I used to keep a file on my desktop titled “I did this.” In this file I would put a little blurb or write up of things I accomplished. I started doing this for a couple of reasons. One, I found I would lose track of what I’d done as time passed and I needed something to look at to remind myself of how productive I’d been (it makes me happy). Two, I focus very naturally on doing things in a collaborative way, which means that I have had trouble separating out what “I” have done from what “we” have done. So much so that once when I was asked to describe what I did I used the term “we” so much that I was told I need to talk more about “I.”
As I’ve evolved in my career I’ve found that my “we” thinking and my collaboration bent are just what is needed. Helping others contribute their best selves to a project is far more valuable than me just contributing mine. I think its actually evolved to a point where helping others contribute their best is actually me being at my best. It’s an interesting and challenging shift to move from striving to be the best to helping others be their best. I like to think that everyone has something to contribute and if I can just figure out what their “thing” is and help them see it and maximize it we will all be winning.
That leads me to my title. I was reading a very brief review of “Collective Genius” (by Linda Hill), which referenced the notion that leading a culture of innovation requires an ability to lead differently since “most innovation is the result of a collaborative effort by a diverse group.” I think to be able to lead a diverse group of people you need to be able to recognize the “genius” of someone even if that someone is nothing like you. And that is a big challenge since research would indicate that we tend to like to hire and work with people like ourselves. If we do that, and thereby reject diversity on our teams, we’ll miss out on potential innovation.
Most of Corporate America focuses hiring on filling specific roles with the closest match to the job description. So you possibly fill teams with people who don’t quite fit or end up with a team that is missing some important complimentary (or even contradictory) skills. Instead, if you looked to form a team by seeing the individuals for who they are and what their “genius” is you might be able to create a team that could innovate beyond what you imagined.
Which is rather the point…
Mind you, then you have to figure out how to create the environment in which they can be successful. Give them purpose and support for the goals, etc. But if you can’t even see them I don’t know how you could possibly do the rest.
