2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
a
The new book “MINDSET MATTERS”
E-book – 24.90 €
Order now as an e-book >>
A short version of “MINDSET MATTERS” ist now available via bookboon
Order “Developing Your Mindset” now >>
(free download for members of bookboon, 8,99 € for everybody)
::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::
You can also order the book “HALTUNG ENTSCHEIDET“ (in German)
ISBN 3800660636
Order now at Amazon >>
Order from VAHLEN Verlag >>
Also available in German as audiobook >>
Extract in German (3,8MB) PDF download >>
A sneak peek of what “MINDSET MATTERS” is
This website
cookies - more information on this and your rights as a user can be found in our privacy statement. Click
allusesabout.
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
I agree
1/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
INTRODUCTION
With the fall of the Berlin Wall came the sudden realisation that it is possible
for us to change and reinterpret our reality. How was this development
possible?
In the past, research approaches tended to be confined to examining human
development from birth through to adulthood. However, we now know that the
development process can continue throughout our lives. The six mindset
model presented in the book challenges us to take an honest look at
ourselves and have the courage to see things in a new and different light. This
entails the fundamental willingness to see ourselves as beings undergoing a
process of maturation.
Chapter 01 //
This website
uses cookiesAND
- moreCULTURE
informationINonTIMES
this andOF
yourCHANGE
rights as a user can be found in our privacy statement. Click
LEADERSHIP
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
2/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
How do we cope when faced with uncertainty? We acquire a kind of tunnel
vision and revert to old ways of thinking. Obsolete mindsets start to reemerge.
Older people often fall back into old patterns of thought and behaviour and
try to solve new problems with outdated solutions. They draw on cultural
realities that no longer exist and that were supposedly much better.
Pessimism is not a cognitive achievement. It arises freely, without inner effort.
An optimal organisation is like an additional leader. It is a guiding force,
helping teams and individuals reach their potential.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
3/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 02 //
LEADING MEANS COMMUNICATING
We think if we just throw in a few talks with a bit of design thinking on top and
use agile working methods like Kanban or SCRUM then we’ll get more
innovation and agility out of our organisation. But people can’t be
reprogrammed; they can’t be updated by pressing a button. Employees are
becoming more and more self-determined, more empowered, and don’t just
want to serve a function. A working climate that cultivates genuine dialogue
and not monologue, where people actually listen to each other instead of
arguing, is also much more efficient.
Cynicism is the disease of the clever and one of the major obstacles facing
leadership. Co-creative leadership challenges managers to let go of
judgments, cynicism and fear. It is impossible to develop a more agile
corporate culture without engaging in leadership self-development. It is
imperative for managers to reflect on their thought processes and to evolve
accordingly. Self-evaluation releases the energy and potential to lead with a
future focus. A lack of personal entrepreneurial and managerial development
hinders the growth of businesses and organisations.
Chapter 03 //
This website
uses cookies - more
information
this and your rights
a user can be found
in our privacy statement. Click
EVOLUTIONARY
MODELS
FORonLEADERSHIP
ANDasCORPORATE
CULTURE
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
4/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
There is a danger with labelling and evaluating in multi-stage models which
prompts justified criticism. However, there is general consensus that
personality development occurs between birth and adulthood.
It is also evident that we do not all follow this development path equally fast
and equally far. No one mindset is better or worse than the other. Everyone
can be loving and dignified, no matter how simple or complex their
construction of reality is. The mindsets describe the nature and scope of the
different options available to us. Even when we have arrived at a new stage in
our interpretation of reality, the old patterns of explanation remain active
within us. Acquiring the competences of a new mindset is a process that takes
time. We find it easier to see and understand something we are familiar with
and have already experienced than something which lies ahead as growth
potential. Loevinger’s constructivist approach distinguishes by looking from
the inside. It’s not about the external description of our behaviour, but how we
create our reality through our inner mindset. Ego development is one of the
few theories that can scientifically measure the maturity of our own
development. Even if we possess a later stage of maturity in our repertoire,
this does not mean that we always use it. People can be highly empathic yet
behave like childish tyrants in other roles.
The lower can’t see the higher. Therefore, it’s important to create emotional
reference experiences on a new level of more mature togetherness.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
5/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 04 //
THE 6 MINDSET MODEL
Mindset has to do with maturity. The development of our inner mindset is
shaped by our parental home, the social environment, the culture in which we
live and our own desire for self-development. We all start from scratch and
gradually expand our skill set. Each mindset has its own choices. These can be
simple and dualistic or more nuanced and differentiated. The greater our
awareness, the wider our scope for action. The mindsets available to us
depend on our resources and the skills we have been able to acquire and
experience. New mindsets change our perception of reality. Change is always
an inner journey.
As we mature, we go through three phases: childhood, socialisation and selfdevelopment. Self-development requires us to hit the pause button and
constantly check-in with where we are at.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
6/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
4.1 THE SELF-ORIENTATED-IMPULSIVE MINDSET
In the self-orientated-impulsive mindset we are deeply caught up in ourselves
and our needs. Reflective thinking and the understanding of longer periods of
time are not yet possible in this mindset. We reject feedback and remain stuck
in stereotypical ways of thinking that concentrate more on the concrete than
the abstract. We are not yet able to grasp or control our own emotional
experience. We lack the ability to empathise with others. Our ways of thinking
are simplistic; we blame others for our problems. We tend to be defensive
because we lack a sense of security and genuine self-awareness. We go
through this learning phase between the ages of about two to five, when we
start to say “I”.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
7/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
4.2 THE GROUP-CENTRIC-CONFORMIST MINDSET
In the group-centric-conformist mindset we learn the rules and norms that
govern our social environment. Our identity is strongly defined through
belonging to a “we” rather than through our own individuality. Obedience and
submission are predominant in this mindset. This induces strong feelings of
guilt when we fail to comply with conventional norms. We are under great
pressure to conform, which allows us to avoid conflict. We prefer to steer clear
of conflict and keep our mouths shut. Our own feelings and inner lives are still
intangible. We accept criticism if it’s based on principles that are established
externally.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
8/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
4.3 THE RATIONALISTIC-FUNCTIONAL MINDSET
The rationalistic-functional mindset is the next stage of competence building
and marks the emergence of what psychologists call the ego. Nascent selfawareness allows us to understand our actions, emotions, habits and
behaviour. We can now see different perspectives and become less
judgmental. The desire is born to express our own opinions and to be
different. We develop our own views about what is right and wrong. We are not
interested in lengthy debates. We still see ourselves as governed by external
exigencies, which we believe we must meet in order to function. In our own
development we usually go through this mindset at the onset of puberty.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
9/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
4.4 THE SELF-DETERMINING-CONFIDENT MINDSET
In the self-determining-confident mindset we develop our own values and
ideas. We are strongly focussed on goals and are driven by the desire for selfimprovement. The confidence gained from this extended set of skills nurtures
a much richer inner life which accepts complexity and respects individual
differences. We still tend not to see own blind spots or subjectivity. The “ego”
is at its peak in this mindset. It corresponds to the late teenage stage where
knowledge and competence abound but empathy is still not fully developed.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
10/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
4.5 THE RELATIVISTIC-INDIVIDUALISTIC MINDSET
The relativistic-individualistic mindset reveals to us how our perceptions
colour our view of the world. We begin to put things into perspective and
question our own and others’ points of view. We are able to empathise and
recognise contradictions in ourselves and the outside world that we once chose
to ignore out of ignorance or cynicism. We see that people are shaped by their
own fundamental traits, culture and life history. We learn to take account of
this in our communications. In this mindset we become more aware of our
emotional inner life, which we now see as an additional and relevant resource
for shaping our views.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
11/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
4.6 THE SYSTEMIC-AUTONOMOUS MINDSET
With the systemic-autonomous mindset our competencies expand to include
the ability to take a multi-perspective approach. We are now open to creative
ways of tackling conflict and can also deal with ambiguity. We respect the
individuality and autonomy of our interlocutor and are prepared to take full
responsibility for ourselves and our thoughts, feelings and actions. We can
recognise our thoughts and feelings as subjective and have more collaborative
options for action. An awareness construct manifests itself and we start to
understand that we are permanently constructing ourselves and the world
around us anew.
Chapter 05 //
This website
uses cookiesAT
- more
information on this and your rights as a user can be found in our privacy statement. Click
6 MINDSETS
A GLANCE
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
12/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
The development of each new mindset is a form of consciousness expansion –
and a liberation. These steps to liberation include establishing rules and
standards, using your own critical mind, self-empowerment and finding your
own goals, developing empathy, and being able to see yourself as a subjective,
autonomous part of a connected world. Our mindset shifts. In the course of a
single day we experience ourselves in different mindsets. If we are not aware
of ourselves, our inner mindset will often be activated by external stimuli.
Instead of just sticking to one mindset, with growing maturity we can choose
between them. When we are aware of the different mindsets within us, we can
shift between them and control our behaviour for the better. Each mindset has
its own view of the world. We speak the same language, but we interpret the
words differently. Depending on which mindset best corresponds to our way of
thinking, we give the words a different meaning. Our own inner assumptions
and beliefs keep us from changing our mindset.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
13/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 06 //
WORLDVIEW AND LEADERSHIP
Earlier mindsets tend to draw on the past and the familiar to find solutions.
The ability to see new opportunities is much more time-consuming and
requires energy and focused attention. At present it is in the business world
that this new understanding of leadership is being tried and tested. The
integration of different cultures and mindsets has long been a reality in many
companies, effectively making them cultural pioneers. They prove that
peaceful global cooperation is fundamentally possible, even if there still are
many weaknesses and injustices. New Work is more than just a new form of
collaboration. New Work is inner work and therefore only possible through our
personal development and the expansion of our own mindset. Much of
interpersonal conflict resolution involves shifting to a more mature inner
mindset.
Chapter 07 //
This website
cookies - more information
on this and your rights as a user can be found in our privacy statement. Click
THEuses
EVOLUTIONARY
WAY OF THINKING
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
14/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Many companies complain about a shortage of suitable applicants but don’t
seem to realise that this has a lot to do with their own attractiveness and
positioning. There is a growing need to strategically develop leadership and
corporate culture. In the future, our corporate culture will be one of the most
important unique selling points. It is an essential investment good that cannot
be bought. A mindset is not a permanent possession, but something that we
practice again and again and actively take on. As we mature, we can deal more
competently with new mindsets and have better control of ourselves.
Expanding our consciousness isn’t about eliminating our existing
subpersonalities or pretending that they don’t exist, but about integrating
them. When we look to the future and less familiar mindsets, we can see our
potential. If we learn not to act from the earlier mindsets, we nurture the
mature mindsets. This is inner work. If we acknowledge fear, it becomes
courage. Anger becomes the power to act. Powerlessness becomes
self-empowerment. Almost nobody has learned leadership. If we see ourselves
as travellers on a journey of evolution, it becomes much easier to recognise
our own limitations and to free ourselves from them.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
15/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 08 //
TO SEE YOUR OWN MINDSET
We don’t usually have much control over external influences, but we can
manage the way we deal with these influences through the mindset we adopt.
If we don’t experience the more complex mindsets and are out of touch with
our feelings, we will find it harder to see the bigger picture. People also differ
in the extent to which they can use the mindsets. The journey is the same for
everybody, but we are all at different stages of this learning path. If populist
polarising rhetoric or media reports scare the life out of us, we tend to think in
self-orientated-impulsive “buzz” words or group-centric-conformist
soundbites. We act beneath our potential and leave our intellectual wisdom
and ability to differentiate out in the cold. In these moments we are far
removed from empathy and inner wisdom. Those who think their view of the
world is the be all and end all and see no point in exploring their own
subjectivity will find the concept of ego development and the six mindset
model meaningless.
Complete the following 12 sentence stems and find out what your own habitual
mindsets are.
1. The task of a leader is …
2. What I like about myself as a leader/employee is …
3. What makes life difficult for me is …
4. When employees are helpless …
5. Success is …
6. Rules are …
7. My main problem as a/an leader/employee is …
8. When I reach my limits …
9. To lead others …
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
10. When
I exercise
… visit our website directly.
on "I agree"
to acceptpower
cookiesover
and toothers
be able to
’ ii i
https://mindset-matters.info/book/
16/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
11. If I’m criticised …
12. My conscience troubles me when…
All answers are correct. There are no wrong answers.
Chapter 09 //
This websiteMINDSET
uses cookiesAND
- more
information on this and your rights as a user can be found in our privacy statement. Click
SELF-DEVELOPMENT
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
17/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Inner space can be configured. We don’t have to remain stuck in old ways of
thinking. We can unlock new spaces of experience within ourselves if we
want to. The model is not trying to put the squeeze on readers to change
their own mindsets. We can lead a “happy” life in every mindset, and for
some people the idea of inner change is not really appealing. We sometimes
need to maintain certain inconvenient behavioural patterns in order to
avoid pain. In a new mindset we achieve a new quality of life. Not “more of
the same old same old”, but something entirely new. And because it is new,
we cannot even begin to imagine it beforehand. Then again, with hindsight,
we find it hard to fathom how unwitting and oblivious we were before. It is
up to us alone whether we choose to evolve or not. Self-development or
maturation is often confused with the kind of self-improvement that is
driven by feelings of inadequacy. Many employees have no desire to do this,
and rightly so. Self-development is a personal decision where, starting with
ourselves, we begin to take responsibility. It’s difficult for us to think outside
the box, because we believe that we are the box. We look out into the world
from our space of consciousness through our cultural window, and think we
are standing outside. The development of mindsets has something
reconciliatory about it. It shows us that people are not just like this or that;
they are still like this or that.
The four areas of self-development are:
1. Self-awareness – from anger and powerlessness to full attunement
2. Self-responsibility – from ignorance to empathy
3. Self-confidence – from unworthiness to serene composure
4. Self-conquest – from recriminations to joyful curiosity
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
18/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
19/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 10 /
“MINDSET AND TEAM DEVELOPMENT
If the team culture is fuelled by complaints, accusations, error focus,
unrealistic expectations, numbers and intrigue, then we will not create space
for open dialogue and development. It’s astonishing how managers like to
complain about their employees without being prepared to change
themselves, or without realising that they are part of the problem. This might
seem obvious, but in fact it isn’t. If we can’t yet see the whole picture and
believe that our own mindset is the only one that matters, we will not be able
to manage all our employees equally well. In small companies you can choose
your employees to fit the mindset. In large companies, at least the managers
should have the maturity and a common understanding of the desired team
culture. An important word from positive developmental psychology is “still”. If
we see that department XY operates in the group-centric-conformist mindset
and does everything by the book, we should resist the temptation to disparage
them for it. That’s not how they are, it’s how they “still” are – at least at work.
Irrespective of their mindset, every individual is “right” as a person. Everyone
has the opportunity to change their mindset and to broaden the way they
interpret the world and interpret it meaningfully for themselves. Whether and
in which time frame they want to mature is entirely up to them. It is crucial for
the management team to keep an eye on the big picture and see where
everybody stands in terms of focus – at both individual and team level. In this
sense, achieving a new mindset is not a goal, but a result of development.
When structures prevent people from living out their mindsets, these people
will sooner or later leave the organisation. Unfortunately, these are the people
who are most needed for change. Staffing decisions at management level are
cultural decisions, because managers are culture bearers. A common
understanding of values and leadership can be established with the help of
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
the six mindset model in workshops with as many employees as possible.
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
20/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 11 //
MINDSET AND VALUES DEVELOPMENT
Strategic recruiting begins by knowing your own values. An organisation
should be more intelligent than the people who work in it. It should provide
clarity about shared values and the desired mindset. Success has many
currencies. We can measure it in money, time, happiness, satisfaction, security,
balance, love, insight, health, self-development, openness, fairness, fulfilment,
well-being and in many other ways. When there is no shared understanding,
leadership depends on the moods and competencies of individuals. We attract
the right employees when we know where we stand, where we want to go, and
what kind of person fits in with us. The personality and mindset of future
employees are more important than skills and competencies. We cannot buy
culture, but we can buy staff and equipment. We have to create our own
corporate culture. Values communication helps us identify and implement
common values.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
21/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 12 //
CULTURAL-HISTORICAL DEVELOPMENT
The development we see in ourselves and in organisations is also reflected in
the cultural-historical development of the Western world. The six mindset
model offers a broader view of cultures and their current stage of
development. Each new cultural mindset complements the previous ones. It
does not replace them, but expands them. Crucial turning points in our
shifting reality constructs on a societal level were the emergence of book
religions, the Renaissance and the Enlightenment, and the advent of
psychology and systemic thinking. At each of these phases our ability to give
meaning to the outer world grew. We have learnt to deal more appropriately
with our mental and emotional health, inner impulses and perceptions. A
revealing mirror of the prevailing social mindset is the respective legal system
of a society.
Chapter 13 //
This website
uses cookies
more information
on this
and your rights as a user can be found in our privacy statement. Click
MINDSETS
IN -RECENT
GERMAN
HISTORY
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
22/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
The model helps us understand shifts in mindset at societal level and in the
world of work in Germany. After the enforced conformity of the Nazi era and
the conservative and utilitarian 1950s and 1960s, an ensuing spirit of optimism
coincided with new debate on self-determination, women’s rights and
environmental protection that led to the creation of approaches for a
sustainable, fairer world. Today this finds expression in global cooperation and
the search for a common “we”. The development path also shows what new
concepts of leadership ideas should take into account when tackling complex
global challenges. The systemic-autonomous mindset embraces both
responsibility and creative skill. International global climate agreements are
an attempt to create mitigation systems that do justice to the complexity of
the problem. However, national egoisms, the denial of scientific findings and
looking at short-term benefits and profits are still standing in the way.
Solutions at this level are shaped by multilateral dialogue, compromise,
balance and the inclusion of multiple dimensions. It calls for an iterative
testing procedure that involves constant feedback and improvement. Earlier
mindsets have it easier here. They can lead us into believing they have found
solutions, but in reality nothing has been achieved at all. What use is constant
growth if it no longer benefits the well-being of the population?
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
23/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Chapter 14 //
THE FOUR DEVELOPMENT PERSPECTIVES
A well-balanced organisation allows us to develop our personalities and adapt
structures so that the culture we strive for can unfold and the desired
behaviour can be achieved. The organisation then becomes an additional
leader. For this to succeed, we need to look at all four dimensions: personality,
behaviour, culture and structure. This “integral approach” enables us to target
the development of all four dimensions and the underlying mindsets. If one
area is forgotten, it becomes an obstacle to the development of the other
areas.
Chapter 15 //
This website
uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
EPILOGUE
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
24/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Leadership needs to embody three qualities if it is not to put a brake on
development: presence, courage and empathy.
Presence is needed so that we can act in the present in the first place, and
observe and recognise our mindset. We have to wake up as often as possible
for a “second time” in order to see through our automatisms and habitual
mindsets.
Courage helps us to enter spaces of experience that are outside our comfort
zone. The best way to learn a new mindset is to experience it.
Empathy helps us to use our emotional wisdom to recognise new
opportunities. It elicits the compassion for ourselves and others that we need
to find the equanimity and patience that development demands.
If we have presence, courage and empathy, we can choose our
mindset sooner. The space between stimulus and response becomes wider
and then – we are on our way to becoming free and collaborative human
beings.
The new book “MINDSET MATTERS”
Order now as an e-book >>
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
Comments on the book “Haltung entscheidet”
https://mindset-matters.info/book/
25/29
2/22/23, 5:35 PM
(Mindset Matters)
g
Mindset matters: The book (brief description of the contents)
“The book’s special strength lies in its ability to illustrate complex
interrelationships in a vivid way. With great clarity, the six mindset
model demonstrates the potential we have as human beings and, on a
personal level, what is worth striving for in the team as well as in the
organisation”.
Jens Corssen
Certified psychologist and coach for Germany’s top executives
“I am deeply convinced that modern organisations are characterised
by a distinct focus on purpose and trust-based self-organisation. The
book shows very vividly how leadership and an organisation can
develop towards a higher level of maturity. I will certainly browse
through this book over and over again, because it is extremely multifaceted and has opened many new avenues of thought”.
Uwe Rotermund
Entrepreneur and corporate culture consultant, 3-time winner of
“Great Place to Work“
“The book has broadened my view of myself and others in a surprising
way. I now understand better why some people have completely
irrational mindsets and can better classify and reflect on my own
inner mindsets. It therefore holds great practical as well as theoretical
value. The multiple examples from Martin Permantier’s wealth of
experience have also opened up a lot of new perspectives for me.”
Dipl.-Psych.
Executive Coach, Systemic Organisational Support
“A nuanced,
innovative
team
and
This website uses
cookies - more
information book
on this on
andthe
yoursubject
rights as aof
user
can be
found in our privacy statement. Click
on "I agree" to accept
cookies and towritten
be able toinvisit
our website directly.
organisational
development,
a practical,
humorous and
https://mindset-matters.info/book/
26/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
entertaining way and with many vivid examples – highly
recommendable”.
Gisela Sefranek
Executive Coach, Ego Development Coach
“A book that shows leadership in a different light and that I personally
could have done with 12 years ago. When I first took on a leadership
role, I did it differently to expectations. Although everything went well
and my colleagues and I enjoyed our work and the results were good, I
felt that I wasn’t really doing a proper job. After reading “Mindset
Matters” I realise now that what I was doing back then was really
good. A must read for all managers for whom leadership also means
self-development”.
Markus Kocherscheidt
Intercultural coach and trainer
“You describe exactly what I observe and deal with every day! The
book helps me to see where I stand.”
Pia Maria Holle
Wirtschaft 4.0: Arbeit und Bildung im Wandel
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
27/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Martin Permantier
permantier@short-cuts.de
Mobil: 0175 20 25 766
Xing-Profil »
Auf Twitter folgen »
LinkedIn »
Stay informed and up-to-date. Order our newsletter here:
E-mail Address*
Name*
Subscribe
* mandatory fields
Your e-mail address is only used to send you our newsletter and information about the activities of mindset matters. You can
always use the unsubscribe link included in the newsletter.
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
28/29
2/22/23, 5:35 PM
Mindset matters: The book (brief description of the contents)
Disclaimer
Imprint
Privacy Policy
This website uses cookies - more information on this and your rights as a user can be found in our privacy statement. Click
on "I agree" to accept cookies and to be able to visit our website directly.
https://mindset-matters.info/book/
29/29