Hair Cut Frizz

Kathy (Frizzy Hair)

My friend spent many hours and dollars sitting in the hairdresser’s chair in the pursuit of that “just right look”. Her hair was washed, cut, coloured, styled and other things I have no idea about (my hairstyle has not required a visit to the barber for quite a few years) and the final result was “hair perfection”. She looked gorgeous, but more importantly, she felt fantastic and her mood exuded confidence and that killer professional personality of “look out world, don’t mess with me!”

But, on leaving the hairdresser, the heavens opened up and a massive downpour of heavy rain engulfed her magnificent locks of hair. The result, an unexpected frizzy hairdo, and one that no longer looked the same as it did a mere one minute ago.

Now my friend could have reacted two ways:

1. Complete emotional devastation with a flurry on large tears, cursing and screams of disappointment and anger.
2. A “WTF” attitude where she enjoyed the moment whilst it lasted, but now was wondering what benefits would be achieved from her completely different bohemian and rather artistic appearance?

In the corporate world, this experience typifies the influence of a “Change Management” program on the employee. In many instances, the “Change” is totally unexpected, has caught them off-guard and they had no desire to participate. The employee, like my friend, could respond in two ways; complete emotional devastation, or seize the change opportunity and move forward with a positive attitude.

The key is to have the latter, but to do this; the whole corporate organization needs to be fully aligned in the process. Those directly influenced by the “Change” need to be supported and nurtured so they receive consistent supportive signals of encouragement from their colleagues and management. For example, with the “frizzy hair look”, here the organization would need to promote and publicly value the skills associated with a bohemian and creative attitude. If the business still wanted the “pre-rained look”, then the employee would feel ostracised and may eventually leave the company as they perceived themselves as not fitting in to the required organizational culture.

There are many potential learnings for the HR Team from this “frizzy hair” analogy, the most important one being the environment the business establishes to accommodate and support those employees influenced by the “Change” that they have initiated. Frequently, employees are condemned for not coping with “Change”, but rather it is the fault of the organization for not fully anticipating their employee’s demands and needs as a result of the “Change”.

One final question for you to ponder a little bit further. For those of us with no hair, does this mean that we can cope with change easier than other employees?

Ideas that Think: “Idea-inks”


“With so many great ideas out there, I know we will find the right one!”

I’m sure that many of you when doing a “braining storming” session have said this phrase to your colleagues in a desperate plea to find that truly innovative idea that will be the financial answer to all your company’s problems? However, in most occasions, I suspect you would have been disappointed with the result.

This got me thinking. What if we were to view “ideas”, rather than as a non-descript and transient thought, but as an idea with it’s own personal objectives and desires? Yes, I’m referring to “ideas that think”! Now this changes the game plan completely!

Let’s explore this concept further.

Firstly, let’s define these “ideas that think” which I will name “Idea-inks” for want of a better name.

Let’s assume that “Idea-inks” have their own unique and complex personality and they, like people, want to achieve self-actualization, just like in Maslow’s Needs Hierarchy. But they will also have basic survival desires to ensure their long-term ability to procreate. To do this, I can visualise “Idea-inks” wofting between corporate organizations trying to find the right environment that accommodates their requirements for psychological, safety, a sense of belonging, self esteem and that all important opportunity for innovation and creativity.

But what if your corporate culture is rather dull, boring and lacking the required inspiration for an “Idea-ink” to embed, establish roots and grow? If this sounds like your organization, then it’s not surprising that your brainstorming sessions lead to little, if any, new ideas being developed, after all, why should an “Idea-ink” want to live there, nor put the time into your company with little opportunity for potential long term self actualization prospects?

Corporate organizations need to “woo” the “Idea-inks” into your business. You need to make them feel welcome. But “Idea-inks” are not gullible, but rather insightful and quickly appreciate whether they are being sold something under false pretences.

If your business wants the most innovative ideas, then you want to target the most creative “Idea-inks”. Like all business transactions, if your corporate culture is poor, you will get the dud “Idea-inks”, if your work environment is continually dynamic and vibrant, you will be bombarded by a plethora of the most talented and inspiring “Idea-inks” fighting to maintain a presence in your office.

So the answer to getting a continual flow of the right business ideas into your corporate office is your culture and environment. Make sure you target the right “Idea-inks” for your company, and your creativity will be guaranteed!

Facial Metallic Transmission Opportunities

Can A Mask Of Light Hide The Darkness Inside?

I’ve always been intrigued with people who have a nose stud and one implanted centrally and prominently in their tongue. On seeing these facial adornments, I have typically asked the question why, and have politely probed the wearer for their rational. The response has been varied, but I now fully appreciate the vast array of perceived benefits from their perspective.

However, this got me thinking of another potential and innovative opportunity.

Why not utilise this metallic facial installation to provide improved frequency receptivity for radio and mobile phone signals? A non intrusive and well camouflaged earpiece could then be used to complement this aerial enhancing “bodily stud” network? Now just think of the additional signal enhancement if a belly button stud or other body region was also included into the receptivity network!

The only question that now springs to mind is the danger of heat. Should there be too much signal transmission occurring, could the bodily stud become too hot for the wearer to cope with during times of peak usage? Maybe the stud could turn a red colour when a certain temperature was reached thereby warning the wearer of the potential impending danger?

Just a thought, but something to think about next time you meet someone with a facial stud. I’m sure that this topic would be an ideal conversation starter!!

Ok LinkedIn, I have a cunning idea for you!

Closeup portrait of a group of business people laughing

I am one of those people that always remembers a face, but am shocking when it comes to recalling a name. When travelling around on business, I immediately identify someone I know, and then when it comes to that all important name greeting…yes, a pregnant pause of embarrassment commonly prevails!

I, like many people, have a vast network of LinkedIn contacts that covers a range of colleagues where I live, interstate and internationally. Now this is where you need to pay attention LinkedIn….!!

What if you modified your iPhone LinkedIn App to have a GPS map that alerted you to whether one of your network contacts was near you (say within 50 metres)! If they were, a message would then be sent to you with their name, photo, role and their company. If you wanted to meet them, you could ping them with an SMS. Now wouldn’t that be great for those name forgetters like myself!

Yes, I’m sure that some of you might also be thinking that this App could also be extended to Facebook, but that’s for another type of social interaction and a plethora of other opportunities (and associated problems) springs to mind with this one!

Now, LinkedIn or Facebook, if you are going to explore this one further, don’t forget where this brilliant idea originated!

It’s all about Passion!

Passion Lives Here ...

That “P-word” is so obvious in some companies that when you walk into their corporate office foyer, you don’t need a dictionary to understand how to spell it, nor a thesaurus to interpret what it means, you can just sense and feel it. Yes, that “P-word” is “Passion”.

No, I’m not talking that form of “passion” where you see employees drooling over each other in lustful scenarios that may embarrass the observer. I’m referring to that enthusiastic and contagious behaviour that permeates within an organization that has that right mix of employee engagement and a personal and committed belief in the future growth of the business.

In the September 2014 edition of The Australian Financial Review “Boss” Magazine, there is an article that lists “The Best Places to Work”. As you read about each of these top 25 companies, the word “passion” is very apparent and is a consistent underlying theme in all of them.

So, how does one achieve “passion” in business? To me, it’s quite simple. Forget all your HR and other detailed analyses of employee engagement strategy pontification, let’s just focus on the basics.

According to the Free Dictionary (
Passion: A powerful emotion, such as love, joy, hatred, or anger

The key in this definition are the words “powerful emotion”. When you are really passionate about someone, your have an intense and powerful desire to be with them, to see them, to have them continually in your life. The experience benefits you and you want more and more of the encounter. It is a bit like a drug that you want to continually consume.

Unfortunately, many employees don’t have any passion in their jobs and want to get out of the office as quickly as possible. So who is the blame for this passion abstinence? No, in the majority of cases it’s not the employee, but the employer.

Most corporate organizations have the best intentions in trying to motivate and inspire their employees. However, employees seem to have an inbuilt “Bollocks Meter” that measures whether the senior management team are sincere, walking the talk, or just going through the motions with yet another passing fad that will soon diminish with time.

Corporate passion can’t be bought. It needs to be lived and exemplified in all activities of the business. The passion crux is when employees want to be at work as they believe that it benefits their own well-being, those around them, and their customers. If the business is just transactional, then passion has minimal hope in succeeding.

Yes…’s all about the passion!

The Suit Trouser Length Creativity Index


Does the length of your suit trouser leg influence your creativity in the corporate office?

Yes, this is rather an unusual question! Personally, I must admit that the thought of it had never really crossed my mind until I had to kill two hours in the Virgin Lounge at Melbourne airport this morning as my plane was delayed owing to fog. When you have two hours to ponder the “real meaning” of corporate life, your mind does indeed explore the more important innovation correlations and the length, or lack thereof, of one gentleman’s suit trouser initiated this serious thesis of study.

As I slowly swallowed the remaining remnants of my long black coffee, I noticed a man in his late fifties sojourn past me. My stare was not focused on his slow walking style, nor his olive tweed suit, nor his impressive bald head (of which I am a fellow supporter), no, the deciding attribute was that the bottom of his trousers were about one inch above the top of his black shoes thereby making his distinctive green socks rather prevalent to the eye. My gaze then started to methodically search the Virgin Lounge looking to see if this was a one off, or the start of a common dress code with which I was not partaking.

To my amusement, I noticed a variety of trouser lengths prevailing. Some were too long and were gently kissing the carpet on which they walked. There was a range of trouser lengths that just touched the bottom of the heel, but the majority were about half an inch above the accepted level as deemed by corporate fashion correctness.

So how does this all relate to creativity? Well, I believe that there is a direct correlation! Let’s consider the following “facts”.

If the trouser length is too high, the wearer of the trouser has the option to display their socks to the passing world. These socks can be brightly coloured, patterned or even non-existent. Alternatively, the wearer could also go with the full naked ankle look (commonly termed the “commando ankle”).

If the trouser length is too low, those observers that the trouser wearer is walking past don’t have the opportunity to wonder at the endless array of potential sock possibilities. In this instance, it is quite common for the black boring nondescript sock to be worn. Yes, these people are your typical non-creative types.

The other and less known benefit with high trouser length is the “health improvement” derived from air current woft up the trouser leg that facilitates a perceived freedom of thought. Those that frequent the wearing of a kilt on a breezy day would know exactly what I’m talking about!

So my hypothesis, which I would be honoured if some bright PhD student elects to explore further in the not too distant future (that I’m sure would also be written up in the Harvard Business Review), is that your trouser length is a simple and direct measure of your creativity in the corporate office. So, make sure you wear your trouser cuffs high and maximise the derived benefit of creativity!

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