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Leaders: Plan for Chaos So You Can Keep Control

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In business, there are two things that are guaranteed: change and chaos. Chaos here isn’t referring to the disorganization and lawlessness of companies under bad leadership. Instead, like change, the chaos I’m talking about is the unpredictable circumstances that come with running your own company. It’s this chaos that makes the widely used phrase “expect the unexpected” so befitting of leadership.

You can show up to work every morning with a tactical to-do list for the day, but before you know it, you’re putting out multiple fires and working on projects that weren’t on your radar earlier that morning. As much as we want to excuse these hectic days as exceptions, we know they’re not. The ‘unexpected’ is the norm. And if you don’t work well in chaos, leadership might not be the career path for you.

Consider the recent pandemic. No one could have imagined that in just a few short months their entire business operations would be turned upside down. While this example may be an outlier given how severe the circumstances and impacts of this crisis have been, it’s a nod to how capricious leadership can be at times.

These moments can be defeating, but expending your energy bemoaning the challenges of leadership won’t set you up for success. You have to accept that chaos is part of the process. Instead of letting it disrupt your day, plan for it. When you’re prepared for the unexpected, you’ll be in better control of your day, your employees, and your operations.

“No matter what, expect the unexpected. And whenever possible be the unexpected.” – Lynda Barry  

1. Plan for what you can’t control

Your company is like a sponge — it will absorb all of your time and energy if you let it. As a business owner, you must thoughtfully disperse your focus to ensure you’re dedicating your expertise to the areas of business that make the most sense. As such, it might seem a tad senseless spending time trying to plan for the unexpected. If you don’t know the exact circumstances you’re dealing with, how can you prepare a plan of action?

Preparing for the unexpected doesn’t mean you have to nail down every meticulous detail. That would be impossible. Instead, it forces you to be flexible and deliberate about every decision you make that could impact any facet of your company, as well as any projects that you take on.

Any time you start something, begin with the conscious realization that anything could happen so you can be prepared to course correct at a moment’s notice. Some suggest scenario planning. Let’s play this out. 

There is perhaps no better example than the pandemic. No leader could have fully prepared for how COVID-19 would affect their operations, but scenario planning helped some companies stay afloat because it forced them to consider how they could operate in a very different sales climate. Some leaders looked at the contingency plan they had for other natural disasters like hurricanes. Taking pages from their hurricane contingency plan and adapting for this new scenario allowed them to pivot and more easily transition people to working from home. This allowed them to focus on their clients and provide world-class client care without having to make too many internal changes.

You can never predict chaos, but if you’re adequately prepared for the unexpected, you maintain control over everything you do. 

“Control what you can control. Don’t lose sleep worrying about things that you don’t have control over because, at the end of the day, you still won’t have any control over them.” – Cam Newton

2. Embrace disruption

If you ask any entrepreneur or business owner what they wanted from their company before they were responsible for its success, I’m sure their answers were rooted in feelings of security and stability. You believe that once you get your business in a good place, you can step back and let it run on autopilot.

It does get easier, but it never becomes autonomous. It shouldn’t, and for two reasons. First, consistency begets complacency. And all business owners know that this is the kiss of death for growth and profitability. Second, it’s just not possible. Every day there is a new hurdle to jump over or an issue that demands your critical eye. Chaos never stops. You’ll become a more resolute leader over time, but you will always have to deal with disruption.

In the moment, disruption may feel futile, but it engenders change and innovation not only within your company, but your industry as well. If you believe that the chaos of leadership will one day subside, you are setting yourself up for a life of frustration. Disruption is unavoidable, but it’s also transformative. It forces you to think creatively and make radical changes within your organization that will set you up for long-term success.

Chaos is only your enemy if you never learn to control it. When you plan for disruption in every decision you make, you can command your company to surpass every milestone you’ve set out to achieve. 

How do you plan for the best but prepare for the worst in life? Share your advice with our readers below!

Beth Pradelli is Cofounder of NatureCity, a nutritional supplement company that focuses on scientifically-backed ingredients. Their motto, "If we won't take it, we don't make it!", stems from their long-term commitment to their clients in everything they do.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

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