Publishers rejected Harry Potter because it was too long for children. How do you work comparing new ideas to existing prototypes (i.e., children’s book cannot be hundreds of pages)? Managers tend to be risk averse, yet we need diversity of thought (Source: Adam Grant).
For originality, you need an employee who is autonomous and independent; who acts confidently to break open barriers; who is willing to take on difficult issues; who expresses disagreement with higher levels; who thinks boldly and does not conform; who has a compelling purpose. This creative tension moves a company forward!
Yet, for many companies, this not the image of “an ideal employee.” Even though companies say they want innovation, in reality they might as well hang a sign on the door that says, “No Entrepreneurs here!” If you advance innovation and creativity outside of the known realm, it is perceived as not good by risk adverse organizations (Source: Andrea Derler). They play “whack-a-mole” on those who think outside the box, creating a culture of fear, ridicule and punishment.
Elon Musk, CEO of SpaceX and Tesla, said “We don’t want people who have average ideas.” And went on to say, “I work on this [creativity] very hard, till my brain hurts.” Creativity doesn’t just come to people; you have to work at it (Source: Wharton’s Mack Institute for Innovation Management).
Does your organization enable risky, diverse and original ideas?
