Creative Reaction

Lessons learned from moving startups to new offices via Lean Startups offers some excellent, practical advice about what to do once you’ve Bulldozed Your Cubicles. It also contains a link to one entrepreneur’s account of a company losing its edge after moving into a comfortable space.

Having an office environment that fosters creativity is a delicate balance. Too few comforts can prevent work from getting done. Too many comforts and you go soft.

(Click on the “environment” tag for numerous posts on this subject.)

Much has been written about the transformation from an industrial/manufacturing economy to one of knowledge-based work, and yet many of our management practices cling to the past, especially in the way employees are motivated and compensated. In this TED Video, Daniel Pink discusses the “mismatch between what science knows and what business does”.

As it turns out, financial incentives are OK for mechanical and methodical tasks, but for for jobs where creativity and cognitive skills are required, such “extrinsic” motivators can actually dull creativity. For jobs where there are no clear methods and where every task requires a creative approach, the only worthwhile motivations are those that are intrinsic. Unless your employees understand their purpose, and work for a cause larger than themselves, it doesn’t matter how much money you pay for their talent; you won’t get their best.

(And boy did I grin when Pink mentioned “Results-Only Work Environments” and Google’s “20% Time”, both of which have been covered here at Creative Reaction.)

Managers and owners, your business’ survival depends upon you watching this 18:36 presentation. Schedule a time and a place to watch it. You’ll be glad you did.

Last Spring, Wired Magazine had a pictorial on the evolution of the cubicle farm, offering a glimmer of hope by stating that today’s designers are trying to “part the sea of cubicles and encourage sociability”.

Harvard Business Publishing suggests parting them with a bulldozer.

“Cubicle cultures just don’t work… (they) discourage collaboration, stifle employee engagement and, as a result, strangle innovation at the exact time when it’s desperately needed.”

What does work? An environment offering a combination of private space to get work done and communal spaces for collaboration.

Read both articles for short profiles and office furniture companies offering alternatives.

Slow down, focus, and be more creative. (Shortest post EVER.)

Management-Issues summarizes and adds some insightful commentary to a one-page article by Mitch McCrimmon entitled Smart Management. 

The essence of both articles is that the best managers are not doers, but enablers; they give employees the encouragement, tools, and the (business) environment to do their best work. They delegate, yet take charge of situations.

This reminds me of another post I just read at Lean Startups.

So we have some things to keep in mind when we are tempted to micro-manage or jump in and do the (once-delegated) task ourselves.

I came across this zeldman.com post via Daring Fireball, and while it’s from the perspective of a writer and web designer, it applies to any creative-for-pay endeavor. It makes a powerful case for results-based work (the opposite of presenteeism). A must read for any manager of creative sorts.

For a metaphorical approach to this very topic, take a look at Coffee and Creativity.

And  since we’re kind of on a “you can’t rush art” theme here, take a look at Pixar’s “How We Do It“.

Harvard Business Publishing analyzes the surge in the value of Britannica’s brand over the last year, as it leapt ahead of Nike, Virgin Atlantic, and Sony. Not bad for a company whose demise has been predicted for years.

Britannica knew its purpose, and that purpose is what brought perspective on how to innovate; and not simply to survive, but to thrive.

So if some expert is predicting the death of your product or service, think  hard about  your purpose. Perhaps this perspective will help you find a way to differentiate yourself and continue to succeed.

Who would think that a 128-slide HR presentation could be inspirational? This one  has statements such as, “Imagine if every person at Netflix is someone you respect and learn from”. Try to keep in mind this is a company that is big enough to be publicly traded.

TechCrunch has some great commentary and the embedded slide deck, which can be viewed full-screen.

Managers, set aside some time to scour this Netflix presentation. And be prepared to take notes.

Braden Kelly of Blogging Innovation puts to rest the notion that innovation is “expensive” and is therefore something to be avoided in a tough economy.

“I can’t afford” is a cop-out; a Dead End. The question to ask is “how can I afford?”, which then causes you to prioritize and think creatively about your resources. So it’s great the see Kelly guide readers through exactly such a process, as he divides various innovation activities into categories in terms of resources needed, then proposes a mix of how and when each should be done in a strategic manner.

Matt Heinz at Blogging Innovation condenses what he heard at a conference into 10 Rules for Small Business Success. Great stuff!

There’s a great illustrated post over at the Times and if it didn’t hit the Internet over a week ago, I would have simply tweeted about it. It’s largely about inventors and it’s very inspirational. Just read it and smile. And then follow it’s advice, “Don’t mope in your room. Go invent something. That is the American message.”

I came across Where I Write in Wired magazine. It is a photo essay by Kyle Cassidy, which documents the creative work spaces of Science Fiction and Fantasy writers. Soon the photos as well as interviews with the authors will be compiled into a book. Where I Write is now in the sidebar (under “Inspiration”) along with On My Desk and This Ain’t No Disco. Check them all out and be inspired!

This article from the Idea Champions archives explains the process of creating a culture of innovation where none yet exists, and aptly chooses the metaphor of clearing brush and planting a garden. As the article states, creating such a culture is simple, yet it’s hard work!

Believe, and help others see why they should, too on the Management-Issues blog offers some excellent advice on creating a passionate, self-motivated team.

Quoting the article, “effective managers and leaders know what they believe and why they believe it”, though success lies beyond confidence and a positive attitude. The key is hiring the right people for the job, showing that you have confidence in them, and helping them find their own motivations to follow the leader’s vision. Good stuff.