Advertising
Advertising

Essential Resources for Creativity (163 techniques + 30 tips + books!)

Essential Resources for Creativity (163 techniques + 30 tips + books!)

Creativity and innovation thinking are topics that I have been searching recently. Below are those couple of sites’ resource links + some related recommended books that related to creativity and innovation. Techniques (163 of them!) by Mycoted should help you with creative thinking – those are the toolbox for you when you get stuck on developing your ideas.

Tips on Creativity by Gaping void is a list of how to be creative. This is the initial list for understanding what is creative and what are the ways you can gain creativity.

Advertising

Finally I have gathered some references on books and audiobooks which are great for references on this topic.

Here are the lists:

Advertising

“There are many definitions of creativity, from my favourite above, to dictionary definitions such as “originality of thought” (Collins English Dictionary). Personally I believe we are all creative, we all have original thoughts and ideas, although for many the action of expressing those creative thoughts has been trained out of us over the years.” – Mycoted

Creativity Techniques:

Advertising

  1. Alternative Scenarios
  2. Analogies
  3. Analysis of Interactive Decision Areas (AIDA)
  4. Anonymous voting
  5. Assumption surfacing
  6. Attribute listing (and variants)
  7. Backward Forward Planning
  8. Boundary examination
  9. Boundary relaxation
  10. Brainstorming
  11. Brain sketching
  12. Brain Writing
  13. Brain writing 6-3-5
  14. Brain writing game
  15. Brain writing pool
  16. Browsing
  17. Brutethink
  18. Bug listing
  19. Bullet proofing
  20. Bunches of bananas
  21. Card story boards
  22. CATWOE
  23. Charrette
  24. Cherry Split
  25. Circle of Opportunity
  26. Clarification
  27. Classic Brainstorming
  28. Collective notebook (CNB)
  29. Comparison tables
  30. Component detailing
  31. Concept Fan
  32. Consensus mapping
  33. Constrained brain writing
  34. Contradiction Analysis
  35. Controlling imagery
  36. Crawford slip writing
  37. Creative problem solving (CPS)
  38. Criteria for idea-finding potential
  39. Critical path diagrams (CPD)
  40. Decision seminar
  41. Delphi
  42. DO IT
  43. Dialectical approaches
  44. Dimensional analysis
  45. Drawing
  46. Estimate-discuss -estimate
  47. Exaggeration (magnify or minify)
  48. Excursions
  49. Factors in ‘selling’ ideas
  50. False Faces
  51. Fishbone diagram
  52. Five W’s and H
  53. Flow charts for action planning
  54. Focus groups
  55. Focusing
  56. Force-field analysis
  57. Force-fit game
  58. Free association
  59. ‘Fresh eye’ and networking
  60. Gallery method
  61. Gap analysis
  62. Goal orientation
  63. Greetings cards
  64. Help, hinder
  65. Heuristic ideation technique (HIT)
  66. Highlighting
  67. Idea advocate
  68. Imagery for answering questions
  69. Imagery manipulation
  70. Imaginary Brainstorming
  71. Implementation checklists
  72. Improved nominal group technique
  73. Interpretive structural modeling
  74. Keeping a dream diary
  75. Kepner and Tregoe’s method
  76. KJ-method
  77. Laddering
  78. Lateral Thinking
  79. Listing
  80. Listing pros and cons
  81. Metaplan information market
  82. Mind mapping
  83. Morphological analysis
  84. Morphological Forced Connections
  85. Multiple redefinition
  86. Negative brainstorming
  87. Nominal group technique (NGT)
  88. Nominal-interacting technique
  89. Notebook
  90. Observer and merged viewpoints
  91. Osborn’s checklist
  92. Other people’s definitions
  93. Other people’s viewpoints
  94. Paired comparison
  95. Panel consensus
  96. Paraphrasing key words
  97. Personal balance-sheet
  98. Phases of integrated problem solving (PIPS)
  99. Pictures as idea triggers
  100. Pin cards
  101. PMI (Plus, Minus, Interaction)
  102. Plan Do Check Act (PDCA)
  103. Plusses, potentials and concerns
  104. Potential-problem analysis (PPA)
  105. Preliminary questions
  106. Problem-centred leadership (PCL)
  107. Problem Reversal
  108. Progressive hurdles
  109. Progressive revelation
  110. Provocation
  111. Q-sort
  112. Quality circles
  113. Random stimuli of various kinds
  114. Rawlinson Brainstorming
  115. Receptivity to ideas
  116. Reframing values
  117. Relational words
  118. Relaxation
  119. Reversals
  120. Role storming
  121. 7-Step Model
  122. SCAMMPERR
  123. SCAMPER
  124. Sculptures
  125. Search conference
  126. Sequential-attributes matrix
  127. Similarities and Differences
  128. Simple rating methods
  129. Simplex
  130. Six Thinking Hats
  131. Slice and Dice
  132. Snowball technique
  133. Stakeholder analysis
  134. Sticking dots
  135. Stimulus analysis
  136. Story writing
  137. Strategic assumption testing
  138. Strategic choice approach
  139. Strategic management process
  140. Strategic Options Development and Analysis (SODA)
  141. Successive element integration
  142. Super Group®
  143. Super heroes
  144. SWOT Analysis
  145. Synectics
  146. Systematized Direct Induction (SDI)
  147. Technology Monitoring
  148. Think Tank
  149. TILMAG
  150. Transactional planning
  151. Trigger Sessions
  152. Trigger method
  153. TRIZ
  154. Using ‘crazy’ ideas
  155. Using experts
  156. Value brainstorming
  157. Value engineering
  158. Visual brainstorming
  159. Visualising a goal
  160. Who are you?
  161. ‘Why?’ etc. – repeatable questions
  162. Wishing
  163. Working with dreams and images
“”Creative” is one of those annoying words that means little, simply because it means so many different things to different people. I make no claim to have a better definition of “creative” than anyone else.” – Hugh Macleod

Tips to be creative:

  1. Ignore everybody.
  2. The idea doesn’t have to be big. It just has to change the world.
  3. Put the hours in.
  4. If your biz plan depends on you suddenly being “discovered” by some big shot, your plan will probably fail.
  5. You are responsible for your own experience.
  6. Everyone is born creative; everyone is given a box of crayons in kindergarten.
  7. Keep your day job.
  8. Companies that squelch creativity can no longer compete with companies that champion creativity.
  9. Everybody has their own private Mount Everest they were put on this earth to climb.
  10. The more talented somebody is, the less they need the props.
  11. Don’t try to stand out from the crowd; avoid crowds altogether.
  12. If you accept the pain, it cannot hurt you.
  13. Never compare your inside with somebody else’s outside.
  14. Dying young is overrated.
  15. The most important thing a creative person can learn professionally is where to draw the red line that separates what you are willing to do, and what you are not.
  16. The world is changing.
  17. Merit can be bought. Passion can’t.
  18. Avoid the Watercooler Gang.
  19. Sing in your own voice.
  20. 20. The choice of media is irrelevant.
  21. Selling out is harder than it looks.
  22. Nobody cares. Do it for yourself.
  23. Worrying about “Commercial vs. Artistic” is a complete waste of time.
  24. Don’t worry about finding inspiration. It comes eventually.
  25. You have to find your own schtick.
  26. Write from the heart.
  27. The best way to get approval is not to need it.
  28. Power is never given. Power is taken.
  29. Whatever choice you make, The Devil gets his due eventually.
  30. The hardest part of being creative is getting used to it.

Reference Links:
Creativity Techniques – [Mycoted]
How to be Creative (latest version) – [gapingvoid]
Audio Books:
The Breakout Principle: Maximize Creativity, Athletic Performance, Productivity and Personal Well-Being

Advertising


    Super-Creativity

      Recommend Books:
      A WHACK ON THE SIDE OF THE HEAD : How You Can Be More Creative
      Why Didn’t I Think of That? Think the Unthinkable and Achieve Creative Greatness
      Planning Under Pressure: The Strategic Choice Approach (Urban and Regional Planning Series, Volume 37)
      Broken Crayons: Break Your Crayons and Draw Outside the Lines

      Strategies of Genius, Volume One, Volume Two
      Techniques of Structured Problem Solving (General Business & Business Ed.)
      Thinkertoys (A Handbook of Business Creativity)

      Comments and further discussions are welcome at Lifehack.Community.

      More by this author

      Leon Ho

      Founder of Lifehack

      Book summary: A Technique for Producing Ideas Finding Your Inside Time 10 Ways to Extend Laptop Battery Life Bob Parsons on His 16 Rules for Survival Free note taking templates and techniques

      Trending in Communication

      1 The Secret to Effective Conflict Resolution: The IBR Approach 2 How to Master Effective Communication Skills at Work and Home 3 Building Relationships: 11 Rules for Self-Promotion 4 18 Ways to Have Effective Communication in the Workplace 5 How to Make Changes in Life To Be The Very Best Version of You

      Read Next

      Advertising
      Advertising
      Advertising

      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.

      Advertising

      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.

      Advertising

      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.

      Advertising

      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.

      Advertising

      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.

      Read Next