Bored is Good! No, Really… Hear Me Out.

I have a confession.  I get bored…easily!  I realize I shouldn’t tell you this.  Boredom is not generally a trait we value.  We associate it with children and teenagers.  It is irritating to deal with.  I get it.  But what if I told you it is actually my superpower?

It might seem counterintuitive, but I have learned that those moments of restlessness can be the spark for some of the greatest innovations and changes in my business. If you're skeptical, let me explain why you should want people like me in your organization —people who get bored easily.

Boredom, for me, isn't just a fleeting feeling; it's a signal. It's a sign that I've mastered my current challenges and am ready for something new. It's a craving for change, learning, and growth. When I get bored, my curiosity kicks into high gear. I start asking questions—"Why are we doing it this way? Is there a better solution?"—and I don't settle until I've found an answer. This insatiable curiosity has led me to seek out new technologies, question established processes, and ultimately drive meaningful change.

Bored cat

In the business world, where change is the only constant, we need more people who aren't satisfied with the status quo. We need people who, like me, get bored and start looking for the next challenge. These individuals are the ones who push boundaries, ask the tough questions, and explore uncharted territory. They are the agents of change who can propel your business forward.

However, our management culture often misinterprets these traits. People who get bored easily are sometimes seen as problems—disruptive or difficult to manage. This perspective overlooks the tremendous value these individuals bring to the table. Yes, they might be the squeaky wheel, but that's because they're constantly seeking ways to improve and innovate. Ignoring them or trying to silence them with metaphorical WD-40 is a missed opportunity.

How can managers harness this potential? Start by identifying these individuals. Look for team members who consistently ask challenging questions or propose unconventional solutions. Notice those who thrive on new challenges but seem disengaged with routine tasks.

Once you've identified them, engage with them. Have conversations about their interests and motivations, and collaboratively develop a plan to channel their curiosity in productive ways.

Offer them cross-training opportunities, involve them in special projects, or challenge them with departmental problems that have lingered unresolved. Balance their responsibilities between routine work and innovative tasks. By doing so, you'll not only keep them engaged but also unlock their full potential, benefiting your entire team.

And if my argument here isn't enough, consider this scene from Ted Lasso here. Curious is good.

Boredom isn't a flaw—it's a strength. It's a trait that can lead to incredible growth and innovation. So, the next time you find yourself or a team member getting bored, don't see it as a problem. See it as an opportunity. Embrace the change agents in your organization and watch as they transform challenges into opportunities and ideas into reality. Trust me, your business will be better for it.