![]() They might blame others for their inability to solve the problem. They might try to protect the resources they currently have-at the expense of organizational interests. Organizations may become more siloed, more conflict-prone, as departments and offices focus on solving their piece of the puzzle. With an inward mindset, organizations and the individuals in them may think only about their needs, challenges, and objectives relative to a given problem. How Can Outward Mindset Help with Common Organizational Challenges? By implementing an outward mindset across the organization, governmental agencies can set themselves up to develop far more innovative solutions to their most challenging problems. Shifting to an outward mindset is the one change that most dramatically improves performance, sparks collaboration, and accelerates innovation. Organizations can only resolve internal problems and achieve breakthrough results by maximizing the extent to which their employees work with an outward mindset, taking into account their impact on others and focusing on the needs of the organization as a whole. You guessed it-a change from an inward mindset to an outward mindset. What Kind of Mindset Change is Needed for Organizational Transformation? Rather than blaming others for our frustrations or feeling like victims of our circumstances, we begin to see new possibilities and solutions to our most vexing or long-standing problems. So we adjust our own efforts to make their work easier however we can. When we have an outward mindset-when others matter to us-we naturally want to be helpful to them. We feel responsible to do our jobs and do them well, but also to do them in a way that supports others in doing their jobs-because we know their jobs contribute to the organization’s results just like ours do. We take into account their needs, challenges, and objectives. With an outward mindset, however, we see others as people who matter like we do. Focused only on our own objectives, we might even hamper our organization’s effectiveness or results while thinking we’re doing a good job! We might blame others for our frustrations or failures. With an inward mindset, we are blind to what others need and therefore can frustrate others or create conflict. Obstacles that are in our way or causing problems.Vehicles to achieve our own objectives and results.With this self-focused inward mindset, we see others not as people with their own needs, challenges, and objectives, but as objects. It is at the foundation of all that we do and shapes how we do it.Īrbinger’s research indicates that people operate at any given time from one of two mindsets: an inward mindset or an outward mindset.įrom an inward mindset, we focus only on our own personal goals and objectives, without consideration for our impact on others. It is the lens through which we see our work, our relationships, and our world. outward mindset and how a change to an outward mindset can help solve common organizational challenges. So we decided to pull together this piece on inward vs. We realized we have not published an “Arbinger fundamentals” post in a while. ![]()
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