A yin leader is someone who doesn’t fit the Western extroverted stereotype of leadership, but who leverages an alternative set of competencies and natural talent patterns to lead in a different way.
- Identify the parties in these perpetual recurring conflicts.
Which individuals seems to often be at odds with each other? Why? What is driving each of them? What do each of them want? Are their drives more yin or yang?
- Identify the conflicts that have occurred or are currently occurring in the office.
List out the recent and present conflicts on a sheet of paper. Who’s involved? How does the motivation of the different people involved connect to the conflict
- Understand the underlying nature of the conflicts.
Using the data derived from the first two steps, determine an overarching pattern that seems to explain the conflicts. Identify patterns that explain the real conflicts underneath the apparent ones.
- Deepen appreciation and respect for honest differences.
Seeing that different things drive different people and knowing that these differences are neither right nor wrong, use this information to teach deepening respect and appreciation for differences, of all kinds, on your team.
Andy Johnson is an executive coach to yin leaders and teams with Price Associates. He is the author of Introvert Revolution: Leading Authentically in a World That Says You Can’t and an advocate for leaders on the yin side of the equation.