June 11, 2025
Turning Chaos into a Competitive Advantage
Let’s be honest— “normal” isn’t coming back. Whatever normal was or is …the world is forever changed and the pace of change is not going back to “normal”.
Between workforce turnover, global disruptions, tech revolutions, and the pressure to do more with less, chaos has become part of our day-to-day. But here’s what I’ve learned after years in recruiting and building leadership teams in transportation and telecommunications: chaos isn’t something to survive — it’s something to leverage.
In the middle of all the noise, a certain kind of person stands out. The kind who sees the opportunity where others freeze. The ones who lean in, figure it out, and move the business forward.
We call these people intrapreneurs. And if you’re not looking for them—or creating space for them—you’re missing the future of your company.
What Makes an Intrapreneur Different?
Intrapreneurs are doers. They’re the “let me figure this out” people inside your organization. They don’t need titles to lead. They don’t wait for the perfect moment. They don’t hide behind process. They look around, see what’s not working and roll up their sleeves. In fact, they are often viewed as “disruptors” because they don’t try to maintain the status quo and in fact always question the current reality.
In transportation, I’ve seen this in action again and again. A logistics manager spots inefficiencies in an aging system long after the team ignores the problem and creates a “work around”. Of course this short-term, crisis-oriented solution undermines technology and efficiencies built into the process.
A supervisor steps up when half the team is down with illness and we learn this person is a star who is able and wanting to do more!
A supply chain executive reimagines vendor strategies during a crisis. Ultimately new suppliers, enhanced processes and lower prices result from the chaos.
These aren’t job description tasks. They’re proactive, strategic responses to unpredictable moments. That’s where intrapreneurs shine.
As many who know me have heard me say on many occasions “some of our best gifts come in ugly packages”
Here’s what sets the people with intrapreneur mindset apart:
- They solve problems without being asked.
- They take smart risks—even when it’s uncomfortable.
- They work with what they’ve got, not what they wish they had.
- They stay curious and keep pushing forward.
- Most importantly: they act without fear of disrupting the status quo
They don’t talk about it. They do it.
What Happens When You Give Intrapreneurs Room to Run
When companies are stretched thin—and let’s face it, most are—people tend to cling to what they know. They avoid rocking the boat. They wait for someone else to fix it.
Intrapreneurs don’t do that. They step right into the unknown.
They cover gaps, yes—but more importantly, they analyze them. They ask, “Why does this keep happening?” and “How can we fix it for good?” They don’t just fill the hole. They rebuild the bridge.
That’s how innovation happens—from the inside out.
At TTSG, we work with clients who are facing everything from succession gaps to outdated infrastructure. And every time, the strongest internal leaders aren’t the ones with the biggest titles. They’re the ones who step in, speak up and drive change.
What Intrapreneurs Need From You
You’ve probably already got intrapreneurs in your company. The question is: are you supporting them, or slowly wearing them down?
Here’s what I coach leadership teams to do:
1. Let Them Try. Let Them Learn.
If someone has an idea, don’t kill it in a meeting because it doesn’t fit “how we’ve always done it.” Let them test it. Encourage learning—not just perfection.
Every failure brings clarity. And often, breakthroughs start with something messy.
2. Give Them Tools—Not Just To-Do Lists
Don’t expect your best people to drive change if they’re buried under busy work. Free up their time. Give them access. Give them support.
A few hours a week. A small budget. A cross-functional partner. It doesn’t take much to signal, “We believe in your thinking.”
3. Make Mentorship a Must
Pair them with someone who’s done it before—someone who can help them navigate the politics and bureaucracy. Intrapreneurs aren’t trying to be rebels. They want impact. Help them get there faster with the right allies in their corner.
4. Recognize the Work—Even the Messy Kind
Some of your biggest thinkers are working in the background right now — quietly solving problems and making others look good.
Call them out. Publicly. And reward them in ways that matter: stretch assignments, exposure to executives, strategic input. And yes, sometimes more compensation.
Recognition keeps them engaged. Silence drives them out.
5. Break Down the Silos
Innovation almost never lives in one department. Intrapreneurs see how things connect—across logistics, sales, HR, IT.
If your teams aren’t talking to each other, your best people will burn out trying to do it all themselves. Create systems that allow ideas to move and get support from all corners of the business.
From Reactive to Resilient
Here’s the real truth: the companies that will grow in 2025 and beyond aren’t the ones with the flashiest tech or the biggest budgets. They’re the ones that empower their people to lead from the inside.
Because when you embrace intrapreneurs, you:
- Turn turnover into transformation.
- Turn inefficiency into innovation.
- Turn disruption into a competitive edge.
And let me tell you: those are the kinds of people we place at Taylor Transportation Search Group. People who know how to navigate uncertainty—because they’ve done it before. People who don’t just survive the storm. They use it.
Final Thoughts
If you’re a leader, ask yourself this:
Have you created an environment where your best people can lead without needing a promotion to do it?
And if you’re an intrapreneur reading this:
Keep going. We see you. And the right company will too.
When it comes down to it, success in chaos isn’t about luck. It’s about mindset. And the people who lean in when others lean back—that’s who shapes the future.
Need help identifying these kinds of leaders for your team? Let’s talk. That’s what we do every day at TTSG.