How well do your leaders perform when it comes to adaptability and resilience? Do you want to make changes within your business but your leaders are struggling to change their approach? Are they open to learning and development? Do they have a “growth mindset”? That is, do they welcome challenges and new ideas, do they recognise that making mistakes can be a learning opportunity and do they want to work on their weaker areas in order to improve them? If not, then what can you do to improve their mindset?

Culture to support the change

Does your organisation’s culture promote learning and development for all employees? Getting your leaders on board with promoting this culture can help them to encourage employees to take risks and to voice new ideas and solutions without feeling that mistakes cannot be made.
Seeking feedback from others can help managers’ development and can get them thinking that changing their mindset could be beneficial to both the themselves and your organisation. A closed mindset could stifle your business when it comes to progression.
Do your leaders understand that adapting their strategies when necessary can help in the development of their staff and increase staff satisfaction with the working environment? Helping them to adapt could be helped by coaching.


Diversity can be improved in the workplace if a closed mindset becomes open to the possibilities.  Always recruiting the same type of person can mean that ideas are stifled and even certain customers and opportunities are not targeted when they could be.  Look at your hiring processes, offer flexible working and listen to employees’ views to improve your diversity.

How do your leaders cope with a change in ideas?

Sometimes a rigid approach to how things are done in the workplace can be a matter of confidence. Some leaders are afraid to take risks, embrace change or listen to feedback when in fact doing so would help their development and the development of their team and, ultimately the organisation. Coaching can help to develop self-awareness and to recognise the value of mistakes and being open to feedback. Adopting a growth mindset can benefit all. Are you yourself accepting that mistakes can be made or do your team feel anxious about letting you know?

Removing obstacles

Allowing your leaders to make mistakes and to learn from them can provide confidence. An understanding that there will always obstacles is key. Accepting that and developing the resilience to adjust the way through the challenges can only be a positive thing for your leaders.
Accepting that you can always improve and learn new things is an area which can be helped and developed by coaching.


Mental flexibility included embracing unpredictable events positively and resourcefully is a huge benefit to managers. Managing a variety of things at one time and being flexible about how that can be done is a benefit in the workplace.
Developing emotional intelligence through coaching can help to take into account others’ perspectives and ways of doing things which, in turn, can lead to new and innovative ideas in the workplace.

Leadership behaviours

Developing self-awareness can help to control mindset and can lead to improved behaviours in leaders. For example, if a leader thinks that pointing out the bad will encourage improvement and assumes that they know the team better than they actually do or asks others to do what they don’t want to do themselves, then they are thinking with a negative mindset.
Self-awareness can mean that a leader recognises that they are closing themselves off from others, expects others to put more into the task that they are willing to give themselves and allows small details to block out the bigger picture. All of these are traits which can be worked on during coaching.

If you need coaching for your leaders, do get in touch. Liz Jewer 07803 007591 or

Get in touch

Contact Liz Jewer on 07803 007591 if you need advice about this topic or HR related services HR Think offer.