In my experience, self-perceiving myself as being less orthodox and more creative than my peers, is that making a bunch of changes is aggrevating to your peers.

In my experience, self-perceiving myself as being less orthodox and more creative than my peers, is that making a bunch of changes is aggrevating to your peers. It often disrupts their workflow, it causes them to have to learn things again, and worst of all it can lead to unintended consequences because you didn't understand why things were being done the way they were and the pitfalls of your clever solution. Alternatively it can be the case the creative DOES have a better solution but for some reason such as communication people cannot understand WHY the solution is superior and reject it perticularly when the creative is fairly new or in a fairly junior position. The creative finds themselves in the position of either underperforming their peers through overconfident cleverness, or overperforming their peers and in the process threatening their peers because they have depreciated the knowledge of their peers while positioning themselves as the only ones who know the new system at least in the short term. So regardless of how well they perform there is reason to try and beat them down. The creative employee has incentives to try to downplay their creative instincts or at least to limit their creativeness to their personal workflow where it causes less disruption. Additionally if you take two engineers of equal ability, one by the book and relentlessly uncreative but never breaks anything, and one which breaks as many things as they improve coming out about even, the former is almost always preferred simply because the latter causes a lot more stress and distraction and more need for training. There is a cost to creativity that often goes unaccounted for and a creative solution has to be meaningfully superior to be worth implementing. Probably the only consistent reasons I've seen creatives being favored is 1: Outright superiority perticularly when conservatism has gone unchecked for too long 2: Collective boredom and a desire for staff to learn different ways to doing things to round out their skills 3: Management wanting to put pressure on complacent mediocre employees who "go through the motions". In many cases an employee exceptional at following directions and process can be genuinely more useful.