MENTAL MODELS

Peter Senge’s defines mental models as: ” deeply ingrained assumptions, generalizations, or even pictures and images that influence how we understand the world and how we take action.”

Our mental models are formed by our experiences, beliefs, and values and determine the way we perceive life. Mental models can facilitate or hinder the development of abilities and behaviours in each of the roles we exercise on a day-to-day basis.

Model here

Here’s how it works: First, the process starts with having a certain mental model or a way of being in the world. Based on that mental model, the leader assumes (consciously or unconsciously) a behaviour or way of choosing appropriate actions and interpreting the result from that mental model.

For example, if a leader believes that giving feedback upsets people, they will not give feedback. Most leaders know what they should do, and even how to do it. The role of leadership development is to build awareness around “why” they should do something because it’s important and meaningful. What’s more, leadership development activities can help others identify why they are not applying certain techniques and behaviours, with a particular focus on understanding what beliefs (or lack thereof) are sustaining those behaviours.