Diversity In Co-Creation
Diversity In Co-Creation:
PART THREE (Resistance)
The positive effects over the long term of co-creation within the organization begin with the boost in morale and confidence stemming from the constant stream of higher quality changes implemented with greater success. Atmosphere within the organization, appreciation of self, and appreciation of others also results. Simply put, the organization evolves into a more fun and comfortable place to work.
Since co-workers are participating in the design and materialization of their future, they feel they matter. As designers and co-owners of the organization, they discover engagement and often a sense of entrepreneurship. From an organizational development perspective, the unfolding of latent people potential, or talent, is drawn out by the process of co-creation.
Dormant talents of creativity, imagination, and problem solving can be awakened by co-creation. The full set of diverse creativity within the organization can be tapped by involving all co-workers in the flow of ideas, design of change, and the future of the organization. This is the true power of organizations in action!
As co-workers see their ideas making a difference in real life, they grow in confidence. A humble but genuine confidence arises from knowing the value one has to offer, and having seen the ability to approach and create a solution for any problem.
The Power of Diversity In Co-Creation
Diversity, especially in terms of backgrounds, range of skills, and unique perspectives, is also brought out to shine with the co-creation process.
Co-creation develops and nurtures human characteristics critical for the long term success of the organization. Contrast with the reality of most organizations today: most people are busy executing the ideas of others. Their personal qualities are hardly applied. They are certainly not given the chance to be nurtured and developed.
Talent and self-confidence, which may be considered the building blocks of any organization, are neglected. Clearly, a different approach to change is needed, and co-creation is a solution overflowing with benefits.
Equality In Co-Creation
Equality of thoughts and the concept of inspiration are central to co-creation. From diversity it is understood that individuals will have different perspectives of the problem and solution. The example of the three blind men encountering the elephant, and each reporting a unique understanding of the animal based on where they are touching it, is well known. Each of their understandings is of equal value and all can contribute to the solution.
What a person sees depends on their perspective, and is always correct for that perspective. The power of the group is derived from the combination of those diverse perspectives. The combination within the co-creation process allows for development of a complete picture of problem and solution, as it has been reviewed and enriched by each of the many unique perspectives. Bigger differences in perspective will generally result in a higher quality solution.
Fruition of co-creative efforts comes through the input of the entire group. This is the process of inspiring and being inspired. The diverse perspectives refresh other members, though each idea is of equal importance. One idea may not exist without the input of another. Each participant is equal in the co-creation process.
The fast track for organizations to become better at development and implementing change is by applying the straightforward principles of co-creation. The result is a shift in effort within the organization: from execution of actions to participatory designs and co-ownership of solutions. Co-creation minimizes resistance, reveals and engages the full diversity and talent of people, and results in a significant improvement of efficiency in both the change itself and the effects of implementing the change.
Paul Brand is a management consultant working with global blue chip organizations such as Shell, Heineken, Sony, ABN AMRO Bank, Ahold, and EON. Evolving from an operations perspective, Paul’s focus moved into providing specific expertise on growing and nurturing the innate ability to change.
Paul leads organizations through the confusion of change management from “just another management methodology” to the understanding that change management is about the development of people. With his book, Change Your Mind, Change Your Business, Paul’s purpose is to dispel the common misunderstanding and even negativity surrounding change management, and how you can begin successfully applying it in your own environment.
For a free assessment of your own change management skill set, and more information about Paul’s book, Change Your Mind, Change Your Business, click here.