Leaders often fall into the trap of viewing their responsibilities as burdens, frequently using the phrase "have to" regarding tense situations or difficult decisions. This article outlines why shifting that language to "get to" is a critical psychological move for founders and executives.
The Core Shift: From Burden to Privilege
There is a profound difference between the mindset of obligation and the mindset of opportunity. When leaders operate from a "have to" perspective, they often feel resentment or a need for control, which narrows their vision and makes them feel "smaller."
Conversely, the "get to" mindset treats leadership not as a weight, but as a design choice. It reframes difficulties as privileges, allowing leaders to:
- Recognize their strengths and shortcomings with courage.
- View decision-making as an opportunity to decide how power is used.
- Focus on building a culture worth inheriting rather than just managing egos.
Applying the "Amare Way"
This mindset shift is rooted in the "Amare Way ABCs," specifically focusing on Authenticity. The process involves:
- Noticing: Catching yourself when obligation turns into resentment.
- Recalibrating: Consciously shifting from "have to" back to "get to."
- Result: This internal shift manifests externally as steadiness, honesty, and emotional consistency, which provides stability for the entire team.
Mentoring question
Identify one current leadership responsibility you view as a burden; how would your approach and energy change if you reframed it as something you ‘get to’ do?