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Six Great Ways to Ruin a Brainstorm

Six Great Ways to Ruin a Brainstorm


    The brainstorm is the most popular group creativity exercise. It is quick, easy and it works. But many organizations have become frustrated with brainstorms and have stopped using them. They say brainstorms are old-fashioned and no longer effective. But the real reason for the frustrations is that the brainstorms are not facilitated properly. A well-run brainstorm is fun and energetic. It will generate plenty of good ideas. But a poor brainstorm can be frustrating and demotivational. Let’s look at some simple ways to ruin your next brainstorm meeting.

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    1. Having no clear objectives

    A brainstorm with a vague or unclear purpose will wander and lose its way. So set a clear objective. The purpose of the brainstorm is to generate many creative ideas to answer a specific goal. It is best to express the goal as a question. A wooly objective is not helpful. ‘How can we do better?’ is not as good as ‘How can we double sales in the next 12 months?’ However, the parameters of the questions should not be too detailed or it can close out lateral possibilities. ‘How can we double sales, through existing channels and with the current product set?’ is probably too constrained. Once the question has been agreed it is written up clearly for all to see.

    It is worth setting objectives for the number of ideas to be generated and the time to be spent. ‘We are looking to generate 60 ideas in the next 20 minutes. Then we will whittle them down to 4 or 5 really good ones.’

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    2. Too homogenous a group

    If everyone is from the same department then creativity can be inhibited and you may get ‘group think’. Choose the group carefully. The best size is somewhere between six and twelve. Too few people and there are not enough diverse inputs. Too many people and it is hard to control and retain everyone’s commitment. Sprinkle the group with a few outsiders from other areas or even from outside the business – people who can bring some different perspectives and wacky ideas. A good mix of people works best – varied ages, men and women, experienced and fresh in, etc.

    3. Letting the boss act as facilitator

    Beware of having an autocratic boss with his or her team. They can inhibit or shape the discussion. If the boss is present then it is better to have a good independent facilitator – someone who can encourage input from everyone and stop one person from dominating. The worst formula for a brainstorm is generally the department manager leading the meeting and acting as scribe and censor at the same time.

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    4. Allowing early criticism

    The most important rule of brainstorming is – suspend judgment. In order to encourage a wealth of wacky ideas it is essential that no one is critical, negative or judgmental about an idea. Any idea that is uttered – no matter how stupid – must be written down. The rule about suspending judgement during the idea generation phase is so important that it is worth enforcing rigorously. A good technique is to issue water pistols; anyone who is critical gets squirted.

    5. Settling for a few ideas.

    Don’t get a handful of ideas and then start analyzing. Quantity is great. The more ideas the better. Brainstorming is one the few activities in life where quantity improves quality. Think of it as a Darwinian process. The more separate ideas that are generated the greater the chance that some will be fit enough to survive. You need stacks of energy and buzz driving lots of wacky ideas. Crazy thoughts that are completely unworkable are often the springboards for other ideas that can be adapted into great new solutions. So keep the crazy ideas coming – you have to kiss a lot of frogs to find one prince!

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    6. No closure or follow through.

    Don’t stop the meeting after generating lots of ideas with a vague promise to follow up. If people see no real outcomes they will become frustrated with the process and lose faith. You should quickly analyze the ideas at the meeting. One of the best ways is to divide the proposals into three categories – promising, interesting or reject. If any of the promising ideas are real no-brainers – so good that they should be implemented straight away then give them to someone as an action item immediately.

    You should categorize and collect the ideas. On a separate flipchart write all the promising and interesting ideas which are marketing ideas say and on another chart all the sales ideas etc. This process of rearranging the ideas can help you see new combinations and possibilities. Some people use post it notes at this stage so that they can easily move ideas around.

    If you are pressed for time then an alternative method of selecting the best ideas is to give everyone five points. They can allocate points to their favorite ideas in any way that they want. They can give one point to five separate ideas or all five to one idea. Then you total the points and select the best for further action.

    Close the meeting by thanking everyone for their input. Mention again one of two of the best, most inventive or funniest ideas. Then see which ideas you can implement – even if they are small things.
    People enjoy short, high-energy brainstorms that lead to actions. These meetings can motivate people, improve efficiency and drive innovation.

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    Paul Sloane

    Professional Keynote Speaker, Author, Innovation Expert

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    Last Updated on March 29, 2021

    5 Types of Horrible Bosses and How to Beat Them All

    5 Types of Horrible Bosses and How to Beat Them All

    When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

    What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

    The Dream Type Of Manager

    My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

    I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

    My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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    “Okay…”

    That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

    I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

    The Complete Catalogue of Bad Managers

    The Bully

    My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

    However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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    The Invisible Boss

    This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

    It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

    The Micro Manager

    The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

    Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

    The Over Promoted Boss

    The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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    You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

    The Credit Stealer

    The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

    Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

    3 Essential Ways to Work (Cope) with Bad Managers

    Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

    1. Keep evidence

    Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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    Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

    Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

    2. Hold regular meetings

    Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

    3. Stand your ground, but be ready to jump…

    Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

    However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

    Good luck!

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