Section Two: How Does a Manager’s Mindset Take Shape?
Let’s set everything else aside for a moment— no systems, no strategies, no planning. Just the mind. The mind of someone who’s expected to guide a team, a project, maybe even a family.
So the big question is: Does a manager really think differently than others? My answer? Absolutely. And honestly, everything starts right here.
What’s a Mindset, Anyway?
Your mindset is the lens through which you see the world. Two people can be in the exact same situation: One sees opportunity. The other sees threat. One asks, “How do I solve this?” The other says, “Told you it wouldn’t work.”
The difference isn’t in tools or information— it’s in how they think.
That’s where management begins.
So How Does a Manager Think?
In my experience, here’s how a real manager’s mind works:
1. They Focus on the Path, Not Just the Problem
They acknowledge problems—but don’t get stuck in them. They ask, “With what? With whom? From where?” They don’t waste time complaining. Even when the path’s unclear, they look for one.
2. They Own the Responsibility—Not the Excuses
When something goes wrong, a non-manager mindset says, “Well, that person didn’t do their job.”
The manager mindset asks, “Where did I go wrong in setting this up?”
Responsibility isn’t a burden—it’s a form of power.
3. They Decide in the Face of Uncertainty
Anyone can make decisions when everything’s clear. But a manager thinks in the grey areas. No full data. Not enough time. Still needs a call.
And they learn that: Imperfect action beats perfect paralysis.
What Shapes a Manager’s Mind Isn’t Just Knowledge
There’s this myth that you build a manager’s mindset by reading books. Books matter, yes—but they’re just a piece of the puzzle.
Mindsets are forged in:
- Making decisions under pressure
- Hearing “no” and staying whole
- Facing difficult people without running
- Owning your mistakes and moving forward
- Rebuilding after failure
I’ve lived a lot of those moments— times when I had no clue what to do, but had to pretend I did. And gradually, pretending turned into real confidence. A kind of calm strength.
A Growth-Oriented Manager’s Mind Has Three Core Traits
1. Systems Thinking
They zoom out. They look beyond people and events, into relationships. They ask: Where in the system did this go wrong? What process failed—not just which person?
2. Broader Vision
They think beyond the moment. Beyond the task, beyond the project— they see people, patterns, futures.
3. Balance Between Logic and Emotion
They can read the numbers— but they also hear what’s in people’s hearts. They don’t just analyze. They inspire. That’s when you realize: Management isn’t just analysis—it’s presence.
Mehdi’s Kind of Summary
So how do you build this mindset?
I don’t have a one-size-fits-all answer. But here’s what’s worked for me:
- Make one hard decision every day—no matter how small
- Take responsibility for something without guaranteed results
- Ask questions instead of judging quickly
- Pick between two uncertain options—and stand by your choice
- Sit in the silence of failure—then get back up the next day
Eventually, something strange happens: One day, people start looking at you when things get messy. Why? Because your mind is calmer. Your decisions are clearer. Your voice feels steadier.
And that’s when you realize: You didn’t just learn management. You became a manager.
This section was a mirror. Not to imitate managers— but to understand what really goes on in their minds.
In the next part, we’ll explore a familiar four-part classic: Planning, Organizing, Leading, and Controlling. The foundational pillars of management.