The Outward Mindset Summary

What transforms individuals, teams, and even entire communities is not changing others but changing how we see others.

1. Mindset Shapes Behavior

Our actions stem from the way we see the world – our mindset. It goes beyond personality traits, influencing how we interact with others and handle situations. Whether it’s a community issue or a workplace challenge, mindset is the invisible force shaping outcomes.

The Kansas City Police Department’s SWAT team is an illustrative case. Once criticized for their excessive use of force, the team changed their perspective, considering how their actions impacted suspects and their families. When officers started calming a baby during a raid or showing respect to families, their behavior shifted positively.

Even organizations reflect this principle. Instead of obsessing over cost-cutting and layoffs during financial crises, companies focusing on generating revenue and innovation discover transformative solutions. Their mindset shift makes a tangible difference.

Examples

• Kansas City SWAT team calmed a baby during a raid, leading to less aggressive interactions.
• Companies focused on making money rather than cutting costs solved financial woes innovatively.
• Families adopting a considerate perspective transform relationships and build mutual respect.

2. The Downside of a Self-Focused Mindset

When we dwell solely on ourselves, setbacks morph into blame games. This inward mindset makes us look outward for excuses rather than solutions, which hinders personal growth and partnerships.

A man failing a job interview might blame his parents or the interviewer instead of reflecting on his own preparation. Parents demanding children follow their directives, like playing sports, may disregard the child’s preferences, creating disconnection. Similarly, power-based hierarchies in organizations lead to managers protecting their status by fault-finding, which damages team morale.

However, breaking free from this mindset is possible by focusing on shared goals and others’ perspectives. Such a shift can improve cooperation and create more fulfilling relationships.

Examples

• Interview failures often result in misplaced blame on circumstances instead of personal reflection.
• Parents forcing kids into activities overlook what their children truly enjoy.
• Workplace managers focusing on protecting authority rather than collaboration create friction.

3. Benefits of Prioritizing Others

Shifting focus to others enhances cooperation, reduces tension, and builds meaningful connections. This outward mindset encourages us to address the needs of the people we engage with rather than selfish desires.

Consider a parent who plays basketball daily with their kids, assuming they’re fostering healthy habits. They might discover their kids prefer another activity if they simply ask. Similarly, a manager seeking success through employee trust can inspire excellence by understanding their team’s motivations and obstacles.

Adopting an outward mindset bridges gaps and brings people together for shared success. This mindset strengthens bonds and fosters real change.

Examples

• Parents asking kids about preferred activities find alignment rather than imposing decisions.
• Managers seeking employees’ input build trust and effectiveness.
• Leaders focused on collective goals foster collaboration across diverse groups.

4. How to Develop an Outward Mindset

An outward mindset isn’t innate – it’s cultivated. Start by following the SAM framework: See, Adjust, Measure. First, understand others’ needs (see). Next, adapt your behavior to assist them (adjust). Finally, check if your actions truly helped (measure).

An NGO aiming to provide clean water initially focused narrowly. By listening to locals, they understood children’s health and education as overarching needs. Shifting their approach to meet these broader objectives led to more effective interventions.

To adopt SAM, avoid pressuring others to change. Lead by example, display empathy, and remain focused on your personal transformation.

Examples

• NGOs learned health and education tied into water needs, refining their efforts.
• Adjusting your teamwork style enhances collaboration when colleagues see your example.
• Measuring impact ensures you address actual rather than assumed needs.

5. Leadership by Example Makes Waves

Leadership often cascades from smaller personal changes. To shift mindsets in a group, you must first embody the outward mindset yourself. Demonstrating care inspires others to follow suit, creating ripples of positive change.

Take a customer service representative aiming to improve customer satisfaction. By actively engaging with and prioritizing customer needs, their positive behavior motivates teammates and even management to emulate them.

Influencing others begins with self-accountability. This eliminates forceful impositions and instead showcases the advantages of the outward perspective.

Examples

• Customer service agents emphasizing empathy inspire team-wide improvements.
• Managers prioritizing employees’ concerns set a tone for better workplace culture.
• Teachers modeling respect and engagement shift classroom dynamics effectively.

6. Collaborative Problem Solving Fueled by Collective Goals

Viewing others as partners with shared objectives allows for innovative solutions. This approach encourages unity despite differing individual interests.

Kansas City laborers and police officers clashed until Officer Tomasic asked simple questions to understand the workers’ desires. Offering hot coffee and restrooms dramatically reduced crime and tension – a shared goal benefited all parties.

Such collaboration works in professional and personal relationships alike. A shared vision creates sustainable change rather than recurring conflict.

Examples

• Laborers and police achieved harmony through shared park improvements.
• Couples developing shared projects strengthen their partnership.
• Companies using co-creation with customers build loyalty and stronger products.

7. Overcoming Hierarchical Divide

Rigid hierarchies often hinder innovation, locking individuals into counterproductive loops. By breaking these barriers and seeing mutual goals, collaboration thrives.

A manager’s fear of losing control might turn scrutiny toward their team. But refocusing effort on communal success builds trust and achieves goals faster.

Effective teams flatten hierarchies and empower everyone, fostering creativity and efficiency. You can influence this change by exemplifying inclusivity.

Examples

• Teams abandoning draconian structures unlock new collaborative potential.
• Managers prioritize collective efficiency over maintaining appearances.
• Workers reclaim autonomy, leading to improved problem-solving.

8. Systems Thrive with Valued Frontline Workers

Those on the front lines frequently shape an organization’s public image, yet they’re often undervalued. Supporting these employees fosters better customer experience and internal morale.

Consider a call center with overworked, poorly treated agents. Customer dissatisfaction rises when agents lack motivation. But empowering them with respect and resources softens frustrations externally and internally.

Organizations that eliminate divisions and respect all layers see better results overall. A valued workforce values customers too.

Examples

• Happy customer service agents foster higher satisfaction rates.
• Restaurants that treat wait staff well promote better-dining atmospheres.
• Reducing disparities between teams encourages stronger cross-department cooperation.

9. Small Changes, Big Impact

One person’s outward mindset, no matter their title or role, can catalyze significant transformations. A shared vision motivates groups to replicate the same attitude.

Officer Tomasic’s coffee initiative in Kansas City resolved violent disputes effortlessly. Similarly, employees resolving customer frustrations effectively often find leadership taking note, leading to organizational-wide improvements.

You don’t need authority to lead or a grand audience to inspire change. Small, intentional actions ripple outward.

Examples

• Officer Tomasic influenced interactions between laborers and police city-wide.
• Individual teachers showing empathy inspire entire classrooms.
• Employees bridging gaps with customers indirectly shift company practices.

Takeaways

1. Ask questions to understand people’s real needs instead of assuming what’s best for them.
2. Use the SAM method (See, Adjust, Measure) to guide proactive and helpful interactions.
3. Demonstrate respect and care in small, consistent ways to inspire bigger positive changes.