The Leadership Lab Mindset Shift:
From Hero to Hero-maker
Many leaders enter The Leadership Lab thinking their job is to fix problems.
This isn’t necessarily bad or wrong. In fact, fixing problems is satisfying and important.
But when a leader’s identity relies on their ability to fix things—whether they are driven by the need to be liked, or to be right or to have control—they burn out and their people stagnate. This identity is not a long-term strategy for effective leadership.
The Leadership Lab creates a mindset shift—from being a hero to being a hero-maker. It focuses on the fundamental, relational aspects of leadership—the things that create conditions in and around leaders so that they and their people can be great, effective humans at work and in life.
Here is how groups of leaders experienced the Lab over the past 6 months.
The participants
Project Managers, first-time supervisors, seasoned managers, and executives from a California-based distribution company. Participants were grouped with others at similar levels in the organization.
The Structure
Participants meet for a minimum of six 90 minute sessions which are highly interactive and organized around small, and large group discussions. Each meeting ends with practices for the next two weeks and starts with a conversation about how it went. The learning is accelerated through participants’ shared experiences and direct coaching on how to apply the leadership tools and skills.
What the leaders said about their role before the lab
“...to babysit adults”
“Functionally leading but not leading like a coach”
“Stuck in a vicious cycle of being the hero, didn’t have skills to change”
“Being a fixer, solving everyone’s problems”
“Like a boss—there to help with problems”
“Taking on unwanted tasks, being the problem solver”
“To be liked, have the right answers—being the hero and people pleaser at all costs”
“Get it done, not focus on rapport”
What the leaders learned
The lab introduces simple concepts to reframe how leaders see their roles and gives them practice using skills and tools to shift behaviors that, when overused, do not serve them. They learned:
To notice when they’re coming from a defensive, reactive mindset and to recognize the beliefs and assumptions that power this perspective
How to shift from controlling, people pleasing and needing to be right to empowering and engaging others
The necessity of transparency, powerful questions and powerful listening at all levels of leadership
A problem solving framework and accountability structures that decrease drama and increase collaboration and better outcomes
What they said about their role after the lab
“To be leader as coach—noticing, pausing, staying calm”
“Being more curious rather than making assumptions”
“Accountability and knowledge-sharing—acknowledging where I am [above or below the line] has been the most powerful takeaway”
“Letting [others] be heard”
“Guiding and supporting the team to grow into their roles, asking the right questions and listening”
“Helping [my team] grow and the company grow—being more mindful of listening”
“I can delegate, find balance with the team”
“I’m more open-minded, approach [others] with curiosity”
“Setting boundaries and expectations isn’t a flaw”
“To support others, adapt to changes, regulate my own emotions, and to check the people pleasing”
The Impact
The goal of the Leadership Lab is for leaders to make a fundamental shift: from hero to hero-maker. The work is both internal (like noticing defensive reactions) and external (like how to have conversations that create a culture of accountability). Participants practice using skills and tools that create more ease and less white-knuckling in the day to day.
This isn’t always easy: it takes ongoing practice and awareness. But it’s simple and accessible. And the impact on others can be massive where teams get to do their best work because leaders create the space.
Heroes focus on doing. Hero-makers focus on developing.
Resources
The Leader As Coach (Harvard Business Review)
Successful Leaders Are Great Coaches (Harvard Business Review)
The Coaching Habit by Michael Bungay Stanier
The Moonshot Effect by Lisa Goldman and Kate Purmal
Interested in learning more?
I’m offering a FREE one hour preview of the Leadership Lab soon called the “Flash Lab”. Connect with me here if you’d like me to hold you a spot.
Already sold? Let’s talk about scheduling the Leadership Lab for you and your team.