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Rebels
                                                                at work:
                                                                Motivated
                                                                to make a difference
                                                                research highlights




Foghound ebook Rebels at Work: Motivated to Make A Difference      For more thoughts on activating change click here
Contents
             These people are
            ‘truth tellers’ who
           have the courage to
         challenge the status quo
        and question assumptions.                               Purpose of study                        3
2
              Without rebels                                    Rebels?                                 4
         who are willing to seek                                Overall highlights                      6
                                                                Profile of rebels                       7-10
            and drive change,                                   Value of rebels                         11-13
            stagnation sets in.                                 The 90/30 conundrum                     14 -16
                                                                10 questions for
                                                                innovative leaders                      19 - 29
                                                                About Foghound                          30



Foghound ebook Rebels at Work: Motivated to Make A Difference      for more thoughts on activating change click here
Why
                                                                lOOk AT
                                                                Rebels?


                                                                I have been a rebel most of my life,
                                                                spending junior high school in detention
                                                                writing “obedience to authority is essential
                                                                to growth and development” 100, 500,
3
                                                                2,000 times. As an outsider, I have never
                                                                felt comfortable with the status quo, never
                                                                quite “fitting in” with any groups. I appear
                                                                kind of corporate, but I have never been
                                                                mainstream.

                                                                This early outsider status helped me see
                                                                things differently, forever asking “what if”
                                                                and coming up with unusual approaches.
                                                                This rebel wiring also frustrated me.


Foghound ebook Rebels at Work: Motivated to Make A Difference      for more thoughts on activating change click here
Bosses and mentors would advise me to                During workshops, I started noticing an
           focus more, curb my passion, and stick to            interesting pattern: many of the most
           a more disciplined career path. Though               insightful questions and ideas came from
           my fingers still have calluses from writing,         people who are considered outsiders—the
           “Obedience to authority…,” I have never been         rebels, outliers, mavericks and skeptics. Not
           able walk away from my curiosity. I love the         necessarily the rising stars or the most senior
           path my career has taken, but there are no           executives, but the people slightly outside
           straight lines for a rebel.                          who feel compelled to bring up unusual
                                                                views and question sacred cow assumptions.
           In the past few years, I’ve been helping big
           companies and non-profits get unstuck                What is it about rebels, I wondered. What value
4
           and find new ways to achieve their goals.            do people with these characteristics bring to
           My approach is to bring together all kinds           organizations? Why aren’t their voices heard
           of people to find new ways. Our workshops            more? Why do so many companies exile their
           use an unstructured structure to get to “ahas.”      rebels to corporate Siberia at the very same time
           Agendas are never completely followed, and           they’re trying to make their companies more
           outcomes are always completely unexpected            innovative?
           because of the creative brilliance that
           emerges from people thinking together in             What follows are highlights from this initial
           new ways.                                            research—as well as 10 questions for every
                                                                leader to consider.



Foghound ebook Rebels at Work: Motivated to Make A Difference           for more thoughts on activating change click here
Rebelling
         We all want to be rebels,                              against a
        but in large organizations                              label?
          only the FEW survive
                 that label.                                    Most of those surveyed don’t like the
           “Change agent” has                                   label “rebel” because they feel the word
                                                                has too many negative associations, i.e.,
        an advantage; it suggests                               troublemaker.
5
         that you are capable of                                Almost half (49%) prefer change agent,
         working with others to                                 21% like maverick.

         create success, but you                                To report on the results we’ll use rebel,
          are NOT a destructive                                 but rebel as in change catalyst vs. rebel
                                                                the troublemaker. Rebel as in one who
              troublemaker.                                     resists the status quo when they see that
                                                                there could be a better way.




Foghound ebook Rebels at Work: Motivated to Make A Difference      for more thoughts on activating change click here
Overall highlights

                                                                Rebels are perceived to provide
                                                                tremendous value in creating change,
                                                                seeing and improving what no longer
                                                                works.
                                                                Most companies don’t know how to
                                                                tap into the value of this internal talent,
                                                                and have organizational cultures and
6                                                               mindsets that make it hard for rebels’
                                                                views to be heard.

                                                                Rebels are fairly easy to identify, even in
                                                                large organizations.

                                                                Rebels are most motivated by the ability
                                                                to make a difference, and least motivated
                                                                by financial compensation, formal
                                                                recognition, or personal aggrandizement.


Foghound ebook Rebels at Work: Motivated to Make A Difference      for more thoughts on activating change click here
Greatest value rebels provide



                                                                   Call out problems
                                    93%                            others afraid to
                                                                   Challenge ineffective
                                    88%                            sacred cow practices
                                                                   Willing to be the first
                                    86%                            to try new approaches
7                                                                  See new ways to
                                    79%                            solve problems
                                                                   Bring outside ideas into
                                    73%                            the organization
                                                                   Have ideas to improve
                                                                   products/services
                                    42%                            Detect emerging
                                                                   issues early
                                                                   Have a good pulse on
                                                                   what customers want

Foghound ebook Rebels at Work: Motivated to Make A Difference   for more thoughts on activating change click here
Profile of a rebel




      Risk taker                                         88%
      Creative                                           88%
                                                                Open-minded                                    52%
      Curious                                         83%       Flexible                                       50%
8

      Easily bored                                    57%       Disciplined                                    12%
      Skeptical                                       54%       Patient                                          2%




Foghound ebook Rebels at Work: Motivated to Make A Difference              for more thoughts on activating change click here
What motivates rebels?
                                                                           not at all     somewhat            very



                        Build their
                    personal brand
                   Boosts their ego

              Like helping others

9           Want to make their
             organization more
                      successful
      Like feeling that they are
           making a difference
       Frustrated when things
                    not working
            Do it because it’s just
                    who they are
                                               100%         80%   60%         40%             20%          0%
Foghound ebook Rebels at Work: Motivated to Make A Difference           for more thoughts on activating change click here
What motivates rebels to provide value?




             68%                             62%                  54%                       48%

         Just being asked                Encouragement          Get credit in           Informal
         more for her/his                from her/his boss      performance             recognition
         opinion                                                review                  (thanks from
10
                                                                                        execs)




             46%                            37%                   32%                      27%

         Being part of                   Financial              Part of job             Formal
         special“rebel”                  incentives             description             recognition
         problem-solving                                                                (awards)
         team


Foghound ebook Rebels at Work: Motivated to Make A Difference         for more thoughts on activating change click here
how rebels want to be more involved




11




             87%                       83%                      79%                  49%
              Being asked                Participating            Working on          Being member
             their opinions             in brainstorm           special team to         of company
              more often                   sessions               solve issues        “rebel alliance”
                                                                                      advisory group



Foghound ebook Rebels at Work: Motivated to Make A Difference              for more thoughts on activating change click here
Value rebels provide to organizations
                                    a




                          90%                                      90%




12




                                             10%                                     10%
                         Agree            Disagree                Agree           Disagree
                        To improve a corporate                  To create a more innovative
                        culture, involve rebels in                 company, activate the
                        finding ways to improve                       corporate rebels



Foghound ebook Rebels at Work: Motivated to Make A Difference             for more thoughts on activating change click here
satisfaction with rebels’ ability to add value




13                42%                                    34%                           24%
                    Somewhat                                  Very                       Not at all
                     satisfied                              satisfied                    satisfied




Foghound ebook Rebels at Work: Motivated to Make A Difference           for more thoughts on activating change click here
The 90/30 conundrum
              If 90 percent believe that rebels help innovate,
14
            but only a third are very satisfied that rebels are able
                   to provide that value, what’s going on?




Foghound ebook Rebels at Work: Motivated to Make A Difference   for more thoughts on activating change click here
Greatest value rebels provide




      Call out problems others afraid to                                                               92%
      Challenge ineffective sacred cow practices                                                       92%
      Willing to be the first to try new approaches                                  88%
15
      See new ways to solve problems                                             86%
      Bring outside ideas into the organization                                 86%
      Have ideas to improve products/services                         78%
      Detect emerging issues early                                67%
      Have a good pulse on what customers want 43%


Foghound ebook Rebels at Work: Motivated to Make A Difference   for more thoughts on activating change click here
Rebel behaviors that make companies feel uncomfortable
       Very accurate
     Somewhat accurate
                       Go around the
                               rules
               Question executive
                        decisions
                   Challenge the
                       status quo
            Start projects without
                          approval
16
                    Ask too many
                         questions
                        Raise ideas
               supervisors unsure
                             about
             Take unconventional
                       approaches
                         Influence
                co-workers’ views
                                               0%               20%   40%         60%             80%            100%
Foghound ebook Rebels at Work: Motivated to Make A Difference           for more thoughts on activating change click here
Wait a minute
            Did you catch that rather important contradiction?
             92 percent say the greatest value rebels provide is
17
               challenging ineffective sacred cow practices.
             But 82 percent say rebels make their organizations
            uncomfortable when they challenge the status quo.




Foghound ebook Rebels at Work: Motivated to Make A Difference   for more thoughts on activating change click here
Is challenge a threat?
                                    Or is challenge an
18                               opportunity to see things
                                        differently?




Foghound ebook Rebels at Work: Motivated to Make A Difference   for more thoughts on activating change click here
10 questions
               for every leader who values innovation,
                         creativity and talent.
19




Foghound ebook Rebels at Work: Motivated to Make A Difference   for more thoughts on activating change click here
Culture of innovation & change

                                                                1
           When you look in the corporate mirror do you
             see a culture open to new perspectives?


                      “Rebels often butt heads with their immediate supervisors
20                  who want helpers, not rebels. Rebels don’t want to hear, “that’s
                           not the way we do things here.” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
2
                 how do you lead management discussions
                 so that people learn how to make decisions
                       within a paradox of innovation?


                     “Of balancing the paradox of getting work done—with finding
                                         new ways to work?”
21
                   “Of adhering to standards and processes—with taking risks to get
                                    to get to get a better outcome?”

                  “Of rewarding employee cooperation–with recognizing employees
                                  for challenging the status quo?”




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
3
                      Is your culture averse to rebels?
                 Does it create obstacles or opportunities
                 for people with the courage to challenge
                   assumptions and ask new questions?


22

             “hierarchical companies and committees kill rebel ideas because the need
            for consensus is often at odds with the definition of rebel ideas. Companies
                should encourage every employee to provide input to managers and
                     C-level executives without fear of reprisal.” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
4
          If your people are your most valuable resource,
             how are you creating ways to tap into that
            their collective brilliance? How do you make
              sure that diverse perspectives are heard?


23                        “how can we have a say and know our ideas are valued
                                  and will be acted on?” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
5
                         Who and what filters new ideas?
                        Are they helpful filters - or blinders?




24                 “look to those who are not the shooting stars, but underutilized,
                  smart, frustrated people. They have a point of view and good ideas
                if only someone would listen and give them support…The rising stars
                      aren’t the only people who have great ideas.” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
6
                  Do your corporate values and beliefs
                encourage behaviors needed to innovate?


                    “Few of us want to be a rebel without a company.” – survey respondent


25




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
Talent development
                                                                7
              If quickly adapting to opportunities and
            changes is important, how do you attract and
           support people who see new ways and are not
                          afraid to change?
26




              “because of the dynamic world we live in, we need more rebels. I want to
             hire as many as I can in the coming years and be wowed by how they bring
                                     ideas together.” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference          for more thoughts on activating change click here
8
           Do you know who and where your rebels are?
           Are they understood, appreciated and valued?
            Or are they mislabeled, misunderstood and
                  misplaced in your organization?


27

               “Organizations must foster a culture where rebels are not the exception,
                        but the the rule. No more lemmings.” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
9
                  How can you train all your people
            to appreciate rebels for the unique value they
              bring—vs. labeling them as malcontents?


              “Rebels need to understand how much their velocity scares other people.
                We take it for granted that everyone possesses our energy levels and
28
                                   ability to discern.” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference       for more thoughts on activating change click here
10
            How do you help your rebels provide positive
                  change vs. disruptive dissent?



                   “Rebels would like to be more involved with their organizations
                  by getting training and mentoring to help bring out the best of what
29                                  they have to offer.” – survey respondent




Foghound ebook Rebels at Work: Motivated to Make A Difference        for more thoughts on activating change click here
About
              Foghound
       Foghound helps organizations
          get unstuck—and get on a
          fast track to accomplishing
         what’s possible. We tap into
           the collective brilliance of
30       your people to uncover new
       ways to solve thorny problems
        and create new ways forward.
       Doing so burns down obstacles
                                                                For more about our work, clients,
           and speeds adoption and                              background and philosophy, go to
          change. (We also free your                            www.foghound.com,
                     rebels.)                                   www.foghound.com/blog
                                                                T: 401-333-5464
                                                                E: lkelly@foghound.com
                                                                lkelly@loiskelly.com

Foghound ebook Rebels at Work: Motivated to Make A Difference        for more thoughts on activating change click here
Articles, ebooks and books by lois kelly:

         envisioning Change, seeing Possibilities: 15 Great Questions ebook
         Foghound Upping your social Communications IQ
         beyond buzz: let’s Talk About something Interesting
         “beyond buzz: The Next Generation Of Word Of Mouth Marketing”


         Popular Foghound blog posts worth checking out:

         Collaboration: The Courage To be Messy
         Putting Words To Why your Company exists
31
         The New science Of Problem solving And Creativity
         solving a Common leadership Problem
         A leader’s Three Talking Points




Foghound ebook Rebels at Work: Motivated to Make A Difference         for more thoughts on activating change click here
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Corporate rebel ebook

  • 1. Rebels at work: Motivated to make a difference research highlights Foghound ebook Rebels at Work: Motivated to Make A Difference For more thoughts on activating change click here
  • 2. Contents These people are ‘truth tellers’ who have the courage to challenge the status quo and question assumptions. Purpose of study 3 2 Without rebels Rebels? 4 who are willing to seek Overall highlights 6 Profile of rebels 7-10 and drive change, Value of rebels 11-13 stagnation sets in. The 90/30 conundrum 14 -16 10 questions for innovative leaders 19 - 29 About Foghound 30 Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 3. Why lOOk AT Rebels? I have been a rebel most of my life, spending junior high school in detention writing “obedience to authority is essential to growth and development” 100, 500, 3 2,000 times. As an outsider, I have never felt comfortable with the status quo, never quite “fitting in” with any groups. I appear kind of corporate, but I have never been mainstream. This early outsider status helped me see things differently, forever asking “what if” and coming up with unusual approaches. This rebel wiring also frustrated me. Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 4. Bosses and mentors would advise me to During workshops, I started noticing an focus more, curb my passion, and stick to interesting pattern: many of the most a more disciplined career path. Though insightful questions and ideas came from my fingers still have calluses from writing, people who are considered outsiders—the “Obedience to authority…,” I have never been rebels, outliers, mavericks and skeptics. Not able walk away from my curiosity. I love the necessarily the rising stars or the most senior path my career has taken, but there are no executives, but the people slightly outside straight lines for a rebel. who feel compelled to bring up unusual views and question sacred cow assumptions. In the past few years, I’ve been helping big companies and non-profits get unstuck What is it about rebels, I wondered. What value 4 and find new ways to achieve their goals. do people with these characteristics bring to My approach is to bring together all kinds organizations? Why aren’t their voices heard of people to find new ways. Our workshops more? Why do so many companies exile their use an unstructured structure to get to “ahas.” rebels to corporate Siberia at the very same time Agendas are never completely followed, and they’re trying to make their companies more outcomes are always completely unexpected innovative? because of the creative brilliance that emerges from people thinking together in What follows are highlights from this initial new ways. research—as well as 10 questions for every leader to consider. Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 5. Rebelling We all want to be rebels, against a but in large organizations label? only the FEW survive that label. Most of those surveyed don’t like the “Change agent” has label “rebel” because they feel the word has too many negative associations, i.e., an advantage; it suggests troublemaker. 5 that you are capable of Almost half (49%) prefer change agent, working with others to 21% like maverick. create success, but you To report on the results we’ll use rebel, are NOT a destructive but rebel as in change catalyst vs. rebel the troublemaker. Rebel as in one who troublemaker. resists the status quo when they see that there could be a better way. Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 6. Overall highlights Rebels are perceived to provide tremendous value in creating change, seeing and improving what no longer works. Most companies don’t know how to tap into the value of this internal talent, and have organizational cultures and 6 mindsets that make it hard for rebels’ views to be heard. Rebels are fairly easy to identify, even in large organizations. Rebels are most motivated by the ability to make a difference, and least motivated by financial compensation, formal recognition, or personal aggrandizement. Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 7. Greatest value rebels provide Call out problems 93% others afraid to Challenge ineffective 88% sacred cow practices Willing to be the first 86% to try new approaches 7 See new ways to 79% solve problems Bring outside ideas into 73% the organization Have ideas to improve products/services 42% Detect emerging issues early Have a good pulse on what customers want Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 8. Profile of a rebel Risk taker 88% Creative 88% Open-minded 52% Curious 83% Flexible 50% 8 Easily bored 57% Disciplined 12% Skeptical 54% Patient 2% Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 9. What motivates rebels? not at all somewhat very Build their personal brand Boosts their ego Like helping others 9 Want to make their organization more successful Like feeling that they are making a difference Frustrated when things not working Do it because it’s just who they are 100% 80% 60% 40% 20% 0% Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 10. What motivates rebels to provide value? 68% 62% 54% 48% Just being asked Encouragement Get credit in Informal more for her/his from her/his boss performance recognition opinion review (thanks from 10 execs) 46% 37% 32% 27% Being part of Financial Part of job Formal special“rebel” incentives description recognition problem-solving (awards) team Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 11. how rebels want to be more involved 11 87% 83% 79% 49% Being asked Participating Working on Being member their opinions in brainstorm special team to of company more often sessions solve issues “rebel alliance” advisory group Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 12. Value rebels provide to organizations a 90% 90% 12 10% 10% Agree Disagree Agree Disagree To improve a corporate To create a more innovative culture, involve rebels in company, activate the finding ways to improve corporate rebels Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 13. satisfaction with rebels’ ability to add value 13 42% 34% 24% Somewhat Very Not at all satisfied satisfied satisfied Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 14. The 90/30 conundrum If 90 percent believe that rebels help innovate, 14 but only a third are very satisfied that rebels are able to provide that value, what’s going on? Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 15. Greatest value rebels provide Call out problems others afraid to 92% Challenge ineffective sacred cow practices 92% Willing to be the first to try new approaches 88% 15 See new ways to solve problems 86% Bring outside ideas into the organization 86% Have ideas to improve products/services 78% Detect emerging issues early 67% Have a good pulse on what customers want 43% Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 16. Rebel behaviors that make companies feel uncomfortable Very accurate Somewhat accurate Go around the rules Question executive decisions Challenge the status quo Start projects without approval 16 Ask too many questions Raise ideas supervisors unsure about Take unconventional approaches Influence co-workers’ views 0% 20% 40% 60% 80% 100% Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 17. Wait a minute Did you catch that rather important contradiction? 92 percent say the greatest value rebels provide is 17 challenging ineffective sacred cow practices. But 82 percent say rebels make their organizations uncomfortable when they challenge the status quo. Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 18. Is challenge a threat? Or is challenge an 18 opportunity to see things differently? Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 19. 10 questions for every leader who values innovation, creativity and talent. 19 Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 20. Culture of innovation & change 1 When you look in the corporate mirror do you see a culture open to new perspectives? “Rebels often butt heads with their immediate supervisors 20 who want helpers, not rebels. Rebels don’t want to hear, “that’s not the way we do things here.” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 21. 2 how do you lead management discussions so that people learn how to make decisions within a paradox of innovation? “Of balancing the paradox of getting work done—with finding new ways to work?” 21 “Of adhering to standards and processes—with taking risks to get to get to get a better outcome?” “Of rewarding employee cooperation–with recognizing employees for challenging the status quo?” Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 22. 3 Is your culture averse to rebels? Does it create obstacles or opportunities for people with the courage to challenge assumptions and ask new questions? 22 “hierarchical companies and committees kill rebel ideas because the need for consensus is often at odds with the definition of rebel ideas. Companies should encourage every employee to provide input to managers and C-level executives without fear of reprisal.” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 23. 4 If your people are your most valuable resource, how are you creating ways to tap into that their collective brilliance? How do you make sure that diverse perspectives are heard? 23 “how can we have a say and know our ideas are valued and will be acted on?” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 24. 5 Who and what filters new ideas? Are they helpful filters - or blinders? 24 “look to those who are not the shooting stars, but underutilized, smart, frustrated people. They have a point of view and good ideas if only someone would listen and give them support…The rising stars aren’t the only people who have great ideas.” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 25. 6 Do your corporate values and beliefs encourage behaviors needed to innovate? “Few of us want to be a rebel without a company.” – survey respondent 25 Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 26. Talent development 7 If quickly adapting to opportunities and changes is important, how do you attract and support people who see new ways and are not afraid to change? 26 “because of the dynamic world we live in, we need more rebels. I want to hire as many as I can in the coming years and be wowed by how they bring ideas together.” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 27. 8 Do you know who and where your rebels are? Are they understood, appreciated and valued? Or are they mislabeled, misunderstood and misplaced in your organization? 27 “Organizations must foster a culture where rebels are not the exception, but the the rule. No more lemmings.” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 28. 9 How can you train all your people to appreciate rebels for the unique value they bring—vs. labeling them as malcontents? “Rebels need to understand how much their velocity scares other people. We take it for granted that everyone possesses our energy levels and 28 ability to discern.” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 29. 10 How do you help your rebels provide positive change vs. disruptive dissent? “Rebels would like to be more involved with their organizations by getting training and mentoring to help bring out the best of what 29 they have to offer.” – survey respondent Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 30. About Foghound Foghound helps organizations get unstuck—and get on a fast track to accomplishing what’s possible. We tap into the collective brilliance of 30 your people to uncover new ways to solve thorny problems and create new ways forward. Doing so burns down obstacles For more about our work, clients, and speeds adoption and background and philosophy, go to change. (We also free your www.foghound.com, rebels.) www.foghound.com/blog T: 401-333-5464 E: lkelly@foghound.com lkelly@loiskelly.com Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here
  • 31. Articles, ebooks and books by lois kelly: envisioning Change, seeing Possibilities: 15 Great Questions ebook Foghound Upping your social Communications IQ beyond buzz: let’s Talk About something Interesting “beyond buzz: The Next Generation Of Word Of Mouth Marketing” Popular Foghound blog posts worth checking out: Collaboration: The Courage To be Messy Putting Words To Why your Company exists 31 The New science Of Problem solving And Creativity solving a Common leadership Problem A leader’s Three Talking Points Foghound ebook Rebels at Work: Motivated to Make A Difference for more thoughts on activating change click here