In January 2016 The world economic forum put out a report saying that “critical thinking” was among the top needed skills both in 2015, and it will continue to be a top skill in the year 2020.

Organizations have a bit of a cognitive dissonance or conflict when it comes to critical thinking and critical thinkers. Corporations and nonprofits alike want thinkers who have hardcore critical thinking skills, but in my observation, while they want people who are good at finding better ways, finding improvements, finding opportunities, finding more revenue, and finding cost savings, They often want the skill but don’t always ask employees to exercise it. This is not true generally speaking, there are many innovative organizations that thrive on critical thinking. However in large organizations especially (whether it’s a multinational corporation, a government agency, nonprofit, or academia), if you’re a critical thinker it can be pretty lonely. The reason why (especially if you’re in a large organization) is that multi-layer bureaucratic organizational structures are things that built up over time. A critical thinker threatens those long and well-established groups, processes, and traditions that have honestly outlived their usefulness. This is true especially if they start asking why something is the way it is, or suggest a change that can mean widespread restructuring, transition, and adjustment, for a good portion of the organization.

It’s pretty humorous to watch people’s reaction to a true critical thinker. They are often seen as the “wet blanket”, “the lead balloon”, the “deflator” – the person who lets the air out of the manager’s great ideas, or the last person in the meeting who starts asking questions when everybody else just wants to get out of there. When a critical thinker comes in the direction of people, those people actually start looking for emergency exit routes.

It can be equally difficult for the critical thinker because they feel as though they are not being heard even though their ideas and questions are valid, and add value to the organization. Oftentimes, they came across as negative, snarky, or socially awkward when their genuine intent is to help make things better.

So here are some ways that if you are a critical thinker, you can get your point across, be taken seriously, and be an actual change agent it in your organization:

Stay positive – my wife says “you can say anything, it’s all in how you say it”. People are more likely to listen to you if you “say it with some honey”. President Barack Obama said in a recent interview that when he has to bring up something challenging, he asks his team how he can say it, “in a way that it will be received.

Be thoughtful and holistic – Chris McGoff, in his book, The Primes, suggests that we should convince the mind, the heart, and the wallet. Discuss the broader environment and what is at stake if you stay the same, or the opportunities that present themselves if you change.

Be the change – Change needs leadership, and the devil is in the details. Organizations cannot act on your smart questions or bright ideas unless you are willing and able to lead or strongly support that change. A Marine Colonel I know, once suggested to one of his battalions, “when you see a problem, speak up about it, but bring a solution and yourself as the resource to solve it.”

Talk to the right people – You need to get your questions, thoughts, and ideas in front of the right people, not just your cube mates who have no power to act but only act as a passive sounding board for your complaints. Think about how best to surface what’s on your mind in such a way that respects your chain of command, and doesn’t cause anyone any embarrassment. For example, calling out your VP in front of her regional town hall probably won’t help your case.

Have a good plan – if you believe in something strongly, you need to have a great plan for executing it. The plan needs to cover several aspects:

1. Your Buy-in Strategy (how to get Senior Mgmt on board to invest in your idea)
2. Your Change Mgmt or Communication Plan (because all change management initiatives need a good communication plan)
3. Your Project Plan (even at a high level)
4. Your Success Criteria (what does success look like? how will you know you have achieved it?)
5. What resources and funding do you need to execute and maintain what you are suggesting?

Be Dazzling – if you have a friend in the graphic design division, now is your time to get their help. You want your documents, slides, and other presentations to graphically impressive. People respond to things that are visually appealing, and they are more likely to listen to you. And even if your change initiative doesn’t get off the ground, you will have created such an amazing impression in the minds of your audience, that you will now be considered an all-star.

Being a critical thinker is a good thing. Your organization wants you and values you have to offer them. Your questions and ideas don’t have to live on the fringe, they can be in the mainstream, they just need to be packaged in the right way for the right people to see. Whatever the outcome, if you’ve taken this advice, in the end, you will look amazing and you will develop a reputation as someone of great value to the organization.

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