I first started conceiving of misfits and misfit teams when I began to reflect on my own employment process. As an unusual, "over"-sensitive and intelligent kid with no siblings, I often balked at oversimplified directions, experienced a bruised ego when receiving criticism, and struggled with how to participate in team or group environments. By the time I entered the workforce, I had developed a complex web of insecurities and related defenses designed to protect against the embarrassment of making public mistakes, compensating with my intelligence. It was in my first management position, which happened at about the same time I was engaging in lot of personal development work, that I really saw the impact.
Introvert seems to be a nasty word these days. It's worth unpacking why, though, according to Susan Cain, author of Quiet: The Power of Introverts in a World That Can’t Stop Talking. In the book, she point to an overemphasis on the extrovert rooted in the shift from a 'culture of character' to a 'cult of personality,' stemming from the need to find new ways to quickly and repeatedly introduce one's self—to sell one's self—in the newly-urbanized United States in the early part of the 20th century.
Autonomy, especially in and around U.S. businesses, is a tricky concept. Autonomy is valued very highly in our culture, but the challenge of finding a way to hand off acceptable amounts of control takes a lot more work than most leaders or employees realize. Few companies have the patience or budget for mistakes which occur when a more-autonomous goes wrong, so they choose not to grant autonomy in the first place, or revoke it at the first sign of trouble. Understandably, the constant conflict of employees who need autonomy and leaders who need accountability plagues most organizations.
Gender is a touchy subject. In the U.S., business peoples' historic inability to responsibly discuss gender resulted in a backlash which human resources department also reacted to—with an oversimplified, "we're all the same" message substituting for a deeper, more nuanced discussion of inclusion and equality.
I was recently asked to weigh in on how to support the creative worker. It's a broad, almost-impossible question: how does one even begin to categorize such a person? So I chose to respond by focusing on the elements of the workplace which enable creativity, both culturally and structurally, to support the rise of good ideas and ease for those bringing good ideas to light.