We’ve all been there. A senior leader in an organisation gives a pep-talk about how she or he wants more innovative thinking in the organisation. We need to be brave, bold and ‘think outside of the box’. We need to brainstorm, ignore constraints, and come up with radical new ideas to solve problems and better serve the customer.
Out-of-the-box brainstorming can be a great way to encourage innovative and divergent thinking. It can be a great way to come up with completely new ideas in a supportive environment, and a great way to challenge our existing assumptions.
Yet I guess everyone reading this will have seen at least one situation where an organisation encouraged out-of-the-box thinking, but then delivered something very much inside the box.
Sadly, over time this can lead to real cynicism. You can almost hear that deep, cynical sigh from a co-worker that we’ve got to attend yet another “fluffy out-of-the-box brainstorming” session. It is sad that this happens, and it really doesn’t have to be like this.
So — why might efforts to encourage “out-of-the-box thinking” fail? Here are some situations I have observed with some potential ways of avoiding them. This list is by no means exhaustive, and I’d love to hear your examples too:
Trap 1: We’re not really brainstorming, we’re divining