Free	  Your	  Rebel	  Thinkers,	  	           Find	  a	  Faster	  Growth	  Path	  Lois	  Kelly	  |	  Foghound	  |	  RIBX	 ...
Obedience to authority is essential togrowth and development.	  Obedience to authority is essential togrowth and developme...
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	               ...
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	  ...
82%	  have	  experienced	  some	  kind	  of	  penalty	  for	  speaking	  the	  truth.	  Source:	  “Speaking	  Truth	  to	 ...
Why	  managers	  don’t	  ask,	  involve:	  1.	  Fear	  of	  negaOve	  feedback.	  	  2.	  Unstated	  (and	  erroneous)	  m...
Safe	  corporate	  cultures	  :	   	  People	  feel	  appreciated.	   	  IntenOons	  understood.	   	  Disagreement	  w...
2.	  Is	  your	  organizaBon’s	  vision	  clear?	  
Most	  visions	  feel	  like	  this.	  Hard	  to	  connect	  new	  ideas	  to	  fuzziness.	  Hard	  to	  evaluate	  decisi...
People	  want	  a	  concrete	  view	  of	  what	  success	  looks	  like.	  Then	  they	  can	  be	  creaOve	  on	  how	  ...
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.	  
OpOmism	  is	  the	                                                greatest	  form	  of	                                  ...
4.	  Choose	  the	  right	  boss.	  
6.	  SomeBmes	  you	  have	  to	  leave	  your	  organizaBon.	  
7.	  Share	  your	  story,	  	  provide	  courage	  to	  others	  www.rebelsatwork.com.	  
GROWTH	  requires:	      	  Safe	  culture.	      	  Clear	  vision.	      	  Rebel	  thinkers.	  
Free	  resources	  www.foghound.com/resources	                                     www.rebelsatwork.com	  
Would	  it	  be	  helpful	  for	  me	  to	  speak	  at	  your	  organizaBon?	  Lois	  Kelly	  lkelly@foghound.com	  @LoisK...
Free your rebel thinkers
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Free your rebel thinkers

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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.


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  • Great preso Lois & our team leads must all believe in this for sure, 'Optimism is the greatest form of rebellion', as they are some of the most optimistic people I know:)

    ~Clint
    @cazoomi
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Free your rebel thinkers

  1. 1. Free  Your  Rebel  Thinkers,     Find  a  Faster  Growth  Path  Lois  Kelly  |  Foghound  |  RIBX  Management  Conference  |  5.3.12  
  2. 2. Obedience to authority is essential togrowth and development.  Obedience to authority is essential togrowth and development.    Obedience to authority is essential togrowth and development.    Obedience to authority is essential togrowth and development.    Obedience to authority is essential togrowth and development.    Obedience to authority is essential togrowth and development.    Obedience to authority is essential to My  rebel  beginnings:  growth and development.     punished  for  speaking  up  in  junior  high;   but  thrived  as  a  young  journalist.  Obedience to authority is essential togrowth and development.    
  3. 3. All  companies  say  the  want  More  creaOve  people,  but…  
  4. 4. You  don’t  get  pearls  without  irritaOng  grit.  
  5. 5. FOR  
  6. 6. The  90/30  Conundrum  
  7. 7. Source:  2011  Foghound  study:  “Rebels  at  Work:  MoOvated  to  Make  a  Difference”  
  8. 8. Corporate  rebel  value   Source:  2011  Foghound  study:  “Rebels   at  Work:  MoOvated  to  Make  a  Difference”  
  9. 9. 33.7%  Very  saOsfied  rebels  can  provide  this  value  in  their  organizaOons.  
  10. 10. What’s  causing  the  disconnect?  
  11. 11. 1.  How  safe  is  it  to  speak  up  in  your  organizaBon?  
  12. 12. #1  post  in   8  years!   Sigh…  
  13. 13. “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”  
  14. 14. 82%  have  experienced  some  kind  of  penalty  for  speaking  the  truth.  Source:  “Speaking  Truth  to  Power”  study  Dana  Theus,  ReclaimingLeadership.com  
  15. 15. 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  
  16. 16. Safe  corporate  cultures  :     People  feel  appreciated.     IntenOons  understood.     Disagreement  welcomed.     Many  ways  to  contribute.  
  17. 17. 2.  Is  your  organizaBon’s  vision  clear?  
  18. 18. 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.  
  19. 19. People  want  a  concrete  view  of  what  success  looks  like.  Then  they  can  be  creaOve  on  how  to  get  to  end  result.  
  20. 20. 3.  What  are  people  rewarded  for?    
  21. 21. Most  people  rewarded  for  keeping  the  trains  running.    Not  criBcal  thinking.  
  22. 22. Few  organizaBons  reward  people  for  healthy  conflict,  honest  conversaBons.    
  23. 23. What’s  a  corporate  rebel  to  do?  
  24. 24. 1.  Show  how  your  idea   helps  achieve   organizaOonal  goals,   vision.  
  25. 25. 2.  Find  allies.  
  26. 26. OpOmism  is  the   greatest  form  of   rebellion.   Carmen  Medina   Re,red  CIA  exec  3.  Be  posiBve.  What  will  work  vs.  what  doesn’t.  
  27. 27. 4.  Choose  the  right  boss.  
  28. 28. 6.  SomeBmes  you  have  to  leave  your  organizaBon.  
  29. 29. 7.  Share  your  story,    provide  courage  to  others  www.rebelsatwork.com.  
  30. 30. GROWTH  requires:      Safe  culture.      Clear  vision.      Rebel  thinkers.  
  31. 31. Free  resources  www.foghound.com/resources   www.rebelsatwork.com  
  32. 32. Would  it  be  helpful  for  me  to  speak  at  your  organizaBon?  Lois  Kelly  lkelly@foghound.com  @LoisKelly  401-­‐333-­‐5464  Foghound.com  RebelsAtWork.com  
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