So you want to be disruptive and innovative, eh?
You fools. I’m barely disruptive, but when I write something different, people say things like:
1. Oh, Laurie!
2. Isn’t she something?
3. Gotta love her!
It’s so condescending and meant to diminish my contributions. It’s beyond cynical — and sometimes rooted in the institutional sexism in my industry.
Oh. Fucking. Well.
I chose this path. I brush dirt off my shoulder on a daily basis. I can do this because I have good mentors who lead by example. But I can’t tell you how many times people tell me that they’re longing to be recognized as more disruptive and innovative at work — especially in human resources and recruiting.
You don’t want that.
Disruptive and innovative employees have good ideas that nobody wants to hear. They don’t speak in a quiet tone. They don’t fit in. They are not good cultural hires.
Nobody likes disruptive and innovative employees, by the way. They are mocked. They don’t get invited to fancy dinners and private parties. They are often fired.
Disruptive and innovative people are influencers, but they don’t care for recognition. They know who they are. They teach us, and they inspire us despite our great protestations against their refreshing ideas. They are influential on a subconscious level, but they don’t need to be told that they are influential. They are courageous and bold. They stand in front of a room full of strangers and offer an informed and controversial opinion — even if those strangers don’t deserve that kind of brilliance.
Do you still want to be disruptive or innovative? Listen up.
There is no roadmap for disruption and innovation — especially if you work in human resources.
Want a map? Make one for yourself. And don’t complain when you are not invited to the party.