Author: Pamela Swift

Article Contributed by Karen S. Sieczka
Do you know where your organization will be in the next 2-5 years? Will it still even exist? If it does, how will it look? One thing is certain, you will need new ideas to survive and thrive–Ideas for new or improved products, better or new services, and ideas to increase productivity and lower production costs.
So, where’s the next great idea? It could be right under your nose and your employees may hold the key. Your employees can be a potential idea goldmine. We just need to give them the tools, the encouragement, and the opportunity to get the idea process flowing.
What would you do with equipment that only worked at 5-10% of its capabilities? Something would need to change, wouldn’t it? It is estimated most of us only use about 5-10% of our brain’s amazing capabilities. So think about how much potential your employees have. Sometimes we forget to tap into this vast resource.
Most people are naturally curious and imaginative but may not feel comfortable sharing or we haven’t encouraged or given them an outlet for creativity. We haven’t asked them for ideas! What a lost opportunity!
So how do we ask? How do we encourage our staff to let the ideas flow? How do we help them build creative muscle? How do we give staff the creative tools they need to think outside the box? There are some simple, low-cost ways to make this happen.
Create friendly, internal competition
Why not create an internal market for ideas, a competitive atmosphere fostering creative thinking? Pose a challenge. Make a competition out of it. Put up a poster or flyer. Use phrases like… in what ways might we… or how could we…? Communicate this challenge to everyone in the organization, at the least, input across different divisions, departments, from different backgrounds. Give a specific starting point for ideas input.
Some workplaces have taken to using a request for proposal or RFP for ideas. Others use a venture planning tool kit containing a series of questions to start the ball rolling such as: Why should we invest in this idea? What are the potential markets for this idea? Is the idea ethically sound? Is it easy to explain? Will it be short or long term in its effect? Is it financially feasible? Will it bring about the desired results?
Build an idea website
Host the input of ideas on a company intranet site devoted to new ideas. or listed on a common network folder because one of the key elements of an idea campaign is that it is collaborative. When others see the ideas being posted, they can become inspired to build on the idea and create new ideas of their own. Advertise heavily that website is available and ready to be used by all.
Put up an idea board
An idea board is as simple as a bulletin board in a frequently visited area such as a cafeteria or break room and has three basic categories: one for issues, problems, or concerns, one for possible answers, and one for management to put information about ideas that were implemented.
For example, an employee is having a recurring problem with a process, he can post it on the board where all staffers can see it, think about it, and offer suggestions to fix or change the process. At certain intervals, management should make a point of collecting the ideas and updating the board to show what was done or used to improve the situation.
Use examples of others’ creativity, innovation, and idea process as a starter
Creativity comes in many varieties. There are myriad examples of ordinary people facing a challenge or need and coming up with a solution or finding a new, improved process for something—an idea, an innovation. They are often known as inventors. It has happened many times throughout history and still happens today.
Want to jumpstart the creative process? Take a closer look at inventors and innovators, both historic and recent. Get to know their stories. Study their methods. Share stories to start a meeting or begin a brainstorming session. Collect stories of your own to use as examples.
Don’t forget to ask for ideas!
Sometimes we forget to ask for ideas; problem is if we don’t ask, they often won’t tell! Most of us have one thing in common at work and in life—we want to use all of our talents but because of fear, ignorance or simply because we were never asked, we hide our potential, let our enthusiasm get trampled, and just spend the work day going through the motions.
As managers and supervisors, we should strive to create an organizational culture that celebrates effort and embraces positive expectations. When staff know it’s okay to try something new, they are more likely to come up with new ideas. Encourage the flow of new ideas with this simple method: ASK for ideas! And then keeping asking for ideas!
Do something with those ideas! Ideas without execution = 0
For those of you in management, here’s another barrier to ideas, never putting them to use. Oh, it’s great to gather all those grand plans your people come up with but do you look at them (or not) and then put them in the “round” file?
Do a little research and think about some of those silly or small ideas that turned into huge moneymakers. Things like Cabbage Patch dolls or the guy who figured out people would rather buy their bread sliced. Consider: Will this idea fill a niche that no one is serving?
It is silly enough to be a fad? Don’t dismiss fads—they can generate big bucks too. Think Pet Rock. Think friendship bracelets. Think Rubik’s Cube. Think Koosh Ball. Think WWJD. So, how much is this “silly” idea worth??????
Remember, an idea with no execution has no value!
If people offer ideas and they never get executed, you can bet the ideas will eventually start drying up because everyone thinks, why bother? They will probably also go to work for a competitor or go on their own and run with it. Get the picture? Steve Wozniak, one of founders of Apple Computer, left his job at HP, to develop the personal computer, after his bosses discouraged the idea. Their loss, huh?
Ideas = money and happier employees stay around longer and produce more!
Cultivate your human talent. It is ready and waiting to be unleashed. Show staff how to build idea muscle, inspire them, and your organization will mine the creative potential within, uncovering the next great idea.
About the Author
Karen S. Sieczka is a training consultant and founder of Growing Great Ideas.com. Her latest training program is Growing Great Ideas: Unleashing Creativity at Work. The program generates ideas, enthusiasm, and teamwork and can be customized to address particular organizational issues or challenges. This article is an excerpt from her new book Growing Great Ideas: Unleashing Creativity at Work, now available at LULU.com for download or print version.