25. The Social Origin of Good Ideas
-Ronald Burt, University of Chicago
Teams with greater training and
experiential diversity introduce
more innovations.
“Management Team Tenure and Organizational
Outcomes” Finkelstein, Hambrick (1999)
Administrative Science Quarterly
&
“Management and Innovation” Bantel, Jackson (2002)
Strategic Management Journal
26. sharing information
making meaning from
information
quality decision making
creative problem solving
innovation
fully utilizing talent
39. always
disagree lack of
trust
dysfunctional
dysfunctional dysfunctional
agreement
agreement disagreement
us vs.
them personal
conflict
40. always
always
agree
lack of disagree lack of
honesty trust
dysfunctional
dysfunctional dysfunctional
agreement
agreement disagreement
avoid
us vs.
conflict meeting them personal
after the conflict
meeting
42. Groups often fail to
outperform individuals
because they prematurely
move to consensus, with
dissenting opinions being
suppressed or dismissed.
-Hackman, Morris (1975) Advances in Experimental
Social Psychology
43. Minority dissent, even dissent
that is wrong, stimulates
divergent thought. Issues
and problems are considered
from more perspectives and
group members find more
correct answers.
-Nemeth, Staw (1989) Advances in Experimental
Social Psychology
44. Where do good ideas come
from? That is simple…from
differences. Creativity comes
from unlikely juxtapositions.
The best way to maximize
differences is to mix ages,
cultures and disciplines.
-Nicolas Negroponte, founder MIT Media Lab
47. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
48. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
49. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
50. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
51. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
52. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them & they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
53. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
54. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
55. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
57. high low
difference difference
high learning celebration
growth reinforcement
interaction self-organization energy
stress low productivity
conflict wasted energy
exhaustion factions
low reflection comfort
safety belonging
interaction clearing the decks rest and recovery
isolation boredom
misunderstanding stagnation
Difference Matrix
Glenda Eoyang HSDI frustration death
58. high low
difference difference
high move to low difference: move to low
Tell a joke. interaction:
interaction State a shared value or Stop communicating.
belief. Leave the area.
Share personal experience. Explain yourself.
Pick a low difference topic. Pick a low
communication topic.
low move to high move to high
interaction: difference:
interaction Ask a question. Amplify little
Use another medium. differences
Listen more. Play devils advocate
Pick a high communication Pick a high difference
Difference Matrix topic. topic
Glenda Eoyang HSDI
60. social network analysis
From time to time people discuss
important matters with other
people. Looking back over the
past six months, who are the
people with whom you discussed
matters important to you?
61. social network analysis
Consider the people you
communicate with in order to get
your work done. Of all the
people you have communicated
with during the last six months,
who has been the most important
for getting your work done?
62. social network analysis
Consider an important project or
initiative that you are involved in.
Consider the people who would be
influential for getting it approved
or obtaining the resources you
need. Who would you talk to, to
get the support you need?
63. social network analysis
Who do you socialize with?
(spending time with people after
work hours, visiting one another at
home, going to social events, out
for meals and so on) Over the last
6 months, who are the main people
with whom you have socialized
informally?
64. other ideas for mixing it up…
• social technology
• solution & idea contests
• open space technology
• decision accelerator
• random assignment
• more social
• communities of practice
67. resources
• The Difference: How the Power of Diversity
Creates Better Groups, Firms, Schools, and
Societies | Scott Page
• The Wisdom of Crowds | James Surowiecki
• A Whole New Mind | Daniel Pink
• The Medici Effect | Frans Johansson
• The Geography of Thought | Richard Nisbett
68. resources
• Achieving Success Through Social
Capital: Tapping Hidden Resources in
Your Personal and Business Network |
Wayne E. Baker
• The Whole Brain Business Book
Ned Herrmann
• Competitive Advantage Through People:
Unleashing the Power of the Work Force |
Jeffrey Pfeffer