A new story?
Often organizations are different from each other not only because their business type differs but also because they tend to follow different paths in their development and in the way people are recruited, integrated, and motivated.
The so-called human resources departments are often responsible for the dynamism of development skills impressed in an organization and not always what seems to me to be a good way, that is, seeking to create interdisciplinary teams, is achieved.
The strength of old traditions continue to cause an excess of traditionally analytical profiles.
The non-existence of this excess presupposes of course the demand of people directed to creativity while this in most organizations can not be a concern yet. There is of course a way to go that sometimes goes by the disruption and other times by evolution.
“It’s like nature; nature builds these things – leaves, flowers, trees, cows – that are a surprising result based on a sort of known goal, depending on your religious or spiritual tendencies. There’s both intention and surprise. The leaf is trying to capture as much sunlight as possible but it’s evolved in a way that would have been unpredictable. Yet that’s the perfect leaf.
I find that creatively energising. Even when we use relatively sophisticated technology there’s no inevitable outcome. The outcomes in themselves can still be surprising. I love that. It’s creatively exciting.” – Tim Brown
And it is indeed creatively exciting to start thinking at what they do and will do business with the so-called “Big Data”. We can have access to a lot of data but this extraordinary data only have some value when we are able to assign some sense.
So, at that time, yes, the greatest concern may begin to arise when we want to find people to make sense of this famous data volley and we didn’t find “scientists” available, and instead, we guess a mess of profiles available for the filling of these eventually places.
So who should be the new data readers?
“We need an inclusion in this dialogue from artists, from poets, from writers — from people who can bring a human element into this discussion. Because I believe that this world of data is going to be transformative to us.”We need an inclusion in this dialogue, artists, poets, writers — people who can bring a human element to this discussion. Because I believe that this world will be data transformer for us. – Bringing the human elements to the data, I think we can get them to tremendous places. “- Jer Thorp
If we are not seeking this inclusion we risk witnessing the return of “super specialists”, or people who are in our organization to solve problems relating to their discipline but are unable to collaborate to solve the problems of other disciplines.
Today the internet allows us to exit this shell eventually of insensitive specialist. Today we can connect to people from other areas of work, different from ours, and do a mixture of opinions, preferences, ideas or stories to make sense of the data that will coming structured or unstructured.
Different specialties will bring various proposals about the data.
Today it is possible to treat the data with creativity, as if they were a stream of water that wraps on the walls of our research or boiler our project.
As the current of a river organizations are dynamic and above all are sustained in interactions and don’t live depending on the action of a genius of interpretation of the data. They develop the knowledge through diverse and energetic interactions, i.e. through creativity.
“Creativity is driven by Social dynamics.
Creativity is the result of a set of relationships with a strong social dimension and emotional. It is a collaborative environment (and this is where HR can play a significant role), hence the change of focus towards the organizational culture and transformation in design organizations.” – Fabricant
It seems to me to be the focus on organizational culture the big bet that organizations should do, rearranging the human resources services if they are to be facilitators of cooperation and liberation of existing potential, in this case, for a richer reading and understanding data torrent.
Creativity is not innate, can be learned and facilitated by favorable environments and appropriate recognition. It is often a matter of patience!
The heads of human resources should seek to be conductors and build an orchestra to the size of the enterprise, where each employee (musician) with the potential to carry out an action worthy of applause.
As a good Orchestra needs a room with good acoustics an organization needs a liberator of the human potential to produce good results.
Do you want to comment?
- When Design Thinking helps create a sense of purpose in HR
- Innovation and the challenges of teams and organizations
- How to provide magical experiences to the employees of an Organization
- Design Thinking is to think less about the resource and more about people
- Do not be afraid to focus Human Resources on people
TagsAnalyses and intuition Art and innovation Ask questions Assumptions and innovation Behavior and innovation Behavior change Business model Business models Collaboration and innovation Connections and creativity Create value Creativity and diversity Creativity and empathy Creativity and sustainability Critical thinking Designthinking Design thinking and business Diversity and creativity Diversity and Innovation Emotional experiences Empathy and innovation Evaluation of ideas Innovation and Human Resources Innovation and Management Innovation and networks Innovation and observation Innovation and possibilities Innovation and trust Innovation Culture Inovattion Institute for the Future Interception of ideas Intuitive thinking Making decisions Marty Neumeir Motivation and collaboration Open Innovation Services Passion and creativity Protoypes Resistance to change Rethinking options Simplicity and innovation Time and creativity values and innovation White space
- February 2017
- January 2017
- December 2016
- November 2016
- February 2016
- March 2014
- May 2013
- April 2013
- March 2013
- February 2013
- January 2013
- December 2012
- November 2012
- October 2012
- September 2012
- August 2012
- July 2012
- June 2012
- May 2012
- April 2012
- March 2012
- February 2012
- January 2012
- December 2011
- November 2011
- October 2011
- September 2011
- August 2011
- July 2011
- June 2011
- May 2011
- April 2011
- March 2011
- February 2011
- January 2011