Our systems — be they companies, government agencies, schools, churches or healthcare organizations — become brittle, rigid, bureaucratic, and sometimes even dangerous when there are no rebels or change makers who have the courage to say, “This isn’t the right way.” Look no further than General Motors’ recent debacle. This inspirational post reflects on what might happen in a world without rebels.
So many great ideas never happen because of communications problems. Here are the five critical strategies for framing and communicating a new idea — and building support for it with at least 10% of the people in your organization.
A meeting with a CEO who dislikes rebels and change agents reminds me of a most important lesson: the need to be prepared before pronouncing big ideas.
A danger for everyone at work — particularly us change makers — is becoming obsessed with our own agenda.
When we’re focused on pushing our agenda forward come hell or high water, we get blinded from taking in potentially valuable new information and from enjoying and learning from our colleagues.
When our agenda has us, we are handicapped from being effective change makers. Or effective period.
A lot of people don’t like the word rebel, which I latched onto because it gets people to pay attention and it conveys people with the courage, conviction and commitment to stand up for change.
“Messenger is a much better word,” my friend Maria has been telling me for several months. “It’s positive. Rebels are angry fighters.”
Last week Maria and I got together for our annual two-day marathon where we help one another set our goals and intentions for the year.