Have just read Min Basadur’s article “Leading others to thinking innovatively together: Creative leadership,” in The Leadership Quarterly 15 (2004). It’s interesting!
Basadur suggests that the big task before all of us in this global, fluid, disruptive age is to manage our organizations for adaptability rather than for efficiency (the traditional focus). Adaptability requires being creative together. We’re not good at being creative together, however; says he: “the attitudes, behaviors, and skills necessary for creative thinking are underdeveloped in many people” (106).
There is fortunately an easy-to-understand creativity life-cycle or process that’s made of four stages, each with its own kind of thinking, and people, it seems, orient to one of these stages by preference (111). The stages are Generating, Conceptualizing, Optimizing, and Implementing (112). (Which, I note, seem to generally correspond to the Learning Cycle and areas of brain processing; see my previous post on the topic.)
The problem is that, not knowing the different phases of creation, nor their preference for one or the other, people generally jumble all the phases together, achieve naught, and annoy each other.
Basadur describes the kind of meeting this leads to as “undisciplined discussions where facts, ideas, points of veiw, evaluations, action steps, and new problems are interjected randomly” (110). The person oriented to optimize, which calls for “rational, systematic, and orderly analysis” of a project-moving-towards-implementation, for instance, is not open to the incomplete and weird ideas unleashed by the person oriented towards generation (I have that orientation, for the record), who uses engagement with the world, emotions, empathy, and other unpredictable things to concoct “problems, opportunities, and projects that might be worth solving” (112, emphasis mine). This of course, leads to the famous “how to kill ideas” situation, which Basadur describes as an insufficiency in the basic creativity-thinking skills of “deferring judgment, keeping an open mind, and thinking divergently” (106).
On a side note, Basadur aligns with Chris Argyris in seeing defensive reasoning as another block to creativity: people, says Basadur, “wait for others to find problems for them to solve,” (108); avoid “unsolvable” or cross-functional problems (108); desire to be seen as “practical and economical above all things,” and thereby tend to shut down strange new ideas (106); and “get mired in arguments about functional issues to protect their ‘turf’” (110)–all different ways of prioritizing political safety over productive thinking and creativity. Not good in an age of change.
The way to slash through all this is simply to help people with process. A leader who knows the phases of creation can act as a creative “process coach” (111) making sure the group knows and honors the phase they’re in and uses and appreciates the particular cognitive skills the phase requires (106). A good process-focused leader can even go so far as to predict the kinds of help individuals would need based on their orientation, and be prepared to supply that. Such a leader helps the strong optimizer, for instance, “discover new problems and facts.” In my own case, my creatively-oriented leader would help me (the generator) “convince others of the value of [my] ideas and push [me] to act on them” (116).
Importantly, Basadur notes that the highest-performing teams include a representative mixture of people orienting to the four phases of creation (115). But he also notes that people tend to gravitate towards people of like orientation, such that work teams and even professions tend to be made up of one dominant orientation (117). AND he notes that people report higher satisfaction in teams where they’re with birds of a feather (115). So there’s some natural resistance to be overcome: the leader has to consciously combine people with different orientations and help them work together; the diverse team “may experience more frustration initially” but “will achieve more breakthrough results as they learn to mesh their styles” (117).
There are some work-related processes that probably don’t fall under creation (maintenance of existing functions), but these seem less important now than in static environments of years past; Basadur’s model seems helpful for a wide breath of challenges we face at work, and should make up part of any workplace’s ethos. Thinking about the normal flow of creative–or cognitive–process in the development of ideas and initiatives, and seeing our own orientation towards phases within that process seems particularly helpful.