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Insights and Ideas: Skip Bowman's Blog
Dive into a wealth of knowledge on leadership, psychological safety, and organisational transformation.
Welcome to Skip’s Blog
Here, you’ll find articles, insights, and tips that Skip has curated over years of experience in leadership and organisational development.
Latest Articles
All Articles
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How to develop beyond what you thought was possible by integrating psychological safety and growth mindset into the Safe2Great method. This is a summary blog linking to our vast library of resources on Growth Mindset and Psychological Safety. It includes theory, definitions and practical advice. Safe to Great Model linking Psychological Safety and Growth Mindset…
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The Safe2Great Growth Mindset concept is based on an empirically-driven and multi-theoretical approach to leadership excellence, rather than relying on one theoretical approach or philosophy which is common for most leadership assessment tools. In 2015, Skip Bowman embarked on an ambitious journey to develop a comprehensive model that seamlessly integrates psychological safety and growth mindset…
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“Belonging and a shared path will always be the foundation for psychological safety and thus innovation and change.” In the face of mounting uncertainty, globalized workplaces, and the burgeoning influence of artificial intelligence, the traditional models of psychological safety face new, complex challenges. The 6 Stages of Psychological Safety model, a cornerstone in fostering inclusive…
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“When Carol Dweck writes about a growth mindset, she seems to be defining a learning mindset. Growth is something different. It’s transformational rather than incremental.” Introduction In recent years, Carol Dweck’s concept of a growth mindset has gained significant traction in educational and professional circles. This mindset, characterized by the belief in the malleability of…
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“Why empowerment makes no sense at all, and yet makes all the sense in the world. ” The answer to leading in uncertainty is high psychological safety and a growth mindset – both ideas are built on empowerment. Empowerment makes sense Empowerment stands as a pivotal strategy for managing uncertainty and complexity. It enhances organizational agility…
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Growth Mindset is not possible without Psychological Safety; Psychological Safety is not enough without Growth Mindset. Safe2Great – the Concept that Integrates Psychological Safety and Growth Mindset In the landscape of organizational and leadership development, the concepts of Growth Mindset and Psychological Safety have become increasingly prominent over the last decade. These ideas, often discussed…
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The Four Zones of Development: Navigating the Growth Mindset Journey The concept of the Four Zones of Development offers a vital framework for appreciating the evolution of mindsets and behaviors, particularly within the professional sphere. It outlines a transformative journey from a reactive state to proactive growth and lifelong learning, integral to the ‘Safe to…
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“When the risk of speaking up is great than the safety of silence” Crucial Conversations – Joseph Grenny et al. Addressing the “conspiracy of silence” (Crucial Conversations) is pivotal when it comes to fostering psychological safety within an organization. This phenomenon, where individuals withhold their thoughts and concerns due to perceived risks, can be a…
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We grow from calamity and epiphany – but we can also ungrow. Our Mindset Enables Us to Surpass our DNA. Contrary to the notion that our mindset is predetermined by genetics or early life experiences, a growth mindset is mostly cultivated in adulthood. This development often occurs through relationships with mentors, coaches, friends, and life…
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Do you have the mental practices that differentiate between ordinary and extraordinary leadership? Over the course of a 25-year career in executive coaching in companies across the globe, I have honed a methodology for evaluating and nurturing a growth mindset in leaders. This approach is centered around seven key criteria, which are crucial for assessing where…
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How to coach people with 12 powerful growth mindset questions? In a world increasingly defined by rapid change and complexity, fostering a growth mindset is essential for personal and professional development. The Safe2Great framework offers a nuanced approach to this, emphasizing not just individual performance, but the profound impact one can have through emotional intelligence…
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“A growth mindset ultimately allows you to realize and exceed your personal and relational potential. To bring out more than you ever thought possible in yourself AND others.” Skip Bowman, author of “Safe to Great – the New Psychology of Leadership” In her 2006 book, “Mindset: The New Psychology of Success,” Carol Dweck introduced the concept of growth and fixed mindsets,…
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In an uncertain and downright scary world, the most natural thing is to protect yourself. But collaboration and risk taking are good for you. Safe to Great In “Safe to Great – the New Psychology of Leadership,” Skip Bowman intricately explores the interplay between psychological safety, growth mindset, and high performance. In this guide, we aim to…
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Emotions not beliefs are the most important part of creating a relational Growth Mindset. Untold Story of a Growth Mindset In the discussion of growth mindset, much attention is given to beliefs and thought patterns. However, the untold story, the deeper current shaping our actions and reactions, lies in our emotions. Emotions, often raw and…
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Unlike most theories on Growth Mindset, the Safe2Great model makes relationships the key focus of development and expanding potential. Connection is also an essential intrinsic motivator. Personal and Relational Growth in the ‘Safe to Great’ Mindset Carol Dweck’s breakthrough on the concept of a growth mindset revolutionized how we think about learning and development. By…
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One of the most important and powerful intrinsic motivators according to Daniel Pink is “autonomy”. Any theory about growth mindset must demonstrate how it develops autonomy. In this messy and complex world, growth mindset emerges as a beacon of hope—a readiness to embrace change, an eagerness to experiment with new approaches, and a boldness to…
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What does it mean to be struggling with cognitive and collaborative overload
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Change In an era marked by rapid change and complexity, growth mindset has emerged as a vital tool for navigating the challenges and opportunities of the modern world. Its more important and yet harder than ever to build a growth mindset Martin Ford aptly states, “The future of work will stretch and ultimately exceed the…
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Psychological safety is more than a concept; it’s the cornerstone of a thriving organizational culture that values innovation, resilience, and collaboration.
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Skip’s research, prominently featured in his seminal work “Safe to Great,” underscores the potency of the growth mindset in driving profound organizational change.
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The principle of Explore stands as a guiding force, urging teams and leaders to embrace change, convert failures into opportunities, and transform ideas into progress.
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This innovative work introduces the concept of eco-system leadership, highlighting its alignment with a purpose-driven growth mindset—a key to addressing the challenges posed by our changing world.
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Delve into the underlying factors contributing to this burnout epidemic, where the concepts of cognitive and collaborative overload stand out.
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It’s crucial to ground leadership theory within the context of our current times, addressing the significant challenges that shape our world today and in the future.
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Genuine empowerment thrives in an environment where a balance is struck between delegation and development.
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My research shows that the correlations between leadership behaviours and psychological safety are not as strong as you might expect.
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The Safe to Great Leadership Model offers a robust toolkit for leaders aiming to foster high-performance organizations.
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Renowned author and leadership expert Skip Bowman presents “Safe to Great – The New Psychology of Leadership,” a game-changing book.
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The conspiracy of silence holds us back from achieving true psychological safety and stifles our growth as individuals and teams.
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This article aims to shed light on how micro-aggressions perpetuate status differentials and provide insights into the negative impact they have within organizations.
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In this article, we will explore the Safe2Great method, a powerful framework for implementing a growth mindset in leadership and teams.
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In this post, we’ll explore the difference between decisiveness and dominance and how balance can lead to positive leadership.
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Safe2Great’s emphasis on shifting leadership toward principles is based on research from experts in leadership and organizational psychology.
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In leadership, integrity and self-righteousness, though initially virtuous, hold distinct differences that shape a leader’s effectiveness and impact.
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By promoting a growth mindset at all levels of the organization, the Safe2Great method can help to break down the barriers created by a critical-skeptical mindset.
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Skip shares with Helen Luxford on her podcast Confidence in You the importance of having great relationships in your life and how to ask for help and lean on others.
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A toxic boss can create a negative and unhealthy work environment, which can have a negative impact on your well-being and productivity.
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A hand grenade exploded in the room but it definitely put things in motion and instilled an honest and open atmosphere.
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The book argues that the only way to fully realise the potential of Growth mindset in your organisation, you will have to map and develop 6 growth mindset principles.
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Leaders know a lot about Growth Mindset and the healthy behaviours that bring out the best in others, they just can’t be bothered or prefer leading in controlling or critical ways.
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If you want to really embrace Growth Mindset and shift to a Commitment Culture, you will need to think deeply about these issues.
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You don’t have to change your deep personality to create a Growth culture. But you do need to change how you talk and act. It’s just a script.
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When you look at someone’s behaviour, you have to consider whether you are the one leading the dance and others are following.
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Great teams are built on a common purpose that makes being in the team worthwhile and meaningful.
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Controlling leaders not only have a significantly negative impact on information-sharing and collaboration, they do not provide very clear direction either.