The Mindset Shift That Transforms Leadership: Moving Beyond Criticism

“That’s not gonna work, because…”

I used to say that often. Made me feel good. Like I was the one who caught what others didn’t.

I did it even with the teams I was leading.

Lots of self-reflection and feedback later, I saw what I was actually doing: trying to sound smart. Point out the flaw, drop criticism, walk away. No real contribution. It led me to a leadership mindset shift.

Spotting risks is still important. Some people lean too optimistic, and having someone who notices the weak spots keeps things balanced. But without ideas for what will work, you’re not helping anyone move forward. Guiltyyyyy.

Now I try to pause and ask myself:
“What part of this could actually work?”
“How can we tweak the part that doesn’t work, so that it does?”

It shifts the whole dynamic of the conversation. More challenging, but also much more rewarding. Moves problems forward, builds more ownership within the teams you lead.

Less I, more We.

Ready for your leadership mindset shift? Schedule a free introduction call here: https://davidbuirs.com/contact/ and let’s chat.

How to Handle Criticism at Work

How to handle criticism at work… It’s a question I often get. My reply: 𝗪𝗵𝗮𝘁 𝗶𝗳 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗼𝗻𝗹𝘆 𝗵𝘂𝗿𝘁𝘀 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳 𝘁𝗵𝗲 𝘄𝗮𝘆 𝘄𝗲 𝗹𝗮𝗯𝗲𝗹 𝗶𝘁?

Two people hear the same sentence from their boss. One feels judged. The other feels motivated. The words are identical. The reaction isn’t. Why?

Because the label, criticism or feedback, can’t be found in the words. It’s created in the mind of the receiver.

This is where the real power lies. You decide how much weight to give feedback. Some of it will be clumsy. Some will be unfair. Some will be pure gold. If you can sort, not absorb everything, you win. To take what serves you, and let the rest pass.

We often forget no one is perfect. Not you, not me, not the person giving feedback. We’re all trying our best, often imperfectly. Holding onto the illusion that you should look flawless makes feedback feel like a personal attack. Drop the illusion, and feedback becomes easier to hear.

Because in the end, the leaders who grow are not the ones who protect their image. They’re the ones who keep asking, “What can I learn here?” Over time, that choice changes everything.

Of course, this change doesn’t happen overnight. Curiosity is a muscle, and muscles strengthen slowly. So here’s an invitation: over the next five months, practice trading a little defensiveness for a little more curiosity each time feedback comes your way.

𝗠𝗼𝗻𝘁𝗵 𝟬 – 𝟭𝟬𝟬% 𝗱𝗲𝗳𝗲𝗻𝘀𝗶𝘃𝗲: “I don’t think that’s accurate.”
𝗠𝗼𝗻𝘁𝗵 𝟭 – 𝟴𝟬% 𝗱𝗲𝗳𝗲𝗻𝘀𝗶𝘃𝗲 / 𝟮𝟬% 𝗰𝘂𝗿𝗶𝗼𝘂𝘀: “I don’t really agree with that… but can you give me an example?”
𝗠𝗼𝗻𝘁𝗵 𝟮 – 𝟲𝟬% 𝗱𝗲𝗳𝗲𝗻𝘀𝗶𝘃𝗲 / 𝟰𝟬% 𝗰𝘂𝗿𝗶𝗼𝘂𝘀: “That feels off to me. What do you see that makes you say it?”
𝗠𝗼𝗻𝘁𝗵 𝟯 – 𝟰𝟬% 𝗱𝗲𝗳𝗲𝗻𝘀𝗶𝘃𝗲 / 𝟲𝟬% 𝗰𝘂𝗿𝗶𝗼𝘂𝘀: “It’s hard to hear, though I think there may be truth in it. Can you tell me more?”
𝗠𝗼𝗻𝘁𝗵 𝟰 – 𝟮𝟬% 𝗱𝗲𝗳𝗲𝗻𝘀𝗶𝘃𝗲 / 𝟴𝟬% 𝗰𝘂𝗿𝗶𝗼𝘂𝘀: “I hadn’t thought of it that way. What else are you noticing?”
𝗠𝗼𝗻𝘁𝗵 𝟱 – 𝟬% 𝗱𝗲𝗳𝗲𝗻𝘀𝗶𝘃𝗲 / 𝟭𝟬𝟬% 𝗰𝘂𝗿𝗶𝗼𝘂𝘀: “That’s helpful. What’s one thing I could do differently next time?”

So…how to handle criticism at work? With curiosity.

Five months of practice might feel small now, but in five years, it could be the reason your career looks entirely different.