Tag Archives: politics

Being Creative Together

12 Jun

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.

Pedagogical Space and Political Space

18 Jul

I am reflecting on the difference between pedagogical and political space. I tend to prefer the former; I don’t think you can escape the latter. My thoughts below.

Pedagogical space is where people organize themselves to learn. It has what they call “psychological safety.” You can be vulnerable and wrong. In fact, that is the point–to be wrong, to reflect on it, and to adjust. You do messy things like encounter challenging new information and try to make sense of it, or surface your assumptions (things you believed but didn’t know you believed) and adjust them. All with a group of people doing the same thing. There is multi-directional communication, but it isn’t out of control: everyone gets a chance to (and has to) talk; no one person dominates. Reflection and feedback are the coins of the realm. Not just “I love it or I hate it” feedback, but careful, generative, constructive feedback that tells you what you understand well and where you can think a little bit more. File assessment under the feedback category: in pedagogical space, assessments are going all the time–informal, formal, and in-between–of your learning, of the group’s learning, of the teaching, of the interaction, of the value of the information the class is working on, on the goals of the course. Oh, and you buy in and have say, but you also have responsibilities. You have the chance to CHOOSE to be in the space, and to choose the particular way you’ll go about your learning (from a discreet list, likely), but you also have to help uphold the norms. Pedagogical conversations incline towards wondering–sharing data with proposed interpretations. Finally, pedagogical space leaves more capacity in its wake (because people learn, are more developed, have relationships, know better how to learn).

Political space is different. The goal isn’t to learn, it’s to influence or control. Communication is generally unidirectional–from the person who wants to do something to the people who are suposed to let her; the communication is minimal (just enough to get approval) there is little chance for feedback. When feedback happens, it’s stilted, shrunken, a critique (with an ulterior purpose) or a sycophantic agreement. There is less choice–you’re there because it’s your job, say, or it’s the place you use to tell people what to do. Vulnerability is to be avoided (because people will use that to divert your plans), and the last thing you want to do is reflect on your own assumptions. You also desire not to be wrong, and not to admit it if you are. Your gaze is outward, towards the external world you intend to change. There is no real assessment of the team or its conversation or its purpose–if there is assessment, it’s usually of the product of the work of the team. Political conversations incline towards the dogmatic–positions or interpretations without evidence. And, finally, political space leaves the same or less organizational capacity in its wake.

Having said all this you probably can’t have all one or the other, and any group or conversation probably only leans one way or the other. Neither is completely bad or good. Political space, for instance, is what you want when you don’t need to learn, but just need to act. It’s efficient. On the other hand, if you want your team to do some new work it’s never conceived of before, or grow in some important way, or takle a challenging new problem, political space isn’t going to work on its own. Political space does seem to be the societal default, but it doesn’t need to be; by contrast, it seems the great leaders use pedagogical space to great advantage to convey their message. One thing that does seem clear: the people involved need to know what space they’re in. A part of the team following the rules of one when the rest of the group is in the other would be awkward. So maybe the ultimate goal is to let the team pick the one you want based on what you are trying to do, and be open about it.