Heretical…Now That Is A Word!

I first saw the word ‘heretical’ used in a non-religious context, when I was reading an article written years ago. The article recommended that leaders need to be innovative and non-traditional in their thinking, and in their actions. The author maintained that leaders are too quick to agree in order to 'play nice', and too silent in expressing what they are really thinking. In my experience, a person raising a concern, expressing a difference of opinion, or simply speaking up with an idea is often perceived as a non-team player, a rebel rouser, or at odds with a colleague or supervisor. To avoid a negative image or label, our conditioning has taught us to be to silent so that we are viewed as a supportive team member. But, our silence can make the difference between something that has merit, and worthy of change or something that has no merit, and will potentially cost the organization a lot of money. When it is hard to express a difference of opinion or a new idea, it may be best to simply ask questions—the querying strategy seems to reduce the anxiety and angst of disagreement, making things a lot more palatable, and is more likely to be accepted. Even so, many leaders fail to ask the hard questions—the heretical questions! What does that mean? Heretical is defined as holding an opinion at odds with what is generally accepted. Heretical means going against the popular opinion or standard. This is not the same as being creative or innovative; heretical is thought of as wrong because it disagrees with beliefs that are generally tightly held and accepted. It is a term that defines itself by controversy and free-thinking. Therefore, if a person makes a heretical statement, they are typically viewed as a trouble-maker, but oh, what if they ask a heretical question? A heretical question raises awareness of what could be, and radically challenges the status quo that may lead to great opportunities. Heretical questions tend to encourage thinking both inside and outside the box, and are often thought of as crazy. A few examples of heretical questions might ask pointedly, but not necessarily politely:

1. How are we going to do that?
2. Why do we need to do that?'
3. What if we charge less than customers are now paying?
4. Where are we going to get the money to do that since we are already over budget?
5. What if our product or idea fails?
6. What role am I expected to play?...and so on. Heretical questions place a matter of concern (rather than you) into the Hot Seat, and they force answers to questions that nobody seems to have the courage to ask. Heretical questions are not intended to be a be-all, end-all strategy, they are intended to broaden the conversation, so that everyone knows what is expected. Asking a heretical question lays all the cards on the table, transfers the spotlight off of an individual on the team onto the manager, and keeps the meeting moving in a results-oriented manner.