Free your rebel thinkers
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Free Your Rebel Thinkers, Find a Faster Growth Path Lois Kelly | Foghound | RIBX Management Conference | 5.3.12
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18-Oct-2014 -
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There are three dimensions for healthy organizations to grow and innovate. This presentation shares what's needed and where and why companies undermine their success.
Transcript of Free your rebel thinkers
Free Your Rebel Thinkers, Find a Faster Growth Path
Lois Kelly | Foghound | RIBX Management Conference | 5.3.12
Obedience to authority is essential to growth and development.
Obedience to authority is essential to growth and development.
Obedience to authority is essential to growth and development.
Obedience to authority is essential to growth and development.
Obedience to authority is essential to growth and development.
Obedience to authority is essential to growth and development.
Obedience to authority is essential to growth and development.
Obedience to authority is essential to growth and development.
My rebel beginnings: punished for speaking up in junior high; but thrived as a young journalist.
All companies say the want More creaOve people, but…
You don’t get pearls without irritaOng grit.
FOR
The 90/30 Conundrum
Source: 2011 Foghound study: “Rebels at Work: MoOvated to Make a Difference”
Corporate rebel value
Source: 2011 Foghound study: “Rebels at Work: MoOvated to Make a Difference”
33.7% Very saOsfied rebels can provide this value in their organizaOons.
What’s causing the disconnect?
1. How safe is it to speak up in your organizaBon?
#1 post in 8 years! Sigh…
“Nearly half of execuOve teams fail to receive negaOve news that is material to performance in a Omely manner because employees are afraid….”
The Corporate ExecuOve Board “Open Door Policy, Closed-‐Lip Reality”
82% have experienced some kind of penalty for speaking the truth.
Source: “Speaking Truth to Power” study Dana Theus, ReclaimingLeadership.com
Why managers don’t ask, involve:
1. Fear of negaOve feedback.
2. Unstated (and erroneous) management beliefs: • Employees are self-‐interested, untrustworthy • Top management knows best • Consensus = organizaOonal health
Source: “Sounds of Silence” NYU Stern School of Management
People feel appreciated. IntenOons understood. Disagreement welcomed. Many ways to contribute.
Safe corporate cultures :
2. Is your organizaBon’s vision clear?
Most visions feel like this.
Hard to connect new ideas to fuzziness. Hard to evaluate decisions. Hard to know if you’re making progress. Easy to get lost. Feels uncertain, someOmes frightening.
People want a concrete view of what success looks like. Then they can be creaOve on how to get to end result.
3. What are people rewarded for?
Most people rewarded for keeping the trains running. Not criBcal thinking.
Few organizaBons reward people for healthy conflict, honest conversaBons.
What’s a corporate rebel to do?
1. Show how your idea helps achieve organizaOonal goals, vision.
2. Find allies.
3. Be posiBve. What will work vs. what doesn’t.
OpOmism is the greatest form of
rebellion.
Carmen Medina Re,red CIA exec
4. Choose the right boss.
6. SomeBmes you have to leave your organizaBon.
7. Share your story, provide courage to others
www.rebelsatwork.com.
Safe culture. Clear vision. Rebel thinkers.
GROWTH requires:
www.rebelsatwork.com
www.foghound.com/resources
Free resources
Would it be helpful for me to speak at your organizaBon?
Lois Kelly [email protected] @LoisKelly
401-‐333-‐5464
Foghound.com RebelsAtWork.com
