Learn: Mindset and belief systems
The limbic system has the capability of creating mindsets that boost your Status (“I’m better than others”, or “I’m destined for greatness”). These mindsets create dopamine and make you feel good, but they are not helpful when it comes to relationships with others.
The limbic system also has a way of making us believe passionately in our views; we often think they are the absolute truth. The beliefs you hold passionately are the ones to really examine, because it is likely they are not true.
A Critical mindset
A Critical mindset
A Critical mindset
If you have a critical mindset, you will likely behave in critical ways.
For example, with a critical mindset, you might regularly correct others, or tell people how to do something 'better' even if it is already good enough. This often creates limbic reactions in others, perhaps a threat to their Status or Belonging. This makes it more challenging to relate to others and work well together.
Confirmation bias
A Critical mindset
A Critical mindset
When you have a particular mindset about a person or situation, you will find that your interactions corroborate your expectations.
If you think someone is incapable, the chances are your brain will find a way to prove that is true. If you think they are always right, you brain will find evidence that they are right.
This is called confirmation bias.
Imposter syndrome
A Critical mindset
Imposter syndrome
There are mindsets which will disempower you and have you make decisions that are not helpful.
A classic one, known as "imposter syndrome", is when people believe that they do not belong in their position. Unfortunately, many people suffer from this mindset.
For example, consider a team member who does not quite believe they belong in thei
There are mindsets which will disempower you and have you make decisions that are not helpful.
A classic one, known as "imposter syndrome", is when people believe that they do not belong in their position. Unfortunately, many people suffer from this mindset.
For example, consider a team member who does not quite believe they belong in their role. When a serious problem arises, this person may not trust their judgement and, instead of alerting someone about it, the problem may be left to spin out of control and become a very serious issue.