October 2008

Brainstorming doesn’t work

Every so often I learn something that challenges something I’ve (almost always unconsciously) held as a fundamental truth.  For me, it was a fundamental truth that group activities such as brainstorming are more effective than individual efforts in creative exploration of an issue.

I’m sure the “fundamentalness” of this truth is largely due to the ubiquity of group think in business.  People constantly have meetings, and brainstorm, and attempt to arrive at consensus.   But it turns out that brainstorming is not only unproductive, it’s very unproductive:

There are a number of explanations for productivity loss in brainstorming groups.  Participants may be unwilling to state some of their ideas because they are afraid of being negatively evaluated. Social loafing or free-riding may occur because individuals do not feel accountable or feel their efforts are not needed by the group. Production blocking may result because individuals cannot express their ideas when someone else is talking. Evaluation apprehension, free-riding, and production blocking insure that interactive groups start off rather slowly in the idea-generation process. By means of social comparison processes and a tendency toward downward comparison, this low level of performance may become normative and be maintained throughout the group session or in subsequent sessions even when evaluation apprehension or production blocking may no longer be a problem.

What’s really amazing about this isn’t that brainstorming has been shown as ineffective per se, but that brainstorming remains ubiquitous even through there is so much research about its ineffectiveness (just check out the references section in the paper quoted above).  Research that goes back decades.  And it’s not just a matter of the research being poorly understood: It turns out that people fully aware of the research (such as psychologists) continue to brainstorm anyway.

The answer, I believe, is that people are fundamentally social: the hard-wired drive to work together as a team is much more powerful than an intellectual knowledge that group-think has many pitfalls. There are techniques designed to overcome the limitations of brainstorming, however; the most popular of which seems to be the unfortunately-named brainwriting.

Brainwriting boils down to brainstorming using written notes instead of speaking, thus creating a kind of anonymity designed to overcome the various social obstacles that limit truly creative thinking.  It strikes me that participants in such an exercise are likely to fall victim to Penny Arcade’s Greater Internet Fuckwad Theory, to wit: Normal Person + Anonymity + Audience = Total Fuckwad.

 So, brainstorming doesn’t work, but we can’t stop doing it, and using alternative techniques just highlights the assholes in the group.  What does this mean?  I dunno.  Perhaps despair is in order.

 

General mutterings

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Get Human: How to call an actual person at any corporation

I am endlessly frustrated by navigating through automated customer service messages. The absolute worst are the voice interaction messages, to which you are supposed to speak your request (instead of pressing “1” or whatever).

The problem is, I’m usually in a car, or at the airport, or in some other similarly noisy place. the stupid machine can’t understand me above the ambient noise. I’m amazed at how irritating this is. It’d be less irritating to just whack me in the head with the phone.

Phone: Welcome to AlwaysLate Airlines. Just speak your request, or say “Help” for a list of available options.

Me: Flight status

Phone: I’m sorry? I didn’t get that.

Me: Flight status

Phone: I’m sorry? I didn’t get that.

Me: FLIGHT STATUS

Phone: I’m sorry? I didn’t get that.

Me: FFFFFFLLLLLLIIIIGGGGGHHHHHTTTTTTTT SSSSTTTTTAAAATTTTUUUSSSS

Phone: I’m sorry? I didn’t get that.

Me: Help.

Phone: I’m sorry? I didn’t get that.

Anyway, check out www.gethuman.com. It’s a great site, with numbers and instructions for getting right to a real human being.

General mutterings

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For a more productive team, put the pressure on (within reason)

I’m a procrastinator. I’m a little embarrassed to say this, though I don’t consider it a personal shortcoming (I mean, I don’t think procrastinating per se makes someone an asshole). Procrastination smacks of immaturity, of unprofessional slacking. And god knows, “unprofessional” and “immature” are the absolute last things anyone would think about me .

Here’s the thing: procrastination works for me. Always has. When a deadline is close enough to begin to cause a little anxiety, I can tackle a project with a focus and flow that is harder to find when there’s no time pressure.

Imagine my surprise (and a little relief) to discover that I’ve stumbled upon a pretty effective — and clinically proven — strategy. Stress, it turns out, causes blood levels of cortisol to increase. Too much cortisol is a bad thing, but just the right amount boosts interest, attention, and motivation, producing maximum cognitive efficiency and achievement. By procrastinating until a deadline began to loom, I am creating a “sweet spot” of stress during which my performance is better than it would be had I not procrastinated.

With procrastination, though, there is a fine line separating the sweet spot from a negative downward spiral. Procrastinate too much and you risk stress levels climbing high enough to produce a feeling of outright fear. At this point, the more stress escalates, the worse mental efficiency becomes.

This cortisol “sweet spot” phenomenon has implications for leading teams. It implies that leaders must introduce gentle stress into a team to effectively motivate them, to help them reach their full potential. I say “gentle” stress to distinguish my suggestion from the stress caused by the red-faced-table-pounding behavior favored by the Steve Jobs or Larry Ellison wannabes among our corporate leaders.

“Gentle” stress means establishing specific, moderately aggressive deadlines for each project, and then frequently following up with the team member to assess how he/she is doing against the goal. Defining a deadline itself is important (work always expands to fill the amount of time available), but the (lets call it what it is) nagging creates a sense of urgency around the deadline. You are reinforcing that the deadline is meaningful, that you care about it. Creating a sense of urgency and meaning can take the team to the productivity “sweet spot.”

Leadership

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