Every office has one. You know, that person that just doesn’t fit in. They always seem to have their head in the clouds, or they’re off on their own. Folks have pretty much given up trying to understand where they’re coming from. They march to their own drummer and no one seems to know how to get them in line. To make matters worse, that poor misfit consequently is often the subject of jokes and snide comments. Maybe occasionally you’ve even participated in that gossip.
I have observed a number of these misfits over the years. In one setting, they may be unproductive and/or misunderstood and/or difficult to get along with; an enigma. But funny thing is if you take that Fish Out of Water (FOW) and put them in, well, water, then they can really sparkle.
Organizational culture is a strong but unseen force that we old-timers tend to take for granted. This is how things are, except they are not that way everywhere. New employees may have a tough time transitioning to a new organization, especially if it has a strong culture and orientation and onboarding are minimal. Even with a strong orientation, some just may never feel at home in an organization if the priorities, values, and tendencies are afar from their own. For example, I will probably never feel at home at a financial institution since money is the last thing I want to think about.
Tendencies are also important in a culture. The Gallup organizations defines our strengths are our natural patterns of thought, feeling or behavior. Like-minded people tend to have similar strengths. Therefore, having an office with many like-minded individuals tends to result in smooth interpersonal dynamics. Using the Meyers-Briggs personality as an example, an office full of introverts will make the sole extravert feel out of place, and visa versa. Introverts gain energy from being alone; extraverts gain energy from interacting with others. One is not better than the other. They’re just different.
While personality homogeneity may tend to create a smooth cultural dynamic, the potential downside is group-think and over-relying on a narrow range of skills. In contrast, a successful team accesses a wide range of strengths and uses them effectively. For instance, the office may need an office advocate. That FOW extrovert may be a good choice for this social role since they will be energized by meetings with others. The extrovert will also be saving the rest of the team from doing a task that is effortful for them.
Now who’s the office hero?
In sum, the FOW actually represents an opportunity to make your team stronger and round out the team skill set. Else, the FOW just quits in disgust, leaving the others in their group-think mode. Managers have a responsibility to help the FOW find the tasks and roles that best suit their skills and tendencies, and to value the unique role they play in the group setting the example by role modeling.
Remember, we’re all genius at something. Focusing on the shortcomings and struggles of another is not only unfair and unkind, but also unproductive. Challenge yourself to discover the genius and glory of the person you don’t understand. Seeing them in a new light may also help you to see yourself differently. You’re a gazelle, have you ever felt like you were suddenly under water?
It may also be true that the FOW may need to find a pond, and the gazelle a dry stretch of land. But in the meantime, we’re a delicate ecosystem that is full of God’s creatures that are all interdependent. Help that FOW find a little water, and you may find that she can evolve and grow lungs.