Does Your Team have a Cutting-Edge Attitude?

To do what no one has done before, your team needs a cutting-edge attitude. We know people who have a destructive “attitude” but there is a different and much better attitude that opens the door to incredible breakthroughs. Let’s explore how you, as a disruptive leader can foster that cutting-edge attitude in your team.

Murfield Coaching solves significant problems through innovative thinking. We work to magnify your unique value, not replicate what others do. That requires innovative thinking to solve significant problems. Our clients most appreciate our emphasis on building employee engagement, alleviating employee trauma, and unleashing disruptive innovation. Our research shows that innovation occurs most often within a cutting-edge organizational culture. 

In this post we are discussing the ABC’s of a cutting edge attitude. Previously we have discussed the critical aspects of creating a cutting edge culture.

Cutting-Edge Attitude

There are 3 parts of an attitude, according to the ABC Model of Attitudes.

Take the Disruptive Opportunity Challenge   

A – Affective

Our attitude about change and disruption is marked by a feeling. It likely terrifies many. I know when I hear about how Artificial Intelligence could threaten every job with 5 years, I get a little anxious, actually more than a little fearful.

A cutting-edge attitude is invigorated with innovation and radical change. When we have this position, we feel good about what we are going to make happen. Feelings are critical as they provide the emotional anchor that ties us to our future. Without that anchor, we often retreat in the presence of incredible opportunities.

But let’s face it. There are a lot of things that frighten us about the future. How will A.I. displace workers? Is global warming real? Will the mass shootings continue? If so, what will the future look like?

Each of us have a variety of fears. But remember, fears are often unfounded. Analyze them and you will expose the lies. Nevertheless, fear paralyzes many when it comes to disruptive opportunities.

  • How do you feel when we talk about disruptive change? (Be honest.)
  • How does your team feel when you discuss your innovative vision? (Don’t assume, listen to them.)
  • Confront the fears.

Become a Disruptive Leader

B – Behavioral

Many people fear paralyze them. They have incredible opportunities available to them but freeze in their tracks because their lack of disruptive thinking and presence of immobilized feelings prevent them from taking the next step. We have all seen it in the movies, when something terrifying happens, the characters freeze, giving opportunity for the villain to win.

Too often people create habits (repeated, unconscious behaviors) from what they have felt was right before. Actually, we do quite a few things based on what we have feared would happen. In the end, many of our behaviors are based on our fears, not on how great of an opportunity we see.

People often resist changing behaviors. Let’s take a look at how we can make that easier.

  • What actions does your team take toward your innovative vision?
  • What actions do you take to foster that cutting-edge mindset?

Build a Breakthrough Organization


What do we think when we have those feelings and behave the way we are conditioned?  Or do we think at all?  Many freeze, unable or refusing to think their way through it. so their fate is sealed, unless someone rescues them. After reading the post a couple weeks ago, we know that we benefit most when we are the SuperHero of our own disruption.

This last part is critical. Following me, you know that my focus is helping you to think bigger so you can reach higher. Disruptive innovation is fostered when we as leaders are brave enough to challenge our own thinking, beliefs and values.

Too many settle for ordinary results instead of reaching for the ultimate because they are afraid of failure. We call that “risk averse.”

But think about it. If we are afraid (have negative feelings ) of failure we will only change (behavioral) if we believe we will succeed. That seems like a wise business decision.

But again, think about it. How often do those “can’t miss” opportunities arise? Is there ever a “no fail” opportunity? Of course not. As disruptive leaders, our challenge is to minimize the risks by gathering the best information and team to ensure our success. Take the strategic action because we believe in the opportunity. (Affective, Behavioral and Cognitive).

The challenge is to build that cutting-edge team that welcomes the opportunity to do what others never though possible.

  • What do you think about radical change and disruptive opportunities?
  • How can you reach higher by transforming your own thinking?
  • How can you help your team overcome their fear of failure?

Email me to take my 90 minute Disruptive Opportunity Challenge.

(c) 2019 Murfield International, Inc.




Loren Murfield, Ph.D.

We work with leaders and organizations to solve significant problems with innovative thinking. What problem is frustrating you?  Contact us today.

Start learning how you can engage employees during their most traumatic moments in our newly revised and just-released book, “The ROI of COMPASSION.”

Watch for the formal release of our new book, “Leading with the Power of Compassion” in late 2019. Also watch for two new books, The Prize Inside and Leading Disruption from the Inside-Out.

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