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How to Build a Culture of Originality

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This week’s Fierce resource was originally published on the Harvard Business Review, and explores how empowering the lone wolves in your organization can actually fuel your team’s success.

Leaders are tasked to find ways to constantly innovate, otherwise they risk falling behind the competition into obscurity. Yet in the search for the next great idea, they still cling to workplace cultures that promote conformity and alienate the troublemakers.

History has shown that the world’s most prolific visionaries are often labeled rabble-rousers, disrupters, heretics, and radicals. Even Albert Einstein, one of the greatest minds of the 21st century, was labeled a troublemaker by a teacher.

In order to promote original thinkers and innovators in your organization, you first need to build a culture of inclusion. It starts with empowering your employees to speak up. Learn how one junior officer in the U.S. Navy transformed the ultimate bastion of bureaucracy into a culture of innovation.

Are you ready to light the match of rebellion?

“Kohlmann lit the match by creating the navy’s first rapid-innovation cell—a network of original thinkers who would collaborate to question long-held assumptions and generate new ideas. To start assembling the group, he searched for black sheep: people with a history of nonconformity. One recruit had been fired from a nuclear submarine for disobeying a commander’s order. Another had flat-out refused to go to basic training.”

Read the article.


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