Rebel Networks

Undertaking any cultural change requires advocates to step up and disrupt the status quo. We see more and more often now that organisations are looking to develop a cohort of change agents, change champions or unbossed environments to help embed change. One of our previous clients, Rebecca Herbert set up a Rebel Network in her organisation and delivered what we perceive as one of the most effective cultural change programmes we have seen. Rebel is quite a loaded term but strikes the right balance when you consider the scale of what is required to effect systemic change.

The idea of unleashing a network of Rebels into an organisation can have the initial reaction of fear, fear of the anarchic disruption it might cause if left unchecked. But in this case we are talking about Rebels with a cause and the opportunity to harness the passion and energy inherent in a group of people whose purpose is to make change happen. In her own words Rebecca laid out why she saw the Rebel mindset as so important:

“I frame the rebel mindset as a necessary skill for the future. We know that systems change, adapt and evolve and we need to create a workforce capable of working within the change. My view is the ability to challenge authority, control and convention is necessary to create an environment for creative and innovative behaviours to flourish.”

So why would you want to develop a network of disruptive Rebels, even with a defined purpose? 

Given the right support and frameworks in which to operate a community whose values align to their purpose will deliver results and implement ideas quicker than more formal structures. They will identify the issues in a system and unveil inefficiencies while discovering new ways of working. By minimising bureaucracy and providing support and resources this group can deliver tangible value while retaining the necessary level of quality.

Approaching organisational change this way means you start treating people in an Adult-to-Adult way with the aim of creating a trusting, open and permissive culture. If you distribute power through informal networks and deliver support rather than control, the Rebels can turn their ideas into action so they in turn can literally be the change.

We support organisations by training Networks of Rebels to share stories around the Big Pictures we create with them and so provide valuable levers to support cultural change.