Written by: Maggie Bender-Johnson
As we begin a new year, I have been reflecting on what it will take—personally and as an organization—to make 2026 even stronger than the year behind us. For me, that reflection often starts with leadership: how we show up, how we relate to others, and how our mindset shapes outcomes.
In November, I traveled to Utah to attend a two-day leadership workshop with the Arbinger Institute, focused on what they call an Outward Mindset. Rather than centering on tools, tactics, or performance metrics, the workshop focused on something deeper—how we see other people and how that perspective directly influences leadership effectiveness, organizational culture, and long-term results.
Inward Mindset vs. Outward Mindset
One of the most powerful distinctions from the workshop was the difference between an inward and outward mindset.
An inward mindset shows up when we see others as obstacles, vehicles, or irrelevancies—people who get in the way, exist to serve a purpose, or simply do not factor into our thinking.
An outward mindset shows up when we see others as people—individuals with their own objectives, challenges, pressures, and needs that matter just as much as our own.
While the distinction sounds simple, the reality is that even well-intentioned leaders (myself included) can slip into an inward mindset without realizing it. Some of the warning signs are familiar: defensiveness, blame, labeling, impatience, or focusing more on being right than being effective.
Why Mindset Matters in Leadership
One insight that stayed with me is that many leaders are excellent problem-solvers, but not always great problem-seekers. When we rush to fix symptoms, we can miss the deeper issue. Often, that issue is rooted not in the problem itself, but in how we are relating to the people involved.
An inward mindset creates certainty and self-justification.
An outward mindset creates curiosity, clarity, and connection.
That distinction matters because mindset shapes behavior, and behavior shapes culture.
The Role of Curiosity and Self-Awareness
Curiosity was a recurring theme throughout the workshop. Genuine curiosity about others—especially when something feels frustrating or uncomfortable—is one of the fastest ways to shift from an inward to an outward mindset.
Questions like:
• What assumptions am I making?
• What story am I telling myself about this person or situation?
• What pressures or challenges might they be navigating that I do not fully see?
These questions open the door to stronger collaboration, healthier relationships, and better decision-making. They also require humility—a willingness to accept that our first interpretation may be incomplete or wrong.
Leadership Change Happens in Baby Steps
Another important reminder from the workshop was that this work happens in baby steps. It is not about perfection or dramatic shifts in personality. It is about small, intentional choices in how we show up each day—asking better questions, staying open, and being willing to challenge our own thinking.
If you have ever seen What About Bob?, you may remember Bill Murray chanting “baby steps” his way through life. While the workshop did not include a movie clip (missed opportunity), the concept fits perfectly. Real change does not happen all at once. It happens through steady, imperfect progress that builds over time.
Bringing This Work Back to Bender Insurance Solutions
I left the workshop with both practical tools and a renewed commitment to how I want to show up—as a leader, a colleague, and a partner. I believe this mindset work directly supports the culture we continue to build at Bender Insurance Solutions: one rooted in trust, accountability, empathy, and shared success.
As we move into a new year, my focus is on continuing to take those small steps, staying curious, and choosing an outward mindset more often than not. I am excited about what that means for our team, our clients, and the year ahead.
— Maggie Bender-Johnson, CIC, MLIS
President and Chief Executive Officer
