I was accused in one of my performance reviews of “not being a team player.” This was a direct result to my commission of the unthinkable – I actually questioned why we were continuing with a given project when it was failing miserably.  And, I must honestly admit, it wasn’t the first time I had questioned the HR leadership.  The assessment took me a little by surprise since my motivation, initially anyway, was pure of heart – trying to provide constructive feedback and alternatives for success.  After a year or so of beating my head against the wall, my feedback transitioned from constructive to simply not giving a rat’s ass.  The criticism was still spot on, but the motivation had definitely changed.

If I had simply gone with the flow, I’m pretty sure my review would have been different – after all, I would be a “good team player.”   However, I have to be able to look at myself in the mirror and answer a simple question, “Have I done everything I can to make it bigger, better, faster, more effective?”  It’s a curse, but I value my own mirror chats more than the performance appraisal, especially when I have little to no respect for the person checking off the boxes.  Therein lies the dilemma:  do I run with the crowd, go along, be the good little lemming, or do I stand up and point to the huge pink elephant in the middle of the room? Either way, there’s a definite price to be paid.  If I go along, I may not sleep well at night.  If I stand up and point out the obvious, I may be labeled as a malcontent.

If a lemming suddenly decides to stop, look around, and question the wisdom of everyone running off the edge of the cliff, does that make him any less a lemming? Maybe that lemming doesn’t make the great leap into the abyss. Does that mean he’s not a team player?  Some would think so.  I don’t.

Just because we question something doesn’t mean we’re not a team player. When the team keeps running the same play over and over and is getting clobbered, maybe it’s time to consider a new play. As long as our motives are pure and we’re as tactful and courteous as possible, DO IT.  And, even if your motivation isn’t the purest, it’s sometimes necessary to let the leadership know they are definitely not as smart as third graders.  (Naturally, I wouldn’t suggest such boldness unless the job market is good, your 401(k) is solid, and you have a good reputation outside the immediate employer.  However, I’ve never been one for playing office politics and have pretty much called them as I saw them throughout my career.)

Just because the boss can’t see past her/his nose doesn’t mean we should stop trying to improve the team’s performance, i.e., results. Wanna be a team player? Sometimes you have to be the only one who dares bring up the obvious. When it’s simply not working, it’s time to challenge the status quo and make a change.

Or, just keep running with the rest of the lemmings – and don’t complain on the way down. After all, somebody told you this wasn’t a good idea!