There are two distinct mindsets in business today with regards to the people who make up an organization. One mindset, the one I’ll call a managerial mindset says that people are an expense. The other mindset, the one I’ll call a leadership mindset says that people are an investment. 

The difference between those two mindsets is huge!

Let’s say you’re currently occupying a leadership position and you have a team member who isn’t quite getting the job done. If you think to yourself you’re going to have to “spend time on” that person to get them up to speed then you likely have a managerial mindset.

On the other hand let’s say you see that same person. If you think to yourself I’m going to “invest time with” that person to help get them achieve their potential then you have a leadership mindset. 

Your mindset will affect every single interaction you have with your people. 

That’s because we almost instinctively manage expenses. The thought “spend time on” indicates you see people as an expense. Even if only subconsciously. Your people will pick up on that mindset and respond accordingly. They will act as an expense, someone merely hired to be a cog in the wheel. They will resist being the asset that they could be, even if only subconsciously. 

If you see your people as an expense then you will try to manage them. That will cause YOU enormous issues. Do you understand what that means? It means if you have personnel issues then your mindset towards your people is likely the biggest cause.  

When you have a leadership mindset your thoughts regarding people tend to be much more on the “invest time with” side. You realize people can’t be managed, they must be led. That mindset helps you to care about your people. You realize that your success as a leader is completely dependent upon the success of your people. 

Your people will pick up on that mindset and respond accordingly. They will see themselves as someone who brings value to the organization. They will understand that what they do matters and they will commit to do it to the best of their ability. They will give a 100% effort because they know you are committed to them and they will respond with a commitment of their own. 

There are no documented instances of organizations that saw their people as an expense succeeding long term. There are however well documented instances of companies that were in business a long time “adapting” their thinking to one of “people are an expense.” Their demise soon followed. 

By the way, if you’re wondering why a company would suddenly change to a “people are an expense” philosophy I have a one word explanation for you. Consultant! Actually that’s not fair, most consultants are firmly on the “people are an investment” side. It’s the big consulting firms who promote the “people are an expense” concept. They encourage companies to save money by cutting people expenses. They also encourage you to pay them a substantial percentage of that “savings.” 

If you’re in a leadership position then you should know that your first investment must be in your people. New people, young people, experienced people are all worthy investments. Those investments provide a near guaranteed ROI for your organization. 

If your plan to make money includes cutting expenses by cutting people then you should know that’s very short term thinking. You should also know that short term thinking never leads to long term success.