Now let’s look at team creativity and the framework parameters that are optimal for its emergence. In doing so, I focus especially on supersummative team creativity, i.e. creativity that is greater and more efficient than the simple sum of the creativity of the individual team heads.
First of all, it is important to understand the team, its typical interactions and the individual members in order to be able to start promotion at the right place. In short – a team that does not have a good basis of trust will not be able to brainstorm with each other without taboos and judgements!
Here are some helpful questions to arrive at an initial assessment:
– How strong is the team trust?
– How recognizable is a knowledge of and alignment with corporate strategy and goals?
– To what extent is there a culture for feedback and active listening?
– How does the team deal with conflicts?
– What can the team report from past creative meetings?
The following framework conditions form the foundation of supersummative team creativity and, of course, a vibrant culture of innovation:
– Trust towards colleagues and superiors
– Anchoring idea generation in the corporate culture
– Alignment with the common goals
– Tolerance of errors
– A reflected appreciative communication behavior
– Cooperative work and leadership styles
– Correct use of the appropriate methods
In order to see where the team stands as quickly as possible, but also to promote the team directly, the team game “The magic nails” is a good idea – see next section.
This really entertaining and exciting team game is an ideal metaphor for working with groups that are confronted with seemingly unsolvable challenges even in the real work environment – i.e. unstructured problems that can only be solved by brainstorming.
Typically, the following points can be quickly identified and are also well reflected by the team:
– Who from the team immediately takes the nails in hand and tries? So who has the “scurry” factor
– Who gives input and advice about the soundtrack but doesn’t act?
– Who stands by impassively?
– Is there anyone trying to create rules?
– Who will be the first to be gripped by frustration at the impossibility of the project?
– Who will be the first to give up?
– What ideas for the solution were said but not perceived by all?
– Who quickly evaluates the ideas and approaches of colleagues?
– How does the mood change over time?
– How often do people still ask for the rules of the game?
– Who keeps trying to break the rules of the game?
