analytics
Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc.
Advertisement
Advertisement cookies are used to provide visitors with relevant ads and marketing campaigns. These cookies track visitors across websites and collect information to provide customized ads.
Others
Other uncategorized cookies are those that are being analyzed and have not been classified into a category as yet.
SAVE & ACCEPT
Powered by CookieYes Logo