Have you ever tossed innovative ideas back and forth – much like an enjoyable game of catch – moves the ball from one player to the next? Here at the Mita International Brain Center – brain based mentoring is called mind-guiding, and it has mentees teaching at times, and… Read more »
Without regular reflection and renewed directions, common traps in most organizations we work within become sinkhole killers of novelty. How so? …
5 Common Traps that Sink Innovation
Imagine mentor tasks where all learn, all teach and all lead. It’s called mindguiding – and it uses new neuro discoveries. Mentors learn to lead – by working with their brain’s amazing equipment to learn, grow and collaborate with another person in symbiotic activities. In contrast to traditional mentors who… Read more »
Discover a new song together! Mindguide to teach and learn from one another
Behind every problem there is a new possibility for change and a finer future. Take Yahoo. Their latest admission that profits tanked – open the door for whole brain solutions that win.
Change often feels anything but easy …
Ever ask with that popular poster, How can you fly with eagles when you work with a bunch of turkeys?
It feels as if your brain is hard-wired more for chipping away at endless daily routines that tank your talents. You suit up to lead lofty adventures, yet too often ruts keep you pecking away like turkeys, day after day. Do you ever wonder why you slide back so easily into doing the same boring things that spin your wheels but go nowhere? It may seem reasonable once or twice. But over and over again?
Some people blame their supervisors, others say lack of funds keeps them down in the dust.
Are you aware though, that blame robs creative oomph, drowns change and leaves you stuck in ruts? Fault finding blocks focus from seeing those game-changing horizons that complainers only crave.
It doesn’t have to be that way, and your success often depends on how you handle detractors. When Gordon, a British Columbia School Superintendent, tried to involve parents in the daily interactions of his large district, several secondary school faculty threatened to quit.
Cynicism trumped his changes at every step …
Protesters insisted that when outsiders (namely parents) try to control their classrooms, they can no longer teach effectively and test scores suffer. Critics countered even small suggestions to include parents, with anxious retorts that parents know nothing about secondary school content, yet act as if they’re in charge.
For months Gordon tried to win over detractors, while a vocal few spread cynicism across schools averting any progress toward collaboration. Nothing worked and gloom spread across change suggestions like the aftermath of nuclear fallout spreads across a once-vibrant village.
Allies opened spigots of hope …
Then Gordon called a meeting with four highly-respected teachers.
After a few hours of brainstorming they’d integrated four disciplines under one umbrella topic – LIGHT. Each of the four classes met learning standards and yet lessons also included student-led topics that teens enjoy.
Enthusiasm carried that first meeting into shared pizza and late night noodling ….
People often fear mergers and for good reason. Workers fear losing cooperation they’ve cultivated. Leaders fear compromise and gridlocks that robs progress. It doesn’t have to be that way.
Are you relying on people moving into new waters, wwithout oars to move? For instance, people in toxic workplaces may need help to interface with innovation.
Infighting results in shutdowns or shotguns that eliminate the innovation many value and still crave.
One newly introduced skill -mindguiding – draws from right and left brains to convert infights into inventions. How so?
Recently we watched national leaders lose what could have been a life-changing opportunity for world class growth. Sadly, they settled for gridlock with compromise at best. No wonder markets plummeted – along with a nation’s hope and trust.
Beyond Gridlock and Compromise
Imagine instead if political leaders had led diversity as a noble concept? Have you noticed how people tend to pass over what differs, judge harshly what they lack courage to try, and reject approaches that seem less familiar?
Those who refuse to unpack idols worshiped in the past era, struggle to risk innovative alternatives for the coming era. We still tend to worrship 10 barriers to innovation …
While few deny that diversity’s a noble concept, in reality, we tend to fit more into research that claims people select what most looks like them, imitate what’s more familiar, and prefer what they’ve already experienced.
Rarely does diversity – as we use it – help us fly new machines that differ in size, or rock. As we run to familiar shapes, textures and aromas – we tend to settle for familiar flights viewed as more reliable. Have you been there?
Both profitable experts and talented upstarts claim to see unlimited potential in shared wisdom. Yet in most current mentoring programs, seasoned gurus advise clever cronies to operate much like themselves, in spite of rapidly changing workplace horizons. Few would disagree that it’s time to shift tutoring approaches to reflect more balanced and reciprocal coaching. Guidance based more on brainpower potential, and experience from differences than merely on age or seniority.