What Anne of Green Gables teaches us about "Tall Poppy Syndrome" and how it is Stifiling Innovation in Canada.

Anne Shirley, with her fiery red hair and boundless imagination, is a beloved Canadian icon. Yet, her journey through Avonlea reveals a troubling truth about our culture: We here in Canada, have a tendency to discourage and punish those who dare to stand out.?

This "Tall Poppy Syndrome," as it's known, hinders innovation and limits Canada's potential on the global stage. It's a cultural barrier that affects all Canadian employees and Canadian entrepreneurs, casting a shadow across the entire business landscape.

However, it's crucial to recognize the disproportionate impact it has on women, who often face heightened scrutiny, bias, and backlash for their achievements.

While this article focuses on the broader implications of the Tall Poppy Syndrome for Canadian innovation as a whole, understanding Anne's struggles—struggles that echo the experiences of many Canadian women—offers a valuable entry point into examining how we inadvertently sabotage success and stifle the very qualities that drive progress for everyone.

Canada’s Aversion to "Scope for the Imagination"

From the moment she arrives at Green Gables, Anne's vibrant personality clashes with Avonlea's conservative norms. She's chastised for her "romantic" notions, her love for big words, and her tendency to speak her mind. Her classmates mock her appearance and her eagerness to learn. Even Marilla Cuthbert, though ultimately loving, tries to mold Anne into a more conventional member of society.

This reflects a deep-seated discomfort with individuality and ambition that permeates Canadian society, a society that often seems to value fitting in over standing out.

This aversion to "scope for the imagination," as Anne might put it, is deeply rooted in our cultural fabric. Canada's historical emphasis on "Peace, Order, and Good Government" prioritizes harmony and collectivism, sometimes breeding suspicion of individual ambition. Our "underdog" mentality, born from being overshadowed by our powerful southern neighbor, can lead to downplaying achievements and avoiding assertiveness.?

This isn't just a literary observation. Research paints a stark picture:

Fear of Standing Out:

A 2018 study found that 87% of Canadian professionals, predominantly women, felt their achievements were undermined by others. This highlights the pervasiveness of the Tall Poppy Syndrome, where standing out is often met with negativity rather than celebration.

Risk Aversion:

A 2013 study revealed that Canadian entrepreneurs exhibit a significantly higher fear of failure than their American counterparts, likely due to the anticipation of social repercussions for nonconformity and risk-taking. This fear can stifle the bold, disruptive thinking needed to compete in a global economy.

The Subtle Sabotage of Canadian Success

Avonlea, like many Canadian communities and workplaces, values conformity. Those who challenge the status quo, like Anne, often face resistance. This translates into a lack of support for bold ideas and a surprising tendency to undermine Canadian success, even when it's homegrown:

Holding Back Giants: Shopify's Initial Struggle for Funding:

Shopify, now a global e-commerce giant, initially faced difficulty securing funding and support in Canada. Investors were hesitant to back the unconventional idea, forcing the company to look for funding in the US. This demonstrates how the Tall Poppy Syndrome can stifle innovation by discouraging risk-taking and failing to champion bold, new ideas, ultimately driving potential away from Canada.

Ignoring Giants: Constellation Software:

Constellation Software, a leading provider of software and services to a variety of industries, has achieved remarkable success with a unique acquisition strategy and a focus on niche markets. Yet, despite its impressive growth and profitability, the company remains relatively unknown to the average Canadian. This lack of recognition for a truly innovative and successful Canadian company highlights a tendency to overlook domestic achievements, especially in less glamorous sectors.?

Enjoying The Death of Giants: BlackBerry Blues:

The decline of BlackBerry, once a global leader in mobile technology, was met with a surprising amount of negativity and schadenfreude in Canada. Instead of support and a desire to see the company innovate its way back to the top, there was a sense of "told you so" and even a perverse enjoyment of its struggles, reflecting a fear of ambition and a reluctance to celebrate those who dare to reach great heights, even when they stumble.

The Cost of Conformity

Anne learns to apologize for her enthusiasm, downplay her intelligence, and suppress her exuberance to fit in. This dynamic, played out in countless Canadian workplaces and communities, has significant consequences:

• Stifled Creativity: When we discourage individuality, we stifle creativity and the potential for groundbreaking ideas.
• Limited Risk-Taking: When we punish ambition, we limit risk-taking, hindering the development of new products, services, and industries.
• Culture of Mediocrity: When we prioritize conformity over excellence, we create a culture of mediocrity that prevents us from reaching our full potential as a nation.

This is reflected in Canada consistently ranking lower than the US in global innovation indices, like the Global Innovation Index and the Bloomberg Innovation Index. This disparity suggests a cultural aversion to risk-taking and disruptive thinking, hindering our ability to compete on a global stage.

Don’t “Anne of Green Gables” Me: A Call for Cultural Change

To break free from this self-limiting pattern, we need to unlearn the lessons of Avonlea and challenge the cultural norms that discourage us from celebrating success and embracing those who dare to be different. This requires a conscious effort to shift our mindset and behaviors, both individually and collectively:

1. Recognize and Challenge Our Biases:

The first step towards change is self-reflection.

Examine your own attitudes: Do you tend to downplay your own achievements or feel uncomfortable when others celebrate theirs? Do you find yourself subtly undermining those who are striving for excellence? Research suggests these tendencies are deeply ingrained in our culture. A 2013 study found that Canadian entrepreneurs have a significantly higher fear of failure than their American counterparts, likely due to the anticipated social repercussions for non-conformity.

Embrace a new mindset: Consciously cultivate a more positive and supportive mindset. Celebrate your own achievements and those of others. Recognize that ambition and individuality are not threats, but essential ingredients for progress.

2. Celebrate Individuality:

Value diversity: Encourage and celebrate the unique talents and perspectives of those around you. Create environments where it's safe to be different, to take risks, and to strive for excellence. This requires a shift away from the "Collective First" mentality that discourages individuality.

Foster open communication: Encourage employees to share their ideas, even if they are unconventional or challenge the status quo. Recognize and reward those who demonstrate creativity, initiative, and a willingness to take risks.

3. Reframe Failure:

Embrace a growth mindset: View failure as a learning opportunity, not a personal defeat. Encourage experimentation and innovation, and create a safe space where individuals feel comfortable taking risks without fear of repercussions.

Shift perspectives: Research shows that Canadian students exhibit lower levels of "entrepreneurial self-efficacy" compared to their peers in other countries, suggesting that our education system and cultural norms may inadvertently discourage risk-taking. By reframing failure as a necessary step in the learning process, we can create a more supportive environment for innovation.

4. Champion Mentorship:

Support future generations: Support and guide the next generation of talent. Share your knowledge, provide guidance, and help others navigate the challenges of their professional journey. Encourage mentorship programs that connect experienced professionals with those who are just starting out.

Recognize the power of mentorship: Mentorship plays a crucial role in fostering a culture of achievement. A 2019 study found that 90% of young Canadians with a mentor felt more confident in achieving their goals. By investing in mentorship programs, we create a more supportive environment for aspiring innovators.

5. Lead by Example:

Model desired behaviors: Model the behaviors you want to see in others. Celebrate your own successes, acknowledge your failures, and actively support those who dare to stand out. Be a vocal advocate for innovation and risk-taking, and create a culture where individuals feel empowered to reach their full potential.

Cultivate a strong leadership culture: Research indicates that companies with strong leadership cultures are more likely to report above-average financial performance. By embodying the values of celebrating success, encouraging risk-taking, and supporting individuality, leaders can inspire their teams to embrace these principles and contribute to a more innovative and dynamic workplace.

Conclusion:

Anne of Green Gables serves as a cautionary tale about the dangers of the Tall Poppy Syndrome. By learning from Anne's experiences and challenging the cultural norms that perpetuate this phenomenon, we can create a more supportive and encouraging environment for Canadian innovators. But this isn't about empty platitudes or feel-good initiatives. This is about fundamentally changing how we operate as an industry, as a nation.

It's time to reject the "crab bucket" mentality that holds us back. It's time to stop seeing ambition as a threat and start seeing it as the fuel that propels us forward. It's time to stop apologizing for our successes and start celebrating them boldly, without reservation.

Canadian industry has the potential to be a global powerhouse of innovation. We have the talent, the resources, and the drive. But we need to unleash it. We need to create a culture where risk-taking is not just tolerated, but actively encouraged. Where failure is seen as a learning opportunity, not a mark of shame. Where every "Anne Shirley"—every bold, creative, and ambitious individual—feels empowered to reach their full potential.

This is not about creating more awards or industry recognition that is secretly insulted or undermined. This is about fostering a true culture of support, where we champion our own, invest in our ideas, and refuse to let fear or conformity hold us back. This is about putting Canada on the global map, not as a land of polite underachievers, but as a hotbed of groundbreaking ideas and world-changing innovations.

The time for timidness is over.