Order takers need not apply
For years, we were told to follow the rules, color in the lines, and take the directions from authority figures such as parents, teachers and managers. We were told stories of attending “top” schools, earning “good” grades and landing “stable” jobs.
Look at any industry today, and there is rampant disruption. This new reality demonstrates that those rules we were told for decades no longer apply.
For example, hiring managers are no longer looking for order takers. Instead they are looking for magicians who can turn an ambiguous challenge into something remarkable. Rather than adhere to the rules of the game, we are now being asked to invent them regardless of where we work.
Increased autonomy is a certainly major motivator as Daniel Pink has discussed. But after years of institutional education, most people most undo their penchant to take direction, and discover how they can create change in their work.
Businesses, young and old, play a critical role in encouraging individuals to take greater risks, execute new ideas and unlock unseen opportunities.
Here are a few recommendations for how organizations can encourage a greater culture of innovation:
- Encourage independent thinking
Critical thinking is a skill most businesses say they want from their employees, but often times are quick to squash the crazy ideas of their people. To create an environment where teams are motivated to think “outside of the box” companies must first give their people permission to do so. Independent thinking should be encouraged by frequently communicating the value the company places in taking innovative approaches to solving difficult business challenges. Expressing stories of creative problem solving not only encourages independent thinking, but builds trust among individuals to take greater risks. - Embrace failure
Most companies struggle with failure because most companies are built by and with very smart people. However, smart, successful people abhor making mistakes, let alone failing. But if organizations are going to innovate, they must first become sources of education. However, to become a place of constant learning, organizations must encourage risks and embrace failure. Once failure becomes something that people are no longer afraid of, and actually values, more people will be willing to share his/her point of view to advance the company’s work. Simply put, embracing failure means turning every scenario into a learning opportunity regardless of the perception of winning or losing. - Celebrate individuality
Along the same lines as embracing failure, companies must also celebrate individuality. What makes this challenging, however, is that great companies employ strong cultures which often attract a particular group of people. Many of those people share similar points of view. But even among a strong culture, there still is a level of individuality. That individuality must be celebrated to foster the exchange of diverse perspectives. These differing points of view will allow teams to evaluate decisions from multiple perspectives, thereby strengthening the work created. Rather than perceive workers as invisible inputs working toward an output, organizations should spend time to understand what makes each person unique. That means getting personal, and discovering what makes each person an invaluable asset to the company beyond his/her skills and experience. Yes, it takes time but the payoff for bringing a diverse group of intelligent people together clearly outweighs the costs.
Unlearning how things were done is needed for both workers and businesses. Moving away from order takers and attracting magicians is how organizations of any size are going to innovate and make an impact in today’s tumultuous world.
