The project management approach supports creativity and innovation for progress on projects—where team members are required to fearlessly experiment to find better solutions for continuous improvement. Gain an understanding of what failure is and how it underpins creativity and innovation to advance high performance.
Creativity, Innovation, and Change from The Pennsylvania State University. Let’s keep making history together – over and over! In 2013 and 2014, over 200,000 people from more than 190 countries came together in this MOOC to explore creativity, …
Starting with the expectation that all projects should succeed is misguided because it hinders risk-taking and creativity. True innovation is built first on failure. Still, risk management has an important role to play in every project.
Project managers would benefit from a study of permaculture and its marriage of detailed planning and improvisation. Permaculture proves that a detailed plan doesn’t preclude innovation; in fact, creativity is necessary to avoid a rigid and inflexible execution, which kills innovation and discourages success.
In business environments where success is dependent on innovation, project leadership requires flexibility, inquisitiveness and creativity. But it starts at the top, where senior executives must champion a culture unafraid of change, risk-taking and, yes, even the occasional mistake. Projects@Work interviews the CEO of the American Management Association.
There is no shortage of surveys heralding the miracle of innovation for organizations trying to remain competitive in a volatile global economy. As that uncertainty becomes the norm, the focus on innovation is bound to grow. This article discusses how organizations must find a way to marry the fundamentals of project governance that helped them get where they are with the breakthrough concepts that will get them where they need to be. In doing so, it looks at how a solar energy and clean-tech company turns prototypes into business solutions by slashing time-to-market without sacrificing quality. Next, the article details how companies innovate during troubled economic times, citing a study by Wipro and Forbes Insight’s Growth Strategies for 2012 and Beyond, which reports that 68 percent of global executives agree that innovation is more important now than before the recession. It then identifies areas where organizations fall short. The article discusses how organizations can make the jump from a cutting-edge concept to a full-fledged project that delivers true innovation and examines how review strategies can help companies identify innovative concepts that are not up to par. It looks at how companies can collaborate on innovative concepts by detailing how Ford Motor Company and Weyerhaeuser worked together on a project to replace fiberglass or mineral reinforcements and reveals the positive results of this collaboration. It then summarizes how an innovation governance process may help organizations find the balance between fostering creativity and demanding measurable outcomes and explains how an innovation steering committee can evaluate proofs of concept and how they align with strategic goals of the business. Accompanying the article are two case studies: The first case study examines OnStar’s (Detroit, Michigan, USA) innovation strategy. The second case study discusses Petra Solar’s (South Plainfield, New Jersey, USA) innovative solar technology, smart-grid and clean-tech projects.
(From PRWEB) — Organizations that promote employee health and well-being are 3 times more likely to encourage creativity and innovation, according to research by Right Management released at the World Economic Forum in Davos, Switzerland. Right Management is the talent and career management expert within Manpower, the global leader in employment services. “We found fewer than half of the more than 28,000 employees who participated in our worldwide study reported that their organizations actively promote health and wellness,” said Deborah Schroeder-Saulnier, Senior Vice President for Global Solutions at Right Management. “Yet we now have persuasive evidence linking health and well-being to greater employee engagement, organizational productivity, talent retention and – of utmost importance in today’s post-recession economy – creativity and innovation.” Seventy-two percent of respondents who rated their organization highly for actively promoting health and well-being also rated it highly for encouraging creativity and innovation. Among those who did not rate their organization’s healthy and well-being efforts highly, only 20% took a favorable view of their organization’s encouragement of creativity and innovation. Read the full release.
(From Business Wire) — As innovation becomes more of a key differentiator for the world’s largest companies, organizations increasingly see having a diverse and inclusive workforce as critical to driving the creation and execution of new products, services, and business processes, according to a new study released by Forbes Insights. “Fostering Innovation Through a Diverse Workforce” is based on an exclusive survey of 321 executives at large global enterprises ($500 million-plus in annual revenues). All respondents had direct responsibility or oversight for their companies’ diversity and inclusion programs. The study was sponsored by AT&T, L’Oral USA, and Mattel. According to the survey, a diverse and inclusive workforce is necessary to drive innovation and promote creativity – 85% of respondents agreed (48% strongly so) that diversity is crucial to gaining the perspectives and ideas that foster innovation. As importantly, more than three quarters indicated that their companies will put more focus over the next three years to leverage diversity for their business goals, including innovation. Read more.
Supporting the learning needs of today’s workforce demands creativity and innovation, but it can be difficult to produce imaginative recommendations for specific projects. Yet we all know people who seem able to consistently rise to creative challenges. Consider what Lin-Manuel Miranda achieved with the musical Hamilton, what Ed Catmull realized at Pixar, and what Twyla Tharp brought to the world of dance. Would that we could all have that kind of creative energy. So, how do they do it? In this…
Innovation Training offers you a language and a framework that will build understanding of how “innovation happens” and move your organization toward a more innovation-focused mindset. You can use this book to develop key innovation competencies among individual performers, groups, or teams, and throughout your organization. Innovation Training will help you create training programs that foster an organization that thinks and acts with more creativity, collaborates more effectively, and implements new ideas more rigorously.
Creativity And Entrepreneurship from Berklee College of Music. Creativity & Entrepreneurship will help you tap into your inner creativity and learn how to leverage it for career development or business innovation. Presented by Berklee Institute …
Innovative design crosses over all aspects of education. The American Society for Innovation Design in Education, or ASIDE, seeks to infuse curriculum with new approaches to teaching and thinking. Integrating the design of information into the daily conversation is an essential part of the teacher’s toolkit and the purpose of the ASIDE blog. The underpinning of innovation and educational design is based on looking at the information available and communicating meaning for a world of learners. Thinking like a designer can transform the way children learn. ASIDE’s goal is to bring together as much information, resources and supportive scholarship in one place for teaching and learning.
We all understand that Innovation can be a non-linear process. It is often counter-intuitive to effectively implement Processes that also enhance Creativity and Innovation. This Webinar will explore examples of effective Process implementation that t
It may surprise you, but the history of the Sydney Opera House brings up important questions that cut straight to a core principle of agile project management–to unleash creativity and innovation. The left-brain ingredients of a project are the necessary nuts and bolts, but the right-brain ingredients are the ones that release positive energy through inspiration. Like that iconic landmark, can your project have a lasting effect?
How to Make a Diorama. A diorama is a fun way to build an exciting scene in a small space. They usually display a historical time period, a nature scene, or a fictional situation. Dioramas allow a lot of room for creativity and innovation….
From the ATD 2014 International Conference & EXPO: How do you promote creativity and innovation in yourself and your organization? The fate of most companies is determined by the creativity of their people. This session describes four simple steps fo
Managing creativity and innovation is a part of the organizational culture and value system that the companies like – Apple, Google, Microsoft etc, have built up in order to help sustain its growth.
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Teams are more than the sum of the parts. Cross-functional collaboration supports creativity, innovation and speed. Who wouldn’t want that? But managing cross-functional collaborative teams differs from managing a functional team or a traditional project. How can you tell whether a team is working?
The 4-Hour Work Week by Tim Ferriss The New York Times bestselling author of The 4-Hour Body shows readers how to live more and work less, now with more than 100 pages of new, cutting-edge content. Forget the old concept of retirement and the rest of the deferred-life plan–there is no need to wait […]
For those of you that were with us at ASTD 2011, I hope you made it to Marcus Buckingham’s keynote speaking session. One great point that Marcus made over and over again was that people grow most in their areas of strength; that the good will keep getting better, if properly directed. He argued that by focusing on developing your strengths, as opposed to trying to fix your weaknesses, the greatest progression and innovation can occur. He told a story of his young son’s artwork that goes something like this – Marcus and wife show up for a parent-teacher conference, see student artwork displayed and find their son’s noticeably different from the rest – no color, odd shapes, etc. Concerned, the teacher then leads them to the math wall, where they find their son’s entry – more complex in every way than the rest of the entries. The child’s strength is clearly in math, not art. And the teacher makes the comment, “If you want him to learn more, focus on what he learns best.” Marcus repeated it for effect, and I will too: If you want him to learn more, focus on what he learns best. Focus on the weaknesses, and you may see marginal improvements. Focus on the positives, and chances are, great things will happen. So, what are your positives? What are your strengths? Not just areas, but specific strengths. Imagine this scenario: You walk into a room filled with people and a problem to solve. What is your first thought? How do you approach the scenario? In his book, StandOut, Marcus identifies nine different strength roles: 1. Advisor – What is the best thing to do in this situation? 2. Connector – Who can I connect with whom? 3. Creator – What do I understand about this situation? 4. Equalizer – What is the morally right thing to do in this situation? 5. Influencer – How can I move him/her to act? 6. Pioneer – What’s next? What’s new? 7. Provider – Is everyone okay? 8. Stimulator – How do I raise the spirit of this room? 9. Teacher – How can I help this person to grow and develop? Which role do you most closely identify with? In a survey of the top sales people from 45 of the top sales organizations, can you guess which two strength roles were the most prevalent? If you guessed connector and influencer, you’re right on the mark. Connectors build selling value through their referral network. Influencerswell, that one’s pretty obvious. An influencer moves you to action. But, as Marcus points out, there is no perfect profile. Others surveyed were equalizers, some were stimulators. Marcus shared the example of Diana, a general manager at a hotel in Pennsylvania. Diana is a stimulator, always trying to raise the emotional trajectory of a group. She uses her ability to get people to feel in order to motivate and inspire. What works for Diana? What’s her method? Everyone needs a mascot! Like a turtle! A turtle? Yes, a turtle! Because turtle’s don’t get anywhere unless they put their neck out! Diana has an office full of plush turtles, her employees are dubbed ‘Turtle of the Month’, and she gives out turtles to guests that stay frequently at their hotel. And you know what? That works for her! But, what works so well for Diana might not work for you and your team. So, what can sales trainers learn from Marcus Buckingham? Simply put, do what works for you! Build on your individual strengths and use the positives that make you unique in order to create your own best practices. There is no magic button, no one trick that works for everyone, every time. Use your own ideas, or ideas that fit into your strength role, to accelerate creativity while retaining authenticity.
I hope I didn’t sound too much like a Luddite when I wrote ” Let’s stop building, advertising and selling systems and technologies that will provide the solution. ” My intention isn’t to impede progress and continued experimentation. I do believe that the various technologies many of us have been developing for years render vital services and that their impact will grow. I also believe that growth will only become significant when a few cultural changes take place within the world of learning. On the other hand, I don’t believe current conditions are yet favorable for that moment of quantum leap. My major beef is with the hyper-commercialisation, the “advertising and selling” part rather than the “building” part. Elliot asked some years ago “if we build it, will they come?”. Given the number of items that have been built and delivered, it’s probably safe today to say that the answer is “no” (thanks, Anonymous, for summary of the HCE study). Before we build, however, we need to design. And before we design we need to have an idea of why we are designing (other than the hope of eventually selling it to the select few because the design looks good and exploits this year’s augmented processing power). I believe – as many do — that more will come out of the Open Source movement than from vendors of systems (who are becoming fewer and fewer, as Ben Watson reminds us). My healthy doubts about what Open Source will ultimately deliver hover around how non-commercial creativity can fare in a vehemently and violently commercial world. But that’s a philosophical and sociological problem, not an educational problem. Flipcharts actually have evolved in various ways, but the ways of using them by creative trainers have evolved much more than the technology itself. With electronic gadgets, it’s the opposite. The people responsible for making learning happen are deprived of the means of doing anything about it. Moore’s law has taught us that every 18 months someone’s going to deliver to our doorstep (COD, of course) everything we need to solve the problems we are too backward, poor, unorganized or handicapped (in terms of technological savvy) to solve ourselves. If we don’t pay, we’re excluded from the community of “best practice”, which might more accurately be called “best purchase”. The laws of the production/consumer society trump all others. The race for innovation, which should be about creativity and solving real learning problems, is dominated by the rich and lazy, those with the biggest marketing budgets. It’s no wonder then that trainers and learners – as the CHE study reveals – feel not so much alienated as simply excluded. Still the technology is there to be used and in fact is being used, but with little sense of purpose and, I would submit, a great deal of waste. I guess that’s the price of hype.
A 2012 Towers Watson study found that in most organizations, only 35 percent of employees said they were engaged. In other words, 65 percent of employees have mentally checked out, causing productivity, innovation, and creativity to plummet. The study also found that 38 percent of employees felt stress and anxiety about the future, and that less than half of the employees surveyed agreed that senior leaders had a sincere interest in their well-being.
(From huffingtonpost.com) The world has lost a great inventor and innovative thinker with the passing of Steve Jobs. In his short life, he managed to change the world through technological advances that no one could have ever imagined. Steve Jobs’s ability to connect what people want and what he knew technology could do, and find creative solutions is what made him a great innovator. His problem solving capabilities and creativity are the same skills that drive innovation and are the skills young people need to be prepared for the jobs of the future. Read more.
This image appeared in the September 1991 issue of Training & Development. The article, which appeared in the Training 101 column, examined creative thinking or “looking where the light isn’t.” Innovation and creativity is a major competency in today’s business environment. How do you create an innovative culture? How do you help your colleagues think creatively? For more information, visit www.astd.org/td.
Fair warning people, if you also read my e-Clippings blog (that goes for both of you), you’ll see me post this there as well…let’s just say I am fired up. Wanna know why? Try looking here. What you’ll see at that link is a bunch of stories about how Google’s stock took a monster hit today (12-20% depending on what time you’re looking at). Why? Because the company ONLY reported a 4th quarter growth in profits of 82%!!!! Shameful!! Their net income was $372 million compared with $204 million last year. Their crime? They missed economic projections. Because of some tax issues, etc. blah blah blah. They are still approx. 20% ahead of Yahoo! in market share. Why is Mark fired up about this? Why am I so upset that I’m speaking in the third person? Because how in the world are you supposed to convince ANYBODY to invest in anything as hard to touch as the value of learning when these freaking idiots are willing to dump Google stock when its profits only rose by 82%!?!? I swear to you, the short-sighted nature of the American Stock Market is both staggering and appaling. I don’t even own Google stock and yet I am horrified by these reactionary market spasms. Someone tell me what fundamental of Google’s business changed by 20% overnight? NOTHING!! You (present company and readers excluded of course) knee-jerk, reactionary, no vision, short-term, Gordon Gecko wannbe, fundamentals ignoring, panic stricken, ridiculous caricatures of humans! I swear you will be the death of innovation and creativity in the American marketplace if not the world!
Leadership development has evolved with the times. Today, engaging a workforce and grooming young employees for future leadership positions requires a focus on innovation, creativity, and open communication.
Two minds are definitely better than one. Collaboration has quickly become an essential element for leaders when they need to discover and apply new ideas, improve operations, and stay competitive in the marketplace. Discover the benefits and challenges of collaborative leadership and learn how to create a collaborative environment. Collaborative leaders open the door to innovation and creativity, sharing the success of an organization with others. Understand the potential of collaborative leadership by exploring the what, who, why, and when. Who should attend: Learning professionals and leaders who wish to improve their leadership effectiveness will benefit from this course.
Optimizing Diversity on Teams from University of Pennsylvania. By drawing on social science perspectives, this course enables you to learn what diversity is, and how to use it to maximize team performance, innovation and creativity. You also …