Disruptive leaders in the workplace are often seen as troublemakers or individuals who go against the grain, not fitting the typical team-player mold. However, they don’t aim to be disruptive—they simply approach things differently and bring valuable perspectives and contributions.

Leaders who think outside the box are frequently viewed as outsiders or fringe players, often not taken seriously. This perception can drive many of them to launch their own start-ups, where their innovative ideas can thrive. However, if workplaces recognize and embrace these leaders, they can become invaluable assets to the organization.

If you identify as, or aspire to be, a disruptive leader, the following tips might help you and others in this role:

1. Embrace Your Differences – Be comfortable with standing out. Be okay with having a voice, or pushing an initiative or project forward.

2. Anticipate Resistance – Understand that challenges and pushback are part of the process.

3. Focus On Results – Emphasize the outcomes and impact of your ideas.

4. Seek Feedback – Actively ask for input from others to refine your approach.

5. Consider Alternative Methods – Explore different approaches and explain the reasoning behind them. (“I think a new approach might work better.”)

6. Request Permission – Ask for approval before trying something new. (“Would it be okay if I tried a different approach?”)

7. Challenge Your Own Assumptions – Begin by questioning your own beliefs before challenging others’ ideas.

8. Cultivate Curiosity – Ask probing questions: “Why is this process done this way?” “Could there be a better method?”

9. Support Others Through Uncertainty – Guide and mentor those who may feel uncomfortable with change.

10. Show Empathy – Develop patience and persistence by being empathetic toward both yourself and others.

Disruptive leaders are natural innovators, often solving problems in ways that others don’t expect or see. Their approach to disruptive thinking can drive value and growth within organizations, while a lack of such thinking can result in stagnation and hurdles that are difficult to overcome.

For example, I recently heard about an employee who was tasked with completing a project in just four weeks. The employee consulted the team for suggestions, and each member offered a different approach. Ultimately, the employee hired a freelancer and completed the project on time. While management appreciated the result, they weren’t thrilled about the cost of hiring external help when the task could have been handled internally. Was it a smart move? What’s your take on this?

If you’d like support in enhancing your leadership capabilities, feel free to reach out at sbc@strategicbuisnesscoach.com.au