Do They Genuinely Want an IC Disruptor or Just the Idea of One?
Innovation is a classic corporate buzzword. Everyone wants to do things differently and set themselves apart as employers of choice. Throughout the many communication role interviews I’ve had in my career, a common question has been, “Tell me about a time when you found a creative solution to a communication problem.” I’ll reply with tales of rolling out employee apps, using gamification to drive compliance training completion, crowdsourcing TikTok-style videos to elevate adoption of new processes, and other such endeavors. The interviewers look starry-eyed (or glassy-eyed—it’s hard to tell). Sometimes there’s an oooh or an aaah. They’re enjoying the stories of communication breakthroughs at their finest.
For those of us who then go on from interview to hired, it’s always interesting to see whether that thirst for innovation is all talk or a genuine interest in walking the walk. As a mentor once told me, “Everyone wants a pirate. They don’t necessarily want one living on their ship.” What my mentor meant by ‘pirate’ is a disruptor, someone who challenges the status quo and elevates established practices to improve effectiveness.
While many organizations claim to want disruptors and actively invite them to join, my personal experiences and those of my peer network demonstrate the opposite. When working at one organization, a common refrain was, “Well, we’ve always done it this way.” Cue the gag reflex.
For those true disruptors, workplaces that cling to the status quo for dear life can quickly turn toxic. Here’s why:
Resistance to Change—Constant pushback and resistance from colleagues and management can create a hostile environment where innovative ideas are stifled, leading to frustration and disillusionment.
Lack of Support—Without genuine backing from leadership, disruptors may find themselves isolated, struggling to implement their ideas without the necessary resources or authority, which can erode morale and effectiveness.
Undermining Efforts—A culture that values tradition over innovation can undermine disruptors’ contributions through passive-aggressive sabotage, lack of recognition, or outright dismissal, which restricts their ability to make a meaningful impact.
If you’re a disruptor and find yourself in a workplace that doesn’t seem quite right, it may be because you’re too ‘radical’ for it. And that’s OK. You’ve now learned valuable lessons about the types of environments where you thrive and those where you don’t. If you’re advocating for innovation and running into red tape (or let’s face it, red brick walls), it may be time to explore new opportunities. Look for environments that genuinely support your willingness to test, learn, and grow. You deserve a workplace that goes beyond lip service and embraces your drive for meaningful change.
