I have recently written about how the creature is grown from us, from when we are children, through our adults, to business.
The traditional education process means in a working environment as one of the things that prevent things from being wrong, rather than creating new things. This leads to excessive atmospheric fears rather than openness that the creative mind thrives on.
So how do we get this? And how do organizations go to get it higher on their agenda and deliver better results?
Neuroscience and Innovation
Neuroscience tells us that our brain can change their forms by creating a new nervous system no matter what age we are. This goes against a traditional perspective that you only have what you are born with and you have to learn to love it.
In this sense, our honors are made for new things – new ideas, creative design, new ways to make decisions and some new ways to behave (new habits). They will adapt and grow.
So, as appropriate, create a working environment that punishes or lessens individuals to get it wrong and thus keeps people stuck in an old way, is unnatural in our brain. Our gray matter wants to "push" rather than locking down in fear or threat.
Requires change of attitude from top encouraging leaders to run it through organizations and people who are ready to break the tournament, step up and take risks.
In short, the combination of the right elements had to bring our hearts out of their shells again and to open the areas that control creativity rather than reduce power to primary threat centers.
Moving Out of Fearfulness
If we have the desire of top and right leaders to introduce a new mindset, we can begin to create innovative circumstances to encourage our people.
Do not evaluate the value of leadership; There is far too much micro-management in the organization today; This can be what leaders take when they see themselves at risk and under stress. They will usually "convey" their own stress into their people and create ever-worsening conditions.
For creative environments, we need to understand what people need to take advantage of. Some may say that they "love the pressure" and it is true they can respond best when they are under a pump; but generally they will live when they feel safe and troubled.
Occupational disease, wages and financial crimes are fundamental threats that our lifestyle lives directly with; Their use as a threat to someone is likely to produce repetitive behaviors that may work in the short term, but certainly not creative or decisive in a good relationship.
Nowadays there is a lot of unpredictability and uncertainty in general at work, so we need to overcome the fears it produces internally and steer our people into clear waters where innovation lies.
We tend to think of creativity as a process that is free and free. However, neuroscience states that being creative means not removing all instructions and constraints. Actually, many creative people work better within the pre-determined instructions but without them. Too much freedom can mean that it is not a "spark" that describes the fire of innovation.
Generally a smart environment that ensures that people have enough time and space to think; This means different things for different people, but it usually takes to remove obstacles such as pressure, unrealistic expectations and too many time limits.
Ideas grow and few start out as a complete article – take time not only for the first ideas that arise, but for the growth process.
Sharing results and ideas can be a great way to create more ideas and join other members of the group. Ideas consume ideas and it is unbelievable what can be achieved when the chain of innovation is started with some interesting links.
The best leaders will embrace experiments and mistakes and see it as part of the process – not just the results. This comes back to having a sense of innovation and set aside time for the process, rather than paying only service to the idea.