Creative leaders can struggle with the limiting effects of seniority. They are expected at more meetings. Less of their time is their own. Everything is scheduled and less spontaneous – it seems frivolous to have diary time that is not spoken for by one plan or priority.
I was inspired to read about IDEO’s chief creative officer, Paul Bennett’s radical response to this challenge in a New York Times article. He has a Sunday night ritual of deleting meetings from his diary – as many as he can, and then sets up a desk in the middle of the office where he can be found, interrupted and bumped into serendipitously:
I bucked our internal trend of “hot desking,” where people don’t have a permanent desk. Most of our employees sign up for a desk when they come in for the day — that helps keep everyone flexible and fluid. But I wanted to be an anchor in all that fluidity. So I sat myself permanently and resolutely with our I.T. team at its help desk, which is the most visible and central spot in our San Francisco office.
I think of the help desk as an overlap between a coffee bar and a hacked-together technological lifeguard station. The people there are full of energy and fun. Sitting high up on a stool with them has encouraged people to approach me spontaneously. This lets conversations and interactions happen naturally over the course of the workday. I try to spend about half my day at the help desk and the other half doing what I call “doctor’s rounds,” when I walk through the office and talk to people if they request it or if I feel that they are receptive to it.
I now allow myself to be pulled, to drift in and out, and to be available for five-minute or two-hour interactions depending on what’s needed. Because of that, I feel as if I am part of a living, breathing organism, and responding to its needs rather than simply running from place to place with a calendar in my hand.
Of all of this – and a strange thins about a lamp made of a desiccated cod – it’s the first bit I like most. Making saying “no” part of the planning routine, creating space for unplanned things to happen. I think I will try that out…
And you know what – you just cannot simulate the minute operation laden details of a shop floor or logistics network reliably. No matter how big your dataset, or your computers, or your machine tool onboard intelligence, there is just too much variability. Which is why the Just In Time/Lean movement came about as the better approach – the aim was to simplify the problem, rather than hit it with huge algorithm models and simulations so complex no one fully understood what they were doing anymore (just ask the banks what happens going down that route) – the aim of JiT/Lean was to actually reduce the problem variability, to get back to Small Data if you like.
Alan discusses the way that despite fascination with new technology and algorithms, the drumbeat that industry marches to is that of economics – in this case the pendulum swing of offshoring and onshoring, powered by the temporary advantage of emerging economies’ lower labour costs.
[….] It’s back to the future….I suspect they are now using bigger and bigger number crunching to eke the last 20% of improvements from the various kaizen projects ongoing, trying to keep the factories in situ as the Big Economics shift yet again
The rate of change today often feels bewildering at ground level, but keeping one eye on the forces of history and economics, we see ourselves in the context of slower moving, but more significant trends. In The Second Machine Age – which I’ve been fixated with over the last week (I even look dangerously close to finishing it) – the authors point out that
productivity gains from electric motors took about 30 years to emerge in manufacturing.
steam engines unlocked 100 years of productivity gains (and an exponential growth in human population).
microprocessors and the IT revolution unlocked meagre productivity gains until the late 1990s
What drove productivity in these instances was innovation that used the technology better – innovation in products, processes, organisation and management. When we’re looking at new technologies in our lives and workplaces like social computing, big data etc. it could be decades before their actual potential is felt by all bar the early adopters that are able to see their potential and change their mindsets and ways of working fastest.