Challenging Status quo

Accepted processes and procedures in a business are known as the status quo. However, suppose

the status quo persistently becomes a mode of operation. In that case, stagnation sets in, and

organizations miss out on promising growth opportunities, e.g., Compaq, a high-profile IT

company, succumbed to the status quo and sold off to Hewlett Packard. Leaders, therefore, need

to build a culture where challenging the status quo is a regular phenomenon.

Challenging the status quo doesn’t mean that something is going wrong; rather, it is meant to

give new directions to the organization's operations by: -

1. Providing a Courageous Workplace Environment. Erosion of intellectual bravery is

detrimental to innovation. Administrators should change the organization’s culture by creating a

courageous workplace and making people feel less afraid to disagree; as per Powell’s Principle,

“every organization should tolerate rebels.” Employees should be comfortable making

dissenting voices and feel psychologically safe to speak out as they think. Contradicting norms,

besides being acts of courage, prevent things from going wrong.

2. Creating Innovative Work Environment. To prepare employees to challenge the status quo,

an administrator must create a culture of innovation. Subordinates be encouraged to think beyond

their roles and feel free to come up with new ideas for dealing with ongoing issues, even at the

cost of making mistakes. Employees must feel that their voice matters and will be rewarded for

their innovative initiatives. The energy and creativity of challenger employees, if harnessed

appropriately, can become an asset for the organization.

3. Offering Training Opportunities. Investment in training has phenomenal payback.

Employees persistently provided with learning opportunities to perform at higher levels gain
confidence and are better placed to challenge the status quo. They are more skilled and

competent in making positive changes to help their organization succeed.