Every Organization Needs a Heretic
Heretic: her·e·tic | \ ˈher-ə-ˌtik one who differs in opinion from an accepted belief or doctrine.
In a world where most people are responsible and relatively productive, it is impossible to avoid having a workforce that from time to time finds itself employing someone who is in one way or another, a nonconformist. While some who struggle to find peace with accepted norms will never find it, and as a result will rail until their death against it, there is a select group of others who will manage to find a place for compromise. These individuals are heretics.
From the perspective of any authority, be it a ruler, a government, an institution, or the shift lead of a fast food joint, nonconformity is a problem. Systems maintained by authority are, by design, put in place to eliminate inefficiencies and obstacles to achieving a desired outcome, objective, or destination. So, what to do with those who openly question the system while actively, even productively, participate in it?
The first, and perhaps only, step is to understand. Here’s what you need to know.
Heretics are true believers. They just also happen to be critical thinkers.
Heretics are true believers. They just also happen to be critical thinkers.
More often than not, this combination means that the average heretic has a firmer, clearer understanding of your organization’s “why” than most of their peers. This puts them in a unique and highly valuable position to better identify flaws in your organization’s execution of its mission. If it helps, think of heretics as an internal compass that will always help you return to true north. They understand the underpinnings of your existence because they are absolutely devoted to them.
To be clear, I’m not talking about necessarily abstract or esoteric concepts. Your organization’s “why” might be to deliver the best damn hand-wash car wash experience on the planet. The heretic you employ who loves that idea, who wants that for other people, is going to be critical about and point out exactly what in your customer experience is preventing you from delivering on your objective. Being nonconformist by nature, it is also important to mention that heretics, unlike other people, are comfortable existing on the fringe. They have no problem with being a squeaky wheel, while other people would be mortified if they were put in the same position.
A true heretic has no desire to bring you or your organization down by pointing out your flaws. Quite the opposite. Their frustration and even occasional resulting anger stem from not feeling like their criticism is being interpreted with the intent to improve the status quo.
We see this play out frequently in political circles. Every political entity has its share of true believers — people who are committed to the cause, regardless of what that might be. Frustration builds within the body, however, when that entity is overrun by zealots who try to steer the institution in a radical or narrowly-focused direction that runs counter to the original intent of the movement. It is critical to point out that zealots are the antithesis of heretics. Zealots will sacrifice resources and commit acts of self-inflicted damage to achieve the desired goal. A heretic will always work to prevent as much harm as possible and operate from a place of preservation while still functioning as an agent of change.
A heretic will always work to prevent as much harm as possible and operate from a place of preservation while still functioning as an agent of change.
Do you have a heretic in your organization? Is that person dismissed or considered a pain the ass by leadership? Or, does that employee feel valued and respected? Do the decision-makers take the time to take that employee’s feedback into consideration? I hope so because heretics are a small percentage of the workforce, and if you’re lucky enough to have one, you should probably listen to what they have to say.
That’s not to say that all feedback from a heretic will be implemented, or be the primary source of guidance. Heretics are critical thinkers based on what they have visibility to. They’re not clairvoyant. Having said that, an organizational heretic is also a valuable reflection of how transparent your organization is with its employees.
A final, parting thought on the subject of organizational heretics: Do you feel like you have an employee who is too critical? Someone who is clearly unhappy in their work yet still manages to function in their role at a high level? It’s entirely possible that you may have a heretic who does not know what they are. It may be your opportunity to nurture the source of their persistent frustration and help them discover their value by listening to them and in the process, being open to improving things that you may have overlooked.
Just don’t burn them to the proverbial stake by letting them go, coaching them out, or ignoring them until they leave in frustration. Their loss will be your loss as well.