Performance Management Company Blog

Ideas on People and Performance, Team Building, Motivation and Innovation

Tag: innovative thinking

Spring into Innovation – Some Thoughts about Involvement and Motivation

There are a lot of blogs and groups focused on the themes of innovation, and so many know so much that it continues to be mind boggling.

There appear to be two main camps, one that says that Innovation Occurs in Big Leaps and one that focuses more on what I have been calling Continuous Continuous Improvement for many years (that label from the Department of Redundancy Department!).

The Big Leaps People tend to use a specific set of creativity and structured innovation tools and an “outsider’s approach” and look for huge quantum jumps in things. These kinds of innovators get most of the attention from Fast Company and Wired and the venture capitalists and represent the Heros of the Universe. For people with this viewpoint, creativity is a learned skill and one that often takes on a very structured approach to opportunity identification. Think of the creative meetings at advertising agencies that push for the Big Idea on TV and reward those extravagantly.

Sometimes, that One Big Idea just appears out of nowhere and is so enticing that people can raise millions of dollars from others who see the potential. That is why some of the big software companies spend bazillions on some new idea from some small company long before it shows that it generates a cent of profits or is worth even a tiny portion of a bazillion dollars.

Celebration plane color green

Sometimes, we can be focused on our wagons while only the horse sees the idea of the cargo plane. (So, the solution is to hire the horse?)

But there is another kind of innovation that gets my interests, since it has so many impacts on people, performance and the workplace. It has links to leadership and motivation and organizational development.

Me, I like the writings of people like Sidney D’Mello, my new professor friend who focuses on confusion as a key to learning and retention. People learn more when they are placed in a situation where some problem solving is required. I like the literature on facilitation and collaboration that enable people from different viewpoints and backgrounds to get together to consider possibilities of doing things differently. In those kinds of workshop sessions, we get an occasional Big Leap, but more often, it is framed around the improvement of existing work processes.

Intrinsic Motivation color green

Improving existing work processes can have BIG impacts on motivation, performance results and innovation, however. That one small, implemented improvement can make a BIG positive impact on one person who has been frustrated in dealing with that issue, and it can be the first step forward of many more. Seeing that idea implemented by one person can help reassure the other people that the organization is willing to consider doing things differently, which can then involve and engage the others in rolling forward.

So, now that Spring has Sprung here in South Carolina, we are enthused by a new addition to our games and toolkits.

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This interesting new development is the completion of our team building and creativity game, Innovate & Implement. This is a fun, fast-playing board game designed to enable innovation and get ideas implemented into the workplace. We get players into a problem-solving framework whereby they need to work together and deal with different kinds of common organizational roadblocks.

Take a narrative pictorial tour of Innovate & Implement by clicking on the link. It is a fully-packaged organizational intervention designed to involve and engage people in generating new ideas for doing things better and faster.

Good ideas exist but to implement them, people need motivation to overcome barriers and issues. This is why I&I is more than just a game–it works to engage and enlist people and teams in improvement initiatives.

Open a window for innovation and implementation in order to impact your employees and organization with positive, refreshing improvements. And have more FUN out there!

Scott small pic

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

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4 Hours for Innovation. What to do to optimize results…

As a consultant or trainer, let’s say you only have 4 hours to help a group of managers or executives become more innovative, what would you present and how would you present it to involve and engage them in the act of involving and engaging others? How would you rattle their cages enough to actually generate some behavior change? How could you influence them to do some things differently with their subordinates?

I would start by showing them a cartoon illustration of a wooden wagon being pulled by a leader and being pushed by others. It is rolling along on wooden Square Wheels. Ironically, the cargo are round rubber tires…

The key is to start thing off by asking them to consider an illustration, “How might this illustrate how things really work in most organizations?”

SWs One green color thin

After giving each person a minute or two to write their ideas on a worksheet, I would then ask them to pair up or group up and discuss their ideas, with a goal of generating a lot of different thoughts. Tabletops of 5 to 6 people are best at pulling ideas together and generating a lot of different anchor points to a wide variety of issues and themes. Then, one can allow the sharing of these different tabletop ideas with the entire group, either by allowing them to take 2 minutes to verbally share them or to spend a couple of minutes capturing them on sheets of paper and posting on the walls.

Either way, the goal is to generate some ownership and involvement and to get people thinking about all the things that don’t work smoothly and might be improved.

Starting with your general question about, “How this is like most organizations…”, one greatly reduces any possible defensiveness, while the very general nature of the illustration is such that people will project their ideas onto the illustration, much like they would do with a Rorschach or an Inkblot Test. People see themselves in the cartoon and they also see their organizations represented, as well.

The Round Wheels ARE already in most organizations — they represent Best Practices of Top Performers in many cases — and a key to innovation is to simply identify what these exemplary performers are already doing. Most systems and processes thump and bump along, working okay when something different might work much better. And the goals are set based on the organization’s history of work, which is often just like the picture above.

Another key to innovation is to dissociate from the reality of pushing and pulling and to “Step back from the wagon” to look for different ways of getting things done. Dissociation is a very common and powerful tool for counseling troubled relationships (and so many workplaces are troubled!).

People DO have ideas, but often those ideas are not elicited by the average manager (so says survey after survey of workplaces!).  People with some general idea as to what might be done can evolve and polish that idea in a discussion with others: synergistic ideationfrom Star Trek, The Borg (the collective consciousness of the entire group).

Most people in most departments in most organizations tend to do the same thing repetitively because the goals are set on the Square Wheel model of how things have been working and will be working in the future. By working together to identify issues and opportunities, you get the benefit of the divergent thinking of the participants, allow them to flesh-out some ideas that they might already have, and put it into the context of play.

Plus, you are adding a new language of continuous continuous improvement” into the workplace, a concept that says that change is a continuous process and that new ideas already exist and merely need to be identified and implemented. By a leader using the cartoon and the approach and asking for ideas, it helps to communicate to everyone that new ideas are needed / required and that discussing these ideas is an important part of long-term organizational success. And this approach will also help generate the required intrinsic motivation to make improvements.

Another reality is that,

“Nobody Ever Washes a Rental Car”

People who do not have a degree of ownership of ideas will often tend to resist them. By leaders working and engaging people in discussions of ideas and allowing input and consideration, resistance is often minimized and the likelihood of implementation is increased.

One must generate some level of discomfort with the way things are now, get a group of people together to add peer support and some perceived success to the discussions, and to build on what already works — I call that “continuous continuous improvement.”

Innovation is a process of, well, innovating. There are tons of different ideas that are already available for improvement. And when I work a group, I can often generate 10 or more pages of ideas and potential improvements in that 4 hours of play time.

One must also address implementation, since so many of those ideas for improvement just disappear… Most ideas cascaded down from the top will be resisted or ignored — most leader-led improvement and innovation initiatives fail because people are not involved or engaged.

So, give me 4 hours and let me involve and engage any group of people in the framework of “organizational improvement and innovative ideas” and I will guarantee a ton of ideas as well as ideas for implementation. But better yet, get one of the Square Wheels toolkits and do it yourself.

Active involvement and engagement and problem solving generates a commitment to make improvements, even with senior managers of global multinationals.

The beauty of using the illustrations is that they are really simple and bombproof. Once you see how the flow of the discussion works, you can use it easily with other groups or redesign it for different time constraints.

And that concept of Rental Car Care is a real one. People need ownership to generate involvement and motivation and the toolkits just use cartoons, anyway.

If it is to beit is up to me.

If not you, who? If not now, when? 

Just Do It, for The FUN of It!

Another simple elegant solution and organizational development framework…

Elegant Solutions

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

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Simple thoughts on Innovation and Creativity and Change

We can find innovation difficult, especially when we are charged with helping to generate it in training or consulting initatives. To be effective, we need to balance our ideas and the ideas of others to insure that there is some shared ownership.

One of the things we can do: Step back from the Wagon to gain a more objective view about how things work and the issues and opportunities.

Creativity and Innovation are often part of a continuous continuous improvement process, combined with a bit of frustration about how things work and the belief that things can be improved.

And Perspective is another key: The view from within isn’t the same as the view from without, just like the View from the Back is not at all like the View from the Front. The past is generally strongly anchored to the present and thus we have a pre-determined future unless we start to think of things differently.

motivating performance improvement with missions and visions

The View at the Front is different than the View at the Back

As trainers and consultants, unless we help our managers and ourselves look at things from different perspectives, we will never observe those many “round wheel” things that can assist us to improve.

A few basics about how most adults learn:

• it is easier to learn in a non-judgmental environment.
• discovery is better than directives, activity-based learning is retained
and generalized than facts and general models.
• it is easier to take risks in a less-threatening environment.
• metaphors are more transferable back to the job than lecture learning.
• peer support and common, shared experiences are powerful components to
generating commitment and behavioral change
• mistakes and errors are more powerful learning paradigms for many people

And remember,
Have some FUN out there, too

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