If you are still searching for that illusive light bulb moment of inspiration that illuminates you on how to develop a culture of innovation within the corporate office, well, cover your shrinking expectant diluted pupils and look no further!
Those organisations that publicly acknowledge that they have attained this cultural goal of ongoing creative status fully understand, and vehemently practice, a little known law that many of you I’m sure have never heard of, or have ever been exposed to. The law is never discussed in any external academic of business journals, or in a public forum. Those CEOs that utilise this law protect it, and value it on an equal footing with any other prized intellectual property that they own.
The power of this law is like that of a welcome virus, and when unleashed without any senior management constraint within an organisation, it quickly takes hold and generates an uncontrollable innovative forward momentum.
The law is known as “The Cardigan Effect”. So how does it work you may gleefully ask? Let me explain.
The “cardigan” is a metaphor and is used to describe the relaxed, unhindered mental behaviour of an employee when they are not in the corporate office. When exhibiting “cardigan” behaviour, the employee speaks their mind openly; they have an opinion that they happily express with their family and friends. They solve problems, have suggestions and are not scared to challenge the status quo. They may be introverts, extroverts, or anything in between, and are content in realising and accepting their own unique persona.
But when many of these employees enter the corporate office, they remove their snug and comfortable “cardigan” and take on the excepted foreign characteristics and behaviour of the organisation. They become a different person, and all their inherent creativity becomes stifled, suppressed or non-existent.
Those organisations that have mastered the “Cardigan Effect” to drive a culture of innovation within their businesses allow, in fact fully encourage, their employees to wear their personalised “cardigans” in the office. The have created a work environment where their employees want to be their natural selves both in, and out of the office, there is no behavioural separation. However, there is one defining and strategic filter used for this “cardigan” behaviour, that being the organisations corporate values. Here the corporate values are not used to hinder the individual’s creativity, but rather to ensure consistency and a reference point for behaviour.
So how does an organisation create a work environment to fully reap the ongoing benefits of the “Cardigan Effect”? Well, it starts at the top with the Senior Executive team happily wearing their very own personal (not company supplied or corporately branded) “cardigans” publicly in the office. Some of their cardigans may not be that fashionable, may be a tad dirty, or may have a hole in the sleeve, if so, that’s even better. They need to consistently “walk the talk” and wear their “cardigans” everyday, not once off as part of a fad or promotion which most employees recognise quite quickly.
So on Monday as you dress for work, why not leave your usual corporate attire in the wardrobe and pull on your old and trusted “cardigan”. But more importantly, make sure that your home persona accompanies your “cardigan” as you enter the office. Then watch and behold just how fast this new and highly welcome innovation fashion trend quickly prevails!
Thoughts that might just be useful in the future 
Itching for Hitching
/ August 14, 2016If only. The world would be a better place.
Steven Cramer
/ August 14, 2016The Brave New Cardigan World…
Dragthepen
/ August 22, 2016Good read and very informative.
Steven Cramer
/ August 22, 2016Thanks, appreciate the feedback