Rabble-Rousing and Trouble-Making

From my earliest memories, I can recall raising my hand, and questioning what I saw around me. When I was seven, I found myself in line to greet the minister after our church service one Sunday with my family. I loved church service and the people that were there. That particular day, however, I noticed something that was peculiar to me. As I received my hug from my beloved minister I asked, "So if you are a boy you can grow up to be the leader of the church, but if you are a girl you can only be married to the leader? Is that right?"

The silence that descended was deafening. I knew I had caused distress, but I was not old enough, or sophisticated enough to know why. The issue was legitimate. There were no females in our church in any leadership roles, and I was questioning how that came about. My questions continued throughout my childhood and to this very day. In fact, as I grow older, I find myself raising my hand with ease to ask answers to the questions that I seek.

It is critical, especially in the era of social media, to be very careful to seek to understand. By that, I mean, take a step back, and assess the whole picture, the entire person, and be sure you understand all of the factors involved before assigning labels or making judgments. This is particularly important whenever you find yourself in the decision-making seat evaluating candidates for hire.

A number of years ago, there was an exceptional professional who spent nearly their entire career at the same employer. After a merger ensued, allegations were leveled that the employee had embezzled company funds. I have always marveled at how quickly people love to build their heroes up, and love to topple them with glee. The allegations spread like wild-fire, and social media lit up. Stories were forwarded over and over. In the end, the employee was totally exonerated, but that story was not spread with the same lightning speed. It was simply not as salacious. That employee had committed no wrong-doing. They had stood by their principles, put their hand in the air, and spoken their truth.

Labels can be so dangerous and even libelous when they are incorrect. Take a close look at the people you are evaluating for a potential opportunity within your organization. On face value, they may appear to be a trouble-maker. Look harder. What do the actual facts support? What does the candidate have to offer by way of explanation? Are the facts such that they enter an organization and intentionally assume the role of a rabble-rouser? A trouble-maker? Or have they been placed in an environment that is contradictory to their values, moral beliefs, and possibly even been asked to behave in not only unethical but illegal ways? Perhaps they put their hand up to call attention to the facts. Often, organizations make the catastrophic mistake of circling wagons to protect those who are in the wrong, especially if they are in leadership, rather than addressing the issues being raised by the person labeled the trouble-maker. This leaves the employee in a terrible predicament. Does one go along with the wrong-doing, or stand up and risk being labeled for the rest of their career?

I have learned that it takes a great deal of courage to speak your truth. It takes even more courage to stand by it, and challenge the status-quo when things go off the rails professionally. If this is where you find yourself, take heart. With grit and determination, the truth does eventually find the way to the light. If a potential employer does not afford you the opportunity to explain what you have successfully navigated through, move on. They are not the place you want to land. You are searching for a place that will embrace truth-telling and honesty.

Employers, take a deep breath, and a hard look at your candidate pool. Tossing someone into the no category over what might be perceived as an inclination, or pattern of causing trouble could be you passing on just the candidate you need. Beware of labels and be sure you perform your due diligence before denying a candidate an opportunity to characterize their journey. Social media often gives a very myopic account, which at the end of the day not only penalizes the candidate but robs the employer of a great hire. A great hire who will be a positive trouble-maker, and disruptor that will benefit your organization.

I once worked with a CFO who was quiet, and thoughtful, and would offer his opinion at the end of a discussion by saying, "I hate to be the skunk at the picnic, but..." and then would proceed to share something vitally important that none of us had considered. He was causing all kinds of trouble for us, which was exactly what we needed. Truth-telling, not rabble-rousing. Do not confuse one for the other!

#Ihavesomethingtosay