Thank you for your insight, I think I follow!

So, its not a case of selecting the right mindset but building awareness of others to build the right one?

Understanding how others operate to appropriately navigate your desired mindset. The two can co-exist in (this case at least) a work environment. But awareness is needed (particularly buy the boss/leader) to appropriately accommodate the other? Not so much selecting the 'right' one but aligning your views with others?

Understanding it from a sociological perspective of learning (Communities of practice), what I'm studying at the moment. The employee sits on the periphery of the community (the professional environment) unable to legitimately participate until the boss properly cultivates a climate that brings this employee (and others) towards the center; toward his way of thinking.

That is not to say that this boss' way is absolute, and certainly some form of change will have to occur, from their perspective, so that both parties can operate at maximum efficiency.

Therefore, ultimately, for these different mindsets to co-exist mediation has to occur to build an open collaborative environment. That is not necessarily through explicit conversation (Although I'm sure that would help?) but the subliminal makeup of the environment, in which the boss has more of a stake than other employees?

however, at this point I think its stepping away from the psychological framings of mindset. But I think this where I'm at from your exemplifications.

That question I think accurately frames my argument and where I sit, more so maybe, who's responsibility is it to change/adapt/understand or can we simply use mediation as an appropriate solution for this?

This is really fascinating stuff - I appreciate the time taken to explore this, and really like your outlook!

I look forward to reading your next posts!