Why disruptors are your best asset


Why working with the person that always asks why, could be just the remedy your team needs in 2019?

Who is disrupting your business?

There are numerous articles on line about what makes a great team, with many of these lists being about team functionality.

These are some of the examples of the content of these lists and articles

  • Communicate and interact effectively with one another and no one has a hidden agenda
  • Outcome focused, and share a common and relatable goal
  • Supportive of one another and hold each other to account
  • Well-resourced with a balance of skills
  • All contribute to the desired outcomes, and can work to their unique strengths
  • Reliable and fair
  • Good leadership exists within the team
  • They’re organised
  • They enjoy what they do
  • Positive and engaged

None of which we will disagree with.

While a functional team will produce the results you need, will they continue to into the future? Complacency and familiarity can set in, and your functional and productive team are suddenly playing catch up.

Having a few people in the team willing to challenge the status quo and team members focused on improvement are needed. If we don’t have a few people in the team willing to take a risk, try something new, or question a process or procedure, you risk complacency becoming common practice.

Encouraging disruption

You don’t necessarily need to changeout team members to achieve this, rather you can look to create a culture within your team that is adaptive, creative, agile and progressive.

  • Ensure all employees are aware of the reason behind the need for disruption, whether it be a focus in improvement, to generate better ideas, or to simply keep a project on track.
  • Look to newer employees for input. Ask them what they found unusual or questioning why something was done that wat when they first started. Newer employees provide a fresh set of eyes, but aren’t always open to questioning in their first few weeks / months
  • Ensure employees are not criticised personally and are supported through any change.
  • Lay ground rules for communication. Its important people continue to be respectful of one another’s ideas and opinions.
  • Hold brainstorming sessions, that are short and focus on one or two tasks or processes
  • Encourage open and interactive communication and sharing of ideas and lead by example
  • Consistently ask questions and engage with your team. Ensure as a leader you are an interactive engaged and available leader.
  • If you are in a team where new ideas have been few and far, consider incentives and rewards

It is inevitable mistakes will be made, production may slip, but actively engaging with your team at all levels to create a culture open to change, open to disruption is worthwhile.

Mining People International has more than 23 years’ specialist experience helping mining companies find the best candidates across every job category. Find out more here or get in touch today.

Gail Rogers
Senior Consultant - Candidate Services & HR Consulting
Mining People International


Gail worked in operational and technical mine site roles for 15 years and has been with MPi since 2002 in mining recruitment and executive search and eventually mining career guidance and human resources advisory positions. Gail’s 15 years directly in the mining industry, across residential, FIFO and CBD based roles, has given her a unique perspective into the industry.