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I am glad I could be the impetus for this great post. It is interesting, Tim Sackett also focused on the "how" of disruption in some comments he made to me. We have a mindset that disruptor = troublemaker and troublemaker is a bad thing. That is not the kind of disruptor I have in mind. I consider myself to be something of a disruptor but I am not a bully. I work by saying things like why, why not, have you thought about, here is another way to look at that, sorry we I don't wish to do that, etc. my purpose is to make you (wait for it) "think outside the box", because many people don't.

Constantly hearing that from someone can irritate some leaders and as a result the disruptor is punished or shunned or driven from the company. I think that is detrimental to the organization. Perhaps we need to write a guide on carrying for and feeding your disruptor.

It was a great post, Mike. We do need to encourage the "disruptors" or we will stop growing and developing.

You hit the nail on the head... what we say we need - truth/change vs what we truly value - security/status quo

We say we want (need) transparency....but what we really want (value) is compliance.

I wonder if disruptors can make the people at the top feel "wrong" causing a loss of face and credibility.

Also, changes in course are costly, time consuming and challenging from a mindset perspective...not to mention that they stop or slow down the forward motion of what is currently the norm.

All excellent observations, Debra. There are many reasons to ignore, marginalize or simply get rid of the disruptors. But so much more to be gained by figuring out how to listen to them and incorporate their ideas...

Good to remember. The scientific method is based on the essential assumption that conclusions must be able to withstand challenge. Thus the importance of the null hypothesis approach and "disruptors" that stimulate our brain cells. No muscle ever got strong without exercise.

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