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Right Attitudes

Ideas for Impact

Mental Models

How Smart Companies Get Smarter: Seek and Solve Systemic Deficiencies

August 26, 2016 By Nagesh Belludi Leave a Comment

At Toyota, as cars roll off the assembly line, they go through a final inspection station staffed by astute visual and tactile inspectors. If these inspectors spot a paint defect, they don’t just quietly fix the problem merely by touching up the paint to satisfy the customer or their plant manager.

As part of Toyota’s famed kaizen continuous improvement system, floor workers identify the systemic causes that led to the specific defect on the specific car. They then remedy the root cause of the problem so it won’t happen again.

Fostering an atmosphere of continuous improvement and learning

Most companies cherish employees who are watchful of problems and take it upon themselves to detect and solve problems without criticism or complaint. A software company, for example, may treasure a programmer who observes an unforeseen coding mistake, and swiftly develops a patch to keep her project moving forward.

In contrast, companies like Toyota who are obsessive about quality improvement, organizational learning, and developing collective intelligence don’t reward or tolerate such quiet fixers.

At companies that have adopted the kaizen philosophy, continuous improvement originates from the bottom up through suggestion systems that engage and motivate floor employees to look out for systemic problems, raise quality concerns, and help solve those problems. These companies encourage their employees to actively seek small, simple, and incremental improvements that could result in real cost savings, higher quality, or better productivity. According to Taiichi Ohno, the legendary Japanese industrial engineer identified as the father of the Toyota Production System, “Something is wrong if workers do not look around each day, find things that are tedious or boring, and then rewrite the procedures. Even last month’s manual should be out of date.”

Idea for Impact: To develop collective intelligence and build smarter organizations, discourage employees from heroically patching up recurring problems. Instead, encourage them to find, report, analyze, experiment, and fix systemic problems to prevent their recurrence.

Wondering what to read next?

  1. How Toyota Thrives on Imperfection
  2. Lessons from Toyota: Go to the Source and See for Yourself
  3. What Elon Musk and Jeff Bezos Learn “On the Floor”
  4. Learning from the World’s Best Learning Organization // Book Summary of ‘The Toyota Way’
  5. Heartfelt Leadership at United Airlines and a Journey Through Adversity: Summary of Oscar Munoz’s Memoir, ‘Turnaround Time’

Filed Under: Business Stories, Leadership, Managing Business Functions, Mental Models Tagged With: Japan, Leadership, Problem Solving, Quality, Toyota

Choose Not to Be Offended, and You Will Not Be: What the Stoics Taught

August 16, 2016 By Nagesh Belludi Leave a Comment

When somebody offends you or causes you distress, think of the anxiety as their problem, not yours.

The Stoic philosophers taught that if you choose not to be offended by others’ actions, you will not be. An offense is up to your interpretation. Instead, treat others with kindness and assert your autonomy.

This moral is exemplified in the following clip from the movie Gandhi (1983) portraying racial discrimination in South Africa and Gandhi’s espousal of Christian values. A young Gandhi and his friend Charles Freer Andrews are walking in a Johannesburg suburb when they’re accosted by menacing louts who yell “Look what’s comin’!” and “A white shepherd leading a brown Sammy!” (Sammy—for swami—was a South African derogatory term for an Indian.) Despite Andrews’s misgivings, Gandhi strides along rather nervously and invokes the Christian principle of turning the other cheek. When one lout’s intentions of “cleaning up the neighborhood a little” are disrupted by his mother, Gandhi responds, “You’ll find there’s room for us all!”

Mastering an Offensive Situation Is Ultimately a Matter of Mastering Yourself

'Meditations: A New Translation' by Marcus Aurelius (ISBN 0812968255) In Meditations, the great Roman Emperor and Stoic Philosopher Marcus Aurelius wrote about taking responsibility for the things within your control:

Someone despises me. That’s their problem. Mine: not to do or say anything despicable. Someone hates me. Their problem. Mine: to be patient and cheerful with everyone, including them. Ready to show them their mistake. Not spitefully, or to show off my own self-control, but in an honest, upright way.

Marcus Aurelius counsels compassion for those who offend you:

When people injure you, ask yourself what good or harm they thought would come of it. If you understand that, you’ll feel sympathy rather than outrage or anger. Your sense of good and evil may be the same as theirs, or near it, in which case you have to excuse them. Or your sense of good and evil may differ from theirs. In which case they’re misguided and deserve your compassion. Is that so hard?

Strength dissipates when you choose to be offended, and harbor malice. Marcus Aurelius counsels acting compassionately towards those who offend you:

That kindness is invincible, provided it’s sincere—not ironic or an act. What can even the most vicious person do if you keep treating him with kindness and gently set him straight—if you get the chance—correcting him cheerfully at the exact moment that he’s trying to do you harm. “No, no, my friend. That isn’t what we’re here for. It isn’t me who’s harmed by that. It’s you.” And show him, gently and without pointing fingers, that it’s so. That bees don’t behave like this— or any other animals with a sense of community. Don’t do it sardonically or meanly, but affectionately—with no hatred in your heart. And not ex cathedra or to impress third parties, but speaking directly. Even if there are other people around.

Another Stoic Philosopher, Epictetus, who advocated integrity, self-management, and personal freedom, wrote in Discourses (transcribed and published by his pupil Arrian):

For there are two rules we should always have at hand: That nothing is good or evil, but choice, and, That we are not to lead events, but to follow them. “My brother ought not to have treated me so”. Very true, but it is for him to see to that. However he treats me, I am to act rightly with regard to him. For this is my concern, the other is somebody else’s; this no one can hinder, the other is open to hindrance.

Idea for Impact: To Be Offended Is a Choice You Make

When somebody insults, mistreats, snubs, or disrespects you, choose not to be upset. To be offended is an issue of the self—it’s a choice you intentionally make. Taking offense is about what you want them to be. It is about your desire to change their perspective and behavior.

Try to isolate offense by choosing to respond differently: by overlooking others’ wrongdoings with compassion and reminding yourself that you cannot change others, just your own self.

The Hebrew Bible (or the Old Testament) instructs, “A person’s wisdom yields patience; it is to one’s glory to overlook an offense” (Proverbs 19:11.) To be offended is a choice you make; it is not a condition inflicted or imposed upon you by someone or something else.

Choose not to let others dictate your emotions—purposely or otherwise. Live life with the wisdom that nobody can make you do anything and that you alone can control how you react to your surroundings and circumstances. Choose to be more at peace.

Wondering what to read next?

  1. A Prayer to Help You Deal with Annoying People: What the Stoics Taught
  2. Life Is to You as to Everyone Else: What the Stoics Taught
  3. Why Others’ Pride Annoys You
  4. The More You Can Manage Your Emotions, the More Effective You’ll Be
  5. Anger is the Hardest of the Negative Emotions to Subdue

Filed Under: Health and Well-being, Living the Good Life, Mental Models Tagged With: Anger, Attitudes, Getting Along, Philosophy, Stoicism, Wisdom

Silicon Valley’s Founding Fathers // Book Summary of David Packard’s “HP Way”

August 9, 2016 By Nagesh Belludi Leave a Comment

'The HP Way' by David Packard (ISBN 0060845791) David Packard’s The HP Way recalls how he and Bill Hewlett started one of the world’s most successful corporations in 1937 with just $538 (today’s $8,850 when adjusted for inflation) and a rented one-car garage in Palo Alto, California. That garage is recognized today as the birthplace not only of Silicon Valley, but also of a new management approach.

Bill and David first met as electrical engineering students at Stanford University. Despite their different dispositions, they shared a passion for the outdoors and, with a professor’s encouragement, started Hewlett-Packard (HP) to commercialize the latest “radio engineering” theories. Over the decades, HP invented many groundbreaking electrical gadgets that were crucial to the development of radars, instrumentation devices, computers, and other technological revolutions.

In addition to their technical innovations, Bill and David established many progressive management practices that prevail even today. Starting in the initial days at the garage, the culture that Bill and David engendered at HP was unlike the hierarchical and egalitarian management practices that existed at other corporations of their day.

The essence of the “HP Way” was openness and respect for the individual. (Bill Hewlett once sawed a lock off a tool-room cabinet and left a note, “HP trusts its employees.”)

Management by objectives, managing by wandering about, nursing-mother facilities, flextime, decentralization, intrapreneurship, catastrophic medical insurance, profit sharing, employee stock ownership, tuition assistance, and many other management principles that dominate human resources practices today were all pioneered—if not invented—at HP.

Recommendation: Read. The HP Way tells the story how Bill and David built a company based on a framework of principles and the simplicity of their management methods. Good to Great author Jim Collins once wrote in commending David Packard’s The HP Way, “The greatest lesson to be divined from this book isn’t so much how to create a similar company but how creating a company based on a strong and clear set of values can lead to outstanding success.”

Postscript: Notes from ‘The HP Way’

  • Like Sam Walton, the other illustrious entrepreneur of their generation, Bill and David grew up witnessing Americans’ hardships during the Great Depression. This made them risk-averse; they vowed never to incur long-term debt to expand their fledgling company.
  • On the day Hewlett-Packard went public in 1961, David Packard took a subway instead of a taxi to Wall Street, lost his way, and reached the New York Stock Exchange late.
  • The foundations that Bill Hewlett and David Packard established individually with 95% of their stakes in HP are today two of the most prominent philanthropies in America.

Wondering what to read next?

  1. Ten Rules of Management Success from Sam Walton
  2. Lessons from Airline Entrepreneur David Neeleman: Staff Your Weaknesses
  3. To Know Is to Contradict: The Power of Nuanced Thinking
  4. HP’s “Next Bench” Innovation Mindset: Observe, Learn, Solve
  5. Transformational Leadership Lessons from Lee Kuan Yew, Singapore’s Founding Father

Filed Under: Leadership Reading, Managing People, Mental Models, The Great Innovators Tagged With: Attitudes, Books, Entrepreneurs, Mental Models, Mentoring

How to Solve a Problem By Standing It on Its Head

July 19, 2016 By Nagesh Belludi 1 Comment

Fixed Mental Set or Fixation

Psychologists use the terms ‘fixation’ and ‘fixed mental set’ to describe a person’s inability to see his/her problem from a fresh perspective. Fixation impedes problem-solvers from approaching problems from a different angle and from finding novel solutions.

Fixation is a persistent impasse in problem-solving in which predispositions towards a previously-reliable process, unwarranted postulations, unjustifiable assumptions, conventional thinking in identifiable contexts (called Einstellung Effect,) or recent experiences block awareness of possible solutions that may exist within other contexts. A period of rest, entertainment, or exposure to an alternative environment frequently can dissipate fixation.

Problem Reversal in Problem-Solving

If you’re stuck on a problem and can’t solve it because you’re fixated on a reliable process, try reversing the problem to reframe your thinking and consider alternate perspectives.

As the following three case studies illustrate, reversing a problem simply involves taking a problem and turning it on its head.

  • A top-level executive at a large American corporation loved his job, his company, his employees, and his salary. However, he despised his boss. The executive and his boss were both long tenured; neither was likely to move out of their jobs anytime soon. The executive decided to find a new job at a different company. A headhunter assured the executive that a new job could be easily arranged. While speaking to his wife in the evening, the executive realized that he could easily reverse the problem. So he returned to the headhunter the next day and provided the boss’s name. Within days, the headhunter found an appealing new job for the unwary boss, who accepted. The executive then got his boss’s job and was even more content with his career.
  • A herd of sheep was moving slowly along a narrow country lane that was surrounded by high banks. An ambulance in a great hurry came up behind the herd and requested the shepherd to move his sheep to the side so that the ambulance could drive through. The shepherd declined because getting the ambulance past the sheep would be slow and he wasn’t sure of keeping all his sheep out of the way of the ambulance on a narrow lane. Instead, he reversed the problem: he got the sheep past the ambulance. He asked the ambulance to halt and then gently turned the herd round and guided it back past the stationary ambulance.
  • An ethical used-car salesman loathed his job because he felt compelled to sell cars with problematic features to unsuspecting buyers. He was eager for a career change, but the only thing he knew was cars. Therefore, he reversed his problem: he started a new business of locating, inspecting, and recommending used cars to prospective buyers. For a reasonable fee, he helped car buyers by scrutinizing used cars, listing current and prospective problems, and offering an estimate for repairs. His business boomed and he was much happier than he was as a used-car salesman.

Idea for Impact: Solve Problems by Reversing Them

When you’re stuck and can’t see how to solve the problem at hand, try reversing it or “standing the problem on its head.” Reversal as a problem-solving technique can free you from old ways of looking at problems.

Wondering what to read next?

  1. The “Ashtray in the Sky” Mental Model: Idiot-Proofing by Design
  2. Howard Gardner’s Five Minds for the Future // Books in Brief
  3. Intellectual Inspiration Often Lies in the Overlap of Disparate Ideas
  4. Creativity by Imitation: How to Steal Others’ Ideas and Innovate
  5. Four Ideas for Business Improvement Ideas

Filed Under: Mental Models, Sharpening Your Skills Tagged With: Creativity, Critical Thinking, Decision-Making, Mental Models, Problem Solving, Thinking Tools, Thought Process, Wisdom

The Source of All Happiness: A Spirit of Generosity

July 8, 2016 By Nagesh Belludi Leave a Comment


Thinking of Others is the Source of All Happiness

'Little Book of Inner Peace' by The Dalai Lama (ISBN 1571746099) In the Little Book of Inner Peace, the Dalai Lama writes,

In this world, all qualities spring from preferring the well-being of others to our own, whereas frustrations, confusion, and pain result from selfish attitudes. By adopting an altruistic outlook and by treating others in the way they deserve, our own happiness is assured as a byproduct. We should realize that self-centeredness is the source of all suffering, and that thinking of others is the source of all happiness.

Interconnectedness

At a 2006 TED conference, Robert Thurman gave a pithy discourse called “We Can Be Buddhas” on the Buddhist concepts of interconnectedness, empathy, and compassion. Thurman is Professor of Indo-Tibetan Buddhist Studies at Columbia University, an ordained Buddhist monk, founder of the Tibet House, and father of actress Uma Thurman.

Where compassion comes is where you surprisingly discover you lose yourself in some way: through art, through meditation, through understanding, through knowledge actually, knowing that you have no such boundary, knowing your interconnectedness with other beings. You can experience yourself as the other beings when you see through the delusion of being separated from them. When you do that, you’re forced to feel what they feel.

When you’re no longer locked in yourself … you let your mind spread out, and empathize, and enhance the basic human ability of empathizing, and realizing that you are the other being, somehow by that opening, you can see the deeper nature of life.

The Dalai Lama says that when you give birth in your mind to the idea of compassion, it’s because you realize that you, yourself and your pains and pleasures are finally too small a theater for your intelligence.

Being compassionate is a selfish thing to do.

Doing something loving for a person in your life can give you an emotional high. It helps you focus outside of yourself and on the needs of others. Paradoxically enough, this outward focus and compassionate behavior benefit you. Reiterating this concept, Thurman states:

The way of helping those who are suffering badly on the physical plane or on other planes is having a good time, doing it by having a good time … the key to compassion is that it is more fun. It should be done by fun. Generosity is more fun. That’s the key.

Compassion means to feel the feelings of others, and the human being actually is compassion.

When you stop focusing on the self-centered situation … (and) you decide, “Well, I’m sick of myself. I’m going to think of how other people can be happy. I’m going to get up in the morning and think, what can I do for even one other person, even a dog, my dog, my cat, my pet, my butterfly?” And the first person who gets happy when you do that, you don’t do anything for anybody else, but you get happier, you yourself, because your whole perception broadens and you suddenly see the whole world and all of the people in it. And you realize that this—being with these people—is Nirvana.

Wondering what to read next?

  1. Treating Triumph and Disaster Just the Same // Book Summary of Pema Chödrön’s ‘The Wisdom of No Escape’
  2. Why Doing Good Is Selfish
  3. Life Isn’t Fair, Nor Does It Pretend To Be: What ‘Tokyo Story’ Teaches Us About Disappointment
  4. A Grateful Heart, A Happy Heart // Book Summary of Janice Kaplan’s ‘The Gratitude Diaries’
  5. Weak Kindness & The Doormat Phenomenon: Balance Kindness with Strength

Filed Under: Living the Good Life, Mental Models Tagged With: Altruism, Buddhism, Kindness, Mindfulness, Philosophy

How to Prepare an Action Plan at a New Job [Two-Minute Mentor #6]

July 1, 2016 By Nagesh Belludi Leave a Comment

Meet with all the people your new role interacts with—bosses, peers, suppliers, internal and external customers, and your employees.

Inquire what they expect to see you accomplish in five weeks, five months, and five years. Ask,

  • “What should we continue to do?”
  • “What should we change?”
  • “What should we do?”
  • “What shouldn’t we do?”
  • “What are the two or three levers that, if pulled correctly, can enable us to make the biggest impact?”

Synthesize their responses and prepare a one-page “plan for action.” Keep it as simple as possible for all your constituencies to understand and buy-in.

Communicate your proposals across your organization: “Here’s what I heard from you. Here’s what I think about it. Here’s our list of priorities and an action plan.”

For more guidelines on preparing an action plan, see my article on doing a job analysis; it’s part of my three-part (parts 1, 2, 3) series of articles on how to write a job description for your present position.

Wondering what to read next?

  1. Howard Gardner’s Five Minds for the Future // Books in Brief
  2. This is Yoga for the Brain: Multidisciplinary Learning
  3. The Best Leaders Make the Complex Simple
  4. Stuck on a Problem? Shift Your Perspective!
  5. Good Questions Encourage Creative Thinking

Filed Under: Career Development, Mental Models, Sharpening Your Skills Tagged With: Creativity, Goals, Thought Process, Winning on the Job

Finding Potential Problems & Risk Analysis: A Case Study on ‘The Three Faces of Eve’

June 24, 2016 By Nagesh Belludi Leave a Comment

The Three Faces of Eve (1957)

Risk Analysis is a Forerunner to Risk Reduction

My previous article stressed the importance of problem finding as an intellectual skill and as a definitive forerunner to any creative process. In this article, I will draw attention to another facet of problem finding: thinking through potential problems.

Sometimes people are unaware of the harmful, unintended side effects of their actions. They fail to realize that a current state of affairs may lead to problems later on. Their actions and decisions could result in outcomes that are different from those planned. Risk analysis reduces the chance of non-optimal results.

The Three Contracts of Eve

'The 3 Faces of Eve' by Corbett H. Thigpen and Hervey M. Cleckley (ISBN 0445081376) A particularly instructive example of finding potential problems and mitigating risk concerns the Hollywood classic The Three Faces of Eve (1957). This psychological drama features the true story of Chris Sizemore who suffered from dissociative identity disorder (also called multiple personality disorder.) Based on The Three Faces of Eve by her psychiatrists Corbett Thigpen and Hervey Cleckley, the movie portrays Sizemore’s three personalities, which manifest in three characters: Eve White, Eve Black, and Jane.

Before filming started on The Three Faces of Eve, the legal department of the 20th Century Fox studio insisted that Sizemore sign three separate contracts—one for each of her personalities—to cover the studio from any possible legal action. For that reason, Sizemore was asked to evoke “Eve White,” “Eve Black,” and “Jane,” and then sign an agreement while manifesting each of these respective personalities. According to Aubrey Solomon’s The Films of 20th Century-Fox and her commentary on the movie’s DVD, the three signatures on the three contracts were all different because they were a product of three distinct personalities that Sizemore had invoked because of her multiple personality disorder.

Idea for Impact: Risk analysis and risk reduction should be one of the primary goals of any intellectual process.

Postscript Notes

  • I recommend the movie The Three Faces of Eve for its captivating glimpse into the mind of a person afflicted with dissociative identity disorder. Actress Joanne Woodward won the 1958 Academy Award (Oscar) for best actress for her portrayal of the three Eves.
  • The automotive, aerospace, and other engineering disciplines use a formal risk analysis procedure called “failure mode and effects analysis” (FEMA.) FEMA examines the key risk factors that may fail a project, system, design, or process, the potential effects of those failures, and the seriousness of these effects.

Wondering what to read next?

  1. Overcoming Personal Constraints is a Key to Success
  2. Defect Seeding: Strengthen Systems, Boost Confidence
  3. How to Stimulate Group Creativity // Book Summary of Edward de Bono’s ‘Six Thinking Hats’
  4. This is Yoga for the Brain: Multidisciplinary Learning
  5. Four Ideas for Business Improvement Ideas

Filed Under: Mental Models, Sharpening Your Skills Tagged With: Creativity, Critical Thinking, Innovation, Mental Models, Personality, Risk, Thinking Tools, Thought Process, Winning on the Job

You Can’t Develop Solutions Unless You Realize You Got Problems: Problem Finding is an Undervalued Skill

June 21, 2016 By Nagesh Belludi Leave a Comment

Problem finding plays an important role in creative thinking

Problem finding is one of the most significant parts of problem solving. However, it tends to be an underappreciated skill. Many managers naively consider it strange to encourage employees to look for problems at work: “Why look for new problems when we’ve got no resources to work on ones we’ve already identified?”

Many courses and books on problem solving and creativity overlook problem finding. Many educational resources tend to assume that problem solving really begins only after problems have been identified.

Problem-identification lead to the invention of the ballpoint pen

The story of the invention of the ballpoint pen demonstrates the importance of problem finding. Had the inventors not recognized a problem with the existing writing instruments of their day, they would not have developed their invention.

In the 1920s, Hungarian journalist Laszlo Biro spent much time proofreading and checking for errors in others’ writings. To communicate these errors to the authors, Laszlo could not use pencils because their impressions fade quickly. He tried using a fountain pen, but the ink from the fountain pen dried slowly and often left smudges on paper.

Laszlo observed that the ink used in newspaper printing dried quickly and left the paper smudge-free. When he tried using that ink in his fountain pen, however, the ink was too viscous to flow into the tip of the fountain pen.

Laszlo then collaborated with his chemist-brother Gyorgy Biro to invent a new pen tip consisting of a ball that was enclosed within a socket. As the ball rolled inside the socket, the ball could pick up ink from a reservoir or cartridge and then continue to roll to deposit the ink on the paper. The Biro brothers thus invented the ballpoint pen. The company they created is now part of the BIC Company. The ballpoint pen continues to be called a ‘Biro’ in some countries.

Often, creativity is the outcome of discovered problem solving

Greek Philosopher Plato famously wrote in The Republic, “Let us begin and create in idea a State; and yet a true creator is necessity, which is the mother of our invention.”

One reason we fail to identify problems is that we do not stop to think about improving various situations that we encounter. Very often, these problems are directly in front of us; we need to consciously identify them and convert them into opportunities for problem solving. Instead, we tend to take inconveniences and unpleasant situations for granted and assume they are merely “facts of life.”

  • The grain mill was not invented until somebody in antiquity identified the ineffectiveness of two hours of pounding grain to make a cup of flour.
  • The world’s first traffic lights were installed around the British Houses of Parliament in London only after somebody thought of the problem of traffic congestion. In other words, up until the problems from congestion were identified in the 1860s, no one attempted to systematically consider how the problem might be solved.
  • James Watt invented his seminal separate-condenser steam engine after discovering an interesting problem with the Newcomen steam engine. In 1763, when Watt was working as an instrument maker at the University of Glasgow, he was assigned to repair a model of a Newcomen engine for a lecture-demonstration. Watt initially had difficulty getting the Newcomen engine to work because its parts were poorly constructed. When he finally had it running, he was surprised at its efficiency. Watt observed that the engine was constantly running out of coal because the constant heating and cooling of the cylinder resulted in a large waste of energy. Watt then devised a system whereby the cylinder and the condenser were separate. This led to his invention of the “steam engine” (or, more precisely, the separate-condenser steam engine.)
  • As I mentioned in a previous article on the opportunities in customers’ pain points, crispy potato chips were invented only when Chef George Crum of New York’s Saratoga Springs attempted to appease a cranky customer who frequently sent Crum’s fried potatoes back to the kitchen complaining that they were mushy and not crunchy enough. Decades later, Laura Scudder invented airtight packaging for potato chips only after becoming conscious of customers’ complaints that chips packaged in metal containers quickly go stale and crumble during handling.

If problems are not identified, solutions are unlikely to be proposed

It pays to keep your eyes open and look at inconveniences, difficulties, and troubles as creative problems to be solved. Don’t ignore these merely as facts of life.

Curiosity, intrigue, and motivation influence problem finding (and problem solving.) One of the easiest ways to develop your skills in problem finding is to ponder at anything around you and wonder why those gadgets and contraptions were ever invented. Analyze carefully and you’ll learn that the first step taken by the inventors of these objects was the identification of the problems the objects were designed to solve.

When you look around various objects in your life, think about what life was before these objects were invented. What problems could these inventions have solved? Why was the zipper invented? What problems motivated Bjarne Stroustrup to create C++? What was internet search like before Google? How did commerce transpire before the advent of coins and bills and money?

Some people make a career out of problem finding. Managers who want to know if their organizations are running efficiently frequently hire consultants to look for problems that managers do not know exist in their businesses.

And finally, if you want to become an inventor or an entrepreneur, try to start with problems you already have in your work or in your life. Ideally, identify problems shared by a large number of people to increase the probability that your inventions will be put in widespread use.

Idea for Impact: A creative solution to a problem often depends on first finding and defining a creative problem. Very often, the solution to a problem becomes obvious when the problem has been properly identified, defined, and represented.

Wondering what to read next?

  1. Four Ideas for Business Improvement Ideas
  2. Howard Gardner’s Five Minds for the Future // Books in Brief
  3. How to Stimulate Group Creativity // Book Summary of Edward de Bono’s ‘Six Thinking Hats’
  4. How to Solve a Problem By Standing It on Its Head
  5. Creativity by Imitation: How to Steal Others’ Ideas and Innovate

Filed Under: Mental Models, Sharpening Your Skills Tagged With: Artists, Creativity, Critical Thinking, Luck, Mental Models, Problem Solving, Scientists, Thinking Tools, Thought Process, Winning on the Job

How to Stimulate Group Creativity // Book Summary of Edward de Bono’s ‘Six Thinking Hats’

May 13, 2016 By Nagesh Belludi

Stimulate Group Creativity Using Edward de Bono's 'Six Thinking Hats'

In his bestselling book Six Thinking Hats, Edward de Bono describes a powerful problem-solving approach that enriches mental flexibility by encouraging individuals and groups to attack an issue from six independent but complementary perspectives.

Edward de Bono is a leading authority in creative thinking. He is widely regarded as the father of lateral thinking. De Bono has written over 70 books on thinking and creativity.

Using the ‘Six Thinking Hats’ for Structured Brainstorming

De Bono created the ‘six thinking hats’ method after identifying six distinct lines of human thought in problem solving. De Bono calls each approach a “hat” and assigns them different colors.

At the heart of the ‘six thinking hats’ method are six different colored hats that participants put on—literally or metaphorically—to represent the type of thinking they should concentrate on while wearing each.

  1. White is neutral, objective, and fact-based. A white hat is concerned with objective data: “What information do we have? What information do we need? What information are we missing? How can get the information we need? What objective questions should be asked?”
  2. Red denotes passion, anger, intuition, and emotions. A red hat considers the emotional side of problem solving, which is often neglected or masked in meetings: “What are our gut reactions to the matter at hand?”
  3. Black is somber, serious, and cautious. A black hat is vigilant, plays devil’s advocate, and encourages derogatory and judgmental behavior: “what are the weaknesses of these ideas? What are the risks? What could go wrong?”
  4. Yellow represents positive thinking, hope, and optimism to counteract the black hat’s power. A yellow hat plays “the angel’s advocate” and is cheerful and confident: “What are the best-case scenarios? What are the best aspects of this? What are the advantages? Who can benefit from this?”
  5. Green signifies abundance, growth, richness, and fertility. A green hat is the hat of creativity; it rejects established rules and norms, and invents new approaches: “What are some new ideas on this subject? What is interesting about this idea? What are the variances in these ideas?”
  6. Blue represents the sky and therefore provides the overarching perspective. A blue hat performs “meta thinking” and is concerned with the organization of the thinking process and the use of other hats. The blue hat synthesizes and reconciles different viewpoints. At the start of a brainstorming session, the blue hat sets the stage for where the discussion may go. The blue hat guides and sustains the discussion, often restating its purposes: “What are we thinking about? What is the goal? What should we do next? What have we achieved so far? What should we do to achieve more?” At the conclusion of the brainstorming session, the blue hat appraises the discussion, and proposes a plan of action.

Use De Bono’s Six Thinking Hats Model for Critical Thinking and Problem Solving

'Six Thinking Hats' by Edward de Bono (ISBN 0316178314) An individual working alone may use the approach to consider broader, distinct lines of thought. By changing hats, the individual can switch viewpoints and ensure that he/she is not stuck in specific thinking patterns.

However, the approach is best suited to group discussions (when chaired by a skilled facilitator) in which conflicting ideas may never otherwise be fully synthesized into plans of action. By persuading each participant to think constructively alongside other participants, the ‘six thinking hats’ method taps into group members’diverse perspectives and uses their collective knowledge without destructive conflict.

Using these hats nurtures creativity by letting participants step beyond their typical roles and contribute to developing, organizing, and progressing ideas. Participants can also identify how their cognitive state at any one time shapes how they approach problems.

Recommendation: Read. Edward de Bono’s Six Thinking Hats presents a very effective technique for stimulating group creativity. The method can remove mental blocks, organize ideas and information, foster cross-fertilization, and help conduct thinking sessions more productively than do other brainstorming methods.

Complement with Dan Ciampa’s Taking Advice for an excellent framework on the kind of advice network you need on strategic, operational, political, and personal elements of your work and life. Read my summary in this article.

Wondering what to read next?

  1. The Curse of Teamwork: Groupthink
  2. This is Yoga for the Brain: Multidisciplinary Learning
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  4. Four Ideas for Business Improvement Ideas
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Filed Under: Mental Models, Sharpening Your Skills Tagged With: Conversations, Creativity, Critical Thinking, Mental Models, Networking, Social Dynamics, Teams, Thinking Tools, Thought Process, Winning on the Job

Why Doing Good Is Selfish

April 19, 2016 By Nagesh Belludi Leave a Comment

Consider the following legend about Abraham Lincoln (1809–1865) from J. E. Gallaher’s Best Lincoln Stories (1898.)

The Fable of Abraham Lincoln and the Pigs

Once Lincoln was traveling in a mud-wagon coach along a swampy, rural area. His fellow passenger was his good friend and US Senator Edward Dickinson Baker, who later lost his life in the Battle of Ball’s Bluff at the onset of the American Civil War.

While they were conversing in the mud-wagon coach, Lincoln remarked to Baker that in doing good and evil, all people are motivated by selfishness. Just as Baker challenged Lincoln’s assertion, their coach crossed a rickety bridge over a slough (a large swampy marsh.)

Abruptly, Lincoln and Baker glimpsed a mother pig making a terrible squeal because her piglets were stuck in the swamp, couldn’t get out, and were in danger of drowning.

Abraham Lincoln As their coach started to head away, Lincoln yelled, “Driver, can’t you stop just a moment?” The driver replied, “If the other fellow don’t object.”

With Baker’s approval, Lincoln jumped out of the wagon, ran to the slough, lifted the piglets one by one out of the swamp, and carried them to the dry bank of the swamp.

When Lincoln returned to the coach, Baker remarked, “Now, Abe, where does selfishness come in this little episode?”

Lincoln replied, “Why, bless your soul, Ed, that was the very essence of selfishness. I would have had no peace of mind all day had I gone on and left that suffering old sow worrying over those pigs. I did it to get peace of mind, don’t you see?”

Psychological Egoism

Being moved by the plight of others—even the suffering of animals (or sentient beings to use Buddhist terminology) as in the aforementioned legend of Lincoln and the piglets—is considered a selfish deed per modern philosophy’s theory of ‘psychological egoism’.

Egoism has its roots in the philosophy of the Greek philosopher Epicurus (341–270 BCE,) who argued that the human mind is driven by the need to maximize pleasure and minimize pain. Egoism contends that deep down all our actions are motivated by what we perceive to be in our own self-interest. For example, if Tom saves Mark from drowning in a river, egoism contends that Tom’s seemingly altruistic behavior is actually motivated by his own self-interest to avoid potential social censure for not helping Mark or to be regarded a hero within his social circle.

Idea for Impact: Be Selfish, Be Generous

Mahatma Gandhi said, “The best way to find yourself is to lose yourself in the service of others.”

The great Indian philosopher Aurobindo wrote in Towards the Light, “The secret of joy is self-giving. If any part in you is without joy, it means that it has not given itself, it wants to keep itself for itself.”

The Dalai Lama once advised, “If you want others to be happy, practice compassion. If you want to be happy, practice compassion.” Per the Buddhist concept of interconnectedness, altruistic generosity encourages us to perceive others more positively. When we discover the suffering of others, we realize that those individuals could just as easily have been us. Intuitively, we contemplate “I feel their pain; I can’t let that happen” and are driven to helping others.

When we do something for others and lose ourselves in the service of others, not only do we feel closer to them, but also they feel closer to us. By focusing on giving rather than receiving and on contributing rather than consuming, our generosity can engender an outward orientation toward the world, shifting our focus away from ourselves.

As our whole perception broadens, we realize that the biggest beneficiary of our generosity is often ourselves: at the outset, we are filled with joy with the recognition that someone else is happier because of us.

Idea for Impact: If you want to feel good, help someone else.

Wondering what to read next?

  1. Treating Triumph and Disaster Just the Same // Book Summary of Pema Chödrön’s ‘The Wisdom of No Escape’
  2. The Source of All Happiness: A Spirit of Generosity
  3. Boost Your Confidence Quickly: Lift Others
  4. Weak Kindness & The Doormat Phenomenon: Balance Kindness with Strength
  5. Don’t Let Attachment Masquerade as Love

Filed Under: Great Personalities, Living the Good Life, Mental Models Tagged With: Abraham Lincoln, Altruism, Buddhism, Kindness, Mindfulness

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About: Nagesh Belludi [hire] is a St. Petersburg, Florida-based freethinker, investor, and leadership coach. He specializes in helping executives and companies ensure that the overall quality of their decision-making benefits isn’t compromised by a lack of a big-picture understanding.

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