50 Ways to Foster a Sustainable Culture of Innovation
I hear a lot of talk these days about how important it is for organizations to establish a culture of innovation.
Yup. True. So what else is new?
The key is closing the gap between theory and practice. Words are cheap. It's easy to wax poetic about "culture change." It's quite another thing to make it happen.
Still, the effort is worth it.
And so, to help you on your way, here's Idea Champions' list of 50 things you can do to foster a culture of innovation.
This blog entry is just a conversation starter, so join the conversation! If you've discovered something that works for you, let us know. When we get enough juicy responses from our readers, we'll post them here.
CAUTION: The hyper-linked words on our list of 50 will take you to pages on our website or blog that elaborate on this or that. So...only click if you want to dive in deeper...
50 WAYS TO FOSTER A SUSTAINABLE CULTURE OF INNOVATION
1. Remember that innovation requires no fixed rules or templates -- only guiding principles. Creating a more innovative culture is an organic and creative act.
2. Wherever you can, whenever you can, always drive fear out of the workplace. Fear is "Public Enemy #1" of an innovative culture.
3. Have more fun. If you're not having fun (or at least enjoying the process) something is off.
4. Always question authority, especially the authority of your own longstanding beliefs.
5. Make new mistakes.
6. As far as the future is concerned, don't speculate on what might happen, but imagine what you can make happen.
7. Increase the visual stimuli of your organization's physical space. Replace gray and white walls with color. Add inspiring photos and art, especially visuals that inspire people to think differently. Reconfigure space whenever possible.
8. Help people broaden their perspective by creating diverse teams and rotating employees into new projects -- especially ones they are fascinated by.
9. Ask questions about everything. After asking questions, ask different questions. After asking different questions, ask them in a different way.
10. Ensure a high level of personal freedom and trust. Provide more time for people to pursue new ideas and innovations.
11. Encourage everyone to communicate. Provide user-friendly systems to make this happen.
12. Instead of seeing creativity training as a way to pour knowledge into people's heads, see it as a way to grind new glasses for people so they can see the world in a different way.
13. Learn to tolerate ambiguity and cope with soft data. It is impossible to get all the facts about anything. "Not everything that counts can be counted. Not everything that can be counted counts," said Einstein.
14. Embrace and celebrate failure. 50 to 70 per cent of all new product innovations fail at even the most successful companies. The main difference between companies who succeed at innovation and those who don't isn't their rate of success -- it's the fact that successful companies have a LOT of ideas, pilots, and product innovations in the pipeline.
15. Notice innovation efforts. Nurture them wherever they crop up. Reward them.
16. When you're promoting innovation in-house, always promote the benefits of a new idea or project, not the features.
17. Don't focus so much on taking risks, per se, but on taking the risks OUT of big and bold ideas.
18. Encourage people to get out of their offices and silos. Encourage people to meet informally, one-on-one, and in small groups.
19. Think long term. Since the average successful "spin-off" takes about 7.5 years, the commitment to innovation initiatives need to be well beyond "next quarter."
20. Create a portfolio of opportunities: short-term, long-term, incremental, and discontinuous. Just like an investment portfolio, balance is critical.
21. Involve as many people as you can in the development of your innovation initiative so you get upfront buy-in. This is the "go-slow now to go-fast later" approach. (The opposite approach of having a few people go off to a desert island and come back with their concept is almost always doomed to failure).
22. Improve the way brainstorming sessions and meetings are facilitated in your organization. Create higher standards and practices.
23. Make sure people are working on the right issues. Identify specific business challenges to focus on. Be able to frame these issues as questions that start with the words, "How can we?"
24. Communicate, communicate, communicate, communicate, communicate and then communicate again. Deliver each important message at least six times.
25. Select and install idea management software for your intranet.
26. Don't focus on growth. Growth is a product of successful innovation. Focus on the process of becoming adept at taking ideas from the generation stage to the marketplace.
27. Make customers your innovation partners, while realizing that customers are often limited to incremental innovations, not breakthrough ones.
28. Understand that the best innovations are initiated by individuals acting on their own at the periphery of your organization. Don't make your innovation processes so rigid that they get in the way of informal and spontaneous innovation efforts. Build flexibility into your design. Think "self-organizing" innovation, not "command and control" innovation.
29. Find new ways to capture learnings throughout your organization and new ways to share these learnings with everyone. Use real-life stories to transfer the learnings.
30. Stimulate interaction between segments of the company that traditionally don't connect or collaborate with each other.
31. Develop a process of trying out new concepts quickly and on the cheap. Learn quickly what's working and what's not.
32. Avoid analysis paralysis. Chaotic action is preferable to orderly inaction.
33. Before reaching closure on any course of action, seek alternatives. Make it a discipline to seek the idea after the "best" idea emerges.
34. Know that attacking costs as a root problem solves nothing. Unreasonable costs are almost always a sign of more profound problems (e.g. inefficient structures, processes or training).
35. A great source of new ideas are people that are new to the company. Get new hires together and tap their brainpower and imagination.
36. Get customer feedback before committing resources to a product's development.
37. Seek diversity of viewpoints. Get people together across functions. A diversity of views sparks more than conflict -- it sparks innovation.
38. Invite outside partners early on when exploring new opportunities. Find ways for your company to partner with others and actively share ideas, technologies, and other capabilities.
39. Avoid extreme time pressures.
40. Don't make the center of your efforts to help people be more creative a physical "creativity center." Fold your innovation resources into your business units.
41. Don't make innovation the responsibility of a few. Make innovation the responsibility of each and every employee with performance goals for each and every functional area.
42. Give your people specific, compelling, and measurable innovation goals.
43. Try to get as much buy-in and support from senior leadership as you can while realizing that true change NEVER starts at the top. How often does the revolution start with the King?
44. Realize that "resource allocation" is the last bastion of Soviet-style central planning. Think of new innovation opportunities as "resource attractors."
45. Pay particular attention to alignment. Ensure that the interests and actions of all employees are directed toward key company goals, so that any employee will recognize and respond positively to a potentially useful idea.
46. Reward collective, not only individual successes, but also maintain clear individual accountabilities and keep innovation heroes visible.
47. Do your best to ensure that linear processes give way to networks of collaboration.
48. Remove whatever organizational obstacles are in the way of people communicating bold, new ideas to top management.
49. Systematize. Find problems (not only with products, but with processes, customer service, and business models) and solve them.
50. Drive authority downwards. Make decisions quickly at the lowest level possible.
Posted by Mitch Ditkoff at 06:31 PM | Comments (0)
FUNNY BUSINESS: From Haha to Aha!
Holmes and Watson are on a camping trip. In the middle of the night Holmes wakes up and gives Dr. Watson a nudge. "Watson," he says, "look up in the sky and tell me what you see."
"I see millions of stars, Holmes," says Watson.
"And what do you conclude from that, Watson?"
Watson thinks for a moment, "Well," he says, "astronomically, it tells me that there are millions of galaxies and potentially billions of planets. Astrologically, I observe that Saturn is in Leo. Horologically, I deduce that the time is approximately a quarter past three. Meteorologically, I suspect that we will have a beautiful day tomorrow. Theologically, I can see that God is all powerful, and we are small and insignificant. Uh, what does that tell you, Holmes?"
"Watson, you idiot! Someone has stolen our tent!"
Right on, Holmes!
For those of you trying to figure out why your business isn't more innovative yet, consider the above joke. The answer is in the punchline.
Your CEO looks up and sees the Board. Your CFO looks up and sees Wall Street. Your CIO looks up and sees Blackberries. Your HR Director looks up and sees diversity. And your workforce? They don't look up -- overwhelmed as they are with the tasks they've been given to deliver on next quarter's results.
The beauty of the Holmes/Watson joke (excerpted from Thomas Cathcart's and Daniel Klein's delightful book, Plato and a Platypus Walk Into a Bar...) is that it cuts to the core of the issue in very few words.
Humor does that. Which is why the Court Jester was the one who had the King's ear.
HAHA and AHA are two sides of the same coin. The same thing that triggers laughter triggers insight. It's all about a momentary shock to the system -- the unexpected...a surprise... delightful discontinuity. And when that happens -- when we are momentarily boggled by an input that does not fit with our logical expectations, VOILA! Breakthrough! And along with it, a jolly good time.
Unfortunately, the sound of laughter in the workplace is often interpreted by managers as proof of a slacker workforce -- as if laughing and working were mutually exclusive.
Nothing could be further from the truth. "If you lose the power to laugh, you lose the power to think" explained Clarence Darrow.
Or how about this from Carl Jung? "The creation of something new is not accomplished by the intellect, but by the play instinct arising from inner necessity. The creative mind plays with the object it loves."
Or this from Isaac Asimov: "The most exciting phrase to hear in science, the one that heralds new discoveries, is not 'Eureka!', but 'That's funny.'"
OK. These two innovation consultants walk into a bar...
Posted by Mitch Ditkoff at 03:24 AM | Comments (0)
July 26, 2008Creativity or Creactivity?
Time? Do you have it or does it have you?
Recent studies have shown that workers get an average 156 e-mails a day. And when they're not reading or deleting emails, they're switching tasks every three minutes.
We're spending more than a quarter of our workday dealing with interruptions and their needed recovery time. Ouch!
The effect of all this firefighting? A pronounced drop in creativity and innovation. Read more about Terese Amabile's research on this topic here.
Posted by Mitch Ditkoff at 02:02 AM | Comments (0)
July 23, 2008INNOVATION: It's About Time!
During the past few years I've noticed a curious paradox heading its ugly rear among business leaders tooting the horn for innovation. On one hand they want the rank and file to step up to the plate and own the effort to innovate. On the other hand, they are unwilling to grant the people they are exhorting any more TIME to innovate.
Somehow, magically, they expect aspiring innovators to not only generate game-changing ideas in their spare time, but do all the research, data collection, business case building, piloting, project management, idea development, testing, report generation, and troubleshooting in between their other assignments.
Tooth fairy alert!
This is not the way it happens, folks! Not only is this approach unreasonable, it's unfair, unbalanced, and unworkable. You cannot shoehorn game-changing innovation projects into the already overcommitted schedules of your overworked workforce. If you do, it won't be innovation you'll get, only half-finished projects and a whole lot of cranky people complaining to you in between meetings.
Aspiring innovators don't need pep talks. They need TIME. Time to think. And time to dream. Time to collaborate. And time to plan. Time to pilot. And time to test. Time to tinker. And time to tinker again.
That's why Google and 3M give its workforce 20% of their time to work on projects not immediately connected to its core business. That's why W.L. Gore gives its workforce a half day a week to follow their fascinations. That's why Corel instituted it's virtual garage program.
"Dig where the oil is," Edward deBono once said. Indeed! And where is the oil? Right beneath the feet of each and every employee who is fascinated by the work they do, aligned with their company's mission, and given enough time to make magic happen.
Need proof? 50% of Google's newly launched features were birthed during this so-called "free time" -- midwived by engineers, programmers, and other assorted wizards happily following their muse.
The fear? If you give people "freedom" they'll end up playing video games and taking 3-hour lunches. Alas, when fear takes over, folks, (the same fear Peter Drucker asked us all many years ago to remove from the workplace), vision is supplanted by supervision and all his micromanaging cousins.
Time to innovate is not time wasted. It is time invested. Freedom does not necessarily lead to anarchy. It can lead to breakthrough just as easily. Remember, organizations do not innovate. People do. And people need time to innovate. Time = freedom. Freedom to choose. Freedom to explore. Freedom to express. And yes, even freedom to "fail."
If you've hired the right people, communicated a compelling vision, and established the kind of culture that brings out the best in a human being, you are 80% there.
Now all you need to do is find a way to give your people the time they need to innovate.
(And hey, if you've found a way to do this successfully, let us know and we'll share the results with Heart of Innovation readers some time soon.)
Posted by Mitch Ditkoff at 12:36 AM | Comments (2)
July 18, 2008The First Annual Last Words Contest
"I wish I had drunk more champagne."
With these last words, John Maynard Keynes, the famous British economist, passed into the Great Beyond. Way to go Johnny!
Conrad Hilton, grandfather of Paris and founder of one of the world's most acclaimed hotel empires, left us with a slightly different message. "Leave the shower curtain on the inside of the tub."
Thank you, Conrad. I will do my best to remember that.
What about you? What do you imagine your last words will be? Or better yet, what would you like them to be? Oh sure, you may have lots of emails to answer, spreadsheets to read, and meetings to attend... but it's never too soon to get your legacy in gear.
Setting a clear intention is not only important for business, it's also important for LIFE.
Got it? Good! Now share it with the rest of us. When four or more submissions are received I'll post them here for everyone to read.
And soon thereafter, Idea Champions' esteemed panel of imperfect judges will bestow one lucky reader of this blog with the FIRST ANNUAL LAST WORDS prize (a copy of the book from whence these quotes were quoted). Should be interesting.
If you need some inspiration to get you going, click below to see what Mata Hari, P.T. Barnum, Oscar Wilde and a host of others had to say just before they left their mortal coil...
"I am in a duel to the death with this wallpaper. One of us has to go." - Oscar Wilde
"Why not? After all, it belongs to Him." - Charlie Chaplin
"How were the circus receipts in Madison Square Garden?" - P.T. Barnum
"Death is nothing, nor life either, for that matter. To die, to sleep, to pass into nothingness, what does it matter? Everything is an illusion." - Mata Hari
"I've had a hellava lot of fun and have enjoyed every minute of it." - Erroll Flynn
"That was the best ice cream soda I ever tasted." - Lou Costello
"Die, I should say not, dear fellow. No Barrymore would allow such a conventional thing to happen to him." - John Barrymore
"Don't pull down the blinds. I feel fine. I want the sunlight to greet me." - Rudolf Valentino
"More light!" - Johann Wolfgang von Goethe
"That was a great game of golf, fellers." - Bing Crosby
"God, don't let me die. I have so much to do." - Huey Long
"I shall hear in heaven!" - Ludwig Van Beethoven
"I have just had 18 whiskeys in a row. I do believe that is a record." - Dylan Thomas
"Go on. Get out! Last words are for fools that haven't said enough!" - Karl Marx
"Wait a second." - Madame de Pompadour
"Don't let it end this way. Tell them I said something." - Pancho Villa
OK. Your turn...
Excepted from Famous Last Words by Ray Robinson (Workman Publishing, 2003)
Posted by Mitch Ditkoff at 02:57 PM | Comments (1)
July 15, 2008Outsourcing Best Practices Revealed!
This just in!
In an extraordinary move, destined to be emulated by forward thinking business leaders around the world, I've just outsourced all my sleep to a guy named Namdev in New Delhi.
Yes, it's true. I no longer need to sleep. Namdev does it for me. It's astounding how much more productive I've been this week. And, as if my sleep breakthrough wasn't enough, I've also outsourced all my exercise to a guy named Sung Lee in Malaysia. God bless Sung Lee! He's been on the treadmill three hours today, as I understand it, and will be working on our delts and pecs tomorrow. Needless to say, I'm feeling exceptionally buff at this moment.
I was just about to have a big piece of cherry cheesecake to celebrate my innovative, time-saving enhancements, but I've...er... outsourced my eating to a woman named Min Yung in Taiwan. I'm down to about 145, but I'm feeling absolutely psyched about the new contract we just got from GE. Starts next month.
The only thing I haven't outsourced this week was this blog and a visit to my dentist. (Do any of you know someone willing to get a root canal on my behalf?)
(Image from images.businessweek.com)
Posted by Mitch Ditkoff at 12:30 AM | Comments (0)
July 13, 2008Need a Breakthrough?
Tired of rubbing that magic lamp you bought on ebay, hoping for a genie to appear? Need a big breakthrough on a project of yours? Look no further. You've come to the right place. And you won't need to rub a single thing.
All you need to do is click.But first you'll need to think of a venture or idea you really want to get off the ground. Got it? Good. Now click here and let our online genie help you on your way.
(If you like the results, you can order the off-line genie here.)
Posted by Mitch Ditkoff at 05:18 PM | Comments (0)
July 12, 2008Ideas for Other People
I have an odd ability to come up with ideas for other people when I'm not really trying. Book and song titles are my specialties. Often the ideas are so intriguing, I try to convince myself to do something with them, but eventually I realize they belong to someone else. The question, of course, is WHO? Usually I don't know and the ideas end up orphans. But now that I've got this blog thing going, I've got a way to share the wealth -- or at least a few chuckles. So, here goes:Book title for a psychic: I Thought I Was a Small, But I'm a Medium. Book title for a psychologist with an Eastern bent: Yin, Yang and Jung. Title for a song for a recovering alcoholic: 50 Ways to Love Your Liver.Go ahead. Take 'em. They're free.
Posted by Mitch Ditkoff at 08:51 PM | Comments (0)
July 11, 2008The 30 Second Summer Blog for People on the Go
78% of all people who log onto the Idea Champions website spend less than 30 seconds there. It's probably the same for this blog. Short and sweet is the name of the game these days.
And so... for the rest of the summer, all our blog postings will take you less than 30 seconds to read. The one you're reading now has taken you about 23 seconds so far. Which means I have another 7 seconds or so to say something meaningful.
To be continued...
Posted by Mitch Ditkoff at 09:42 PM | Comments (1)
July 10, 200810 Ways to Help Left Brainers Tap Into the Best of Their Creativity
If your job requires you to lead meetings, brainstorming sessions, or problem solving gatherings of any kind, chances are good that most of the people you come in contact with are left-brain dominant: analytical, logical, linear folks with a passion for results and a gnawing fear that the meeting you are about to lead will end with a rousing chorus of kumbaya.
Not exactly the kind of mindset conducive to breakthrough thinking.
Do not lose heart, oh facilitators of the creative process. Even if you find yourself in a room full of 10,000 left brainers, there are tons of ways to work with this mindset in service to bringing out the very best of the group's collective genius.
Click below for ten tips...
1. Diffuse the fear of ambiguity by continually clarifying the process
Most left-brain-dominant people hate open-ended processes and anything that smacks of ambiguity. Next time you find yourself leading a creative thinking session, make it a point to give participants, early is the session, a mental map of the process you'll be using. Explain that the session will consist of two key elements: divergent thinking and convergent thinking.
In the divergent segment, you will be helping people consider non-traditional approaches and ideas. In the convergent segment, you will be helping people analyze, evaluate, and select from the multiplicity of ideas and solutions they have generated. If participants are going to get uneasy, it will happen during the divergent segment. Your task? Periodically remind them of where they are in the process. "Here's our objective," you might say. "Here's where we've been. Here's where we are. And here's we're going. Any questions?"
2. Get people talking about AHAS! they've had in their own lives
No matter how risk averse or analytical people in your sessions may be, it's likely that all of them -- at some time or another -- have had a really great idea. "Creativity" really isn't all that foreign to them (although they may think it is). All you need to do to get them in touch with that part of themselves is help them recall a moment in their lives when they were operating at a high level of creativity.
Get them talking about how it felt, what were the conditions, and what preceded the breakthrough. You'll be amazed at the stories you'll hear and how willing everyone will be, after that, to really stretch out.
3. Identify (and transform) limiting assumptions
One of the biggest obstacles to creativity is the assumption-making part of our brain -- the part that is forever drawing lines in the sand -- the part that is ruled by the past. Most people are not aware of the assumptions they have -- in the same way that most drivers are not aware of the blind spot in their mirror.
If you want people to be optimally creative, it is imperative that you find a way to help them identify their limiting assumptions about the challenge they are brainstorming. "Awareness cures," explains psychologist Fritz Perls. But DON'T get caught in a lengthy discussion about the collective limiting assumptions of the group. This is often just another way that left-brain dominant participants will default to analyzing and debating.
Instead, lead a process that will help participants identify and explore their limiting assumptions. Then, time allowing, help them transform each of these limiting assumptions into open-ended "How can we?" questions for brainstorming.
4. Encourage idea fluency
Dr. Linus Pauling, one of the most influential chemists of the 20th century, was once asked, "How do you get a good idea?" His response? "The best way to get a good idea is to get lots of ideas and throw the bad ones away."
That's why "Go for a quantity of ideas" is the first rule of brainstorming. You want to encourage people, early and often, to go for quantity. This will short circuit participants' perfectionistic, self-censoring tendencies -- two behaviors that are certain death to creativity.
5. Invite humor
The right use of humor is a great way to help people tap into their right brains. Indeed, "haha" and "aha" are closely related. Both are the result of surprise or discontinuity. You laugh when your expectations are confronted in a delightful way.
Please note, however, that your use of humor must not be demeaning to anyone in the room. Freud explained that every "joke" has a victim and is used by the teller to gain advantage over the victim -- a way to affirm power. And when a group finds itself in the realm of power (and the yielding of power), it will undoubtedly end up in left brain territory.
You don't want to feed that beast.
Instead, set the tone by telling a victimless joke or two, or by your own self-deprecating humor. But even more important than "joke telling" is to allow and encourage a free flowing sense of playfulness.
6. Do the right brain/ left brain two-step
Brainstorming for 3, 4 or 5 hours in a row is unusually exhausting, resulting in the "diminishing returns" syndrome. Creative thinking, like life itself, follows natural laws. Day is followed by night, winter by spring, inbreath by outbreath.
That's why the design of your creative thinking session needs to alternate between the cerebral and the kinesthetic -- between brainstorming and some kind of hands-on, experiential activity. By doing this two-step, participants will stay refreshed and engaged.
7. Periodically mention that chaos precedes creative breakthroughs
Left-brained, logical people are rarely comfortable with ambiguity, chaos and the unknown. It seems messy. Disorganized. Downright unprofessional. Indeed, much of the Six Sigma work being done in corporations these days is to reduce variability and increase predictability.
Paradox alert!
If you want to get really creative, you will need to increase variability and help participants get more "out of control." Picasso said it best, "The act of creation is first of all an act of destruction." Tom Peters said it second best, "Innovation is a messy business."
So, when you sense that your session is filled with ambiguity-phobic people, remember to mention how it's normal for ambiguity to precede a creative breakthrough. You may even want to mention how you will be purposefully infusing the session with moments of ambiguity, just to prime the creative pump.
8. Establish criteria for evaluation
The reason why ideas are usually considered a dime a dozen is because most people are unclear about their process for identifying the priceless ones. That's why a lot of brainstorming sessions are frustrating. Tons of possibilities are generated, but there is no clear path for winnowing and choosing.
Let's assume, for example, that the session you facilitate generates 100 powerful, new ideas. Do you have a process for helping participants pare the 100 down to a manageable few? If not, you need one. Ideally, the criteria for selecting ideas will be clarified before the session and introduced to participants early in the session.
Please note that there is some debate amongst brainstorm mavens as to when to offer the criteria. Some say this should happen at the beginning of the session (to help assuage the left brain need for logic and boundaries). Others suggest delaying the identification of criteria until just before the idea evaluation process. Either way will work. Your call.
9. Be a referee when you have to
No matter how many ground rules you mention about "suspending judgment" or "delaying evaluation," you are going to have some heavy hitters in the room just waiting for a moment to doubt your approach or "the process."
Indeed, one of the favorite (often unconscious) strategies of some left-brainers is to debate and question the facilitator every step of the way. While you want to honor their concerns and right to speak their truth, you also want to hold the bar high for the intention behind the brainstorming session -- and that is to challenge the status quo, entertain the new, and create space for imaginations to roam.
Don't be afraid to be firm with participants who want to control the session. At the very least, ask them to suspend their need for "convergence" (i.e. evaluation, judgment, decision making) to the end of the session when there will be plenty of time to exercise that very important muscle.
10. Consult with the tough people on the breaks
Every once in a while, a really opinionated person shows up in a session -- someone who is probably very smart, extremely competent, experienced, with a big BS detector, and just enough arrogance to make you feel uncomfortable. These people can really affect the group, especially if they hold positions of power in the organization.
In the best of all worlds, these people would always be on your side. They won't be. Be careful about playing to these people in a neurotic attempt to get their approval. You won't get it. But DO seek them out on breaks and engage them. Get them talking. Pay attention. See if you can pick up any useful feedback or clues about revising your agenda or approach.
Even though you wouldn't necessarily choose to be trapped on a desert island with them, these folks may turn out to be a huge blessing for you -- because they are carriers of a particular sensibility that needs to be honored. More than likely, some of the other people in the room are feeling the same thing, but have been too polite to show their true colors. So, don't be afraid of these people. They can be a very valuable resource.
* Excerpted from 32 Ways of Working with the Left Brain, part of Idea Champions' Platinum Innovation Kit
Posted by Mitch Ditkoff at 10:43 PM | Comments (0)
July 08, 2008Innovation Begins with Fascination
I own a huge library of books on innovation. Mostly hardcover. The $27.95 variety with big indexes and forwards by people who make more money than I do.
Some of these books are actually good. Most of them bore me. (I must confess I have a secret desire, whenever I enter a bookstore, to put glue between pages 187 & 188 in all of the new releases just to see if the publishers get any complaints).
Most of the books attempt to describe the origins of innovation. You know, stuff like "the innate human impulse to find a better way" and "the imperative to find a competitive edge" and "the endless search to fulfill an unmet need." That sort of thing.
Corporate-speak, in other words.
In my experience, the origin of innovation is fascination -- the state of being intensely interested in something. Enchanted. Captivated. Spellbound. Absorbed.
What kids are good at.
Kids and those mavericks at work who make everyone nervous and running for their spreadsheets at the drop of a hat.
A person who is fascinated does not need to be motivated... or managed... or "incentivized." All that person needs is time, some resources, meaningful collaboration, and periodic reality checks from someone who understands what fascination is all about.
That's why Google gives its workforce 20% of their time to explore projects on their own. That's why 3M and W.L. Gore do something similar. They know that the root of innovation is fascination.
If you, or the people who report to you, are not currently in a state of fascination about work it's time to turn things around. That is, IF you want to spark some innovation.
How do you do this?
For starters, here's one simple way, excerpted from my new book, just to get things rolling.
THE SEED OF FASCINATION
1. On a piece of paper, create three parallel headlines -- "What Fascinates Me," "People I Admire," and "What I Would Do If I Had More Time or Knew I Couldn't Fail."
2. Jot down at least TEN responses beneath each headline.
3. Look for intriguing, new connections between your responses. Any insights? New possibilities? Ahas?
4. Now, think about ways you might incorporate these new insights or possibilities into your work life (while staying open to the fact that your company is capable of changing and growing).
5. Jot down your new ideas.
6. Circle your three favorite ideas and brainstorm them with a friend. Then pitch anyone who's influence can help you launch your ideas for how to bring more fascinating projects into your work life.
Posted by Mitch Ditkoff at 11:24 PM | Comments (0)
July 03, 2008The Good Thing About Bad Ideas
"You can only be as good as you dare to be bad." - John Barrymore
One of the inevitable things you will hear at a brainstorming session is something like "there are no bad ideas." Well, guess what? There are plenty of bad ideas. Nazism, for instance. Arena football. Bow ties.
What well-meaning "keep hope alive" brainstorming aficionados really mean is this: Even bad ideas can lead to good ideas if the idea originators are committed enough to extract the meaning from the "bad." It happens all the time.
Do you think that War and Peace was written in one sitting? Madame Butterfly? The Idiot's Guide to Volkswagen Repair? No way. There were plenty of earlier drafts that were horrid, but eventually led to the final outcome.
Even diamonds begin as coal.
The key for aspiring innovators? To find the value in what seems to be a "bad idea" and then use that extracted value as a catalyst for further exploration. The following technique, excerpted from Awake at the Wheel: Getting Your Great Ideas Rolling (in an Uphill World) shows you how to do this. It's a particularly effective method for naysaying, skeptical groups to use. It's also a hoot and a great way to make boring brainstorming sessions come alive.
Click below for the technique:
HOW IT WORKS:
1. Bring a challenge, question, or problem to mind.
2. Conjure up a really bad idea in response to it.
3. Tell another person (or team) about your bad idea.
4. The other person (or team) thinks of something redeemable about your bad idea -- and tells you what it is.
5. Using this redeemable essence as a catalyst, you brainstorm new ideas, solutions, or possibilities that can actually DO something with.
Oh... if you don't feel like clicking back to the previous screen where you can find the link to my new book (which includes this technique and 33 other juicy ones), click here.
Posted by Mitch Ditkoff at 06:59 AM | Comments (3)
