Releasing Creativity: CL6
Organizations depend on people deciding and doing whatever is needed. However, there is an enormous difference between a person working mechanically and a person putting their heart and soul into the job.
The provides values that generate two critical private states which enable an organization to use its people well:
► imagination of potential futures based on personal creativity
► increased personal effort based on realizing personal aspirations
However, much as in the , an inquiring effort is needed. This inquiry releases a person's potential and clarifies their aspirations within their current post.
«Individual v Organization» Tension
Aspirations and the energy released can also exist in two forms, and create two potentially opposing Centres.
Every employee has potentials that can be released if they are encouraged and enabled. These bring along with them a and personal commitment to the work process.
The organization, too, can have aspirations, which will be quite different from aspirations for a person (e.g. a person cannot aspire to simultaneously engage deeply with customers on five continents). Organizational aspirations are actually the for the organization held by the relevant staff. Such sharing, if genuine, releases for the task.
Dominance: The must be dominant because it is the rationale for everyone working in the organization. are idiosyncratic and may even cause the person to leave the organization. Even the CEO's aspiration should not be dominant, unless he can persuade others to genuinely share it.
These two Centres must connect. are effective and powerful to the degree that individuals in key posts are simultaneously pursuing their .These , in turn, only empower a person if the of the organization mesh with them.
We name the channel: EMPOWERMENT
► Now consider how aspirations and energy link to Centres already identified.
Originally posted: 17-Sep-2011