The document outlines the requirements and process for a mid-term exam assignment. Students must work in groups to develop 25 multiple choice and true/false questions based on course materials in one hour. They will then take the exam individually under an honor code and are evaluated by their team members. Reading assignments from chapters 6 and 7 of the book Creativity, Inc. are provided, with summaries of key points about fostering systemic creativity in organizations and the innovation value chain.

1. Creativity &
Innovation
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2. Class 8
 Play A Game
 Mid-Term
 Roll + Admin
 Lecture: Pages 75-83
 Assignment
© Kevin Popović. All rights reserved. Developed for San Diego State University

3. Make a Better
Mid-Term
© Kevin Popović. All rights reserved. Developed for San Diego State University

4. Mid-Term Requirements
 1 hour to develop a mid-term exam
 Reference slides, book and SLO’s
 Develop 25 Q&A’s, 25 points (manage team)
 (10) True/False, (15) Multiple Choice
 Questions, Answers in e-document
 Evaluate teams members 1-5
 Submit as group project, names, scores

5. Mid-Term Exam
 Take your group exam
 Honor code
 20-minutes to complete
 Turn in test when completed

6. Reading Assignment:
Chapter 6
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7. Leadership: Fostering Systemic
Creativity
Chapter 6 of Creativity, Inc.
© Kevin Popović. All rights reserved. Developed for San Diego State University

8. Fostering Systemic Creativity
 Class Discussion
 Pooty Tang

9. Fostering Systemic Creativity
 Guidant: Leaders want to maintain an
entrepreneurial character
 Company grows large enough that
bureaucracy threatens to dampen speed,
risk taking, atmosphere
 “We could see some of the entrepreneurial
nature of our company fading, and we
needed to catch it in time.”
 “We could lose people as we scaled up.”
 “If we didn’t stay creative, we would not
survive.”

10. Fostering Systemic Creativity
 Less pressure, more holistic
 Assess current state of creativity
 Convened staff, focus groups
 Examined companies with reputations for
ongoing creativity
 Examined self vs. creative profiles
 Examined models of corporate structure
 Bottom up approach

11. Fostering Systemic Creativity
 “The idea is for everyone to learn to
understand that they are responsible people
in a changing world, to show how to take
control of their lives and their work, and how
to speak what they believe.”
 Next round of training is planned to focus
directly on building skills for creativity and
innovation, skills that can be applied for
personal growth and the company’s benefit
by individuals and groups.
 Reward and recognize those who succeed.

12. Fostering Systemic Creativity
 To reward the team and to encourage
others, the team was recognized.
 Systemic creativity is a never-ending quest –
why?
 What can you do?
 How can you foster change in your groups?
 How will you make creativity happen at your
company?

13. Fostering Systemic Creativity
 To reward the team and to encourage
others, the team was recognized.
 Systemic creativity is a never-ending quest –
why?
 What can you do?
 How can you foster change in your groups?
 How will you make creativity happen at your
company?

14. Fostering Systemic Creativity
 Initially, we present creative dynamics in a
sequence
 The creative process is better understood as
a whole.
 Best learned experientially, like riding a bike,
rather than reading about how to ride a bike.
 Every chance to learn the process from a
different angle makes for more
comprehension.

15. Fostering Systemic Creativity
 Theory X = Employees need to be controlled
to produce good work.
 Employees respond to extrinsic motivation
or coercion, were not to be trusted or self-
directed.
 Theory Y = Employees want and need to
excel and require the right organizational
(global, local) climate to do so.
 Where is management today?

16. Fostering Systemic Creativity
 Leaders need to confer responsibility and
capability of creative leadership on every
employee.
 When each employee can engage with the
(systemic) creative process and feels like
they are a part of change THEN the
company will reach systemic creativity.
 When this (systemic) process is in place and
functioning it can THEN work on refining the
process.

17. Fostering Systemic Creativity
 To foster creativity companies must:
 Reduce Unnecessary controls
 Adopt creative-friendly reward systems
 Instill attitudes about efficiency and failure
 Communicate the value of creative
change
 Provide tangible and intangible resources
 Lead as a guide, not manage as a
manager

18. Fostering Systemic Creativity
1. Initiate Change
2. Build a Coalition
3. Plan and Experiment
 As the change to systemic creativity
advances, effective guiding, leadership will
make a point to learn from every step.
 Without a conscious effort to learn there will
be no creativity or innovation.

19. Reading Assignment:
Chapter 7
© Kevin Popović. All rights reserved. Developed for San Diego State University

20. Read The
Innovation Value
Chain
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