Why ‘Trust the Process’ Can Be Problematic, According to Leslie Venetz

In a recent LinkedIn post, Leslie Venetz challenges the common workplace adage of “trust the process,” arguing that it often stifles necessary inquiry and misunderstands neurodivergent communication styles. Venetz contends that genuine curiosity and follow-up questions are vital for understanding and should not be mistaken for resistance or a lack of commitment.

Questioning the ‘Process’

Venetz’s post directly confronts the notion of blindly adhering to a predetermined path. The author states emphatically:

I will NOT “trust the process” & if you tell me to just trust the process when I ask you a follow-up question, I will not trust you.

This strong stance highlights a frustration with processes that are perceived as inflexible or opaque. As Leslie Venetz points out, the inability of a process to withstand simple clarifying questions reveals a flaw not in the questioner, but in the process itself.

Curiosity vs. Resistance

A core theme in Venetz’s commentary is the distinction between genuine curiosity and what is often perceived as resistance. The post clarifies:

Curiosity is not resistance.

Questions are not a lack of commitment.

According to Leslie Venetz, these fundamental differences are often blurred in professional settings, leading to defensiveness from those implementing the process. This perspective suggests that embracing questions as opportunities for clarification and improvement, rather than challenges to authority or commitment, would foster a more productive environment.

Neurodiversity and Workplace Communication

Venetz further elaborates on how this dynamic can be particularly challenging for neurodivergent individuals. The author reflects on personal experience, questioning:

Anybody else spend years of their career wondering why colleagues got defensive when asked simple clarifying questions only to realize later that your neurodivergent need to process info by understanding the way is viewed as a challenge by normies??

In Leslie Venetz’s view, this highlights a significant communication gap. What may be a neurodivergent individual’s essential method of information processing – seeking a deep understanding of the ‘why’ and ‘how’ – can be misinterpreted by neurotypical colleagues as insubordination or a deliberate attempt to disrupt the workflow. Venetz suggests that a lack of understanding regarding neurodiversity can lead to unnecessary friction and defensiveness in team interactions.

Rethinking Workplace Agility

The insights shared by Leslie Venetz on LinkedIn encourage a re-evaluation of how organizations approach their established procedures and team dynamics. By advocating for open inquiry and understanding the diverse ways individuals process information, Venetz proposes a more inclusive and effective model for collaboration. The underlying message is that true process improvement comes from adaptation and understanding, not from an unquestioning adherence to the status quo.