The Three Most Common Leadership Mindsets

The Leadership Mindsets

1.  "My team is the worst."

• They’re lazy.
• They don’t care.
• They don’t take initiative.

This mindset is full of frustration and blame. Everything feels like an uphill battle.

2.  "My team is amazing!"

• I am so fortunate to have this team.
• They work hard and get results.
• I’m proud of what we achieve together.

This is the opposite mindset—one of gratitude, appreciation, and high morale.

3.  "I’m frustrated with my team, and I don’t know what to do."

• It’s not all bad, but it’s not all good either.
• I’m stuck somewhere in between.
• I need to figure out the next step.

This middle ground is where many business owners find themselves. The frustration is real, but they’re not ready to give up on their team.

The Key to Moving Forward: The Leadership Mirror

I’ve been there. Even though I try to stay positive, I know that leadership comes with challenges. When I feel frustrated, the first thing I do is look in the mirror.

I ask myself:

✅ Have I given this person everything they need to succeed?

✅ Do they clearly understand what’s expected of them?

✅ Is it documented?

✅ Am I holding them accountable?

These are the first questions I ask my clients too. Because if a team member doesn’t know what’s expected of them, and we as leaders haven’t set clear expectations or provided the right support, can we really be frustrated with them?

Where Leadership Accountability Comes In

As a leader, my philosophy is simple:

• If the team is thriving, they get all the credit.
• If the team is struggling, I look at leadership.

I have to ask myself:

• Am I holding people accountable?
• Have I given them the tools, training, and encouragement they need?
• Is this truly the right person for the role?

This reminds me of Gino Wickman’s GWC framework from Traction:

• Do they GET it? (Do they understand the role and responsibilities?)
• Do they WANT it? (Are they motivated and engaged?)
• Do they have the CAPACITY? (Do they have the skills and ability to perform?)

If I’ve done my part as a leader and someone still isn’t meeting expectations, then maybe it’s just not the right fit. But I don’t jump to that conclusion too quickly—I make sure I’ve done everything I can first.

Let’s Talk About It

If this resonates with you, and you’re feeling frustrated with your team, let’s talk.

Book a call with me, and let’s figure it out together.