Rebels, for so long a source of fear, now come highly rated. They’re committed, innovative, and inclusive, and are at the cutting edge of change. A healthy dose of positive rebellion can be good both for your team and your organization.
Based on
Rebel Talent by Francesca Gino (Dey Street, 2018)
Rebels are, by definition, people who find it difficult to follow instructions. This type of behavior is not the same as nihilism or mass destruction. On the contrary, it carries the promise of doing things differently, which is worth considering at a time when cast-iron rules and procedures carved in stone have become obsolete. Rebellion goes hand-in-hand with innovation, foresight, inclusion, and commitment, and it can be an effective way of tackling many of the problems facing us today. The future, according to Francesca Gino, may well belong to constructive rebels.
Why dissent is a profitable approach
The idea of rebellion provokes ambivalent reactions. Some rebels are admired and praised to the skies for their daring and creativity — think of Steve Jobs, for example. But their subversive potential can be unnerving: rebels are seen as lawless pirates, pariahs in the making, who are often rejected, and rightly so, when they use their talents to back a bad cause. Such was the case of Bernard Madoff, the genius, self-taught creator of one of the most inventive scams in the history of investment companies. But it is possible to break rules honestly and constructively, argues Gino, and you’re even advised to do just that to enhance your reputation. The author notes that the main obstacle to positive dissent in an organization is the fear that it will hinder career advancement. But that’s wrong: “non-aligned” behavior can boost your assertiveness, credibility, and leadership skills. A study conducted by Gino among several hundred employees in US companies[1] showed that attitudes deemed “rebellious” (i.e., expressing open disagreement, not conforming to management expectations, ignoring dress codes, etc.) make you more confident, increase recognition of your skills, and are even seen as signs of status and power. The consequence — and the icing on the cake — is that colleagues more readily follow a rebel leader.
A graduate of HEC and the Master's program in Psychology at Université Paris Cité, Marianne combines her expertise in management and human sciences to produce written content in the fields of higher education, publishing, and corporate communication. She also works as a psychologist.
To keep informed in trends in management and leadership
I would like to receive the Business Digest newsletter
Nous utilisons des cookies sur ce site. Avec votre consentement, nous les utiliserons pour mesurer et analyser l'utilisation du site. Visitez notre page sur la politique cookie pour en savoir plus.
This website uses cookies to improve your experience while you navigate through the website. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may affect your browsing experience.
