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One Trick To Persuade Nearly Everyone: Don’t Be Too Creative

One Trick To Persuade Nearly Everyone: Don’t Be Too Creative

Have you ever thought that you’d be more successful if only you were more creative? Most of us believe that being as creative as possible will yield the best results, but there’s actually lots of evidence to the contrary.

Studies have shown that proposals that show too much creativity often fail, and that humans are drawn to what’s familiar to them. There are many ways we can use these insights to be more successful, and we’ll explore these below.

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Ideas that are too novel aren’t successful.

In 2014, researchers from Harvard and Northeastern University set out to find out how important novelty is when submitting funding proposals. Surely, the most creative proposals would be the most successful? Surprisingly, this wasn’t the case.[1]

150 proposals were prepared, and each was rated according to how novel it was. The proposals were then evaluated by a team of scientists, who gave a score to each. The proposals that were the most novel and creative received the lowest scores overall. Up next were the safe, familiar proposals, which scored only slightly higher. The proposals which received the best scores were those considered ‘slightly new’ – not too novel, but also not completely familiar.

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This study demonstrates how important it is to get the right balance between familiarity and newness. It’s not enough to simply come up with the most creative idea you can – you also need to make sure that it contains some familiarity. For example, when pitching a new business idea, try comparing it to existing services, saying, “It’s like McDonalds, but healthy,” or, “It’s eBay for bikes.” This approach makes your proposal easier to understand and less threatening. If an idea is so new that it’s hard to understand and explain, it’s unlikely to be successful.

Humans crave familiarity.

In the 1960s, a psychologist named Robert Zajonc conducted experiments which proved the human preference for familiarity. He showed subjects a variety of images, shapes and characters, and asked them to rate which they liked best. The images which were familiar to the subjects consistently received the highest ratings, while images which they had not been shown before were rated poorly. This shows that we are naturally inclined to like what we know, regardless of whether or not it’s actually better.

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This is described at the ‘mere-exposure effect’ and is often used in advertising. By showing consumers the same advert over and over again, the chance of them liking it and buying the product shown is increased. The same theory can be applied to many areas of life – music, art, cinema, and even people.

By bearing in mind that most humans crave familiarity, you can be more successful in many areas of life, including work, creative projects and relationships. You could pitch a novel idea to a familiar problem at work, paint a familiar scene using new materials, or suggest trying a new variety of your partner’s favorite cuisine for dinner.

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A combination of surprising and familiar works best.

Raymond Loewy, one of the most successful industrial designers of all time, knew all about getting the right balance between surprising and familiar. He developed a design principle called MAYA, which stands for ‘Most Advanced Yet Acceptable.’ and refers to the practice of creating designs that are as advanced as possible without being so new and unusual that they aren’t accepted by consumers. The MAYA principle can be used to explain why high-tech products, like the recent Google Glasses, can fail. While consumers are used to devices like phones and tablets, making the leap to a wearable device could feel too unfamiliar and strange.

Next time you’re pushing yourself to be more creative, stop. Think instead about how you could put a creative twist on a familiar idea. You’ll see better results, and won’t suffer the disappointment of your most creative endeavors being unsuccessful.

Reference

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Eloise Best

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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