Don’t Be a Sheep

In the US, we are rewarded in school for studying hard and following instructions.  Being compliant.

In our careers, it is the critical thinkers and action-biased people who get results.  Yet, too often, hiring managers select candidates who are consistent.  We shudder at those who break the rules and bring big ideas to the table. We say they are too risky.  We tell them that they should work on being more politically savvy.  This phenomenon is even true at high levels of leadership in the organization – exactly where we should look for the opposite.

I admit, it is simpler to give someone instructions and have them follow.  The problem is, you’re only preserving mediocrity. So, easy isn’t desirable.

One of my favorite colleagues of all time is known as someone difficult to manage.  He questions status quo. He doesn’t take orders well. The leader who tries to manage him will get a defiant, disenchanted, underutilized genius. Yet, the leader who can see his brilliance and give him freedom to do his thing will see unprecedented progress.

Consider this challenge: Don’t be a sheep.  Don’t hire sheep.  Unlock the potential in your organization by finding the underutilized strengths on your existing team.