How to be a rebel in the workplace and survive

This post was written by Tom Siebert for Aol Jobs. Rebels are sexy. Rebels are cool. Rebels are not always welcome in the workplace. In fact, if you're a rebel in the workplace, it's often a small step to becoming a martyr for the workplace, says Lois Kelly.

"Rebels' velocity scares people," says Kelly, an author (Beyond Buzz) and former PR professional, who runs the website RebelsatWork.com, with the former deputy director of intelligence for the CIA (!) Carmen Medina, now a Deloitte consultant.

The pair appeared together at South by Southwest last month to "show rebels how to lead change from within [a company or organization] without committing career suicide."

Kelly and Medina offer these 20 ways "to be a more effective rebel," and effect positive change without ending up roadkill for a cause:

1. Be positive: People may listen to a nag, but no one will follow them.

2. Frame it: Don't just make a point. Build a narrative around it.

3. Stay out of drama: Life isn't a television show. The more straightforward your cause, the less you dramatize it, the better off your message will be.

4. Judge ideas, not people: Someone you dislike may well have good points to be made; listen to them.

5. When angry, stop and wonder why: Are you angry for the right reasons? Are you personalizing what's made you angry?

6. Strive for influence, not power: In the end, influencers carry the greater power.

7. Start the flame, tap into the collective brilliance of others to fan the flame: The whole object of being a rebel is to draw others to your cause; when you do, don't be greedy.

8. Share the glory: See above.

9. Communicate in ways that create clarity from complexity: Keep your points simple and easy to understand. Once the basic points are grasped, you can go deeper.

10. Address the cost/value tradeoff: There's no free lunch. Even if your idea is genius, there will be repercussions. Don't flinch from them; people will appreciate the honesty.

11. Let ideas breathe: A good idea can be made better by room to roam.

12. Pick the right boss or executive sponsor: A powerful ally is a wonderful thing. Conversely, a manipulative or weak ally can sink you.

13. Ask good questions; become a good listener: Hearing people out builds alliances and may evolve a good idea to a better one.

14. Learn how to facilitate messy collaboration: Working together ain't easy, but great things can come from it.

15. Address the fears: Change scares people. Reassure them.

16. Show how success can be measured: This puts your money where your mouth is, and can provide indisputable proof that you should be heard.

17. Learn how to have constructive conversations: Get to the point. Take criticism in good faith.

18. Be thoughtful in all you do: Rebels need to watch their words and actions, because there'll always be someone looking to trip them up for the status quo.

19. Know when to walk away: You'll live to fight another day.

20. Believe you are enough: No one's perfect, but you can be your own hero.

Making change real after SXSW

Carmen and I enjoyed leading a conversation among Rebels at Work who attended our session at SXSW, all of whom worked for organizations with 100 or more people. Making change as an entrepreneur is challenging. Making change inside organizations is difficult, with many more obstacles. Though Twitter crashed during our session, here are some of the Tweets and topics that resonated among the change makers at the session.

Do your organizational homework

  • Does your idea actually jive with the values of your organization?
  • Rebels at work need to understand what makes the organization work, what actually makes it tick. Listen for the secret code.
  • You need to link your ideas to what’s important to the organization and answer the SO WHAT?
  • Do your homework: will the idea actually work? And will it work within my organization?
  • What ideas most align with your company’s values? Go for a quick win to spur positive change.

Don’t go it alone

  • Rebels at work can’t be lone wolves. You need to build support for your ideas. You need 10% of the organization to back you.
  • It’s important to do your homework when trying to effect change. Who will support you? Who will join you?
  • Rebels don’t do it alone. Find your team when introducing your ideas – the thinker, the doer, the planner.
  • Make friends with the Bureaucratic Black Belts.

Getting ideas adopted

  • Context, relevancy and emotion create meaning and can help your ideas get adopted.
  • Ideas alone are not enough. They need to be followed up with a “so what” and “now what.”
  • Change happens in 3 steps: dreaming (coming up with ideas),  discovery (external and internal research), and determination (seeing it through)
  • Avoid falling in love with your idea. When you're in love with an idea you don't see its flaws.
  • Sometimes long-hanging fruit is rotten. (Why the adage of starting with the low-hanging fruit is not always wise.)

Useful habits and behaviors

  • Rebels: our velocity scares people. Be patient with people who move slower and bring them along gradually.
  •  Focus on positivity, and remember that all change starts slowly.
  •  Rebels need to do homework. Get smart. Expect challenging questions. Know what people want.
  •  Spend enough time staging your ideas. Sequencing uber important when introducing an idea.
  •  Sometimes you need to cut your losses.

Conflict and obstacles

  • Work for a micro-manager? Figure out if they’re afraid of uncertainty or afraid of risk, and respond accordingly.
  • Uncertainty and risk aversion are not the same. Need to understand what’s motivating the fear and get past it.
  • How to work with micro-managers: usually they’re insecure about not knowing what’s going on. Build their trust.
  • A good question to ask when your idea gets shot down, “ What part of my idea did you like the least?” Opens up conversation.
  • Whens someone raises a concern in a meeting, it means they are at least engaged.
  • How to get buy in from someone who always says no? Link to something they care about.  Develop a relationship with them.

Here is a link to the handout we shared at the session.