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Creative Thinking A How To Guide

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Creative Thinking: A How-to Guide

Creative thinking is a potential we are all born with. If you don't use that potential, it is probably because you don't know and apply the simple principles for developing it. We can remedy that right now.

The two basic principles of creative thinking are:

1. There are methods and techniques of creative thinking.

2. Making these methods and techniques a part of your mental habits will make creative thinking easy and automatic.

An entrepreneur sees the potential profit in a situation, because his mind is trained for that. A lawyer sees the potential problems, because that is how his mind is trained. How we repeatedly think becomes a habit, and that is how you train a mind. Learn the techniques of creative thinking, use them until they are a habit, and creative thinking will be as natural for you as lying is for a politician.

The Techniques Of Creative Thinking

There are dozens of creative problem solving techniques you can learn to use. "Concept-combination," for example, will have you mixing roses and clocks to create the first alarm clock that wakes you up with a gentle release of fragrance. Use the technique of "random-presentation" and a cell phone can give the idea to do your dictation with a pocket tape recorder while you walk, so you'll have time for exercise and still get your work done.

Creative thinking goes beyond just solving specific problems or inventing new things. A truly creative mind is always coming up with the questions too, not just the solutions. To be more creative all the time, focus on three things:

1. Challenge your assumptions. What if a restaurant didn't have employees? Customers could pay a machine as they enter, and feed themselves at a buffet. If everything was as automated as possible, maybe one owner-operator could run a large restaurant alone. Challenge everything. Do you have to go to work? Do pools need water? Is education always a good thing?

2. Change your perspective. Imagining a dog's thoughts about your busyness could clue you in to the unecessary things you do. Thinking dollars-per-day instead of per-hour could give you a plan to let employees go home when they finish a certain quota. Greater efficiency would be almost certain, and you could adjust daily pay and quotas so both you and employees made more money. Look at everything from several perspectives.

3. Let your ideas run wild. Flying furniture seems silly, but it may lead to the idea of a hover-lifter. Slide the device under furniture and it lifts it with a cushion of air, making for easy moving. Don't stifle your creativity. Relax, let ideas come, and know that you can always discard them later.

Creating Creative Thinking Habits

To make the above techniques into an automatic part of your thinking, just use them enough. Usually it takes several weeks to develop a habit, so you need a way to remind yourself each day during that time. Try writing a few of your favorite techniques on a card and carrying it with you. Pull it out throughout the day and apply the techniques to anything. Soon, more creative thinking will be a normal part of your life.
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BONUS : Creativity And Rebellion: Why They Go Hand-in-hand

Studies on creative people have consistently demonstrated that creativity is associated with openness to new ideas, risk-taking, and being inner-directed. Do these traits put creative people at odds with the culture and people around them? The answer is sometimes yes and sometimes no.

Say for example that Jeremy is a creative child that performs below average in school. He may be seen as a poor student by teachers and parents for “daydreaming” and doing poorly on objective tests. His latent skills as a right- brain thinker might be underappreciated and underdeveloped.

Or consider the case of Alycia, a high school teacher who works in a constrictive environment. She is eager to try new teaching techniques but finds that her colleagues are traditional in their approach and even hostile to her ideas. What can she do?

There is little doubt that creative people will struggle in environments that are overly structured and they will feel frustrated with tasks that are not challenging. This helps explain why creative children often have trouble in school, their right-brain minds wandering while their left-brain teachers are trying to force them to memorize information that these creative children instinctively see as irrelevant or trivial to understanding the “big picture” in life.

Things often get worse for creative people when they enter the workforce. If they haven’t chosen their occupation carefully they may wind up in a job that is not well suited for their particular talents and gifts. Unfortunately, they may find this out the hard way by being bored and frustrated at work.

But the job itself may not be the problem. It may also be the social milieu of the workplace. Every workplace has its own personality which organically evolves and changes over time. Some workplaces value new ideas and risk- taking, an environment that will be very stimulating for a creative, risk-taker. Other environments are rigid and traditional, which will be frustrating and could lead to conflict and dissatisfaction.

Social psychologists have noted that some work groups suffer from groupthink, which is the tendency for some groups to feel superior to others and to downplay any evidence to the contrary. These groups value conformity and resist new ideas. An innovator will feel isolated and rejected by co- workers who support this type of environment.

These co-workers often adopt an unspoken code regarding people who are different or stand out from the crowd. They send overt and covert messages of rejection to a creative co-worker who proposes new ideas. These signals include ignoring a person’s comments or providing perfunctory, hollow praise or worse punishments such as threats and ridicule for proposing ideas that threaten the perceived integrity of the group.

Many people at work become comfortable with their daily routines and over time they defend these routines as something akin to being sacred. These kinds of people often bow to the timeworn expression: “If it ain’t broken, don’t fix it,” but they over apply this attitude and to them nothing is ever really “broken” and to suggest otherwise is to threaten the comfort of their work routines. These people might respond in a venomous manner to creative and risk-taking co-workers who threaten their “comfort zone” by proposing new ways of doing things.

All of this suggests that creative people will often be at odds with people around them and frustrated by work environments and organizational structures that are rigid and unbending. This is partially due to the fact that creative people are attracted to novelty and new ideas and ways of doing things, and their creative minds are often generating alternatives to accepted practices.

The accumulated effects of these frustrations at school, work, or whatever the setting, may lead some creative people to adopt a rebellious attitude regarding rules and authority. When this happens the result may be frustration and conflict on all sides where a downward spiral results from interpersonal conflict and disagreement. This frustration may lead to a career change or disciplinary action in the workplace, an unfortunate byproduct of creative people not being successfully integrated into the workplace community.

These negative manifestations of rebellion can be avoided only when organizations and individuals are made aware of the interpersonal dynamics that distinguish different personality types from each other. One way to do so that is popular today is for co-workers to take the Myers-Briggs Personality Inventory and to discuss the results with each other. While this test is not necessarily rigorous in terms of accepted statistical measures of reliability or validity, it serves the greater purpose of opening the door to discussing interpersonal response styles and to respect each other for these differences.

Workplace diversity is typically defined in sociological terms by placing people in black-and-white categories, for example gender, race, and age. Meanwhile, other important personality and interpersonal differences, such as creativity, rarely get the same amount of attention. And yet the creativity dimension is one of the most important because creativity and risk-taking are crucial traits for organizational health and survival.

In order to avoid the traps of blind rebellion and open conflict, organizations must do a better job of identifying creative employees and in fact nurturing creativity and respect for creativity in all their employees. This is not to suggest that common group practices such as “brainstorming” are necessarily a good way to nurture creativity. Creative people are often different from other co-workers in several ways that include interpersonal differences, inner- directedness, and work habits. These differences in style as well as substance need to be addressed in an open and comfortable manner.

Creative people must also be taught to understand themselves and to appreciate that they have needs that can only be met in certain ways. They may prosper as artists, entrepreneurs, or in other professions that encourage openness, risk-taking, and eccentricity. This means that our educational system must be more responsive to the needs of creative children and must offer ways for creative children to learn that fits their learning styles.

When schools and workplaces are better educated about creativity and are in a better position to integrate creative people into the community, then individuals and society will benefit. And youngsters like Jeremy will be more likely to reach their full potential and adults like Alycia will be able to enhance their work environment by contributing unique and challenging ideas.
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"Comment Produire 200 Idées de l'Heure"
de Didier PÉNISSARD

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