Does Insubordination Help or Hinder Change?
The Change Signal with Todd Kashdan
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My friend Todd Kashdan, psychology professor and author of The Art of Insubordination, brings some unexpected wisdom about what it really takes to lead transformational change in organizations.
Todd argues that early cooperation actually destroys the cognitive diversity you need for breakthrough solutions. Instead of seeking harmony, change leaders should encourage criticality, independence, and productive conflict.
But here’s the trade-off nobody talks about: effective insubordination means accepting real personal costs — hits to your wellbeing, relationships, and peace of mind in service of meaning and purpose.
The most powerful insight? Change leaders can amplify unheard voices by leveraging their organization’s “socially attractive” people — and by separating ideas from their originators to overcome bias.
If you’re tired of change initiatives that revert to the mean, this conversation offers a fresh perspective on principled rebellion. Todd shows why being a transformational leader sometimes means being the rebel your organization needs, even when it’s uncomfortable.
Here are three questions that arise from this Change Signal conversation with Todd Kashdan:
Are you cooperating too much for change to succeed?
What personal costs are you willing to pay for principled rebellion?
Why do people hide their real beliefs just to fit in?
ABOUT TODD:
Todd Kashdan is a psychology professor, researcher, and bestselling author of The Art of Insubordination. His work explores the science of well-being, courage, curiosity, and principled rebellion. He helps leaders, organizations, and everyday rebels embrace discomfort, defy conformity, and create environments where bold change can thrive.
Todd’s website:https://toddkashdan.com
