Importance Of Mindset

Why Mindset is Important?

Since 1992, we have had the privilege to connect with individuals to process over 10,000 mindset assessments with people from all walks of life. A few of the key patterns we have found are as follows:

  • that approximately 97% of our clients have some aspect of their mindset they were motivated to work on.

  • influences from earlier stages of development / life create the foundations for ones mindset.

  • people unconsciously mobilize aggressive defensive or passive defensive behaviours when they do not feel safe.

  • everyone has their own very personalized trigger points.

  • coping mechanisms from childhood were very important to have in place however once in the adult stage of life most of these approaches cause more self-defeating impacts than they provide support.

  • an unworked on mindset (not taking personal responsibility) with one long defensive extension or too many ineffective thinkings styles (aggressive or passive) will always cause self-defeating impacts, personal crisis, high levels of stress, addictions and sign and  symptoms of ill-health (due to mind / body connections)

State of Mind Defined

Your state of mind is your emotional mood or mental state at a particular time due in part of in whole  or in-part to the situation you find yourself in. Example: needing to speak to a group “you get a temporary set of the gitters” or you are ready “sad and depressed” because you dog passed away. People generally understand and are patient with a persons ‘state of mind’ especially when they understand the circumstances of what put you in that state.

Mindset is much more deeply engrained and managed consciously and in-part unconsciously by the amygdala.

Mindset Defined

The established set of attitudes, values and belief held by an individual. A fixed mental attitude or disposition that predetermines a person’s responses to and interpretations of external situations. Example: an individual can have a self-actualized mindset (growth orientated), an avoidance mindset (passive / defensive orientation) or an oppositional mindset (aggressive / defensive). The ineffective “mindsets” are most often due to triggers from external stimuli and the are much more motivated unconsciously by defensive thinking styles. We all very much enjoy the constructive mindset when we socially engage with others and we find the passive for aggressive mindset’s much more frustrating and stressful for self and / or others. For a more extensive definition of the twelve (12) mindsets in the LSI (life style inventory) click here:

The Challenge of Change

 

“There is nothing permanent except change.”                                 – Heraclitus

 

The Value of Change

Why are some people more successful and content in life than others? The answer lies in their ability to advance aspects of a positive / constructive mindset and work to recognize and change self-defeating behaviors and thinking styles.

Rather than merely living or ignoring characteristics that impede personal and professional performance, those who are most effective take action to continually improve themselves.

Developing the internal motivation and initiative necessary to make positive behavioral changes can result in:

  • Greater satisfaction with personal and professional life;

  • Stronger ability to mitigate or overcome adversity and / or recover from a crisis;

  • More opportunities for advancement at work on projects that are personally meaningful;

  • Improve the relationships with family, friends, and coworkers;

  • Increased productivity and improved quality of products or services;

  • Heightened self-esteem and confidence to do the things you want to do;

  • A fuller, more rewarding and satisfying life.

You Can Change

As human beings, we are capable of re-directing our lives simply by altering the way we think. It is this fact it makes change possible – if you first take the time to understand yourself, and then make a serious effort to use what you learn. Ultimately, the choice is yours; you can become complacent with yourself as you are (not investing your growth and development), or explore your grow, potential and make the most of your abilities.

Change can be threatening to many people – however it does not have to be that way. Fear about changing, resisting to new ways of doing things, and the simplicity of sticking with what may have worked in the past are just a few of the many ideas that prevent us from making changes. The old adage, this is how I have always done things often needs to be closely examined.

In addition to being highly productive and rewarding, the process of change can actually be exciting and fun. The benefits achieve through the process of change far outweigh the perceived risks. One of the greatest benefits is decreasing the negative signs and symptoms of stress related impacts on health.

What Can You Change?

You can’t always change or influence the people around you, but you can control your reactions to them. These reactions originate in your thoughts, or the way you perceive and process information and experiences. Your thoughts are powerful resources; what you think defines who you are and what you do in every aspect of your life. By modifying what you think, you can change how you behave.

Using the LSI to Initiate Change

Completing and reviewing your LSI “mindset” assessment is the vital first step in the process of changing your behaviour and moving forward on a path of recovery. The inventory has undergone years of research, and has been established as a valid, reliable way to help you take an objective look at yourself.

You can use the LSI to:

  • Understand what you were like now, and will cause you to be that way.
  • Recognize the consequences of your behavior and how it affects yourself and others.
  • Pinpoint your own unique strengths, as well as any “stumbling blocks” to your effectiveness.
  • Identifying more constructive ways of thinking and behaving.
  • Decide what aspects of your behavior you want to change.
  • Develop a specific strategy to help bring those changes about.

Moving from Thought to Action

Merely completing the LSI “mindset” assessment will do little to advance your desire to improve yourself. To receive the fullest benefit from the inventory, devote some time to interpreting your LSI scores (by reading you customize leadership assessment report), thinking about what you learned, and setting goals around what you want to change.

LSI "Mindset" Assessment

Our World Class Assessment Tools from Human Synergistics International™

We utilize world class assessment tools from Human Synergistics to compliment many of our coaching services and to enhance your self awareness, help you move forward from nadir situations and to leverage learning experience. Used around the world by millions of clients annually, these assessments have been extensively researched and provide insight into the behavioural effects of thinking patterns, self concept, leadership and overall life effectiveness.

If you agree with the adage that ‘a picture’s worth a thousand words’, you’ll understand the beauty of the Human Synergistics Circumplex. With this practical visual device, you:

Can ‘see’ the thinking and behavioural styles that are driving or hindering your healing process.

Have access to a common ‘language’ that you can use to quantify and discuss individuals’ or interpersonal behavioural styles and approaches, while providing insights into the culture of your family, organization or community.

Have a foundation for developing conscious self awareness for yourself, helping people get unstuck, improving performance and enriching your life.

A ground-breaking innovation when it was developed in 1971, and regularly reviewed and refined since then, the Circumplex has been applied and endorsed by millions of clients around the world – a true testament to its validity, relevance and value.​

How Does The Circumplex Work?

As you can see in the image, it breaks down the factors underlying motivational or mindset effectiveness (at individual, group and organizational levels) according to 12 behaviours or styles.

These behaviours or styles are further grouped according to three general style clusters:

  • Constructive styles encourage the attainment of personal goals through people engagement; promote empathy, compassion, collaboration and trust; and enhance individual adaptability, recovery and overall effectiveness.
  • Aggressive/Defensive styles lead people to focus on their own needs at the expense of those of their relationships and / or family, and lead to negative stress, isolation, distrust and an increase in self-defeating behaviours. Leads to hit or miss results.
  • Passive/Defensive styles lead people to give up their power to others, stifle their own values, creativity and initiative, and allow their life to stagnate. Slow to no response of often leaving the decision or problem for others to make and solve.

™ Human Synergistics and their associated tools are registered trademark of Human Synergistics International.

All of our associates are certified coaches for the use of the assessment tools by Human Synergistics Canada

Confidentiality

Human Synergistics International is a privately held consulting firm, dedicated to strengthening organizations through individual development. We believe that one of the most effective ways to help people develop and grow is through training, combined with feedback on mindset, set backs and impacts on performance.

We gather behavioural feedback through assessments or questionnaires. These are completed by the focal individual, often in conjunction with feedback by significant others. In order for process to work, the assessments need to be accurate and valid. In order for the assessments to be accurate, those completing them need to be totally honest. We know that people will be hesitant to provide honest feedback, if they feel their answers might become known to the focal individual or to other members in their family, organization or community.

One of the reasons why we choose Human Synergistics to provide us with assessments is their long standing 45 year track record on confidentiality and because we want an independent third party to develop and administer assessments that are accurate, valid and reliable and will ensure the anonymity.

For more information on our privacy statements: