Surprising Habits of Original Thinkers

I’ve often witnessed an amazing power in collaboration around brainstorming and great ideas; it is amazing when it happens and has led to some of the best work in which I’ve participated.  At times, though, managers will need to nudge their teams along when it comes to brainstorming. We’ve all been in a position where we don’t want to be the one to share the dumb idea or to be the one to suggest something that has been tried before.

This talk by Adam Grant about the Surprising Habits of Original Thinkers and the accompanying discussion guide may help you to appreciate how your team may process their ideas, come up with creative ideas, and communicate about those ideas.

In global health, we strive to be innovative and come up with creative approaches to solving complex health issues.  It is a task with significant weight–truly lives are on the line.

Might you be up for leading your team in a discussion about creativity and original thinking?  Hopefully we can help to support the creativity of our teams and help to grow comfort in thinking about the same old problems in new sorts of ways.

PS: The Lean In website has lots of great resources that you can use. I am a fan of the discussion guides that can be used to guide our teams through difficult conversations or to help set team norms.

 

Feedback

Not to toot my own horn, but I tend to be quite good at accepting feedback and and incorporating it into my work.  I value feedback as an essential tool of collaborative work and as a means of ensuring that multiple voices and perspectives are heard and incorporated.

Of course, I’m sure we’ve all had those painful moments when we’ve gotten unsolicited feedback so late in the game that we end up facing a sleepless night on the eve of a big event or before a deadline.  Oh, the wound is still fresh!

In any case, we can always try to be proactive about getting feedback.  I like the AWARE model for asking for feedback that is highlighted in this talk:

Ask for feedback, 
Watch your emotions, 
Ask questions to clarify, 
Reach out for perspectives, and 
Engage your potential.
 

I particularly liked the description of why feedback can be difficult–as it lives in that tense spot between the need to learn and grow, and the need to be accepted just the way we are. Yet, becoming comfortable asking for and giving feedback helps to hone our growth mindset and helps us see feedback as a gift. 

Consider watching this video with your team and leading them in a discussion about how they like to get feedback from you and how you can solicit feedback from them.  A sign of a healthy team is one where 
 
Can you shift your mindset to one of growth and see feedback as a gift? Your challenge for the week? Ask for feedback from one of your colleagues by using the AWARE model.