I’ve always thought of myself as contrarian. Generally, I think this is a good trait—but the contrarian in me has me wondering otherwise.
Actually, Leah Clark has me wondering. Leah is an executive coach at Blessing White, a leadership and employee-engagement consultancy. A while back, she and I had an interesting conversation during which Leah asked: Would you rather be labeled contrarian or critical?
I’ve been thinking about her question ever since. After all, if I’m going to slap a sticker on myself, I better make sure it’s the right one.
The Madonna of HR
A common definition is that a contrarian is someone who habitually opposes accepted policies, opinions, or practices. That’s me—but that’s only because there are so many policies, opinions, and practices that are messed up.
Another definition explains that a contrarian accepts nothing that anyone says—that is, a person who takes the opposite opinion for the sake of it. Is that me? I like to think that when I take an alternate position, it’s because I believe what I believe.
I’m also self-aware enough to know when I’m lying to myself. The truth is that I sometimes argue different viewpoints because I enjoy screwing with the status quo. That’s why they call me the Madonna of HR, and by “they,” I obviously mean no one.
If contrarianism can sometimes seem self-indulgent, it is. But is it a bad attribute? Continue reading “The Madonna of HR”