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- Mental strength encompasses the regulation of emotions, thoughts, and behaviors, especially amidst adversity.
- Research involving 3,000 executives underscores that mental strength is a distinctive trait of effective leaders, with a majority highlighting its critical components like fortitude and decisiveness.
- Concepts such as the “Redirect Rhythm” demonstrate practical steps leaders can take to build mental strength, emphasizing strategies akin to cognitive behavioral therapy for emotional regulation and strategic response.
This article is based on the Allwork.Space Future of Work Podcast episode featuring Scott Mautz, leadership expert and author of the book The Mentally Strong Leader. Click here to listen to the full episode.
The future of work demands leaders who can navigate uncertainty with calm and clarity. By understanding and developing the core components of mental strength — confidence, boldness, fortitude, decision-making, goal focus, and messaging — leaders can better understand the complexities of modern organizational life, achieving not just professional success but also personal fulfillment.
In a recent episode of the Allwork.Space Future of Work podcast, we had the privilege of engaging in a thoughtful conversation with Scott Mautz, a distinguished leadership expert and the author of the book The Mentally Strong Leader. The discussion centered around the fundamental traits that distinguish truly exceptional leaders and why mental strength stands as the “emotional superpower” of our era.
What is Mental Strength?
Mautz outlined a comprehensive definition of mental strength, differentiating it from the often conflated concept of emotional intelligence/emotional quotient (EQ).
“Mental strength, by definition, is the ability to regulate not only your emotions, but your thoughts and your behaviors productively, even in adversity,” Mautz said during our conversation.
While EQ encompasses the ability to harness emotions constructively, mental strength is a broader construct. It’s not just about emotional regulation; it extends to the effective management of thoughts and behaviors, particularly in the face of adversity.
Mental strength, as Mautz describes it, encapsulates the entirety of internal management that enables more effective external leadership in both professional and personal domains.
The Core Components of Mental Strength
Mautz elaborated on the six core “mental muscles” that constitute mental strength: confidence, boldness, fortitude, decision-making, goal focus, and messaging.
These attributes are essential for self-regulation, a trait that leaders can neither afford to overlook nor undervalue. The illustration Mautz provided was striking — leaders capable of self-regulation don’t merely think every thought or act on every emotion; instead, they strategically channel their internal states to fuel external success.
- Confidence: A mentally strong leader has firm belief in their abilities and decisions, inspiring similar confidence in their team.
- Boldness: This trait involves taking risks and challenging the status quo, essential for driving innovation and progress.
- Fortitude: Unlike the erroneous perception that fortitude and mental strength are synonymous, Mautz clarified that fortitude is an important component. It involves the capacity to push through challenges, signifying resilience and perseverance.
- Decision-Making: Quick, yet thoughtful, decision-making is another hallmark of mental strength. This involves analyzing situations effectively and making judgments that are both timely and sound.
- Goal Focus: The ability to remain oriented towards long-term objectives, even when confronted with short-term hurdles, is critical.
- Messaging: Effective leaders communicate positively and constructively, even under adverse conditions. This skill ensures that the team remains motivated and united towards common goals.
The Mentally Strong Leader
Mautz cited compelling research involving 3,000 executives to substantiate the claim that mental strength is the distinguishing trait of highly effective leaders.
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When these executives were asked to describe the key attributes of leaders who excel under pressure, an overwhelming majority (90% to 91%) highlighted qualities such as fortitude, boldness, confidence, decisiveness, goal-focus, and positive messaging.
Subsequent studies further validated these findings. When executives were asked to distill their descriptions into a single term, 94% to 95% of the respondents consistently chose “mentally strong.” This consistency underscores the emerging view that mental strength is not just a trendy buzzword, but a vital attribute for leadership excellence in the modern era.
Mautz predicts that mental strength will gain the same prominence as EQ in the discourse on leadership over the past two decades.
“‘That’s what I would call that leader, they were mentally strong.’ You’re going to see this coming into the vernacular like EQ has been in the vernacular, and emotional intelligence,” he said.
Mautz predicts that the lexicon of leadership will soon incorporate “mental strength” as an essential quality. This shift will enable leaders and organizations to identify and cultivate this trait, positioning them favorably in an increasingly complex and demanding professional world.
Practical Application: Building Mental Strength
Mautz emphasizes the importance of viewing mental strength akin to physical fitness. Consistent and varied exercise is necessary to maintain and build mental muscles.
Just as physical fitness requires targeted workouts for different muscle groups, mental resilience necessitates focused development in areas such as confidence, boldness, and emotional regulation.
The key is regular practice and self-assessment, allowing leaders to identify strengths and areas for improvement.
One core concept Mautz discussed is the “Redirect Rhythm,” a tool that he has perfected over years of practice. The Redirect Rhythm can be broken down into three fundamental steps.
First, creating space by taking a deep breath, which serves to physiologically and emotionally decelerate the immediate reaction to frustration or anger.
This initial pause provides the mental clarity needed to proceed thoughtfully rather than react impulsively.
Second, naming the emotion is vital. By identifying the feeling — such as frustration — one can separate oneself from it. This distancing is profound as it transforms the emotion from an overwhelming force into a manageable entity. By saying, “I am feeling frustration,” the leader acknowledges but does not become the emotion.
Finally, reassessing and redirecting the response ensures a constructive outcome. Instead of succumbing to anger, leaders can calmly reaffirm their expectations and communicate this effectively, maintaining professionalism and leadership integrity. This process echoes principles from cognitive behavioral therapy encapsulated in the “three Cs”: catch it, check it, and change it.
