As discussed last time, economists use the term rationalization to denote altering a process or procedure, based on careful design, to achieve goals usually related to cost savings, efficiency enhancement, or compliance with accepted rules. We then described some effective approaches to rationalizing creativity.
Let's now examine approaches to rationalizing creativity that are less effective — and sometimes even counter-effective. Here are four leadership patterns that tend to suppress creativity.
- Emphasize the consequences of failure
- Those who believe that fear is an effective motivator exploit this principle by making clear to subordinates that the consequences of failure are severe and personal. Organizational leaders sometimes predict layoffs or organizational collapse if "we don't get this right."
- This approach is risky. Some people might elect to address the personal threat by searching for alternative employment instead of creatively solving the organizational problems.
- Set people against each other
- Some managers believe that competition among subordinates elicits their best performance, and that setting people against each other fosters such competition.
- This theory might work at the scale of enterprises, though there is some doubt even in that case. But a competitive atmosphere at the personal level is destructive in organizations in which collaboration is essential to creative progress. Moreover, although limited levels of stress do stimulate creativity, intentional efforts to set people against each other can easily exceed those benign levels of stress.
- Emphasize how more than what
- When setting team or organizational goals, it's counterproductive to impose ancillary requirements on the methods of achieving those goals. For example, if the goal is reducing time to market, emphasizing the use of a particular methodology can reduce creativity.
- Constraining how a goal is to be achieved tends to reduce opportunities for creativity in achieving that goal. Be certain that constraints on how are minimal and that they have sound business purposes. Then communicate these purposes clearly and make them part of the goal.
- Confer power and authority according to past achievements
- Managers who Constraining how a goal is to be
achieved tends to reduce opportunities
for creativity in achieving that goalare especially risk averse tend to confer power and authority on those who have demonstrated past success.
- When authors of past achievements accumulate power and authority, organizations tend to approach current problems along the lines that succeeded in the past. That's fine if current problems and current context are analogous to past problems and past context. But when problems and context are novel, creativity is required, and power and authority must be distributed differently. This is one reason why "skunk works" are so effective: their structure insulates from conventional power and authority those people who need to be creative.
As counterintuitive as it might seem, demanding creativity stifles it, as does removing all stress. Creativity needs space, time, resources, courage, and just a dash of stress. First in this series Top Next Issue
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More articles on Problem Solving and Creativity:
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rather than take time out to plug the leaks. Here are some tips for dealing with floods of problems.
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- When we suddenly realize that what we've believed is wrong, or that what we've been doing won't work,
our fear and discomfort can cause us to persevere in our illusions. If we can get better at accepting
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- Problem Displacement and Technical Debt
- The term problem displacement describes situations in which solving one problem creates another.
It sometimes leads to incurring technical debt. How? What can we do about it?
- Linear Thinking Bias
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are logical, than we would if they're other than logical. This can lead to erroneous assessments, because
the discovery story is not the solution.
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