Formulate, articulate, communicate, cajole, and inspire individuals and teams to collaborate to create a future that becomes your legacy.

Being a 14-year-old girl attending her first day of high school is one of the highest-pressure situations anyone can face.  How do I know this?  Because I am the brother of two sisters who went through it and the father of a 14-year-old girl who started high school today.

Leaders aim to make their mark on business operations, imprint their philosophies on their staff, leave their legacy on the organization.  They hope the team will remember their leadership as unique, profitable, and pleasant.  Understandable goals.

But all too often, new leaders start out with similar clichés and concepts—lines that set their staff members up for disappointment, if not downright disengagement, rather than the intended productivity boost.

Do these new-leader clichés sound familiar?

the ceo magazine, conflict management,
Chris Schafer & Brent Carter, Authors, Intrepid Professionals: How Principles from the Military Mindset Build Extraordinary Leaders, Teams, and Businesses

In a world where adaptation to chaos is a consistent requirement, leaders need an intrepid mindset - a mode of seeing, thinking, and acting that is hyper-vigilant. There are few challenging areas that need intrepid mindsets more than conflict management.  The greatest business leaders we have observed leverage three principles that drive success in conflict management: intention, intelligence gathering, and creating a space for collaboration. This doesn’t necessarily mean jumping into an argument and throat punching a bully—okay, sometimes that is required, but not always. Instead, it means to engage in the reality of the conflict, to examine why the conflict exists, and to search out any overlooked context that could help resolve the conflict.

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