You need a meaningful level of loyal disruption, challenge, rebellion, and deviation on a team. Without it, inertia sets in. You don’t evolve. You stagnate and eventually get eaten by competition you don’t see coming. However, when your loyal opposition ceases to believe in your purpose – your mission, vision or values – it’s time to cut them loose.
As I wrote earlier in Why the Highest Performing Teams Always Fail Over Time, high performing teams need differential strengths, differential perspectives, deviation, and full spectrum creativity. You must find and nurture people with differential strengths that complement those already existing on your team, not reinforcing them. You must not push for perfect alignment of peoples’ behaviors, relationships and attitude with your existing culture.
But there’s no wiggle room on purpose. People that don’t share your mission, vision and values need to go away.
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