Mind Mapping STINKS

I am a great fan of Mind Mapping as a Memory and Study Tool but not much of a fan of Acronyms for Memory (acronyms only help you remember things you already know quite well – example ROYGBIV to remember the colours of the rainbow is not much good if you don’t know your colours [...]

I am a great fan of Mind Mapping as a Memory and Study Tool but not much of a fan of Acronyms for Memory (acronyms only help you remember things you already know quite well – example ROYGBIV to remember the colours of the rainbow is not much good if you don’t know your colours in the first place. If you do know all the colours then the Acronym is quite useful to arrange the main colours in their correct sequence (Red, Orange, Yellow.Green, Blue, Indigo, Violet)

However the acronym STINKS is of no use in remembering this list of Mind Mapping Benefits but it was good in grabbing your attention. If you think you hate Mind Mapping because it never seemed to work for you, you come here for mutual support. My message to you would be find a really good teacher who will guarantee you will get it or your money back

OR

You are a champion of Mind Mapping – you saw the headline and thought “what drivel is this guy promoting?”

So anyway here is STINKS

Mind Mapping:

  • Is great for SORTING the thoughts and Ideas you have in your Head. We often suffer from Mental Clutter. Mind Mapping is a great de-clutterer for your thinking. Mind Mapping is first and foremost a “Thought Organisation Tool”
  • is a great tool for TEACHING. Teaching yourself to learn and using it as a guide to help you help others learn. Mind Mapping was originally devised by Tony Buzan as a tool for study and learning
  • is exceedingly useful for INTEGRATING thoughts and Ideas. Helps you see the wood from the trees and in doing so helps to integrate important ideas together into a new ‘whole’
  • means NO MORE LISTS. Well not quite. Lists are very useful if they are for temporary stuff – like doing a to-do list, stuff that you want for today but you won’t need it for tomorrow. The great thing about lists is they take no time to prepare. However for stuff that you need to remember for the longer term Lists are useless and they are lazy. It takes much much more time to learn and remember a list than it does a list that has been reformatted as a Mind Map. (But it takes longer to format a Mind Map than it does a list). So the golden rule lists for temporary stuff Mind Maps for remembering stuff
  • helps you to uncover the KNOWLEDGE that you didn’t know you knew (the ‘trigger’ effect of Mind Maps can rekindle past memories)
  • is very good for SPEAKERS. Good to plan a speech, rehearse a speech, and deliver a speech – it just saves so much time compared to any other technique (I did a presentation on this last year at the Annual Convention of the Professional Speakers Association that went down really well).

Oh and the ‘S’ can also stand for SEXY. Mind Maps are just so much sexier than lists or bullet points.

So there you have it. Mind Mapping STINKS

Post to Twitter Tweet This Post

  • Share/Bookmark

The Circumstances for Creativity

Under what circumstances do creative ideas happen?

Here I will touch upon Herbert Benson’ work on the relaxation response and some more research from Csikszentmihalyi.
Csikszentmihalyi’s earlier work on the psychology of happiness had coined the word “flow” (others refer to this as “being in the zone”) a state of relaxed focus attention when humans can [...]

Under what circumstances do creative ideas happen?


Here I will touch upon Herbert Benson’ work on the relaxation response and some more research from Csikszentmihalyi.

Csikszentmihalyi’s earlier work on the psychology of happiness had coined the word “flow” (others refer to this as “being in the zone”) a state of relaxed focus attention when humans can achieve extraordinary results with minimal effort.

In his recent research on creativity Csikszentmihalyi links the conditions for flow to the conditions for creativity.

Some of the conditions for “flow” to occur are in the table below:

CONDITIONS for FLOW

(1)     Clarity of Purpose

(2)     Rapid Feedback

(3)     Balance between Challenge and Skill

(4)     Distractions are excluded

(5)     No worry of failure

(6)     Ego is not present

(7)     Autotelic (the task is an end in itself)

Some features of the flow state::

  • Action and Awareness merge into one
  • Time is distorted

Let’s look at these features from the traditional management/business perspective

In the Compliant Company many things are happening to prevent this human condition of “flow”.

  • Arbitrary targets destroy (1).
  • Annual appraisal is the antithesis of (2).
  • Setting challenges to achieve targets without a method for achievement upsets (3).
  • Supervision, having your “activity” measured + arbitrary targets are major distractions for (4).
  • A Blame culture sabotages (5)
  • A reward culture sabotages (6)
  • Extrinsic rewards sabotage (7)

The key requirement for attaining a creative or ‘peak’ experience

Herbert Benson has given some great insight here.

Hiss early research was on the “relaxation response” and he was the first western doctor/scientist to study the abilities of eastern yogis.

His recent work has been on what he calls the “breakout principle” – what happens when people get their “ah-ha” moments and make a breakthrough in their thinking.

What he has shown is that in most cases of creative solutions to complex problems there is first a period of intense mental struggle with a task. (Activity and task merge, much like Csikszentmihalyi’s “flow”). Then there is a period of “release”, of deep relaxation, and this release leads to the breakout point or the “peak experience”. (Benson has demonstrated that under these conditions the brain produces “puffs” of nitric oxide. Zohar has shown this is associated with the production of “coherent” brainwaves which correlate with these breakthrough moments)

So this helps to explain why we get our most creative moments when walking, or in the shower, or having a massage etc. Intense activity followed by deep relaxation is a necessary requirement for ‘breakthrough’ moments.

How does your company operate to ensure there are opportunities for lots of creative moments in the workplace?

Post to Twitter Tweet This Post

  • Share/Bookmark

Staying ‘In the Zone’ with Nose Breathing

Last time I suggested that it is useful to know your heart rate as you up your exercise stress and switch (compulsorily) from Nose to Mouth Breathing. I also suggested a very simple way you can measure this. I would be very pleased to know what you found.
In general in young and fit adults this [...]

Last time I suggested that it is useful to know your heart rate as you up your exercise stress and switch (compulsorily) from Nose to Mouth Breathing. I also suggested a very simple way you can measure this. I would be very pleased to know what you found.

In general in young and fit adults this ’switchover’ occurs at about 120 beats per minute. My feeling is that as you get older this decreases slightly. My switchover point is around a heart rate of 11o.

The significance of this is that if you want to train ‘in the zone’ your heart rate needs to remain below 120. Most modern training methods don’t allow this, so most people when training hard will have a faster heart rate and this means necessarily training ‘out of the zone’. Above a heart rate of 120 your mind and body start to shift from ‘relaxed, focussed’ mental state into ‘fight, flight’ mode. Your nervous system switches from parasymathetic to sympathetic, body muscles tend to tighten and stress hormone levels rise.

So training in the zone requires a different approach. If you can design most of your exercise around nose-breathing and thus a heart rate below 120 you will notice a considerable improvement in training enjoyment.

Next time I will look at how to design a training regime that keeps you in the zone whilst improving your overall fitness performance

Post to Twitter Tweet This Post

  • Share/Bookmark

How Rewards Sabotage Creativity

The best creativity arises from intrinsically motivated individuals – those who are doing something for the satisfaction within the task itself or for the satisfaction from the completion of a task. Intrinsic motivation is driven by curiosity and the desire to make a difference. Extrinsic motivation is driven by the temptation of a carrot or [...]

The best creativity arises from intrinsically motivated individuals – those who are doing something for the satisfaction within the task itself or for the satisfaction from the completion of a task. Intrinsic motivation is driven by curiosity and the desire to make a difference. Extrinsic motivation is driven by the temptation of a carrot or the fear from a stick.

Intrinsic motivation is sabotaged by rewards. It’s almost that simple.

With rewards, the focus is on the reward not on the desire to complete a task or to make a difference. People start to do the tasks for the reward rather than the satisfaction of doing something of value.

Old Psychology demonstrated that animals do things for reward or to get away from pain (the carrot or stick approach). Old Psychology holds when the animal has survival needs unsatisfied (the hungry cat can be tempted but the satisfied cat can’t) and the theory of manipulation by carrot or stick holds true (Skinner’s original work with animals actually only worked when they were frightened and half-starved).

New Psychology is different. Creation Companies are those that are becoming more and more tuned in to New Psychology and New Thinking Principles. A Creation Company will recognise that when a human being has most of their basic needs met, carrot and stick is not as effective as Old Psychology predicts (thought those that would say they are ‘hungry’ for success can be tempted by the really big rewards).

But as Alfie Kohn and now Daniel Pink have affirmed there is very little evidence that rewards improve human performance in the long-term. And the main reason is that extrinsic motivators sabotage intrinsic motivation. Linking pay to performance therefore sabotages long-term performance. The Banking Crisis is an example that partially arose when companies, and individuals, focussed on the carrots and not on the service. Lose sight of the task and you lose sight of the potential disastrous consequences of doing things for the wrong reasons. Thus it is not therefore a question of moderating the bonus culture,  with legislation if necessary, (as Politicians and Business Leaders would suggest) rather the question is how can we abolish the bonus culture.

We need to find mechanisms whereby people benefit from the long-term success of an organisation rather than rewarded for the profit they make on behalf of the company as individuals. We need this for companies to become Creation Companies that produce goods and services for the general good and well-being of people, life and the planet. That do things for the seventh-generation long term and not next year’s wage packet.

If you are a leader and you are not convinced by the idea that rewards sabotage intrinsic motivation (and thus also sabotage creativity and creative thought) then read Alfie Kohn’s “Punishment by Reward” or view Dan Pink’s video on the surprising science of motivation here

Now is the time for leaders to wake up to the fact that much of what we do in the guise of ‘management’ is detrimental to improvement (see here the Seven Deadly Diseases of Management)

Post to Twitter Tweet This Post

  • Share/Bookmark

Mind Mapping -its personal

Mind Mapping -its personal
A mini series on HOW Mind Mapping improves personal effectiveness and productivity,whilst comparing and contrasting the various alternative graphical mapping techniques with ’scores on the doors’
Lists or bullet points do not easily show the big picture, key points and the detail easily or clearly on a single page.
All graphical mapping techniques [...]

Mind Mapping -its personal

A mini series on HOW Mind Mapping improves personal effectiveness and productivity,whilst comparing and contrasting the various alternative graphical mapping techniques with ’scores on the doors’

Lists or bullet points do not easily show the big picture, key points and the detail easily or clearly on a single page.

All graphical mapping techniques do better than lists.

The rules of Mind Mapping enable more information to be summarised on the paper space than is possible with other graphic techniques.

More efficient use of the paper space with less clutter is a key USP for Mind Mapping over other graphical mapping techniques

So how good is each technique at seeing the big picture, key points and detail?

Lists 1/10

Spider Diagrams 5/10

Concept Bubble Diagrams 5/10

Mind Maps 9/10

Post to Twitter Tweet This Post

  • Share/Bookmark

Heart Rate when training ‘in the zone’

In the last post I looked at our brain waves when training in the zone.
This time I am looking at heart rate. You are probably aware what happens to your heart rate when you suddenly get very anxious about something. Your heart rate increases! Often you can be aware of your heart ‘pounding’. What [...]

In the last post I looked at our brain waves when training in the zone.

This time I am looking at heart rate. You are probably aware what happens to your heart rate when you suddenly get very anxious about something. Your heart rate increases! Often you can be aware of your heart ‘pounding’. What has happened is that you have switched your metabolism into the “Flight-Fight” mode. Your brainwaves will switch into BetaWave and be orchestrating the body to prepare itself for fight or flight. In anticipation the heart rate increases so as to circulate more oxygen and energy to the body particularly the muscles. Muscles can tighten and hold themselves rigid and with the increase in heart rate the breathing rate increases also – the two go hand in hand.

Try this in the Gym or at home. A heart rate monitor can be useful, but just measuring your pulse rate will do. Measure your resting heart (pulse) rate. Then start exercising gently breathing in and out through the nose until you feel you have to mouth breathe. Gradually up the exercise if necessary until you have to mouth breathe. Stop exercising once you start mouth breathing and measure you heart (pulse) rate again.

Make a note of your heart rate when you switch to mouth breathing (next post I will tell you what this was and the significance!). Be aware that when you switch to mouth breathing you will activate the sympathetic nervous system and the flight-fight response. So training becomes less enjoyable. Once you are into mouth breathing it is difficult for you to stay ‘in the zone’

Next Time: I will look at what happens when you switch from nose-breathing to mouth breathing

Post to Twitter Tweet This Post

  • Share/Bookmark

Identifying and Nurturing Personal Creativity

Personal Creativity: what type of person produces creative ideas?
We need to understand that we can all be creative and we can all learn to become more creative.
So what can we learn by looking at the background/opportunities of people who have produced some really big creative ideas? What can companies learn in order to ensure that [...]

Personal Creativity: what type of person produces creative ideas?

We need to understand that we can all be creative and we can all learn to become more creative.

So what can we learn by looking at the background/opportunities of people who have produced some really big creative ideas? What can companies learn in order to ensure that creativity happens in the workplace? I have already discussed some of the factors in a company that allow creativity to happen here.

However are there any personal characteristics that a Creation Company should look for when they employ new personnel? Well it’s not necessarily what we have been led to believe. And this also means that personality type profiles with an ‘either-or’ questioning approach can mislead.

In a landmark study on this subject, Csikszentmihalyi looked at the personality characteristics of ninety-one exceptional people (each of whom had made a difference to a major domain of culture). What he found (here) was that the creative people in his study had complex personalities. ((4) (Csikszentmihalyi   Creativity. Flow and the Psychology of Discovery and Invention  ISBN 0-06-092820-4)

So if the question was “are they introvert or extravert” the answer was both (so this has implications for “old science” personality questionnaires that assumes an either/or approach to personality). What he found was that creative people could be both energetic and restful; smart and naïve; playful and disciplined; fantasy oriented and reality grounded; extrovert and introvert; humble and proud; masculine side and feminine side; conservative and rebellious; passionate and objective and could “suffer” yet enjoy what they did.

Thus for creativity to blossom in the workplace, we need to value complex personality, not expect people to fit into neat boxes. Indeed we need to allow people to “be themselves” and to honour the uniqueness in everyone.

So maybe, upon reflection you have a complex personality. Your ‘personality’ is not the box that some survey or ‘expert’ put you in. Maybe also you are fortunate to work in a ‘creation company’ (ie one that is or is becoming). Then what other factors appear to be important for each individuals creativity to emerge?

Coming Next: The Circumstances for Creativity

Post to Twitter Tweet This Post

  • Share/Bookmark

Fitness Training – Gain without the Pain

Fitness Training – Gain without the Pain
I have been promising a number of people (both business colleagues  and social friends) to ‘reveal all’ about my fitness training methods.
Those people who see me regularly in the Gym doing Circuit Training will know that I am smiling most of the time I am working out and [...]

Fitness Training – Gain without the Pain

I have been promising a number of people (both business colleagues  and social friends) to ‘reveal all’ about my fitness training methods.

Those people who see me regularly in the Gym doing Circuit Training will know that I am smiling most of the time I am working out and at the end of a session I always feel ‘fantastic’.

So over the next six weeks or so I am going to share what I have learnt over the last 10 years about training ‘in the zone’.

Most traditional ways of exercising actually prevent us from getting into the flow state. Women are more likely than men to be in the ‘zone’ when training because much of the ‘macho’, teeth gritting, noise making (grunting) way of exercising is a ‘man’ thing and although such an approach can sometimes be useful for bursts of 30 seconds or so, in general this approach prevents enjoyable and effortless training.

In this session I want to explain something about your ‘brainwaves’.

The macho approach described above will be associated with Brain Beta-Wave activity. This is the brainwave for the fight-flight response. It does generate a surge in energy (designed to enable a quick escape from a life-threatening ‘event’, like the sabre-toothed tiger). However it is associated with release of adrenaline and corticosteroid hormones to name just two and these are both ’stress hormones’ and we really want to be reducing their levels not increasing them unnecessarily in a training session.

Stress hormones when at high levels over a sustained period weaken our immune system, so it is not surprising that international athletes who overtrain often get problems with virus-type illnesses.

Brain Beta Waves are a high energy wave and if you are ‘running’ your brain constantly on Beta Wave activity this in itself is very tiring.

So although for any training method the exercise will release endorphins and other ‘happy’ compounds into the blood stream, too much aggression and teeth gritting means the endorphin effects are counteracted by stress hormones in the blood.

When you train ‘in the zone’ your brainwaves are mainly in the Brain Alpha-Wave state.

Alpha waves are a lower energy wave and are associate with ‘relaxed focus’, and are the same brain waves you experience when totally absorbed with your head in a book for example (for those who read). When you are in this relaxed focussed state it is your para-sympathetic nervous system that is activated (rather than the sympathetic nervous system associated with the fight-flight Beta Wave activity)

When the para-sympathetic system is activated, levels of all the stress hormones are reduced

Summary

There are two ways to train as far as your brain is concerned.

In fight-flight mode or in relaxed mode.

The majority of men I see training are in flight-fight mode most of the time. We will look at this more in upcoming blogs but one way to spot the difference is by looking at the breathing. If you ever get to see me training you will see most of the time I have my mouth closed and just breathing through the nose.

As a general guide, Mouth Breathing is Fight-Flight mode and Nose-breathing is relaxed mode. So watch people training and see what breathing mode they are using. Another way to tell the difference is how much enjoyment they are getting. Brain Beta Wave activity is associated with will-power, extreme effort and PAIN, so very difficult to be enjoying the activity.

Coming Next:

Heart rate differences with fight-flight mode and relaxed mode and how you can use a heart rate monitor to help you know if you are ‘training in the zone’ of focussed relaxation.

Post to Twitter Tweet This Post

  • Share/Bookmark

The Science of Healing

A Newtonian Metaphor for Healing
A scientist requires a hypothesis around which to design experiments and test theory. In other words the scientist likes to have an explanation at the start about how the unexplained observations could happen. Ideally a hypothesis should sit comfortably within the current science paradigm (for when it doesn’t this leads to [...]

A Newtonian Metaphor for Healing

A scientist requires a hypothesis around which to design experiments and test theory. In other words the scientist likes to have an explanation at the start about how the unexplained observations could happen. Ideally a hypothesis should sit comfortably within the current science paradigm (for when it doesn’t this leads to “resistance” from the orthodoxy).

I have found the metaphor of “healer as tuning fork” to be a helpful hypothesis for healing. During a treatment the healer acts like a tuning fork and the healee like a sounding board. We know that when placing an activated, energised tuning fork onto a sounding board, the board resonates in harmony and that it does this with some vigour. (It is like the vibration is actually amplified when this happens). The same is postulated here for the interaction between healer and healee. From the work of Beck, Cade and Zimmerman, the main frequency of this “tuning fork” effect is probably around 7 Hertz. Indeed perhaps this is a frequency channel that life has reserved for integrating healing and repair throughout its systems. Perhaps what gets in the way of rapid self-healing, is a lack of use, or a “jamming”, of this 7-Hertz frequency by other frequency channels in use. Perhaps healing is just a process of reminding the system that the healing channel exists.

This healing ‘vibration’ is very subtle, not directly perceived through the main sensory channels, and much weaker than for example the Earth’s Magnetic Field (this is why ordinary instruments can’t detect it). Actually we are seeing that the living cell is a far more sensitive apparatus for subtle perturbations in the ‘force’ (shades of Star Wars here) than any scientist’s measuring device. Also it would seem that “wireless” communication (i.e. the pulsating energy field) was a feature of the universe well before the dawn of life itself. So it is hardly surprising that life has evolved with an ability to use such pre-existent technology. Life utilised wireless communication before vodophone and O2! The clockwork-mechanism-universe is a very outdated metaphor indeed.

So 21st Century Science needs a more updated way of seeing and thinking, and it does not especially have to be a “Quantum Science” .

Albert Szent-Gyorgi set the tone that underlies the thinking of those who have been pioneers in this area.

If you asked a chemist to find out what a dynamo is, he would dissolve it in hydrochloric acid. A molecular biochemist would take it to pieces, describing carefully the helices of wire. Should you suggest that what is driving the machine is an invisible fluid called electricity, he would scold you as a “vitalist”. The fuel of life is the electron. The living cell is essentially an electrical device. The macromolecular structure is (just) its framework, in which the transduction of electrical energy into mechanical work takes place. Albert Szent Gyorgi        Pioneer of Bioelectronics

Coming Next:
We take a look at “Old Paradigm” and “New Paradigm” thinking in Science and how this relates to understanding “healing”

Post to Twitter Tweet This Post

  • Share/Bookmark

Hierarchy is Good for Learning, Bad for Leadership

Hierarchy – Good for Learning, Bad for Leadership
The brain loves to make new connections. New connections are of course new associations. When associations are random in nature they are easily misplaced (in the brain as well as in your filing cabinet) and thus easily forgotten.
Therefore as far as learning and remembering are concerned ‘ordered’ associations [...]

Hierarchy – Good for Learning, Bad for Leadership

The brain loves to make new connections. New connections are of course new associations. When associations are random in nature they are easily misplaced (in the brain as well as in your filing cabinet) and thus easily forgotten.

Therefore as far as learning and remembering are concerned ‘ordered’ associations are best. Hierarchical ordering of associations is the way the brain can most quickly absorb and retrieve information.

A hierarchical arrangement of ideas allows the brain to quickly move between different levels of meaning. To quickly ‘zoom out’ to the big picture or to zoom in to the a component or detail.

The most effective tool for helping us to pre-order or re-order any new and existing associations is the Mind Map (by the way NOT spider diagrams) basically because one of the ‘rules’ of Mind Mapping is to order information in this effective hierarchical way.

If you live in the UK and you want to learn how to be more effective as a learner, check out my Mind Mapping workshops here or here

Hierarchy is however bad for business because it leads to ‘command and control’ mentality (see here)

Post to Twitter Tweet This Post

  • Share/Bookmark

How Creation Companies differ (New Science, New Thinking)

How Creation Companies differ from Compliant Companies (New Science, New Thinking and Creation Companies)
The concepts and research from the “new sciences” challenge our current thinking (theories-in-use) and challenge some sacred beliefs and ethos about how best to do good business. Creation companies (whether they realise it or not) embrace new psychology and new science ideas. [...]

How Creation Companies differ from Compliant Companies (New Science, New Thinking and Creation Companies)

The concepts and research from the “new sciences” challenge our current thinking (theories-in-use) and challenge some sacred beliefs and ethos about how best to do good business. Creation companies (whether they realise it or not) embrace new psychology and new science ideas. This thinking is in line with other iconoclast thinkers of our time such as, Russell Ackoff (Systems Thinking), Edward de Bono (Design Thinking), Mihaly Csikszentmihalyi Flow Thinking), and Eric Jensen (Brain-Based Thinking)

Let’s look at some of the major differences between  Compliant and Creation Companies:

COMPLIANT Companies tend to have the following characteristics:

  • Leadership Style that is Command and Control
  • Order maintained by Policies and Rules
  • Competitive Internal Departments leading to sub-optimisation
  • Focus on Activity and the need to work faster, and measuring the things that can be easily measured but may not be that important
  • Asking people to improve but not giving them the method or means by which to do so (carrots and sticks offered rather than a method for improvement)
  • Lack of Trust (Old Psychology suggests that people cannot be trusted -extrapolated from the 1% or less who can never be trusted)
  • A Blame (and Fear) Culture. Asking, “who went wrong”  (If things are not working, look for what the people are doing wrong and then give them a rollicking). Little opportunity to learn in a Blame Culture
  • People (particularly the leaders) confuse models with reality
  • The valued thinking is “Expert Mind”
  • Risk Avoidance
  • Black and White Thinking (shades of grey are discouraged)
Creation Companies tend to have the following charateristics:
  • Leadership Style - Freedom from Command and Control
  • Order maintained through Principles and Relationship
  • Co-operative, Whole System approach (optimising the whole)
  • Focus on outcomes and improving outcomes. Aware that most of the important things can’t actually be measured through “activity”.
  • Allowing people to improve the systems and processes by giving them the methods and resources by which to achieve the improvement
  • Built on Trust (New Psychology suggests that people can be trusted – extrapolated from the 99% who given the right conditions can always be trusted)
  • A No-Blame Culture. Asking “what went wrong”(If things are not working, find out which processes need to be changed. In a no-blame culture the business can learn from mistakes
  • People understand modelling and use many models
  • The valued  thinking is “Beginner’s Mind”
  • Opportunity seeking
  • Multiple Possibility Thinking
Summary

The focus of Compliant Companies is on “conformance”. Compliance is maintained through the rules and structures, the management mechanism is mainly command and control, there is a blame culture for mistakes. Conformance (to standards and best practice) is a cultural principle.

The focus of Creation Companies differs, in that the people have guiding principles rather than rules, there is a noticeable freedom from command-and-control mechanisms, there is a no-blame culture, and there is continuing positive change and joy in the work.

End Piece: And of course Creation Companies will know about and understand the factors that encourage humans to be creative. The next posts in this series look at some additional to creativity ‘Identifying and Nurturing Personal Creativity’ and ‘The Circumstances for Creativity’. The real Creation Companies are also likely to be very aware that the reward culture sabotages creativity and also the consequences of paying large bonuses to make things happen (unfortunately they make the wrong things happen and select the wrong people to best do the intended work)

Post to Twitter Tweet This Post

  • Share/Bookmark

People who put People First

Quotation: “It is the individual who is NOT INTERESTED in his fellow man who has the greatest difficulties in life and provides the greatest injury to others” Alfred Adler
Potential Application: When recruiting people into financial services (including the CEO’s), or indeed into any Organisation, give highest credence not to paper qualifications, nor the drive to [...]

Quotation: “It is the individual who is NOT INTERESTED in his fellow man who has the greatest difficulties in life and provides the greatest injury to others” Alfred Adler

Potential Application: When recruiting people into financial services (including the CEO’s), or indeed into any Organisation, give highest credence not to paper qualifications, nor the drive to succeed and reach their goals but how much they are interested in other people. Look for people who put people before money.

Post to Twitter Tweet This Post

  • Share/Bookmark

What makes a “Creation Company”?

Adapted from a Paper presented by Barry Mapp in 1994 at the ERIK Network European Conference “Regional Successes in Creating and Connecting Companies – European Union Perspectives”
A Creation Company can be thought of as a place (business) where the work systems, work processes, work culture, work management and work leadership are aligned with people and [...]

Adapted from a Paper presented by Barry Mapp in 1994 at the ERIK Network European Conference “Regional Successes in Creating and Connecting Companies – European Union Perspectives”

A Creation Company can be thought of as a place (business) where the work systems, work processes, work culture, work management and work leadership are aligned with people and how people work best.

Where such alignment occurs this can lead to extraordinary results.

When the systems do not get in the way of the work, human spirit and human joy and passion unfold.

When alignment happens between people and systems, the work can “flow”, unimpeded by artificial constraints, boundaries, controls or hierarchy.

When the work is aligned with how people like to work, then every person in the business is able to perform at their very best, such that everyone has the opportunity to produce extraordinary results.

When there is such alignment, individuals have a sense of control or influence over the work and a sense of responsible for their own work

The Fundamental Principles for creating a Creation Company

Tom McGehee says there are three fundamental principles for a Creation Company (and ANY company can generate the excitement, energy, confidence, and audacity of the “whoosh” of a Creation Company by subscribing to these fundamental principles):

1)     A  leadership style free from command-and-control principles

2)     A corporate culture that values individual expression and collaborative work

3)     An understanding that success means creating the new not replicating the old

From my personal experience, I would also add two additional principles required for (long-term) Creation Company performance (this makes it five principles in all) and these will be discussed in the next blog

Coming next:  Five Working Principles of Creation Companies

Post to Twitter Tweet This Post

  • Share/Bookmark

Looking for something?

Use the form below to search the site:

Still not finding what you're looking for? Drop a comment on a post or contact us so we can take care of it!

Visit our friends!

A few highly recommended friends...