It Takes Collaboration and Individual Performance

How was your most recent brainstorming session?

What's your experience at group creativity?

Chances are, your performance has been mixed. Getting people together is a wonderful way to get lots of ideas, and sometimes when you get lots of ideas you get great ideas. But not always.

People want to get along. A skillful facilitator can make sure (most of the time) that the group does get along. What is more difficult is assuring the sponsor of the session that the outcomes will be what they want.

Some people work well in groups, and some work well individually. Some great ideas come when people think on their own.

These are some of the points brought out in the summary article from the Wharton School of Business. Here's there promo and link:

How Group Dynamics May Be Killing Innovation
To come up with the next iPad or Amazon, the pacesetters of the future need solitary brainstorming time, according to new Wharton research. In a paper titled, "Idea Generation and the Quality of the Best Idea," Wharton professors Christian Terwiesch and Karl Ulrich argue that group dynamics are the enemy of businesses trying to develop one-of-a-kind new products, unique ways to save money or distinctive marketing strategies.

Bookmark and save this stimulating read. Take it out before planning or attending your next problem solving or creativity session. It is worth considering.

-- Douglas Brent Smith

http://frontrangeleadership.com

Comments

Let Them See You Work

If you can't seem to hire good performers with a solid work ethic, you might need to develop them. Maybe start by showing them what that looks like, or as John Maxwell has said "Know the way, show the way, and go the way." You know, walk the talk. I know a LOT of leaders who complain about work ethic. Maybe they need to let their people see them work... -- doug smith

Leadership Warning

If you visit the dark side, don't get stuck there. -- doug smith

Careful Expectations

Change agents don't always play by the rules. Expecting them to is the act of a fool. -- doug smith

The Benefits of Supervisory Training

When was the last time you had any leadership training? How often do the supervisors in your organization get training? If you are like most organizations, it's never enough. Some teams go without any supervisory training at all and expect supervisors and managers to learn as they go, on the job. Unfortunately, while it is memorable to learn from your mistakes, it comes at a high cost. People get tired. People leave. Important accounts go away. Customers complain. And teams struggle without the skills and knowledge it takes to build cohesive teams that are capable of solving problems, improving performance and achieving goals. Admittedly, I can be expected to support training since I'm in the business. Still, take a closer look at your own leadership career and decide for yourself. Are leaders better off with more training and development or with less? Supervisory training can generate benefits that pay off long after the training is over. Here are just a few of the things sup

Celebrate Progress

When was the last time that you were frustrated in trying to learn something? If you can't remember, maybe it's time to learn something new -- something tough and challenging. Truly worthwhile endeavors are often struggles. The satisfaction comes not only in the final result, but also in the progress toward that final result. The best way to avoid a sad let-down once a goal is achieved is to enjoy the journey all the way thru. Celebrate your progress! Not so much that you feel finished, but enough so that you feel able. Celebrate progress, and then keep on progressing. As that beat poet and philosopher Harry X. Tudas once said, "Feel in the groove but continue to improve." -- doug smith

Start Positive

I went thru a grumpy period in my life. It was like a rut that was so deep no light could get in. It fed on its own bumpy grumpiness until that's all I could feel. Yuck. Forget that now. Now, I start with a positive thought. I could be wrong about finding the silver lining, but I've learned that I won't see the silver lining unless I look for it, and that's the place to start. Even the smallest positive effort has a positive impact. Let's start there. -- doug smith

Freedom and Responsibility

Freedom without responsibility produces more harm than good. Responsibility without freedom sparks certain revolution. High performance leaders don't FIND the balance, they CREATE the balance. Start by listening. -- doug smith

Feedback Takes Practice

How good are you at providing feedback? If you're not sure, ask your team members. If you are good at it, they'll tell you. If you're not good at it, then maybe they will and maybe they won't. Feedback does not come easy. Skillful, useful feedback that improves both performance AND self-esteem is a delicate balance of recognizing positives and occasionally providing insights on areas of improvement -- all placed into the context of why it matters. Without the "why" -- why the feedback matters, why the improvement matters, why the performance matters, all the feedback you can muster will only fluster whoever you provide it to. Tell them what they did that was great, ask how they could make it even greater, and share with them why it all makes a difference. Because unless it really makes a difference who cares? Feedback, like any skill, takes practice. -- doug smith

Perfect Relationships

Is your partner perfect? Are you? I've made enough mistakes in my life and in my relationships to know that the search for perfection is illusive at best and at worst, frustrating. There are no perfect people out there waiting for us, to fall in love with us, to fix us, to bring us what we need, to fulfill our dreams. But that's OK. In fact, that's wonderful. We don't need a perfect person in order to create love. Love creates the perfect person. -- Douglas Brent Smith

Be Demanding, Not Demeaning

Are you a demanding leader? The good news is that people like to be challenged. They won't ever ask you for it, but they enjoy the feeling of accomplishment that is only obtained by tackling something tough. So you can be a demanding leader. As long as you are respectful as well. No one, absolutely no one, wants to work for a demeaning leader. Someone who insults your integrity or your character is no fun to be around -- and even worse, is not effective. As a motivator, demeanors diminish rather than build. No insults. No lost patience. No anger. Persistent, gentle prodding. Strong instructions and insistent follow-up, yes. Insults - no. Leaders can be demanding without being demeaning. Go for it. -- Doug Smith

High Performance Leadership

Search This Blog