Uncomfortable Progress – Go Against the Grain

Uncomfortable Progress

This blog is about uncomfortable progress and the dissenting voices that promote it.

In the realm of leadership and organizational change, there’s an oft-repeated mantra: “If it ain’t broke, don’t fix it.” While comforting, this mindset can anchor us in complacency. Today’s dynamic landscape calls for a different approach—an embrace of discomfort, nonconformity, and evolution. This blog draws insights from David Ducheyne’s keynote on challenging conventions and driving progress through disruptive yet strategic and above all effective  leadership.

Why Go Against the Grain?

The phrase “going against the grain” is often associated with resistance and defiance. It challenges us to reject blind conformity, conservatism, and the status quo that stifles innovation. But why is it so vital?

Most work environments are conservative by nature, emphasizing compliance, conformity, and consent. Leaders and organizations are often wary of those who push boundaries or question “the way things are.” Yet, history celebrates disruptors—those who dared to defy norms for meaningful progress. I often refer to a Garth Brooks song  (sorry about that) “Go against the grain” as inspiration. In his song, the singer refers to Noah building his ark against public ridicule and Columbus challenging conventional geography. The lesson is clear: nothing ventured, nothing gained. And even though they brought uncomfortable progress, challenging the status quo, their actions were needed to get ahead.

However, although change comes from people who dissent, most people won’t try and those who do, are often disappointed by the absence of progress or the resistance by conservative forces. The dissenting voices around us tell us about how things could be different or how we could prepare for change and progress. Most people do not like uncomfortable progress.

We need to look for dissenting voices around us and avoid to be in an echo chamber.

Barriers to Change: Why We Resist

Change is hard. Human behavior is inherently messy, driven by psychological biases like loss aversion and optimism bias. These biases make us cling to the familiar, overvalue the past, and resist uncertainty. Organizations, too, often prefer linear, predictable progress over the discomfort of disruption.

But this preference for stability can lead to stagnation. Without change, decline becomes inevitable. Leaders must navigate this tension, balancing the need for stability with the drive for innovation and agility. This stagility is difficult to develop and to maintain.

Tempered Radicalism: The Path to Meaningful Change

How do leaders drive change without alienating stakeholders or risking instability? The answer lies in becoming a “tempered radical.” This concept coined by Debra Meyerson involves pushing boundaries through strategic, incremental actions. I like the concept because it expresses that dissident voices will not have an impact if they are too radical. They need to be tempered to be effective and initiate uncomfortable progress.

I expanded on her insights

1. Disruptive Self-Expression: express your vision while aligning it with organizational goals.
2. Adapt to the audience: make sure you are tactical about what you say according to the stakeholder you address.
3. Use opportunities: be patient and use all opportunities, big and small, to bring the message and shape the thoughts of others.
4. Build Coalitions: Build alliances and establish trust to gain support for change initiatives.
5. Be Trustworthy: show loyalty, competence and integrity so that people do not see the dissidence as acts of sabotage.
6. Progress, Not Risk: Convince others by demonstrating tangible progress through small, manageable steps.
7. Resilience: Embrace setbacks as opportunities to recalibrate and find new growth curves.
8. Know yourself: start from a deep knowledge about who you are and how you impact people.

The Craft of Uncomfortable Progress

Progress is not comfortable. It requires us to change, to adapt to external forces, to think ahead.  It requires courage, resilience, and the willingness to go against the grain. By embracing discomfort, challenging the status quo, and inspiring others to see the potential in change, leaders can shape the future of their organizations—and their legacies. Dissenting voices need to be heard and leaders can shape an environment that allows people to express these uncomfortable yet important messages.

Are you ready to be the change?

Connect with David Ducheyne to explore how leadership can drive progress.

Photo Credit: Photo by RDNE Stock project: https://www.pexels.com/photo/girl-sport-child-fight-7045660