That Cut of Difference

Salon Shots

Yes, just a little bit more on the left above the ear don’t you think? Yes, there are a few stragglers there. I will just get the cut-throat razor out and give those obstreperous hairs a strategic and decisive shave. What do you think? Oh yes, much better. It looks much more skinified and head nude now, not a hair in sight, that should do it!

I looked at the floor below the barber’s chair with trepidation. There I saw a messy foray of my recently attached blond locks of hair randomly splayed now looking up at me with a sense of desertion as they awaited the appearance of a sweeping broom focussed on tidiness.

Yes, the new hairless look suited me, and if I didn’t like it, in a few days some potentially yet to be welcomed hair stubble would reposition itself on my head allowing me to rethink my next attempt at head creativity (Author’s comment….except in my case where that hair stubble decided to abandon my head a couple of decades ago, with a decision never to return!).

As I left the barber’s chair, I saw the next employee eagerly awaiting their turn to start their own individual journey of hair discovery. Yes, in case you are wondering, this barber is actually located in the corporate office. A haircut can be booked via your online E-mail calendar room booking system and there is always a backlog of staff wanting these prestigious hair services.

Why located in the corporate office? Well, why not? In this instance, this organization’s CEO views hairstyles as an extension of the business innovation process. The objective is to encourage their employees to think that little bit differently and to explore experiences and sensations that break the traditional and conservative mindset. After all, many people tend to adopt the same haircut style, one that is deemed professional and generally acceptable to the corporate guidelines of appearance. However, not this organization which boasts a workforce with a varied hair fashion that comes in a mixture of colours, lengths and more diverse appearances.

So next time you are sitting in your barber’s (or hairdresser’s) chair and they ask whether to give you “the usual”, may this blog post give you the creative strength to try something rather different so you too can experience that feeling of hair creativity and freedom of thought! Go on, be brave, give it a go! (it will grow back you know…well, maybe?)

Codex Seraphinianus

The Codex Seraphinianus

Today I was reading a Twitter post by Maria Popova (http://t.co/RdK5JUZsOI) about Luigi Serafini and his encyclopaedia called “Codex Seraphinianus”. The following is the first paragraph from Maria’s post;

In 1976, Italian artist, architect, and designer Luigi Serafini, only 27 at the time, set out to create an elaborate encyclopedia of imaginary objects and creatures that fell somewhere between Edward Gorey’s cryptic alphabets, Albertus Seba’s cabinet of curiosities, the book of surrealist games, and Alice in Wonderland. What’s more, it wasn’t written in any ordinary language but in an unintelligible alphabet that appeared to be a conlang — an undertaking so complex it constitutes one of the highest feats of cryptography. It took him nearly three years to complete the project, and three more to publish it, but when it was finally released, the book — a weird and wonderful masterpiece of art and philosophical provocation on the precipice of the information age — attracted a growing following that continued to gather momentum even as the original edition went out of print.”

My first reaction on reading this was, “What a brilliant concept!”.
My second reaction was, “Why do we never see such creativity in the corporate office?”
The third reaction was, a repeat of my second reaction, “Why not?”

For a corporate organization to be innovative, it needs to be allowed to think. It’s employees need to be provided with the opportunity to have random, creative thoughts that are not inhibited in any way, but are allowed to run free.

In my blog (https://thinkingfuturethoughts.wordpress.com/) I have written many posts trying to inspire those in the corporate office to think that little bit differently. Yes, some of these posts are a little bit way out, but that’s very much the intention. A previous blog post called “The Room of Thought” typifies some of this thinking; (https://thinkingfuturethoughts.wordpress.com/2013/08/29/the-room-of-thought/)

It’s gratifying to hear that many corporate organizations are now using my blog posts as “thought starters” for their employees, but companies need to do more and strategically embed creativity into their cultural DNA. Unfortunately, for some CEOs, innovation is merely just lip service.

The concept of “Codex Seraphinianus” is a fantastic example in “thinking that little bit differently” and inspires those reading it to open and expand their imagination. It breaks all the traditional rules, which I can only applaud.

Yes, this is my first book review and I give it 4.5 out of 5. Why not 5? Well, the score of 5 has been reserved for your own version of “Codex Seraphinianus” of which you will be the author. This version will I’m sure be a creative masterpiece!

The Gingerbread People

Happy Biscuit

The freshly baked gingerbread men and women with an impressive and distinctive corporate logo stamped across their chest were carefully placed on each employee’s desk in the early hours of the morning. It was the last day of work before Xmas and the department manager had spent many hours tirelessly baking that morning in preparation for the annual ritual of gingerbread person desk placement.

The time was now 6 AM and with the task of distribution completed, he decided to find a quiet corporate sick-bay bed and have a couple of hours sleep before his fellow employees arrived in the office to gleefully devour their eagerly anticipated baked gourmet morsels with an accompanying cup of coffee or tea.

But this year, something rather different and decidedly odd occurred. At about 6:15 AM there was a discreet, yet distinctive, sound of pastry movement. Yes, on some of the poorly lit office desks, an occasional little gingerbread arm and foot was beginning to display some rather unique humanistic characteristics. But not all gingerbread people sprung to life?

At 6:30 AM, some baked people of gingerbread DNA were leaping and gesticulating with extensive social skills and were having a great time getting to know each other and exchanging various bodily crumbs. However, some of their other baked relatives were just lying there in a motionless state, whilst others were still experiencing the joy of minimal hand movement with no prospect of running amuck!

Just before the department manager took his last snuff of slumbered bliss signalling that it was time to awake, an internal motion ceasing sensor was triggered in each of the gingerbread people and those that were mobile all dropped down on the spot and once again became just a baked stationary figurine.

As the employees started to arrive at their desks, some were greeted with a large number of scrumptious gingerbread people. Many of the staff found a single gingerbread person on their desk in the exact same position that it has been placed by the manager, others, found none at all. So, the question that you are all thinking is, why do some people have more gingerbread than others? The answer is fairly obvious if you have studied the traits of gingerbread culture and society, but if you do not have this educational knowledge, let me explain.

It all has to do with the energy and creativity that is exhibited by those employees in your corporate office that are innovative. These people are the lifeblood of your organization and they stimulate and encourage all sorts of ideas and inspirational thinking that some of you may think is a little bit way out. But, without these people, there is no imagination, and no hope that fictional ideas such as gingerbread people coming to life could ever exist. So it is really any wonder why the gingerbread people flocked to these people’s desks?

When next you are fortunate enough to hold a gingerbread person, prior to that first chomp of delight, may I suggest you stop and think and question yourself about your level of innovation and whether your personality entitles you to eat just one, or maybe more?

The Vertical Room of Study

The Americans in Canada

It is 8:28 AM and there are a mass of people all waiting rather impatiently for the sky rise elevator doors to open. Finally, the elevator arrives at the Ground Floor Level and the doors slowly open. I quickly enter with purpose and strategically position myself in the back corner of the elevator after appearing to nonchalantly press the illuminated number 39 button. After disguising my external and gleeful anticipation, I then surreptitiously prepare myself mentally for the long ride to my lofty office floor destination.

Some people could be rather bored with the time taken for their vertical ride to tediously meander up to the 39th Floor after continually stopping at many interim floors along the way, but not me! This time is precious as it allows all elevator participants some brilliant people observation and study opportunities! If you haven’t seized the chance to really look at your fellow elevator incumbents, then you really haven’t lived as it contains a microcosm of creativity!

This creativity is quite personal and exhibits itself in many public and rather clandestine forms. The joy for the watcher is in the identification and discovery process which may be rather transparent to those who do not appreciate the visual and sensory clues that are being portrayed within this closed people transportation cubicle.

In case you don’t know what I’m talking about, let me provide some additional information so you too can ponder this creative and informative elevator experience.

Firstly, let’s talk woft. Yes, woft. First thing in the morning, your fellow workers will apply a variety of personal fragrances, with fluctuating levels of intensity, to all parts of their body. These fragrant wofts go under the common names of perfumes, aftershaves, moisturisers, hair gels, deodorants and other secret body embellishments. To add to the mix, there are also those people that don’t believe in fragrance enhancement in any form, shape or application. The result is a composite array of woft that frequently changes in line with the differing elevator assortment of occupants.

Then there are the clothes. There will be a jumble of suits, skirts, dresses, shorts, jeans, ties, scarves, socks, shoes and even the occasional sporty look. The colours embedded into these fabrics will generally cover the full spectrum range of the PMS colour palette (except for some strange reason in Melbourne where the colour dark grey or black seems to dominate). Once again, each elevator ride up and down the building will have its own unique colour and clothing dominance.

And yes, the elevator also provides a fool-proof tool for evaluating whether someone is an introvert or an extrovert. Your classic introvert will typically stand up against the elevator wall, look down at the floor and say absolutely nothing. Whereas, your flamboyant extrovert will tend to position themselves within the central people mix and their eyes will be continually darting around looking for a fellow extrovert to initiate a meaningful, typically loud and engaging conversation. Now should you encounter a whistler in the elevator, this usually signifies a frustrated extrovert who just can’t refrain from communication any longer and is about to socially and verbally explode!

I know what you are now about to ask! What about the mobile phone user? Well, there is no benefit achieved by studying these elevator travellers, yes, none at all. Why? Because these people are fundamentally rude and are therefore insignificant and irrelevant from a creative and academic perspective. However, there is a solution. One option is to construct an elevator that is impervious to mobile phone reception (which is quite a common occurrence with the mobile network my company uses). The other, and more economically acceptable option, is to have an inbuilt sensor within the elevator that initiates a torrent of polite verbal abuse telling the person to desist immediately. I was going to suggest some choice descriptive expletives, but as all elevators carry a “G Rating”, this idea just wouldn’t pass the globally accepted standards of elevator etiquette.

So, if you are in the business of corporate change management, HR or team building, an inexpensive and unique “room of study” awaits you, that being your elevator. Next time you take a vertical ride with your colleagues, may I suggest you ponder the woft, the clothes and observe any introvert or extrovert tendencies. I’m sure that many innovative learnings will be presented for your benefit!

The “Jane Award”

Vogue

“Not again!”, I said as the camera flashes went off in unison leading to yet another ritual of blinding light in the office meeting room. It was becoming an all too familiar event, but it was one that we all relished with eager anticipation, afterall, she is a celebrity.

She did look rather stunning I thought to myself, in her chic white business attire, but she deserves the attention. It was also really inspiring seeing her on the cover of the December edition of Vogue* magazine.

However, what I loved the most about her, was that she still just accepted her usual position in the organization and went about her duties without any fuss or change in attitude or demeanor. One day, I just hope I get to be like her and the many others in the company that have achieved her lofty status.

Her business card says it all and our company utilises these rare and key employees to their maximum potential. After all, without these critical staff, we wouldn’t be enjoying the business success that we have now all become accustomed to on a daily occurrence.

What, you didn’t get a chance to read her business card? My apologies let me hand it over and read it to you. Her name is Jane Brown, her job title is “Creative Thinker”.

Yes……”Creative Thinker”.

So what exactly does Jane Brown do, you may ask? Well, Jane, and the other employees just like her, are allowed to…..think. They are provided time in their job routine to contemplate new ideas and solutions for the business. They are encouraged to network with their work colleagues, to talk to other organizations, to share thoughts and to develop other left field, non-work related dissertations. Ideas related to the future needs of the business are strongly encouraged; in fact, they are demanded by our senior management.

So why is Jane on the cover of Vogue* you may ask? Simple, the process of innovation has no boundaries and can be utilised in all activities that we do, in this instance, Jane is seen as a role model to encourage everyone to think just that little bit differently.

I’m sure that your organization has many people just like “Jane”. These people should be recognised and applauded for their creativity. Who knows, it might just lead to the instigation of the “Jane Awards” in your corporate work environment?

*Yes, Edwina McCann (Editor-In-Chief, Vogue Australia), this is fiction, Jane Brown is not a real person, but just image if she was!!

Neck Naked Innovation

32 of 365.

It’s 6 am in the morning and many woman of all ages (and some lucky men) with long locks of hair all over the world are having to make a strategic decision that will impact not only themselves, but also their work colleagues, family and friends.

That key decision is, should my hair be up or down? Now before you scoff at this important question, please understand that this key piece of personal grooming will influence their mood throughout the day, and potentially into the evening!

As I’m follicley challenged, I’m not that familiar with this mood influence, but according to “extensive personal research”, I’m now convinced of the data validity and the direct behavioural correlation. So for those of you looking for a worthwhile topic for an elaborate and complex government funded research project, look no further, this one will keep you mentally, and financially equipped, for years!

According to the “extensive data”, it’s not actually the length of the hair, but the feeling of the hair on the individual’s neck. The presence of neck hair apparently provides a feeling of protection from the surrounding environment, whereas no neck hair (the technical term known as “neck nakedness”) yields a sensation of freedom and potential optimism for the acceptance of new challenges! (yes, it’s all seen in the “analysis data”).

So, should you be planning to introduce a culture of innovation in your corporate office, may I suggest that an internal memorandum, issued by your HR Director, be quickly distributed instructing all employees to wear their hair up to ensure the best chance of success!

Now I can all hear you asking about those with a bald head. Well, the “data” suggests that these highly valued employees are the obvious candidates for the esteemed position of “Innovation Champions” as they have no creative inhibitions!

So next time you look at yourself in the mirror as you prepare yourself for your day of work, remember, the hairbrush is your key to corporate innovation!

Oh, what a feeling!

Jockey Underwear

“Now these do feel a bit different”, I thought to myself. Yes, the colour was rather flamboyant, not particularly subtle, quite tight and rather a snug, all encapsulating, body hugging fit. However, they did feel fantastic, so I purchased three pairs and I looked forward to wearing one pair under my suit trousers to work the following morning. Yes, in case they are what you are thinking, you are correct, they were some spiffy new underpants!

As I’m quite shy and reserved, although some of you who know me better may beg to differ, I am not showing you a photo, nor am I providing any additional information on the style of underpants. So those of you who were wondering if they were Y-front, low-cut hipsters, G-string or whether I’ve gone with the famous “commando”, you will never know!

So what has this got to do with the corporate office you may be asking? The answer is actually very relevant. No, I am not proposing that you promote an underwear parade at your place of employment where employees, both male and female, model the latest in underwear fashions. However, the concept would be rather unique and may lead to a new revolution in team bonding, but somehow I suspect that the HR team will find some harassment rule that may be applicable?

It does however lead to the question, are you a creature of habit? If I was to continue with the theme of underpants, do you wear the same style and coloured underpants each day? Are you set in your ways, and are you reluctant to change and explore new fashions and ideas that may better meet your underwear requirements?

The key is to explore new experiences in your work life that may lead to exciting and stimulating innovations of thought that you may have only dreamed about. If we stay in the same job and don’t challenge ourselves to test new frontiers, you will quickly fall into a rut and corporate boredom will prevail. This applies to the organization as a whole, not just the individual.

So if your business has that stayed underwear feel about it where corporate life is becoming a little bit faded, shabby and a tad loose fitting, may I strongly encourage you to introduce some creativity into your work routine as the resultant feeling, with something a little bit different, may just provide that required motivational step you are looking for in your career and place of employment.

Go on, give it a go!

Bow tie Leadership

Bow Tie

Should you be looking for a symbol of change in your corporate office? Well, look no further than a bow tie! Besides providing the wearer with some upper collar shirt pizzazz, this stylish and fashionable enhancement will set the custodian with a unique and highly noticeable position of business grandeur amongst your fellow work colleagues.

Let’s start with the basics. Firstly, forget your clip on bow tie, seriously, what’s the point! These are OK if you are 3 years old and don’t know any better and probably can’t tie your shoe laces either. However, if you are an adult, it must be a hand tied bow tie. Once you have mastered the tying procedure, a certain sense of personal achievement will have been attained, a skill that the wearer can most definitely list on their CV with pride and accomplishment.

In my office, I recently had the joy of adorning a bow tie for a 6 week period. I decided to wear this fashion statement to personally support a cultural change management program that had been initiated within my organization.

Now besides getting quite a few inquisitive looks from strangers I traveled with on public transport to and from the office (I still think it was bow tie envy), and from those I work with in the office, to me, the bow tie experience was quite profound and enlightening. So, what did I learn from a corporate leadership perspective that can be used in a change management program?

1. People noticed the bow tie (if you want to be a leader, you need to be noticed).

2. You can’t wear the same coloured bow tie each day (a leader needs to tailor the message for co-workers that can be readily understood, it can’t be a general communication).

3. The bow-tie was hand tied (it takes skill and some persistence to be a leader, the process needs to be practiced).

4. Bow-ties don’t suit everyone (some people like to follow…..and wear the traditional long length and rather boring and conservative tie, but then again, we wouldn’t want everyone wearing a bow tie!).

So, next time your organization is thinking of implementing a program of change, may I suggest you go and purchase a hand tied bow tie and start wearing it in the office. Yes, you will be noticed, you will feel different from the masses, but you will be making a fashion statement, and you will be a Leader!

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”

thinking.

“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!