4 Creative Thinking Hats & Free Team Ideas e-System
[Competencies: Creativity, Innovation, Thinking, Team Ideas]
Thinking outside the Box. Getting the best Evolutionary & Revolutionary ideas from team members.
1 idea per staff per month. #4CreativeThinkingHats #FreeTeamIdeas
Re-invent your business, products, and yourself through innovation and revolutionary creative thinking. This is an outrageous crazy, fun, free-flowing, fast-paced creative workshop. This workshop is designed to stimulate, stretch and expand your thinking beyond the proverbial boxed-thinking.
COMPETENCIES:
OUTLINE:
• The Need to Innovate
• Butterfly Thinking
• 4 Creative Thinking Roles:
1. Explorer ▪ research for info
2. Artist ▪ change info into ideas
3. Judge ▪ evaluate an idea
4. Warrior ▪ implement your idea into an action plan
• Airplane game
COMPETENCIES:
- Creativity
- Innovation
- Team Ideas
OUTLINE:
• The Need to Innovate
• Butterfly Thinking
• 4 Creative Thinking Roles:
1. Explorer ▪ research for info
2. Artist ▪ change info into ideas
3. Judge ▪ evaluate an idea
4. Warrior ▪ implement your idea into an action plan
• Airplane game
Free Team Ideas System
How the idea revolution is liberating people and transforming organizations. Tap one of your greatest sources of performance improvement – employee ideas.
The fact is, because they’re the ones doing the day-to-day work, front-line employees see a great many problems and opportunities that their managers don’t. but most organizations do very poorly at tapping into extraordinary potential source of revenue – enhancing and savings-generating ideas.
Objectives:
How to makes ideas part of everyone’s job.
How to set up and run an effective process for handling ideas
How to help people come up with more and better ideas.
How a strong flow ideas can have a profound impact on an organization’s culture.
Content:
How to run a good Idea System
Point 1: Go after small ideas
What makes Employees step forward with ideas?
Point 2: Stay away from trying to reward individual ideas
The obvious reasons why a Reward Scheme doesn't work
What kind of reward schemes work?
Point 3: Make ideas part of everyone's job
Point 4: Set up a Good Process to Handle ideas
The 8 Characteristics of a Good Idea System
1. Ideas are encouraged and welcomed
2. Submitting ideas is simple
3. Evaluation of ideas is quick and effective
4. Feedback is timely, constructive, and informative
5. Implementation is rapid and smooth
6. Ideas are reviewed for additional potential
7. People are recognized and success celebrated
8. Idea system performance is measured and improved
Point 5: Focus employees on the ideas you want
Point 6: Help people come up with more and better ideas
The fact is, because they’re the ones doing the day-to-day work, front-line employees see a great many problems and opportunities that their managers don’t. but most organizations do very poorly at tapping into extraordinary potential source of revenue – enhancing and savings-generating ideas.
Objectives:
How to makes ideas part of everyone’s job.
How to set up and run an effective process for handling ideas
How to help people come up with more and better ideas.
How a strong flow ideas can have a profound impact on an organization’s culture.
Content:
How to run a good Idea System
Point 1: Go after small ideas
What makes Employees step forward with ideas?
Point 2: Stay away from trying to reward individual ideas
The obvious reasons why a Reward Scheme doesn't work
What kind of reward schemes work?
Point 3: Make ideas part of everyone's job
Point 4: Set up a Good Process to Handle ideas
The 8 Characteristics of a Good Idea System
1. Ideas are encouraged and welcomed
2. Submitting ideas is simple
3. Evaluation of ideas is quick and effective
4. Feedback is timely, constructive, and informative
5. Implementation is rapid and smooth
6. Ideas are reviewed for additional potential
7. People are recognized and success celebrated
8. Idea system performance is measured and improved
Point 5: Focus employees on the ideas you want
Point 6: Help people come up with more and better ideas
