Creative thinking

IFAD FHMay 27, 2009

An introduction to managingCreativity in our workplace

© Knowinnovation Ltd

IFAD - FH Dept Creative Thinking Training 27/05/09

time Activity

10:00 Welcome

10:10 Outline/Preview the Day

10:12

Ice-breaker / individual introductions Picture Pull and then Forced Connection: This picture represents how I use creativity in my work. Or how creativity is related to the work I do... (share with neighbors on either side)

10:25 Introduction to Creativitity

10:35 Creative Climate

10:45 Building the creative climate within HR. (Helps/Hinders)

11:00 Quick Coffee Grab

11:25 Foursight Explanation & Feedback

11:40 Hand out Foursight profiles, debrief with each other in their groups. Quick full group Debrief

time Activity

12:30 Lunch

13:35 Creative Process

13:45 Separating Diverging/Converging thinking functions

13:55 Webbing: diverging on the problem definition

14:25 Idea Generating: Brainstorming

Idea Generating Tools/Stimuli:

Use Forced Fit

Brainwriting

15:30 PPCO Evaluation Tool

15:45 Feedback on the Process/Content/Day

16:00 Close


The generationThe generationof novel ideasof novel ideaswhich appearwhich appearto have someto have somevaluevalue

“Creativity”

The process ofturning ideasinto results

Richard Granger ADL


“Innovation”

How Creative Are You?

• 98% of children between 3-5 scored‘creative genius’

• Five years later, only 32% scored ‘creativegenius’

• Five years later, only 10% scored ‘creativegenius’


10


Product People

Process

Environment

What you need to manage

Mel Rhodes 1961


Accidental > Intentional Innovation

Accidental

Passive

Active

Intentional


Ten Dimension of Creative Climate• Challenge• Dynamism/Liveliness• Freedom• Trust/Openness• Idea Time• Idea Support• Playfulness/Humor• Debates• Conflict• Risk-Taking

Source: Ekvall, G. (1996). Organizational climate for creativity andSource: Ekvall, G. (1996). Organizational climate for creativity andinnovation. innovation. European Journal of Work and OrganizationalEuropean Journal of Work and OrganizationalPsychology, 5 (1), 105-123.Psychology, 5 (1), 105-123.


WIBNIs Wouldn’t it be nice if……? (Group 1) WIBNI we were able to see the “positive in each of us? WIBNI we felt our work and output was as important as the next persons? WIBNI we could forget about hierarchy? WIBNI conflicts and disagreements were more constructive? WIBNI we heard more thank yous for having tried, and try more…? WIBNI we could get rid of unnecessary bureaucracy? WIBNI we could have opportunities to discuss new ideas and solutions? WIBNI we could question the rules and change them easily? WIBNI we could communicate better and more often? WIBNI we had time to talk about the IFAD mission? WIBNI an innovation was not forgotten he next day and a mistake stuck to you for so long? WIBNI our clients showed appreciation from time to time? WIBNI we had a longer term contract? WIBNI I could spend more time with my son without feeling guilty about work? WIBNI we could rotate jobs regularly? WIBNI we could have a swimming pool at work? WIBNI everyone felt safe in their work environment? WIBNI we had more time to ourselves? WIBNI we could accept our differences, really? WIBNI I would work with less conflict from my clients? WIBNI there were more appreciation for new ideas?

(Group 2) WIBNI we could create and count on a truly collaborative environment? WIBNI we could experiment with new ideas? WIBNI we had a code/prompt to remind us of the need of positive reinforcement? WIBNI we pressed the delete button more frequently? WIBNI we had more face-to-face contact with people? WIBNI people respected each other and treated each other fairly? WIBNI we could have mandatory time for creativity? WIBNI we had better distribution of workload? (Group 3) WIBNI we had a more open environment? WIBNI we had an enabling and motivational environment? WIBNI there was equal treatment? WIBNI we lived by our values? WIBNI we were rewarded fro creativity? WIBNI we all felt valued? WIBNI we had a common understanding of an open, motivating environment? WIBNI we all felt valued? WIBNI HR is trusted and recognized as a strategic business partner?

Clarifier Developer ImplementerIdeator

FourSight Preferences


Left BrainReasoning

Language

Logic

Evaluative Thinking

JUDGMENT

Right BrainVisual imagery

Spatial abilities

Music

Imaginative Thinking

CREATIVITY

Separate

Divergeand thenConverge

Left BrainReasoning

Language

Logic

Evaluative Thinking

JUDGMENT


Spatial abilities

Music


CREATIVITY

DIVERGE: (make a list)

• Defer judgment

• Go for quantity

• Seek wild and unusual ideas

• Combine and associate

• Write down everything


Spatial abilities

Music


CREATIVITY

CONVERGE (make choices)

• Improve ideas as you go

• Use affirmative judgment

• Be deliberate

• Consider novelty

• Check with your objectives

WEBBING (Group 1) (using IWWMW, In What Ways Might We?) IWWMW reward people for new ideas? IWWMW be more motivated? IWWMW motivate our colleagues? IWWMW provide constructive feedback? IWWMW have more time to listen to ideas? IWWMW expand our own ideas? Why is it important?

WBNI there was more appreciation for new ideas? What’s stopping you? IWWMW have different priorities? IWWMW reconnect with colleagues? IWWMW better understand people within the context of their background? IWWMW develop and authentic curiousity about our colleagues? IWWMW trust our colleagues? IWWMW respect ideas? IWWMW find trustworthy colleagues? IWWMW be more realistic? IWWMW shrink/manage our workload?

IWWMW plan better? IWWMW extend hours of work? IWWMW share/divide work load? IWWMW lower our quality standards? IWWMW set aside our personal judgments and past experiences IWWMW overcome the past IWWMW let go of past pain IWWMW think outside of ourselves? IWWMW believe in the group? IWWMW have confidence in the group? IWWMW filter the messages we read from the group differently?

WEBBING (Group 2) (using IWWMW, In What Ways Might We?) IWWMW build stronger relationships? IWWMW build bridges? IWWMW nurture interpersonal relationships? IWWMW avoid misunderstanding? IWWMW better understand others? IWWMW have more pleasant interaction? Why is it important?

WBNI we had more face-to-face contact? What’s stopping you? IWWMW break this habit? IWWMW find the time for face-to-face? IWWMW change our mentality? IWWMW reduce conflict? IWWMW better manage conflict? IWWMW improve the flexibility of application and interpretation? IWWMW reduce our workload? IWWMW engage safely in face-to-fact contact? IWWMW focus on our most valued activities?

WEBBING (Group 3) (using IWWMW, In What Ways Might We?) IWWMW reach our corporate goals? IWWMW have a common understanding? IWWMW all go in the same direction? IWWMW fulfill potential of ourselves and our staff? IWWMW understand the difference of the grow? IWWMW be more consistently innovative? IWWMW come up with better solutions? IWWMW exchange ideas without fear of mistakes? IWWMW share knowledge? IWWMW accept the differences in the group? Why is it important?

WBNI we had a common understanding of an open, enabling environment? What’s stopping you? IWWMW question our assumptions about people having the same understanding? IWWMW not let past “baggage” influence progress? IWWMW build on past positive experiences for collaboration? IWWMW standardise our interpretations? IWWMW remain engaged? IWWMW stamp out negativity? IWWMW raise awareness about the meaning of…? IWWMW make this more interesting? IWWMW create less competition and more collaboration? IWWMW create a win/win situation? IWWMW reward team collective/collaborative effort as much as individual efforts? IWWMW all work towards a corporate goal?

GENERATING IDEAS (Group 1): In what ways might we (IWWMW) trust our colleagues?

- get to know them better - try not to be judgmental - try to see with their eyes - take them for coffee - five them the benefit of the doubt - try to find a common ground even if (at first) things may look hard to

converge - try not to be judgmental - ask them for their point of view - make the mind like a sponge to absorb - giving a good example - to be empathetic - say what we think, think what we say - all may become “fizzy” if stimulated - work together in collaboration - practice what we preach - interaction: talk with a colleague - make a garden together, the IFAD organic garden - go for drinks together - be transparent - all deserve attention and time, good stuff will come out - do more of what works: think positively - perform work activities/duties outside regular work spaces – in more

social and detached environments - be open to criticism, this is where you will learn the most. Do not

assume you are always right. Listen. - Organize outdoor activities, meet outside of the office - Idea box for recycling ideas - Make an effort to stay “fluid,” open and flexible with others - Take the time to think about yourself, how you relate with others.

Maybe it is the time to make a change. - Build a relationship day by day; communicate. Show your self.

- Do not judge and be frank. - Be honest but keep people’s dignity in view. (Do not effend of you don’t

share an idea or giving negative feedback) - Anything can be said in the right way. (Truth is important but needs to be

conveyed with respect.) - Rewards for teams (not for individuals) - Invite face-to-face communication vs. email/memos/formal comms - Rewarding, thinking of them, sending a love message - Be would we would like to see in others. - Be equally direct and honest about positives and negatives - Actively seek and give constructive feedback on what works and on what

does not work and can be improved - You might learn from others about what your defects are. - Listen to what others have to say - Be open to new possibilities. Try to be appreciative and get the most by

listening to others - Ask for suggestions and their point of view - Recognize their openness and do the same? Be open! - Spend more time with them, open their mind. - Live by your word. Be honest and committed. - Be consistent but ready to revisit your opinions and view, increasing your

credibility. - Explain thinking process of values that make you take a position. - Listen first without judging - Give the person the benefit of the doubt. Give the person a chance. - No-one is entirely right or entirely wrong. Get the good out of people. - Help people see that a negative feedback, if truthful, can become

extremely valuable. - Always be respectful, no matter what your first impression is. - Be the change that you want to see around you. Give/Seek

constructive/appreciative feedback.

GENERATING IDEAS: (Group 2) In what ways might we (IWWMW) better understand others? (clustered)

Practice Active Listening - Listen carefully to what they have to say - Listen - Listen without Judgment - Ask the necessary questions - Listen carefully - See clarification - Observe others when talking - Asking their views - Refrain from preconceived boxing-in of others - Be ready to challenge your ideas.

Focus on Issues not People - No judgment - Accept different ideas - Accept each one unconditionally - Think before you leap - Be flexible - Less prejudice - No prejudice - By being open minded - Know yourself

Empathy - Know other’s cultural background - Have a more friendly communication - Rephrase what you think the other is trying to say - Buy a dictionary - Put on other people’s shoes

Socialize - Socialize with colleagues - Meetings - Extend constructive professional relationships - Realize complaining doesn’t help - Togetherness (in extendable) - Involvement

Even Playing Field - Misuse of power - Competing destructively is useless - Change hierarchy, remove the layers - Conflict is useless Not categorized - Multiple stripes, multiple ways to understand others - Stop useless negativity - Appreciate multiplicity - Don’t be closed-minded - Don’t be passive, it’s not helpful - Extend your views: Parallelism - Avoid a possible clarification - Stick to values - Stick to your ideas - Don’t give up - Incentives - Flexibility/Stretching - Comparing - Offering no solutions is useless - Don’t show yourself as with a sitck in your hand - Extend our knowledge - Ideas running parallel

GENERATING IDEAS (Group 3): In what ways might we (IWWMW) reward team efforts as much as individuals?

- Chocolate cake - Professional and personal recognition through awards that can be

“shown off” at home. - Public recognition - A retreat - Lunch at Stan Bournardo’s - Bonus payments - Make people feel responsible for contributing to good atmosphere - ‘star’ award/prize - say “thanks” - bonus time off - equal treatments - team price by the president - getting training as a prize - promoting the group (publicly) - recognize experiences - recognize individual contribution to the team’s success - share success with everyone - work with individuals to better understand their strengths - recognize we have different strengths, equally valid - be more respectful and refrain from judging quickly - treat ourselves to a 5-star restaurant if we feel that the teamwork is

working - Free tickets (theatre or other shows) - Develop team spirit, which endears members to team working - Defend staff - Create free expression spaces in staff meetings - Have team sessions where if the workload gets out of hand, the group

decides on solving it. - Clarify individual responsibilities within the team - Not be Influenced from others - Send out a regular update of team achievement

- Enhance team competence values in PES objectives - Remain positive and celebrate success - Send also the “lessons learned” by achieving the success - Organize team building workshops and events - Participate in a mission together (the whole team) - Get to know each other better - A prize/gift (book, bonus, coupon) - Special “Team-off” days - Invest in group to show appreciation of success - Spend the whole day together - Get to whatever individuals want (i.e. not spend time together) - Carrot/stick - Continuous rewards throughout long, dangling work processes - Be more altruistic - Don’t make people dangle on insecure contracts - Celebrate/enhance moving within IFAD - Freedom of movement/expression - Team = Diversity - Encourage healthy competitiveness across teams - Be lively and energetic - “United colours’ of a team - House colours - Create a good atmosphere - Multi-cultural and share experiences - Celebrate diversity of team members - Warn of the danger of the team become loose and ill-connected - Realize that the more colourful characters may overshadow the quieter - Have extravagant celebrations of group efforts - Consider how a team member might feel if only one got all the praise - Avoid individuals being left apart - Don’t let team members feel like orphans - Adopt systems to make sure all group efforts are rewarded

PPCO Evaluation (Pluses, Potentials, Concerns, Overcomes) The idea: E-mail service automatically deletes all E-mails once you’ve received a certain number per day.

PLUSES Why is this a good idea? What are the positive aspects of this idea?

- Will reduce workload - Organizes the inbox - An immediate sense of relief - Not wasting time on useless e-mail - Saves time for concrete work - No need to respond - You save other people’s time - You force others to make decisions - You have fewer problems to solve

POTENTIALS What other good things might happen as a result of this idea being implemented? What else (good) might develop?

- Could have the capacity to recall sent messages - People might pick up the phone and talk - More face-to-face contact - People resolve their own problems - We can use body language and read others’ body language - Could build greater levels of trust - We share responsibility

CONCERNS (OVERCOMES) What are the limitations of this idea? What are your concerns? (In the form of IWWMW…?)

- IWWMW retain important messages that we can’t afford to miss? Develop a protocol, only send important e-mails. Design a flag system to define what messages are truly important.

- IWWMW address the abundance of e-mail? Issue e-mail limits, a quota system of sending/receiving each day. Could have a cap & trade. - IWWMW address accountability? - IWWMW address responsibility? - IWWMW retain the respect of the sender? - IWWMW prove sending? - iWWMW deal with urgent issues?

Clarification Development ImplementationIdeation

Problem Solving Process


TOPICS & TOOLS A summary of the key elements we covered:

- The Four Ps product, process, people, press (environment)

- The Foursight Preferences Clarifier, Ideator, Developer, Implementer

- Diverge/Converge Separate these thinking functions; make a list and then make choices

- WIBNI Wouldn’t it be nice if…?

- IWWMW In what ways might we?

- Webbing Ask, “Why” and “What’s Stopping you?”

- Brainstorming A tool for diverging and generating a lot of ideas

- Forced Connections Diverging by taking an apparently unrelated object, describing it’s attributes and forcing connections to the original challenge.

- Brainwriting Diverging by working individually and then passing the idea sheets around and building on the ideas of others

- PPCO A tool for evaluation, that first looks at the Pluses, then the Potentials, then the Concerns and then how to Overcome concerns.

Knowinnovation Facilitation Team The consultants who delivered the workshop were: Andy Burnett St John's Innovation Centre Cowley Road, Cambridge CB4 0WS UK +44 870 766 6063 [email protected] Tim Morley 26 Oaklands Avenue Harborne B17 9TU UK +44 121 288 4546 [email protected] Maggie Dugan 42 rue des Rosiers 75004 Paris, France +33 1 42 78 64 96 [email protected]

Technology

Creative thinking