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Tuesday, January 17, 2012

Teams are a Form of Group, Yet Groups Several Work like Teams

Teams are a Form of Group, Yet Groups Several Work like Teams


In my 30 years of working with people to help them become better at working on teams I have discovered that not all people are "TEAM" players.

Also what many people label TEAMS are not teams.

Many years ago I created a keynote speech that eventually became a 1/2 day to a full day workshop to the basis for 3 day retreats and part of my 5 day university masters degree level courses>

My oiriginal title for American employees and managers was

AMERICANS HATE TO WORK IN GROUPS

It was based upon my nearly 40 years of living 20 years of working.

Over the next couple years I changed it to be...

AMERICANS HATE TO WORK IN GROUPS
BUT MAKE GREAT TEAMS

then it evolved into...

AMERICANS HATE TO WORK IN GROUPS
BUT MAKE GREAT TEAMS
WHEN ALL HELL TAKES PLACE

the later title became...

AMERICANS HATE TO WORK IN GROUPS
BUT MAKE GREAT TEAMS
WHEN ALL HELL TAKES PLACE
AT LEAST FOR A LITTE WHILE

my premises and main learning points were based on my 20 to 30 to 40 to now over 50 years of working at 47 different jobs in  8 basic fields/careers, plus a lot of reading of the HOT BOOKS on teams and teamwork published over the past 30 years, added to interviews with hundreds of my members of my audiences, participants in workshops or retreats and working adults in my university courses>

One of the primary sets of reasons is the misunderstandings about the differences between working in groups and working in teams.

Teams are a form of Group
Yet Groups several work or function as Teams.

Groups, Teams, GroupThink and Teamwork

Groups, Teams, GroupThink and Teamwork

Some of my premises when I speak, train or teach about teamwork in organizations.


Over the 30 years since 1980 when I was hired to do my first workshop and my first keynote speeches about leading, communicating, teaming and creative thinking, whether as individual topics, combined or integrated I have develop my understandings of TEAMWORK.

Introverts make good team players when matched with people of similar to the same commitment, degree of knowledge and skills

extroverts make good team players but sometimes those teams border on becoming groups and end up groupthinking.

My work with thinking styles helped me develop a model of TYPES or STYLES of Teams.

I used 4 types of sports as metaphors or analogies.

Football (american)
Baseball
Basketball
Olympic teams

Meditative-Football--logical people prefer to work on Football teams with lots ot thinking, strategizing, planning and with lots of breaks


Directive - Baseball -- systematic, rule following, highly structured, pre-planned or specific jobs for specific roles

Negotiative - Basketball -- simlutaneous team work, everyone working together all at the same time

Intuiive - Olympics....relay races, total points for the total olympic atheles ....many to all of them working completely on their own competing at their special event

Not perfect but it challenged people to think that not all teams are alike and not all people like to work in teams for more than during the specific task needed to be completed.

The idea that people can work as teams for 8 hours, 40 hoours...is unrealistic to rediculous.

Can departments, organizations be more TEAM-LIKE?

Yes

My culture much like what I understand of NZ, AUS, SA, England is more individual focus.

The Confucius based Asian countries: Japan, Korea, Taiwan where their populatlions tend to be more homogenic, of the same race, culture, religion tend to more comfortable working in teams or mostly groups.

There has been much written about the teamwork of the Japanese.


Directive - Baseball -- systematic, rule following, highly structured, pre-planned or specific jobs for specific roles

Negotiative - Basketball -- simlutaneous team work, everyone working together all at the same time

Intuiive - Olympics....relay races, total points for the total olympic atheles ....many to all of them working completely on their own competing at their special event

Not perfect but it challenged people to think that not all teams are alike and not all people like to work in teams for more than during the specific task needed to be completed.

The idea that people can work as teams for 8 hours, 40 hoours...is unrealistic to rediculous.

Can departments, organizations be more TEAM-LIKE?

Yes

My culture much like what I understand of NZ, AUS, SA, England is more individual focus.

The Confucius based Asian countries: Japan, Korea, Taiwan where their populatlions tend to be more homogenic, of the same race, culture, religion tend to more comfortable working in teams or mostly groups.

There has been much written about the teamwork of the Japanese.

I have read some Japanese books and watch some Japanese televison and the stories contradict those generalizations.


I have read some Japanese books and watch some Japanese televison and the stories contradict those generalizations.

Alan

My History with STYLE INSTRUMENTS

The following is a overview of my history with STYLE INSTRUMENTS since 1976


I first became aware of Sperry and Bogan's SPLIT-BRAIN work with 9 epileptic patients in 1976.

Then when I began my doctoral program I became aware of many different thinking styles, communication styles, leading styles, and many other STYLES models from a to z.

In 1980 I first met New Herrmann and some of the people who were directly or indirectly connected with him through his position as director of management development at General Electric. I can't specifically attending a session of his. I must have because I had heard during that week at CPSI that he was going to be holding a week-long symposium he was called the WHOLE-BRAIN SYMPOSIUM in Key West. Also I heard that attendance was by personal invitation only from one of the 26 or so core group.

That week I presented a multi-media presentation several times about the Osborn-Parnes CPS Process and Ned attended one and stayed after to talk about it. I mentioned that I had heard about his Symposium and that I had heard that it was by invitation and all the invitations were already given out.

Ned said: "I still have an invitation and I am inviting you."

I went as the only one who was not a published author,

researcher or successful consultant. I was a lowly doctoral student only 2 years into his Ph.D. program.

Sid Parnes, Paul Torrance, George Prince co-founder and owner of Synectics, Tudor Rickards, Stan Grys....(CCL), Dorothy Sisk Director of the US Office of Gifted Education, and about 40 others.

and me.

Over the next couple years I completed my proposal and became a PhD candidate, did my study of the matching of learning and teaching styles to improve learning using Ned Herrmann's newly revised HBDI (4 quadrants instead of a linear model). While doing the required study of the literature for chapter 2 is when I learned much about the history of style models, dominance, human difference from the fields of education, psychology and other sciences.

Brain Domiannce, Right-Brain/Left-Brain were HOT, HOT, HOT topics in education and training from the Arts to Zookeeping. You couldn't open a magazine or a journal or buy a book and not see reference to or use of RIGHT-BRAIN/LEFT-BRAIN DOMINANCE.

At the same time in 1981 (backing up 3 years) in the Fall after Ned's Whole Brain Symposium in Key West I attended his 2nd HBDI Certification Program where he showed slide shows, overhead presentations, movies providing the LATEST proof of the findings use EKG and other scientific methods.

Ned had been collecting articles, books, movies about Whole Brain and Brain Dominance or as it was called Hemisphercy then. He had gotten to know Betty Edwards and several others who had written HOT HOT HOT best seller books using the terms.

Tony Buzan had published his USING BOTH SIDES OF THE BRAIN and several other people had also. I have a couple dozen of those books on my shevles and file folders filled with articles from popular magazines, scientific journals, educational journals and magazines.

During Ned's 2nd Certification workshop I happen to sit next to Richard "Dick" Bolles author of WHAT COLOR IS YOUR PARACHUTE?, one of the continually best selling non-fiction books even after 30 years still.

He kept mumbling about the scientific studies that rebuffed or questioned the validity, reliability and accuracy or reality of what the Corpus Collosum studies and the accuracy of the theories claiming that brain localization of brain functions was not truly accurate.

During my review of the literature I ended up reading papers, articles and books as far back as the Greeks in 200 or 300 BC with Hippocrates, father of medicine who wrote about the 4 types of Greeks. He called them the 4 Tempuraments. Also I ended up reading as far back among Asian literature to the I Ching where the Ying-Yang was talked about thousands of years ago.

Between the Greeks and the Chinese and modern times I discovered papers from the Renaissance (articles about them or that reference them) where studies were done of a army solider who had lived after having had a spear pierce his helmet on the right side of his head/brain and lived for many years seemingly normal. Autopsy was illegal at that time in history yet a surgeon did open up his skull after he died and discovered that he had no right hemisphere.

There were other similar yet scattered papers or anecdotal examples until the 1900s when the first split brain research was do on mice, rats, monkeys until Sperry, Bogan, Levy, Gazzaniga (still practicing...you can hear him talk on a BIG IDEA interview if you want. I will send you the link) got permission to do their experimental work with 9 people suffering from epilepsy who agreed to have their corpus callosums split.

Voila...the beginning of the famous SPLIT BRAIN research which kicked off the following 5 decades of teachers, trainers, speakers, consultants using the WHOLE BRAIN terminology and varied models they created or copied from hundreds of others.

Back to Richard Bolles. Throughout the 3 days during Ned's Certification program he continually called reference to scientific studies that challenged or contradicted or disproved what Sperry, Bogan, Levy and Gazzaniga claimed their researche had proved.

Dick kept raising his hand and suggesting and probably TELLING Ned to use the WHOLE BRAIN references as an analogy, a metaphor not SCIENTIFIC FACT.

Between 1982 and 1985 I made a variety of speeches, presentations or led several workshops that either were from scientific associations or my audiences included scientists who would challenge me when I tried to imply or say that WHOLE BRAIN THEORIES were factually proven, they were scientifically accurate.

Also I continued to read articles that challenged the validiity, reliability, accuracy of the Sperry, Bogan, Levy and Gazzaniga research techniques/studies.

More articles claiming to have scientifically PROVEN the Brain function Localization theories were also published.

This has continued up through today.

Both extremes of articles, studies, books are being published.

Some who claim matter of fact on one extreme.

Others who claim matter of fact on the complete opposite.

Welcome to the world of scientific research.


The 4 years of studying to earn the right to place 3 letters after my name: Ph.D. corrupted and changed how I think...

I question everything.
I question every study.

My meister leber (master teacher) and Kobus' and a many others' E. Paul Torrance used the Whole Brain subject as a premise, a model, useful terminology to help to explain to teachers that chiildren and teachers have different styles of LEARNING and TEACHING and that we can improve the amount of learning, intention, attention, retention if we consider the differences in our teaching.

That is what my dissertation study demonstrated using Ned's brand new 4 quadrant Herrman Brain Dominance Instrument far beyond the usually acceptable statistical measurement levels.

To me it was common sense.

If I only speak in French and my Students are Hungarian and only speak in Hungarian for one class and I speak in Hungarian, even though it is my second language, for a second class of students who are Hungarian and only know that language the second class will understand more, pay more attention (probably) and probably learn more.

After I left teaching at the University of Georgia in 1984 and began speaking, teaching, training, consulting full-time I stopped CLAIMING that the studies, the papers, the books were absolutely correct.

Instead I began using the WHOLE BRAIN theories as that....

THEORIES

The general public does not read scientific studies. They do not read the opposing viewpoints or studies.

They simply DO NOT GIVE A CRAP.

The general public (ranging from truck drivers to CEOS) either accepts that there MAY BE SOME TRUTH to the Whole Brain theories or they don't.

The general public who accepts it like the FUN LABELS....

You're a RIGHT BRAIN WEIRDO

You're an ANAL LEFT BRAIN ASSHOLE!

For me....

due to mutliple variables people eventually develop different styles of or prefaces of (unknown or not known)...

thinking
learning
communicating
leading
working in teams or hating to work in teams
creative thinking
and probably every other human task or activity.

I created my M.I.N.D. Design questionnaire after studying 300 different instruments and exercises using a randomized mix of them with 300 UGA students that came from classes of students I made presentations to about the usefulness of knowing our thinking, communicating, learning and teaching styles and matching them to improve the amount we learn or understand.

After using MBTI, HBDI, Kolb, Gregroc, KAI and many others with students, professionals and many different audiences I wanted to find a way to get the point across....

We are different
We will benefit by considering that we are differnt
We will succeed more often if we accept, learn from, honor and respect our differences.

and I wanted to do that in a 20 minute presentation at a Rotary, Lions, Civitan or any other luncheon or dinner meeting.

So when I was walking one morning in Italy in 1982 asking myself "HOW THE HELL TO DO THIS in 20 minutes or less" I had the AHA! of why do we have to ask 100, 120, 200 questions.

All the tests, quizzes or models only ask (my study of 300 showed this later) 4 questions...

Are you or do you think you are a/an...

1. rational, logical thinker who proves ideas are accurate or highly probable

2. exploratory thinker or dreamer who comes up with endless ideas

3. feeling focus person who prefers that people come to concensus and work happily together

4. systematic, rule-following, step-by-step person who uses accepted, published facts, theories, systems or formulas without ever questionning or doubting the "EXPERTS".

That day I created my first 8 questions and used them that evening to give a 2 hour workshop on BRAIN DOMINANCE to many of the students and faculty in the UGA Cortona Trael Abroad Summer Program and a few citizens from Cortona who came too.

Using Whole Brain terms, model gives people a simple model, that is easy to remember to help them deal with the complexity of differencs in peopls.

Hope this is helpful.

Michael Gazzaniga original member of famous SPLIT BRAIN RESEARCH speaks

Michael Gazzaniga original member of famous SPLIT BRAIN RESEARCH speaks


  • http://bigthink.com/michaelgazzaniga

    BIG THINK like TED Talks has hundreds of saved interviews (most 3 to 5 min in length to suit today's people with short attention times or too many interests)
  • bigthink.com
    Michael S. Gazzaniga is a professor of psychology at the University of California, Santa Barbara, where he heads the new SAGE Center for the Study of the Mind. He is one of the leading researchers in cognitive neuroscience, the study of the neural basis of mind. In 1961, Gazzaniga graduated from Dar...

LEARNING STYLES DO NOT EXIST

LEARNING STYLES DO NOT EXIST

another in a series of my responses to a friend about the SCIENTIFIC ACCURACY OR VALIDITY Whole Brain Theories and the studies claiming such.


  • ....about two years ago I first came across a professor, one of many, who discredits the "scientific proof" behind LEARNING & TEACHING styles and the over-simplified use of what I discovered and thought I had proven between 1979-83 in my dissertation research and ever since in my speeches, workshops, university courses.

    If you are interested it that too watch this...

    LEARNING STYLES DON"T EXIST!

    http://www.youtube.com/watch?v=sIv9rz2NTUk
  • www.youtube.com
    Professor Daniel Willingham describes research showing that learning styles are a myth

Do you use personality tests at your workplace?

Do you use personality tests at your workplace?

The following is one of a series of responses I sent a friend in the UK about the factualness of WHOLE-BRAIN, research and the validity of much of the research often used to support the claims of many STYLE INSTRUMENTS used around the world (1970s to today).


Dear....

I ran a networked company called THE DISC SYSTEM from 1985 to 1987 that was formed by 3 sales and marketing consultants who used a knock off version of the Walter Clarke "V" System that was based upon Clarke's work with his professor at Columbia Univ in NYC, William Maston.

When I was asked to be VP and General Director (titles on business cards and stationery) of THE DISC SYSTEM, INC I did some research and found over 90 different companies SELLING/PEDDLING one form or another DISC system based either directly on Marston's book THE EMOTIONS OF NORMAL PEOPLE.  One of them even republished the then out of copyright book and included their own PREFACE as if they wrote the book.

I has went through Ceritification programs for J. P. Cleaver & Company who was the biggest seller of those types in the 60s & 70s and was eventually put out of business by so much competition from other DISC sellers including the one who republished the original book. I can't remember that company's name except that WILSON LEARNING bought then out.

Also I contacted the offices in Washington because I came across articles about law suits that were lost by major corporations mis-using questionnaires and instruments in the late 70s and early 80s.

During the 80s questionnaires became popular again and the MBTI took off and along came HBDI and many others again.  Then Kobus began creating his NBI I believe after he became aware of HBDI without going through Ned's training programs or visiting the Lake Lure Center.

In 1986 I created my own DISC version based upon the principles and theories of Marston plus based upon the training manual I wrote for THE DISC SYSTEM. in 1985.

Questionnaires, instruments can help use...

"Understand the most complex organism in the Universe."

A HUMAN BEING.

But no paper and pencil test can truly explain any single person.

They are indicators, potentially useful predictors.

I haven't used them for that since the mid-80s.

I use them to get people to explore the issue

people are different

we need to take difference into consideration when we

boss, manage, lead, coach, counsel, guide, sell, market, and I believe every other human activity.

I have chosen to live by this premise...

Whether we use 200, 120, 20, 9 question long instruments or astology signs sometimes doesn't make a difference in the accuracy of the information.

some more food for thought.

if the instruments help people better understand themselves and the people dynamics they have to deal with that's great.

I found a book years ago title

1,001 Ways to Understand Your Personality

it truly contains 1,001 different ways ranging from brief descriptions of the famous MMPI psychological tests to MBTI to what color clothers people wear or whether or not they shine their shoes.

any and all can help us see differences in people and either help use

better understand them
or
unfortunately.

just label them so we can put them into categories for many different reasons.

Best wishes to you

Friday, January 13, 2012

Time Management in 2012


Time Trap by MacKenzie is one of the best books I have ever seen.

maybe the following will be helpful to your colleague...

I can teach the basics of Time Management in 90sec, 90 minutes 3 or 4 hours, 6 to 8 hours.

The principles typically are the same. The tools and methods change. Th changes depend upon who is teaching it and who needs to use it and when it is being taught.

Literally there are hundreds if not thousands of books and websites, blogs, ezines, etc.

Here is the 90 second course.

What needs to be done?
When must it be done by?
For Whom does it need to be done for?
Where does it need to be done?

1st list what needs to be done
2nd add estimated times it will take to get each done
3rd prioritize when the deadlines for each
4th note who each has to be for
5th list who else might be able to help
and others
6th make a list
7th start to work

Charles Scwab, 1st president of US Steel
hired the first US business consultant, Ivy Lee (not positive about the family name
he challenged him to create a system to make top mgt at US Steel more efficient, effective and productive

Ivy came back with the following

1. write down the 6 most important things you must get done or have to get done or want to get done on individual cards
2. arrange them by priority order of completion
3. write those 6 done on a card
4. carrry that card and a pencil to cross them off when completed with you all day
5. start

Do not let anything interrupt you from working on those 6, one at a time.

That is the basis of time management

decide what must be done
prioritize them in order of importance and ability to accomplish them.
start
make revisions when necessary
keep score

MacKenzie most famous quote...

Continually ask yourself...

What is the best use of my time in the next 15 minutes that will move me towards completion and fulfillment of my chosen goals and projects.

beyond this are techniques and methods that fit some people, and others that fit other people....

finding what techniques, tools and methods fit you is key.

Whether we use a list, pad of paper, a clip board, a Blackberry, Anroid, iPad or other device, or a diary Franklin DayTimer or other similar books.....it is finding what is comfortable to use for us

Wednesday, January 11, 2012

Organizing comes in different styles


Organizing comes in different styles

The following are thoughts about organizing for people who seldom are organized.

Lee Silber and I met through a chat group (in ancient times of social media in 2002 or 2003.

We emailed several times before we met a the 2004 Winterfest when I was team leading the 4 day Tools & Techniques program with creativity friend Jonathan Vehar and Lee was a lunchtime speaker.

During our emails he asked me to send ideas of how I "organize", that is an oxymoron for those of us who are EXTREME UPPER RIGHT FOLK.

You will find some of my tips and techniques from that time period in my life in the book I suggested.

You want to see the results of an UPPER RIGHT Brain person Organizing go to this page on my website and just scan down through all the photos to the bottom of the final scree where I have photos of my collections of books on ORGANIZING from when I actually taught Time Management courses for clients.

following code used in Neethling Brain Instrument

Upper Left    Upper Right
Lower Left    Lower Right

UL - organize what they are working on and focus. When they are done the store what must DEFINITELY be kept in boxes, drawers, files, storage rooms and simply discard everything else.

LL - organize things and throw away all unnecessary duplicates.

LR - keep the cool stuff, the photos, the letters and things that have personal meaning and rely on their friends to keep and store the boring stuff

UR - get excited when they see a NEW way of organizing, try it for awhile, get bored and then try another NEW WAY,

For 30 years I have been kidding UR people about their normal process is to

File by Pile
Until the piles fall over
Then they put the piles into boxes
when the boxes fill up they begin to pile boxes
when the pile(S) of boxes get in the way
they designate a storage room for a specific topic or project
when the room overflows they rent or buy more space

Out of sight, Out of Mind

One of the beautiful things about the UR storage or organizing approach is that when they are searching for something they had not used or thought of in a long time

THEY FIND ALL KINDS OF NEAT STUFF
they didn't remember they had
or that bring back great memories for them
and SPARK even MORE CREATIVE IDEAS.

All that those LL highly simplied organized people or those cleanly, trimmed storing UL people have is a few things.

All those LR people have is a constant source of memories in their files, on their shevles, on their walls, in their closets or attic spaces.....they can flash through great times in microseconds.

UL & LL people have lost all the warm, fuzzy, nuiances or memories they couldn't numerically organize and fit into neat file folders.

go to Lee Silber's website...
http://leesilber.com/complete-book-list.html


A Lesson from GOOGLE, actually from Schwab Investments and many others


This is a response to Kevin Eikenberry's

A Lesson from Goolge that he read in a Business publication or on a blog

I started teaching workshops in 1980.  Over the next 32 years I often taught sessions or gave speeches about MEETINGS....Truly how to run them.

Does anyone READ anything that is older than the latest tweet, facebook message or less than 30 days since publication any more?

WHY MEETINGS DON'T WORK, a book by two doctoral students who studied meetings in the US in the late 70s and early 80s for their joint dissertation shared what now

GOOGLE is given credit for doing in 2011/12

Charles Schwab of the investments company fame not US Steel fame...

changed many things about the investment business and became wealthy.  Then sold his firm.  Shortly after bought it back because he hated what the new owners were doing with the company with his name on it.

His general rules for holding meetings at his company became...

no meeting will last longer than 20 minutes unless absolutely necessary or it is a general company meeting

no furniture in the room

only those who have something to share and gain directly from attending the meeting will be included/invited

there will be an agenda at the start of the meeting that will be followed

there will be a guide/facilitator/leader to guide/facilitate/lead each meeting.

there will be someone who will make the final decision in the room or an agreement that the group will make the decision during the meeting.

and many other things he had learned through running his company and reading or studying how other successful companies run VALUABLE, MEANINGFUL, PRODUCTIVE MEETINGS.

My question...

Does anyone READ anything that is older that the latest tweet, facebook message or less than 30 days since publication any more?

GOOGLE is the RULE now.....so sad that people only learn from the most recent Tweet or Facebook Message or Wikipedia.

Organizing comes in different styles


Organizing comes in different styles

go to Lee Silber's website...
http://leesilber.com/complete-book-list.html

Lee and I met through a chat group (in ancient times of social media in 2002 or 2003.

We emailed several times before we met a the 2004 Winterfest when I was team leading the 4 day Tools & Techniques program with creativity friend Jonathan Vehar and Lee was a lunchtime speaker.

During our emails he asked me to send ideas of how I "organize", that is an oxymoron for those of us who are EXTREME UPPER RIGHT FOLK.

You will find some of my tips and techniques from that time period in my life in the book I suggested.

You want to see the results of an UPPER RIGHT Brain person Organizing go to this page on my website and just scan down through all the photos to the bottom of the final scree where I have photos of my collections of books on ORGANIZING from when I actually taught Time Management courses for clients.

UL - organize what they are working on and focus. When they are done the store what must DEFINITELY be kept in boxes, drawers, files, storage rooms and simply discard everything else.

LL - organize things and throw away all unnecessary duplicates.

LR - keep the cool stuff, the photos, the letters and things that have personal meaning and rely on their friends to keep and store the boring stuff

UR - get excited when they see a NEW way of organizing, try it for awhile, get bored and then try another NEW WAY,

For 30 years I have been kidding UR people about their normal process is to

File by Pile
Until the piles fall over
Then they put the piles into boxes
when the boxes fill up they begin to pile boxes
when the pile(S) of boxes get in the way
they designate a storage room for a specific topic or project
when the room overflows they rent or buy more space

Out of sight, Out of Mind

One of the beautiful things about the UR storage or organizing approach is that when they are searching for something they had not used or thought of in a long time

THEY FIND ALL KINDS OF NEAT STUFF
they didn't remember they had
or that bring back great memories for them
and SPARK even MORE CREATIVE IDEAS.

All that those LL highly simplied organized people or those cleanly, trimmed storing UL people have is a few things.

All those LR people have is a constant source of memories in their files, on their shevles, on their walls, in their closets or attic spaces.....they can flash through great times in microseconds.

UL & LL people have lost all the warm, fuzzy, nuiances or memories they couldn't numerically organize and fit into neat file folders.

#9 Prioritizing Productively.



#9 Prioritizing Productively.
weekly tip from Michael Podolinsky

Here is my response...

Totally agree with the premise and value of this TIP.

My life, reading, study, experiences of 67 1/2 years, 52 of those working, 30+ using thinking style models, tests and instruments have taught me that...

NOTHING WORKS THE SAME FOR EVERYBODY

perhaps these thoughts will be useful to you Mike.


from my perspective...

We need to discover what works for each of us, our teams, our groups, our departments, our organizations, out countries or cultures.....individually in the moment to make progress and have ongoing success and to be prepared to deal with the totally unexpected.

Focusing on our PURPOSES, VALUES, STRENGTHS then seeking how best to organize how we do WHAT we choose or NEED to do seems more valuable than making lists, diagrams, charts, schedules to nail on our walls or post in our highly integrated electronic equipment from phone to computer to cloud storage.

No two people will Prioritize the same way, yet everyone can be productive.

YES!

The KEY is to PRIORTIZE and FOCUS on what is IMPORTANT and NEEDED in our lives one moment, hour, day, week, month, year, decade....at a time.

Best wishes in fulfilling your CHOSEN PURPOSES in 2012.

Alan

Tuesday, September 13, 2011





WHO KILLED CREATIVITY I just completed an interesting and creative survey about creativity.

 WHO KILLED CREATIVITY? survey If you have missed it (it takes longer than 7 minutes).

 http://www.whokilledcreativity.com/

 and it sparked this weeks (unfortunately delayed ACC) Alan's Cre8ng Challenges 2011-37

 Do you think that CREATIVITY has truly been KILLED or is Being KILLED?

 I am encouraging that you complete the survey and share it with all of your colleagues, fellow workers, managers, supervisors, friends, family members. http://www.whokilledcreativity.com/ on that theme

 Alan's Cre8ng Challenges 2011-37 Each day this week take time to explore the question Who Killed Creativity?

 MONDAY Do you think your creativity, creativeness, creative thinking were killed in SCHOOL? When? Where? How? Why? By Whom?

 TUESDAY Do you think your creativity, creativeness, creative thinking were killed at WORK? When? Where? How? Why? By Whom?

 WEDNESDAY Do you think your creativity, creativeness, creative thinking were killed at HOME? When? Where? How? Why? By Whom?

 THURSDAY Do you think your creativity, creativeness, creative thinking were killed by YOUR FRIENDS? When? Where? How? Why? By Whom? Neighborhood friends? School friends (K thru 12 thru college)

 FRIDAY Do you think your creativity, creativeness, creative thinking were killed by our leaders, POLITICAL, MILITARY, SPORTS or others? When? Where? How? Why? By Whom?

 What are you doing to revive, reawaken, bring back to life your creativity, creativeness, creative thinking at work, in school at home with friends?

 Alan
alan@cre8ng.com
http://www.cre8ng.com

Wednesday, August 31, 2011

THINK ABOUT LEADING AND LEADERSHIP EACH DAY FOR AN HOUR


http://www.slideshare.net/mariskavanijzerloo/9-reflections-on-leadership-ppt

One of the learnings I have been sharing through my classes and workshops is that whatever skill or knowledge we truly want to develop or gain we can through simply spending one hour each day reading, listening, writing, thinking about it.

So today think about leadership by watching the slide show from Australia and think about the 9 points made.

Do you agree?

Do you disagree? If so, what do you believe?


Tuesday, August 30, 2011

Here is today's ezine from my colleague Mike Brown, Creator of Brainzooming...

Great Leaders – 12 Ways Great Leaders Turn into Bad Leaders
Posted: 30 Aug 2011 02:50 AM PDT


There has been tremendous agonizing over Steve Jobs resigning from Apple and speculation of about what will happen as the company loses the great leader who has shaped the Apple brand so dramatically for so many years. In contrast to Steve Jobs, great leaders can also turn into bad leaders. A leader you’d have followed anywhere because of their confidence, strong communication skills, and self-confidence CAN lose the handle on leadership…in a major way.

Having witnessed leaders undergo this unfortunate unraveling up close, it’s worth sharing twelve ways a great leader turns into a bad leader:

Ignoring the characters of the people you surround yourself with and depend on for leadership.
Making people selections based on the “least bad” choice.

When another business is in trouble, loading up on its cast-off people, thinking you’re upgrading your talent.

Orienting your business decisions toward building your ego & personal wealth.
Seeking out limelight even when it distracts from what matters to your organization.

Overpaying for other companies out of ego, bad strategy, or a fear there won’t be anything you can buy later.

When the people who’ve been smart and served you well in business battles disagree with you, don’t listen.

Thinking a leader can afford to not solicit input and put off making the decisions everyone expects the leader to make.

Overstaying your welcome. (Hint: Ask other people what “over stay” means for you specifically.)
Going beyond the edge of your talents. (Hint: Ask other people where the “edge” is for you specifically.)

Not having incredible people ready to take over when you do hit the edge of your talents.
When the business world views you as defeated, refusing to acknowledge at least a couple of mistakes on the way out the door.

What would you add to the list of ways great leaders turn into bad leaders? – Mike Brown

If you’d like to add an interactive, educationally-stimulating presentation on strategy, innovation, branding, social media or a variety of other topics to your event,

Mike Brown is the answer. Email us at brainzooming@gmail.com or call 816-509-5320 to learn how Mike can get your audience members Brainzooming!

Monday, August 29, 2011

LEADERS COME IN MANY TYPES, SHAPES, SIZES

The past week many, many publications: print and electronic are filled with articles about Steve Jobs and his LEADERSHIP STYLE....early Apple, later Apple, return to APPLE about NEXT and Pixar.

If his ICONIC image, approach, presence truly is the reason for Apple's success then many of the pundits, critics will be right and Apple will suffer.

Yet Walt Disney's leadership style appears to have been the same and Disney still remains one of the most successful companies in the world.

Also Tom Edison's leadership style appears to have been much like the micromanaging, complete control style of Steve Jobs and still General Electric still exists as a strong company.

Hmmm? Then there is Henry Ford.

Not all iconic leaders become successful

The key is how to keep a company, organization or government strong after an Iconic leader is gone.

One of the problem with term limits for President of the United States is that if a truly iconic leader got elected president in today's conditions they would never survive for long let alone make much impact in two terms of 4 years alone.

Imagine if a company was run like our government with varying levels of management and leaders having different overlapping finite terms of service.

How would anything get done?

Come to think about it, my reading about many of the Fortune 500 companies has shown that the tenture of a CEO or President tends to be less than 3 years, yet it takes 3 to 5 years to truly make a significant difference.

Leadership then may be actually an impossible task or simply an oxymoron.

Tuesday, August 09, 2011

Are you a Silent Leader?

read Kevin Eikenberry's short message about the value of not being a SILENT leader.

http://blog.kevineikenberry.com/leadership/are-you-playing-silent-leadership/

Thursday, July 14, 2011

Some thoughts for last chapter of Steven Johnson's
WHERE DO IDEAS COME FROM
"The Fourth Quadrant"

In Steven Johnson's last chapter of WHERE GOOD IDEAS COME FROM he shares a 4 quadrant grid. Horizontall dimension is individual on the left and network on the right. Vertical dimension is for market driven on the top and non-market driven (sharing) on the bottom

p.229 shows listing of inventions, breakthur ideas from 1800 to present with the largest number being in the 4th quadrant: non-market driven networked.

How might the growth of the Creativity Movement look on such a chart with Edward de Bono in the 1st, and Torrance, Stein, Osborn, Parnes in the 4th?

if you are a creativity consultant where do you fit?

1st individual focused on making money with your ideas

2nd individual focused on sharing ideas

3rd network/collective/company​ sharing your ideas to make money

4th network/collective/associa​tion sharing ideas to help others with no or limited focus on generating money for yourself?

Saturday, June 11, 2011



Founded by creativity pioneer, Dr. E. Paul Torrance, Future Problem Solving Program International (FPSPI) stimulates critical and creative thinking skills, encourages students to develop a vision for the future, and prepares students for leadership roles. FPSPI engages students in creative problem solving within the curriculum and provides competitive opportunities. Future Problem Solving Program International involves thousands of students annually from Australia, Canada, Great Britain, Hong Kong, Japan, Korea, Malaysia, New Zealand, Portugal, Russia, Singapore, and the United States.

FPSPI Mission: To develop the ability of young people globally to design and promote positive futures using critical, creative thinking.

Wednesday, December 08, 2010

Cre8ng Communities Require PRODUCTIVE LEADERS

Here is a sample list of skills and traits that PRODUCTIVE LEADERS need in order to develop CRE8NG COMMUNITIES where ALL employees are freely creative in their thinking and work.

P - PLAN for creative thinking in meetings and on the job

R - REWARD & RECOGNIZE creative thinking in each individual employee and all teams

O - OBSERVE creative thinking on a daily basis

D - DEVELOP creative thinking on a daily basis

U - UNIFY the creative thinking of all employees

C - COORDINATE the creative thinking of all employees

T - TRAIN for creative thinking, creativeness, creativity and creative problem solving

I - INVEST in creative thinking, creativeness, creativity and creative problem solving

V - VALIDATE creative thinking, creativeness, creativity and creative problem solving

E - ENCOURAGE creative thinking, creativeness, creativity and creative problem solving in all employees at least 10 to 15% of the time.

Productive Leaders geneate and produce highly Cre8ng Communities to increase the morale, heavily reduce absenteeism, lateness, increase the productivity, quality and quantity of all their employees.

It is a high ideal that can become a way of life.

Tuesday, September 07, 2010





We all have to SELL IDEAS sometimes!


Read this great interview with Sam Harrison, author of Zing!, IdeaSpotting, IdeaSelling.

Interview with Sam Harrison

I just finished reading this interview with a colleague of mine that I think is filled with ideas that we all can benefiti and learn from.

Sam Harrison is a highly experienced advertising, marketing and sales expert who also does training in creative thinking in the workplace.

I have attached the interview for you.

Best wishes,

Alan

Robert Alan Black, Ph.D., CSP
2010 ACA Dave Tanner Champion of Creativity Award
NSA/GSF Certified Speaking Professional
Consultant-Speaker-Author-Facilitator-Traveler
POB 5805 Athens, GA 30604 706-353-3387
http://www.cre8ng.com
to read my blogs:
http://www.cre8ng.com/articles-experiment

two NEW PROGRAMS for 2011
Creativity and Leadership Education in Costa Rica
http://www.worldleadershipandinnovation.com/

Creativity Cruise. February 7-12, 2011
info@creativitycruise.com