How to manage for collective creativity
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0:00 - 0:02I have a confession to make.
-
0:02 - 0:03I'm a business professor
-
0:03 - 0:06whose ambition has been
to help people learn to lead. -
0:06 - 0:07But recently, I've discovered
-
0:07 - 0:10that what many of us
think of as great leadership -
0:10 - 0:14does not work when it comes
to leading innovation. -
0:14 - 0:15I'm an ethnographer.
-
0:15 - 0:17I use the methods of anthropology
-
0:17 - 0:19to understand the questions
in which I'm interested. -
0:19 - 0:21So along with three co-conspirators,
-
0:21 - 0:25I spent nearly a decade observing
up close and personal -
0:25 - 0:28exceptional leaders of innovation.
-
0:28 - 0:30We studied 16 men and women,
-
0:30 - 0:32located in seven countries
across the globe, -
0:32 - 0:35working in 12 different industries.
-
0:35 - 0:38In total, we spent hundreds
of hours on the ground, -
0:38 - 0:41on-site, watching these leaders in action.
-
0:41 - 0:45We ended up with pages and pages
and pages of field notes -
0:45 - 0:48that we analyzed and looked
for patterns in what our leaders did. -
0:48 - 0:50The bottom line?
-
0:50 - 0:53If we want to build organizations
that can innovate time and again, -
0:53 - 0:57we must unlearn our conventional
notions of leadership. -
0:57 - 1:00Leading innovation is not
about creating a vision, -
1:00 - 1:03and inspiring others to execute it.
-
1:03 - 1:05But what do we mean by innovation?
-
1:05 - 1:08An innovation is anything
that is both new and useful. -
1:08 - 1:10It can be a product or service.
-
1:10 - 1:13It can be a process
or a way of organizing. -
1:13 - 1:15It can be incremental,
or it can be breakthrough. -
1:15 - 1:17We have a pretty inclusive definition.
-
1:17 - 1:20How many of you recognize this man?
-
1:20 - 1:23Put your hands up.
-
1:23 - 1:26Keep your hands up,
if you know who this is. -
1:30 - 1:33How about these familiar faces?
-
1:33 - 1:35(Laughter)
-
1:35 - 1:36From your show of hands,
-
1:36 - 1:38it looks like many of you
have seen a Pixar movie, -
1:38 - 1:41but very few of you recognized Ed Catmull,
-
1:41 - 1:44the founder and CEO of Pixar --
-
1:44 - 1:47one of the companies
I had the privilege of studying. -
1:47 - 1:49My first visit to Pixar was in 2005,
-
1:49 - 1:51when they were working on "Ratatouille,"
-
1:51 - 1:55that provocative movie about
a rat becoming a master chef. -
1:55 - 1:58Computer-generated movies
are really mainstream today, -
1:58 - 2:01but it took Ed and his
colleagues nearly 20 years -
2:01 - 2:05to create the first
full-length C.G. movie. -
2:05 - 2:08In the 20 years hence,
they've produced 14 movies. -
2:08 - 2:11I was recently at Pixar,
and I'm here to tell you -
2:11 - 2:14that number 15 is sure to be a winner.
-
2:14 - 2:16When many of us think
about innovation, though, -
2:16 - 2:20we think about an Einstein
having an 'Aha!' moment. -
2:20 - 2:22But we all know that's a myth.
-
2:22 - 2:25Innovation is not about solo genius,
-
2:25 - 2:28it's about collective genius.
-
2:28 - 2:32Let's think for a minute about
what it takes to make a Pixar movie: -
2:32 - 2:38No solo genius, no flash of inspiration
produces one of those movies. -
2:38 - 2:42On the contrary, it takes about
250 people four to five years, -
2:42 - 2:44to make one of those movies.
-
2:44 - 2:46To help us understand the process,
-
2:46 - 2:50an individual in the studio
drew a version of this picture. -
2:50 - 2:51He did so reluctantly,
-
2:51 - 2:56because it suggested that the process
was a neat series of steps -
2:56 - 2:58done by discrete groups.
-
2:58 - 3:02Even with all those arrows,
he thought it failed to really tell you -
3:02 - 3:07just how iterative, interrelated
and, frankly, messy their process was. -
3:07 - 3:12Throughout the making of a movie
at Pixar, the story evolves. -
3:13 - 3:15So think about it.
-
3:15 - 3:17Some shots go through quickly.
-
3:17 - 3:20They don't all go through in order.
-
3:20 - 3:22It depends on how vexing
the challenges are -
3:22 - 3:27that they come up with when they
are working on a particular scene. -
3:27 - 3:29So if you think about that scene in "Up"
-
3:29 - 3:32where the boy hands the piece
of chocolate to the bird, -
3:32 - 3:38that 10 seconds took one animator
almost six months to perfect. -
3:38 - 3:40The other thing about a Pixar movie
-
3:40 - 3:42is that no part of the movie
is considered finished -
3:42 - 3:44until the entire movie wraps.
-
3:44 - 3:49Partway through one production,
an animator drew a character -
3:49 - 3:53with an arched eyebrow that
suggested a mischievous side. -
3:53 - 3:56When the director saw that
drawing, he thought it was great. -
3:56 - 3:57It was beautiful, but he said,
-
3:57 - 4:00"You've got to lose it;
it doesn't fit the character." -
4:00 - 4:02Two weeks later, the director
came back and said, -
4:02 - 4:05"Let's put in those few seconds of film."
-
4:05 - 4:08Because that animator
was allowed to share -
4:08 - 4:11what we referred to
as his slice of genius, -
4:11 - 4:14he was able to help that director
reconceive the character -
4:14 - 4:19in a subtle but important way
that really improved the story. -
4:19 - 4:23What we know is, at the heart
of innovation is a paradox. -
4:23 - 4:27You have to unleash the talents
and passions of many people -
4:27 - 4:32and you have to harness them
into a work that is actually useful. -
4:32 - 4:34Innovation is a journey.
-
4:34 - 4:37It's a type of collaborative
problem solving, -
4:37 - 4:40usually among people
who have different expertise -
4:40 - 4:42and different points of view.
-
4:42 - 4:44Innovations rarely get created full-blown.
-
4:44 - 4:46As many of you know,
-
4:46 - 4:49they're the result,
usually, of trial and error. -
4:49 - 4:53Lots of false starts,
missteps and mistakes. -
4:53 - 4:56Innovative work can be
very exhilarating, -
4:56 - 5:02but it also can be
really downright scary. -
5:02 - 5:07So when we look at why it is
that Pixar is able to do what it does, -
5:07 - 5:12we have to ask ourselves,
what's going on here? -
5:12 - 5:15For sure, history
and certainly Hollywood, -
5:15 - 5:18is full of star-studded teams
that have failed. -
5:18 - 5:20Most of those failures are attributed
-
5:20 - 5:25to too many stars or too many
cooks, if you will, in the kitchen. -
5:25 - 5:29So why is it that Pixar,
with all of its cooks, -
5:29 - 5:33is able to be so successful
time and time again? -
5:33 - 5:36When we studied
an Islamic Bank in Dubai, -
5:36 - 5:41or a luxury brand in Korea,
or a social enterprise in Africa, -
5:41 - 5:43we found that innovative organizations
-
5:43 - 5:46are communities that
have three capabilities: -
5:46 - 5:51creative abrasion, creative
agility and creative resolution. -
5:51 - 5:56Creative abrasion is about being able
to create a marketplace of ideas -
5:56 - 5:58through debate and discourse.
-
5:58 - 6:01In innovative organizations,
they amplify differences, -
6:01 - 6:02they don't minimize them.
-
6:02 - 6:05Creative abrasion is not
about brainstorming, -
6:05 - 6:07where people suspend their judgment.
-
6:07 - 6:11No, they know how to have very
heated but constructive arguments -
6:11 - 6:15to create a portfolio of alternatives.
-
6:15 - 6:17Individuals in innovative organizations
-
6:17 - 6:21learn how to inquire, they learn how
to actively listen, but guess what? -
6:21 - 6:24They also learn how to
advocate for their point of view. -
6:24 - 6:28They understand that
innovation rarely happens -
6:28 - 6:31unless you have both
diversity and conflict. -
6:32 - 6:37Creative agility is about being able
to test and refine that portfolio of ideas -
6:37 - 6:40through quick pursuit,
reflection and adjustment. -
6:40 - 6:42It's about discovery-driven learning
-
6:42 - 6:45where you act, as opposed to plan,
your way to the future. -
6:45 - 6:49It's about design thinking where
you have that interesting combination -
6:49 - 6:52of the scientific method
and the artistic process. -
6:52 - 6:57It's about running a series of
experiments, and not a series of pilots. -
6:57 - 6:59Experiments are usually about learning.
-
6:59 - 7:00When you get a negative outcome,
-
7:00 - 7:03you're still really learning something
that you need to know. -
7:03 - 7:06Pilots are often about being right.
-
7:06 - 7:10When they don't work,
someone or something is to blame. -
7:10 - 7:13The final capability
is creative resolution. -
7:13 - 7:15This is about doing decision making
-
7:15 - 7:19in a way that you can actually combine
even opposing ideas -
7:19 - 7:21to reconfigure them in new combinations
-
7:21 - 7:24to produce a solution
that is new and useful. -
7:24 - 7:28When you look at innovative organizations,
they never go along to get along. -
7:28 - 7:30They don't compromise.
-
7:30 - 7:34They don't let one group
or one individual dominate, -
7:34 - 7:38even if it's the boss,
even if it's the expert. -
7:38 - 7:40Instead, they have developed
-
7:40 - 7:43a rather patient and more inclusive
decision making process -
7:43 - 7:47that allows for both/and
solutions to arise -
7:47 - 7:50and not simply either/or solutions.
-
7:50 - 7:54These three capabilities are why we see
-
7:54 - 7:58that Pixar is able to do what it does.
-
7:58 - 8:00Let me give you another example,
-
8:00 - 8:03and that example is the
infrastructure group of Google. -
8:03 - 8:06The infrastructure group
of Google is the group -
8:06 - 8:10that has to keep the website
up and running 24/7. -
8:10 - 8:13So when Google was about
to introduce Gmail and YouTube, -
8:13 - 8:17they knew that their data storage
system wasn't adequate. -
8:17 - 8:21The head of the engineering group
and the infrastructure group at that time -
8:21 - 8:23was a man named Bill Coughran.
-
8:23 - 8:27Bill and his leadership team,
who he referred to as his brain trust, -
8:27 - 8:31had to figure out what to do
about this situation. -
8:31 - 8:33They thought about it for a while.
-
8:33 - 8:36Instead of creating a group
to tackle this task, -
8:36 - 8:41they decided to allow groups
to emerge spontaneously -
8:41 - 8:42around different alternatives.
-
8:42 - 8:45Two groups coalesced.
-
8:45 - 8:48One became known as Big Table,
-
8:48 - 8:52the other became known
as Build It From Scratch. -
8:52 - 8:55Big Table proposed that they
build on the current system. -
8:55 - 8:59Build It From Scratch proposed
that it was time for a whole new system. -
8:59 - 9:03Separately, these two teams
were allowed to work full-time -
9:03 - 9:05on their particular approach.
-
9:05 - 9:08In engineering reviews,
Bill described his role as, -
9:08 - 9:13"Injecting honesty into
the process by driving debate." -
9:13 - 9:17Early on, the teams were encouraged
to build prototypes so that they could -
9:17 - 9:20"bump them up against reality
and discover for themselves -
9:20 - 9:23the strengths and weaknesses
of their particular approach." -
9:23 - 9:26When Build It From Scratch shared
their prototype with the group -
9:26 - 9:29whose beepers would have
to go off in the middle of the night -
9:29 - 9:31if something went wrong
with the website, -
9:31 - 9:36they heard loud and clear about the
limitations of their particular design. -
9:36 - 9:39As the need for a solution
became more urgent -
9:39 - 9:42and as the data, or the
evidence, began to come in, -
9:42 - 9:46it became pretty clear
that the Big Table solution -
9:46 - 9:48was the right one for the moment.
-
9:48 - 9:50So they selected that one.
-
9:50 - 9:53But to make sure that
they did not lose the learning -
9:53 - 9:55of the Build it From Scratch team,
-
9:55 - 9:58Bill asked two members of that team
to join a new team that was emerging -
9:58 - 10:01to work on the next-generation system.
-
10:01 - 10:05This whole process took nearly two years,
-
10:05 - 10:09but I was told that they were
all working at breakneck speed. -
10:09 - 10:13Early in that process, one of the
engineers had gone to Bill and said, -
10:13 - 10:16"We're all too busy
for this inefficient system -
10:16 - 10:18of running parallel experiments."
-
10:18 - 10:21But as the process unfolded,
he began to understand -
10:21 - 10:25the wisdom of allowing talented
people to play out their passions. -
10:25 - 10:29He admitted, "If you had forced us
to all be on one team, -
10:29 - 10:32we might have focused on proving
who was right, and winning, -
10:32 - 10:38and not on learning and discovering
what was the best answer for Google." -
10:38 - 10:42Why is it that Pixar and Google
are able to innovate time and again? -
10:42 - 10:45It's because they've mastered
the capabilities required for that. -
10:45 - 10:48They know how to do
collaborative problem solving, -
10:48 - 10:50they know how to do
discovery-driven learning -
10:50 - 10:52and they know how to do
integrated decision making. -
10:52 - 10:56Some of you may be sitting there
and saying to yourselves right now, -
10:56 - 10:59"We don't know how to do
those things in my organization. -
10:59 - 11:01So why do they know how to
do those things at Pixar, -
11:01 - 11:05and why do they know how to
do those things at Google?" -
11:05 - 11:07When many of the people
that worked for Bill told us, -
11:07 - 11:13in their opinion, that Bill was one
of the finest leaders in Silicon Valley, -
11:13 - 11:18we completely agreed;
the man is a genius. -
11:18 - 11:21Leadership is the secret sauce.
-
11:21 - 11:23But it's a different kind of leadership,
-
11:23 - 11:28not the kind many of us think about
when we think about great leadership. -
11:28 - 11:31One of the leaders I met with
early on said to me, -
11:31 - 11:34"Linda, I don't read books on leadership.
-
11:34 - 11:37All they do is make me feel bad."
(Laughter) -
11:37 - 11:40"In the first chapter they say
I'm supposed to create a vision. -
11:40 - 11:44But if I'm trying to do something
that's truly new, I have no answers. -
11:44 - 11:46I don't know what
direction we're going in -
11:46 - 11:50and I'm not even sure I know
how to figure out how to get there." -
11:50 - 11:52For sure, there are times
when visionary leadership -
11:52 - 11:54is exactly what is needed.
-
11:54 - 11:58But if we want to build organizations
that can innovate time and again, -
11:58 - 12:02we must recast our understanding
of what leadership is about. -
12:02 - 12:06Leading innovation is about
creating the space -
12:06 - 12:09where people are willing
and able to do the hard work -
12:09 - 12:11of innovative problem solving.
-
12:11 - 12:15At this point, some of you
may be wondering, -
12:15 - 12:18"What does that leadership
really look like?" -
12:18 - 12:22At Pixar, they understand
that innovation takes a village. -
12:22 - 12:26The leaders focus on building
a sense of community -
12:26 - 12:28and building those three capabilities.
-
12:28 - 12:30How do they define leadership?
-
12:30 - 12:33They say leadership
is about creating a world -
12:33 - 12:35to which people want to belong.
-
12:35 - 12:37What kind of world do people
want to belong in at Pixar? -
12:37 - 12:39A world where you're
living at the frontier. -
12:39 - 12:42What do they focus their time on?
-
12:42 - 12:43Not on creating a vision.
-
12:43 - 12:45Instead they spend
their time thinking about, -
12:45 - 12:50"How do we design a studio that has
the sensibility of a public square -
12:50 - 12:52so that people will interact?
-
12:52 - 12:56Let's put in a policy that anyone,
no matter what their level or role, -
12:56 - 12:58is allowed to give notes to the director
-
12:58 - 13:01about how they feel
about a particular film. -
13:01 - 13:03What can we do to make sure
-
13:03 - 13:06that all the disruptors, all the
minority voices in this organization, -
13:06 - 13:08speak up and are heard?
-
13:08 - 13:12And, finally, let's bestow credit
in a very generous way." -
13:12 - 13:15I don't know if you've ever looked
at the credits of a Pixar movie, -
13:15 - 13:18but the babies born during
a production are listed there. -
13:18 - 13:20(Laughter)
-
13:20 - 13:23How did Bill think about
what his role was? -
13:23 - 13:26Bill said, "I lead
a volunteer organization. -
13:26 - 13:30Talented people don't want
to follow me anywhere. -
13:30 - 13:34They want to cocreate
with me the future. -
13:34 - 13:36My job is to nurture the bottom-up
-
13:36 - 13:40and not let it degenerate into chaos."
-
13:40 - 13:41How did he see his role?
-
13:41 - 13:44"I'm a role model,
I'm a human glue, -
13:44 - 13:46I'm a connector,
I'm an aggregator of viewpoints. -
13:46 - 13:49I'm never a dictator of viewpoints."
-
13:49 - 13:51Advice about how you exercise the role?
-
13:51 - 13:53Hire people who argue with you.
-
13:53 - 13:55And, guess what?
-
13:55 - 13:58Sometimes it's best to be
deliberately fuzzy and vague. -
13:59 - 14:01Some of you may
be wondering now, -
14:01 - 14:03what are these people thinking?
-
14:03 - 14:04They're thinking,
-
14:04 - 14:07"I'm not the visionary,
I'm the social architect. -
14:07 - 14:10I'm creating the space where
people are willing and able -
14:10 - 14:14to share and combine
their talents and passions." -
14:14 - 14:17If some of you are worrying now
that you don't work at a Pixar, -
14:17 - 14:19or you don't work at a Google,
-
14:19 - 14:21I want to tell you there's still hope.
-
14:21 - 14:23We've studied many organizations
-
14:23 - 14:25that were really not
organizations you'd think of -
14:25 - 14:28as ones where a lot of innovation happens.
-
14:28 - 14:31We studied a general counsel
in a pharmaceutical company -
14:31 - 14:34who had to figure out how
to get the outside lawyers, -
14:34 - 14:3719 competitors,
to collaborate and innovate. -
14:37 - 14:41We studied the head of marketing
at a German automaker -
14:41 - 14:44where, fundamentally, they believed
that it was the design engineers, -
14:44 - 14:47not the marketeers,
who were allowed to be innovative. -
14:47 - 14:51We also studied Vineet Nayar
at HCL Technologies, -
14:51 - 14:53an Indian outsourcing company.
-
14:53 - 14:55When we met Vineet,
-
14:55 - 14:58his company was about, in his
words, to become irrelevant. -
14:58 - 15:04We watched as he turned that company
into a global dynamo of I.T. innovation. -
15:05 - 15:08At HCL technologies,
like at many companies, -
15:08 - 15:12the leaders had learned to see
their role as setting direction -
15:12 - 15:14and making sure that
no one deviated from it. -
15:15 - 15:19What he did is tell them
it was time for them -
15:19 - 15:23to think about rethinking
what they were supposed to do. -
15:23 - 15:26Because what was happening
is that everybody was looking up -
15:26 - 15:29and you weren't seeing
the kind of bottom-up innovation -
15:29 - 15:31we saw at Pixar or Google.
-
15:31 - 15:33So they began to work on that.
-
15:33 - 15:37They stopped giving answers, they
stopped trying to provide solutions. -
15:37 - 15:40Instead, what they did
is they began to see -
15:40 - 15:44the people at the bottom of the
pyramid, the young sparks, -
15:44 - 15:46the people who were
closest to the customers, -
15:46 - 15:49as the source of innovation.
-
15:49 - 15:52They began to transfer
the organization's growth -
15:52 - 15:53to that level.
-
15:55 - 15:59In Vineet's language, this was
about inverting the pyramid -
15:59 - 16:02so that you could unleash
the power of the many -
16:02 - 16:05by loosening the stranglehold of the few,
-
16:05 - 16:08and increase the quality
and the speed of innovation -
16:08 - 16:11that was happening every day.
-
16:12 - 16:15For sure, Vineet and all the
other leaders that we studied -
16:15 - 16:19were in fact visionaries.
-
16:19 - 16:23For sure, they understood
that that was not their role. -
16:23 - 16:28So I don't think it is accidental
that many of you did not recognize Ed. -
16:28 - 16:33Because Ed, like Vineet, understands
that our role as leaders -
16:33 - 16:37is to set the stage, not perform on it.
-
16:37 - 16:40If we want to invent a better future,
-
16:40 - 16:43and I suspect that's why
many of us are here, -
16:43 - 16:47then we need to reimagine our task.
-
16:47 - 16:50Our task is to create the space
-
16:50 - 16:52where everybody's slices of genius
-
16:52 - 16:57can be unleashed and harnessed,
-
16:57 - 17:00and turned into works
of collective genius. -
17:00 - 17:02Thank you.
-
17:02 - 17:05(Applause)
- Title:
- How to manage for collective creativity
- Speaker:
- Linda Hill
- Description:
-
What's the secret to unlocking the creativity hidden inside your daily work, and giving every great idea a chance? Harvard professor Linda Hill, co-author of "Collective Genius," has studied some of the world's most creative companies to come up with a set of tools and tactics to keep great ideas flowing — from everyone in the company, not just the designated "creatives."
- Video Language:
- English
- Team:
- closed TED
- Project:
- TEDTalks
- Duration:
- 17:17
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Morton Bast edited English subtitles for How to manage for collective creativity | ||
Morton Bast edited English subtitles for How to manage for collective creativity | ||
Morton Bast edited English subtitles for How to manage for collective creativity | ||
Morton Bast edited English subtitles for How to manage for collective creativity |