Curiosity in the workplace - the wellspring of innovation

A colleague raised an interesting topic for discussion on LinkedIn recently about encouraging a campaign for curiosity. We liked the initiative so we thought to put the spotlight on our trainers this time to find out where they stand on the issue. Saira Nisa’s response caught our eye, you can read it below.

There are many ways in which employers can help to encourage curiosity in the workplace. Interestingly enough, we tend to find that companies within the tech industry invest a lot of time and money into creating an environment and a culture where curiosity and creativity can exist.

Millions saw the apple fall, but Newton asked why. ( Bernard Baruch)

Be more than good at what you do – be the best

We all have influences around us and different patterns of behaviour which shape us as a person, and how we control these can affect our success. Our personal development depends on our attitude and commitment to meeting our goals.  In this article we are going to explore this further, and look at what steps we can take to be the best.

What challenges do Internal Communication professionals face in 2014?

A recent study, State of the Sector, by Gatehouse asked Internal Communication professionals what their priorities were in 2014.

"The four top answers were similar to 2013: improving electronic channels (61%), leadership communication (61%), developing/refreshing an IC strategy (60%), and improving communication planning (52%). Enhancing line manager communication, building the IC team / capability and restructuring the IC function appear to have lost ground over the past 12 months."

Clearly more progress needs to be made in 2014 in areas such as improving electronic communication channels, leadership communication, developing an Internal Communication strategy, and improving communication planning.  But how do you develop your Internal Communication strategy?  Or how to you improve your electronic communication channels?

Capita Learning and Development offers a Diploma and Masters degree in Internal Communication accredited by Kingston University, designed to help Internal Communication professionals face these challenges. The Diploma and Masters programmes equip students with a depth of knowledge about communication, people and organisations, providing the knowledge and gravitas to operate at a senior level.

Click to watch video

Meet Rachel Miller, an Internal Communications Diploma attendee, and Director of All Things IC. Rachel tells us more about what she learned on the course,  the advantages of taking an Internal Communication qualification and how it helped her start her own Internal Communication consultancy.

How to face challenges at work and beyond

We have all experienced a number of challenges in our professional lives, some of which you may have handled exceptionally well, others you may have wished you ‘knew then what you know now.’ However, all in all wherever you are in the world and whichever stage you are at in your career, challenges are an everyday part of the corporate world. Today’s blog post sets out to create a sense of awareness and how you can let challenges be your biggest strength, not your worst enemy. 

The ideas in this article relate to people, circumstances, sales and even transcend to our personal lives – there is no right or wrong situation for using this advice, just take what you feel is right for you.

Face challenges at home and work

Challenges are not going away – ever

A great place to start is by understanding that challenges are not going to go away. It it true that the individual challenges we face will eventually subside, especially if you work to overcome them, but challenges as a whole are here to stay.

When we take time out to appreciate that there is no finish line and when you complete one challenge another will soon come along, only then can you choose to ask the question that very few people actually ask themselves:

“How good am I at facing and finding solutions to challenges?”

Then you can follow up by asking:

“How do I become even better at facing and overcoming challenges?”

By asking the above two questions you are actually accessing the resourceful part of your brain and empowering yourself to come up with better ways to deal with a whole host of challenges you may come across. 

The problem is not the problem, but the way you think about it

Unfortunately, many people instead of asking resourceful questions when faced with a real challenge ask; ‘why this challenge/problem is happening to them,’ and if you really dwell on this ‘why’ question it will do the opposite of accessing the resourceful part of your brain and can keep you stuck in the same problem for much longer.

It is really important to remember that ‘no challenge or problem ever has any emotion,’ it’s you who adds that part.  Should you feel bad about challenges or problems then the chances are the challenge will feel more like a major problem.  However, should you choose a feeling of inspiration and confidence, this could in fact turn the challenge into your biggest strength!

Pain is a far greater motivation than pleasure

Understandably, it is not always easy to immediately feel good about a challenge you have to face in the workplace or to switch on your resourceful state of mind.  Yet, consider that pain is a far greater motivation than pleasure, especially if we channel that motivation in the right direction.  Think about this for a moment: have you ever said to somebody that if they just focused their energy on what’s good in their life instead of putting so much into what’s bad they could in fact be very successful?  It’s exactly the same when it comes to your individual challenges too.  Next time you are faced with a challenge that makes you feel a little ‘ouch, this hurts,’ remember to ask yourself how you can turn that ‘ouch,’ into inspiration and action.

Written by Pete Scott, a learning consultant at Capita Learning & Development.

Should managers possess and encourage creativity and innovation?

In striving for results and measuring the degree to which objectives are achieved, managers often fixate on effectiveness  – doing the right thing  – and pay less attention to efficiency  – doing things right.

This may lead to a lack of attention to solving problems or introducing improvements and the tendency to think of that well worn adage – “If it isn’t broke, don’t fix it”

But managers are required to “fix it” –  to ensure operational and strategic problems are solved.  Generating solutions require creative problem solving and the encouragement of creativity in themselves and their teams –  to develop the ability to go beyond the obvious daily habit and routine.

Creative Problem Solving

In his book “Applied Imagination” Alex Osborn said:

 “Creative problem solving defers judgment on a right answer. Instead, the process evaluates many possible answers, seeking patterns and relationships that might suggest solutions we wouldn’t otherwise see”. 

Naturally not all solutions and suggestions require innovation or unique ideas. However, developing the capacity to extend the style of thinking and problem solving provides the opportunity for creative solution generation.

It’s crucial to understand – and help the team understand - that creativity is:

• An ability – creativity is often suppressed but everyone has the ability to imagine or invent something new and to generate solutions by combining, changing, or reapplying existing ideas
• An attitude – creativity is grown by overcoming socialised norms, accepting change and newness, being willing to play with ideas and possibilities and the habit of enjoying the good, while looking for ways to improve it
• A process – creativity requires hard work to suggest ideas and solutions. Creative people make gradual alterations and refinements – few works of creative excellence are produced with a single stroke of brilliance

It’s worth remembering that people tend to generate their creative resources in two environments:

• In stressful situations 
• When feeling uninhibited

The manager has massive impact on the emotional temperature of the team and the environment in which it works, and must ensure that this is free of inhibitions and:

• Eradicates the “What will people think?” mentality which encourages conformation (promoting the notion that to deviate from ‘norms’ is wrong) but increases the toying with the “What if?” 
• Eliminates limiting thinking about ability. People often defer to ‘experts’ to create solutions – “I can't do it”, or “There’s nothing I can do”. History, though, is replete with examples of solution generation from the unlikeliest of sources – and a good mind with a positive attitude will go far in producing creative solutions 
• Abolishes the “I might fail” syndrome – the reluctance to risk that is caused by the societal view of failure and results in people being afraid to experiment. Fear of failure is one of the major obstacles to creativity. The cure is to change attitudes. Controlled failures should be expected and accepted – they are simply learning tools that help focus the way toward success 
• Deals with overcertainty – the reaction of “It can't be done” gives the situation or problem power; giving up before starting is self fulfilling.  Prejudice caused by preconceived ideas often prevents clear sight beyond what is already known or believed to be possible. 

When this environment is in place, managers should develop creative methodology with the team – techniques that can help define situations or problems, explore their attributes, generate alternatives and evaluate and implement ideas. These tools include:

• Ishikawa (or Fishbone) – an analysis tool that provides a systematic way of looking at effects and the causes that create or contribute to those effects. This tool will assist the team identify and categorize the many potential root causes of problems or issues in an orderly way 
• “5 Whys” – a simple process of articulating the current situation and asking “Why the situation or problem happens”. If the answer provided doesn't identify the root cause of the problem, the question is repeated and there is a loop back to the previous step until the team is in agreement that the problem's root cause is identified
• De Bono’s Six Thinking Hats – this industry standard team discussion and individual thinking tool provides a means for teams to plan thinking processes in a detailed and cohesive way, and in doing so to think together more effectively. Looking at a situation with this technique helps to create solutions using all approaches. 

So, should managers be creative and innovative, encouraging the team to do likewise?

The harmony of effectiveness and efficiency requires it.

Find out more about Creative Problem Solving Training Courses Available in London.

Written by David Mathieson, a learning consultant at Capita Learning & Development.