LTATION ADVICE

by Kevin Vincent
Q
We, like many companies, are feeling
the pinch. I believe we need a real
spark to get things going. Is brainstorming
an approach I should consider to improve
our creativity?
Yes. Brainstorming is a great idea
\and your team wiU become more
creative in oudook by using the process.
It is, however, imperative that you be open
to the input of your team and that you
don't dismiss out of hand any ideas that
are generated.
Structured brainstorming is essential
for bringing ideas to the table. Ideas that
encourage participation and effective lis-
tening, thought sharing and the freedom
to toss in "crazy stuff." or, as management
guru Tom Peters might say "the wow",
are critical to an effective enterprise. The
process assists development of innovative
solutions to existing problems. It builds
trust and confidence in each other and
generates a cooperative, collaborative and
unified team environment.
There are some generally accepted
rules that should be adhered to, to
maintain some control over the process.
You don't really want a laissez-faire style
meeting.
So, start with a written question nar-
rowly defining the problem you intend
to work on. In formulating this question,
don't assume too much about how the
problem might be solved.
Put a large sign up in the brainstorm-
Is Brilliant
ing room declaring a rule that prohibits
"judgements, critiquing and debating"
during brainstorming. This reminds
participants to encourage, rather than
discourage each other's thinking.
Have only one conversation at a time.
To participate in a particular conversa-
tion, make a contribution by building on
the ideas that others have contributed.
In addition to the ideas produced,
brainstorming is valuable because every-
one gets the chance to be heard and to be
acknowledged by the group.
My advice is to start right now and
establish your workplace as a place where
there is a real climate of creativity and an
enthusiasm for generating ideas. Your
team and your business will both enjoy
the benefits in no time.
Q
l need to get my team to improve
their work performance and results,
i don't have time to attend any structured
programme and would appreciate some
simply written and explained advice.
Yours is an oftentimes-stated prob-
lem and I empathise. But first you
must ensure your team is committed to
the organisation and the need to lift per-
formance and results. I recommend you
read a book called Teamwork by Larson
and LaFasto. It describes eight character-
istics of effective teams, presenting them
in a checklist of principles to establishing
teamwork It wiU give you a greater sense
of what is required.
Then, you might need to consider
introducing and implementing a per-
formance appraisal process.
Performance appraisals can be used in
ways that encourage cooperation and fa-
cilitate improved communication between
employer and employee in both subjective
and objective ways. The technique allows
you to focus on and attend to key results
and then address the issues your team
members need or want to discuss.
The impHcit logic is that you establish
clear guidelines regarding the individual's
position and job description, which spell
out the role, responsibilities and the limits
of authority. You can then have periodic
meetings with the individual to review
the quantity and quality of the results and
achievements reached in the review pe-
riod. In addition, goals should be agreed
and set for the next period. I suggest you
use SMART goals, which meet the criteria
of being specific, measurable, achievable,
relevant and timely. M
Kevin Vincent, FNZIM, is a Christchurch-based
business consultant. kevinOvincentconsulting.co.nz
ADDRESS YOUR PROBLEMS TO KEVIN VINCENT AT: EDITOR@MANAGEIV1ENT.CO.NZ
MARCH 2010 Management www. management. co. nz 49