Where are our curious disruptors?

This blog will start with a confession. I am a curious disruptor. One of my favourite questions is why? One of my preferred ways of fixing something is to get disruptive.

Why are curious disruptors important?
They are the people who bring about a change in attitude, culture, and bravery. They are the people that empower. Mainly through their actions and people seeing what they are doing and achieving. But also they bring hope, they allow others to see that the status quo, the “that’s how things are done here” can be challenged and changes can be made.

They are a glimmer of light that confirms to colleagues there can be a different way. They are the people who get talked about and that their successes become the foundations for others to build upon.

Without them we continue on the path of same old same old.

But their greatest importance is their resilience. They will have many failures for the few successes that you see. None of those failures will have had any effect on their curiosity, if anything they will have fuelled it more, made them curious as to why they failed.

So what do I mean?
What is a curious disruptor (my definition anyway)?

Someone who sees an issue, digs around, asks questions (mostly the Why? based questions) and then tries to find a solution. They will make suggestions, gather information, discuss with colleagues, and investigate. They gather information and make recommendations.

They will gather likeminded people around them, in many cases not intentionally, but they will form groups. These may be close colleagues who join their quest, or they may be colleagues from elsewhere in the organisation who want to emulate their good work.

As well as disrupting they will be spreading the word and this will be heard. People who are wanting to know that improvement is what we do here will hear their examples, reach out to find out how they did it. Their curiosity will drive them to deliver their own improvements.

Quite often they will find themselves as accidental role models. I say accidental because in the way of compassionate leaders they are fairly altruistic and chasing the greater good. Wanting to deliver improvement, not necessarily to be recognised as the bringer of change, just wanting to improve situations.

Ok, so you can see the curious element of it, but why the disruptor?
Disruptor because they are tenacious, they will keep raising and discussing the issue and trying to find a route to resolution. As part of this they may identify other issues earlier in the process and pause their original quest to address these issues and deliver more improvement.

They are tenacious and when they find blockers they look for other routes, they add to their scope and they push on. They disrupt all around them, colleagues, systems, processes, established thinking. All of it from that curiosity and mostly from those Why? Questions.

A note of caution
So if all of that has got you excited and questioning if you know any curious disruptors or even if you are a dormant curious disruptor waiting to be awakened I wanted to add a note of caution.

It is a fine line between being a chaotic disrupter and just being chaotic. Don’t lose sight of why you started, that the goals are and that the main focus is on improvement, making things better for those around you be

I hate you, but love how you make me feel

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Running is something I have never ever enjoyed, at one stage of my life I used to say ‘nothing in life is worth running for, there will be another train or bus, the only reason to run is if someone is chasing you with a weapon‘. Continue reading

Just relax ……

A while ago when I was writing my ‘about me’ for this blog I asked my friends to send me words that described me or sprung to mind when they thought of me. These were then worked in with my own thoughts. This is not an experiment I will ever do again (it wasn’t bad it just made me uncomfortable (I don’t take praise and compliments well)). Continue reading

When plans don’t go as we expect … resilience

There is a familiar diagram that shows plan vs reality. It shows that we plan for a smooth journey, linear, a to b, start to finish, dream to reality. But the reality of life is that it is a mess of a journey, up down, back, forth, retracing some steps, facing obstacles along the way that we never thought of. Continue reading

Role models – what are they and how do we choose them

This is a post I promised a lot of people I would write a long time ago, the draft was started in March, and I sit here in June completing it. So what took me so long? This post more than ever I wanted to get right, but then I realised it never would be, so I just need to get on and post it.

Role models are a common thread in my posts, often referred to as a colleague, an old boss, or named role models. My life and career has been influenced massively by role models, good and bad. Continue reading

Hiding in plain sight

This is a blog post I have been thinking about all day, the subject was a suggestion from a friend. As a result I have been wracking my brain for examples from my own life. Interestingly I remembered examples that show both sides of this post.

The post is around how we deal with the prospect of blending in, not being noticed, not standing out from the crowd, and the opposite standing out to blend in. Once I flicked past all of the times I have done this in my personal life (this post would be huge if we went into all of those) I focussed more around work. Continue reading

We’re going through changes

I remember at many points when studying and evolving through my career having the Kubler Ross Change Curve referenced many times. This works on the premise that you come into  change and go through various stages, then come out of the other side, post change. But the reality is we are always going through changes, and in different places on the curve for many changes at the same time.

But this post isn’t about change in that way. This post is about where I am in my life right now, how I got here, and what the future holds. Sounds intriguing right. So lets start with the whats happening now. Continue reading

Supervision or one to one

I believe that one to ones are very important for staff to be able to develop and succeed in their roles. But they tend to be very work and issue focussed (around current projects and initiatives) and less about the actual person.

When I am in a position where I am people managing a team I like to introduce supervision sessions alongside one to ones. A weekly meeting alternating between one to one and supervision. But what is the difference? Continue reading

Self Reflection

I used to think that self-reflection was new age, hippy dippy nonsense that I didn’t have time for. Then my mind was opened. When I worked in healthcare there was always protected time for colleagues for reflection. My question was always was it worth it, as I didn’t see the point. A very patient colleague sat me down and explained supervision and self-reflection to me. Continue reading