9. 9
So we don’t see it coming ‘coz we are NOT looking there
10. Why don’t we see the signals
10
• We know what to do
• We do it well
• We continue doing it
• We FEEL Great
• We think its safe ---> get slow
Our Strength becomes our WEAKNESS
13. 13
In Life . . .
• Unfamiliar --> Scary
• We could get hurt
• We move fast
• To Win / Get to safety
And now ?
14. • Unfamiliar territory
• We don’t know how things work
• We could fail ---> lose
• We feel exposed ----> scared
14
In Business, our story is . . .
We CONTINUE doing WHAT WE DID YESTERDAY !!
21. Its about being . . .
21
• Open to collaboration
• Open to different thinking
• TRYING new things
---> Experimenting
---> Failing
---> Trying a new way
---> WINNING !
26. Connecting the Dots - Scenario Planning ++
Global Growth . . .
o more Disposable Income
o more cars on the road
o more need for oil
26
Greed ?
OPEC countries form a cartel ?
Prices rise HIGHER THAN EXPECTED?
Oil
Prices
RISE ?
29. Creativity - Defined
Creativity is the development of ideas about
products, practices, services, or procedures
that are novel and potentially useful to the
organization
Eureka!
30. What Does It Take
to Be Creative?
Time
Hard work
Mental energy
31. The Creative Person
How are they different?
Personality Traits
Cognitive Creativity Skills
Domain-specific Knowledge
Intrinsic Motivation
37. Creativity Enhancers
Focus on intrinsic
motivation
Creativity goals
Developmental feedback
Supportive supervision
Healthy competition
Participative decision
making
Autonomy
Hire creative people
Enriched, complex jobs
Provide resources
Clear organizational goals
Instructions to be creative
Recognize and reward
creativity
Encourage risk taking
No punishment for failure
38. …Creativity Enhancers
Workforce diversity
Internal and external
interaction
Diverse teams skilled at
working together
Supportive climate
Organizational culture
the promotes
innovation
Flexible, flat structures
Close interaction and
relationships with
customers
39. How Can Organizations
Foster Creativity?
Hire creative &
diverse workforce
Design complex &
challenging jobs
Set clear
org. goals
Recognize &
reward creativity
Set creativity
goals
Use diverse
teams
Create the right
org. culture
Provide resources
esp. time
“Be Creative!”
40. Management Style and
Creativity
Encourage risk taking
Provide autonomy
Encourage productivity - “sweat equity”
Supportive supervision, climate, and
work group
Participative leadership
41. Creativity Killers
Excessive focus on extrinsic motivation
Limits set by superiors
Critical evaluation
Close, controlling supervision
Competition in a win-lose situation
Control of decision making
Control of information
42. Stages in the Creative Process
Preparation
Incubation
Verification
Illumination
43. Flow - Defined
Flow (autotelic experience) occurs when
people experience a state of effortless
concentration and enjoyment
44. Creative Thinking Techniques
Brainstorming Rules
Expressiveness - Say whatever ideas come to
mind without focusing on constraints
Non-evaluation - No criticism allowed; all are
valuable
Quantity - Produce as many ideas as possible
Building - Expand on other people’s
ideas
45. … Creative Thinking Techniques
Brainwriting
Hybrid of both individual
and group brainstorming
Produces more ideas than
brainstorming
46. Adopting a New Way
Do customers want it ?
Is it good for business ?
Can we deliver it ?
Start with
DESIRABILITY
47. What to be ready for as Leaders
1. Things WILL move . . . Be ready for CHANGE . . .is getting faster & faster
o Adaptive Leadership - ability to adapt to change & shift mind-sets
o Shared Leadership
2. Culture of Enquiry
3. Ability to See Ahead. See the Trends . Join the Dots.
4. Sustainability – the new way to live
5. New Competencies. New ways to Engage. New way to Compensate.
6. Be value driven – VISIBLY.
47
48. 1. Get customer centric, not competition focused
48
What needs to be different ?
49. 2. Reshaping HUMAN TALENT :
A. Hire for strengths you don’t
have
B. Reward for IDEAS THAT
ARE DIFFERENT from the
mainstream
C. Hire Passion
49
What needs to be different ?
50. What needs to be different ?
50
3. Build CAPABILITY for
TOMORROW
PIVOT. PIVOT. PIVOT
51. What needs to be different ?
4. Create the CULTURE right -
A. Environments for Experimentation
B. A physical place which allows a
different thinking
C. Ask teams to compete for the
zaniest of ideas
• Ask them to experiment
• Get them to take calculated RISKS
51
52. 52
What needs to be different ?
5. Be considered AUTHENTIC
A. Be perceived as Transparent
B. Be seen to have a purpose that
serves society
C. Progress + Performance :
not a Zero-Sum game anymore
53. What leaders need to do
1. Drive customer /Consumer centricity across HARD
2. Hire Rebels with a purpose
3. Build Capability
4. Build an experimentative culture
5. Be authentic : Performance + Progress for society = Purpose
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