Reviews
“Reading Originals made me feel like I was seated across from Adam Grant at a dinner party, as one of my favorite thinkers thrilled me with his insights and his wonderfully new take on the world.” —Malcolm Gladwell, author of Outliers and The Tipping Point
“Part of the fun of Grant’s book is that he redeems behaviors we typically regard with puritan disdain… Thought-provoking.”—The New York Times Book Review
“Fresh research, counter-intuitive insights, lively writing, practical calls to action … Grant has a deserved reputation as an original thinker.”—The Financial Times
“Grant’s latest looks set to join the required reading lists of many companies across America.”—Wired.com
“[Grant] examines what successful non-conformists … have in common, all in an effort to help the rest of us learn how to do things like bust myths, speak truth to power, and avoid groupthink without getting sidelined.”—The Washington Post
“Adam Grant is a serious social scientist, master storyteller and infectious optimist… Originals is filled with fresh insights on a broad array of topics that are important to our personal and professional lives. Mr. Grant has an uncanny ability to infuse a familiar topic with deeper meaning and leave the reader feeling hopeful and a little exhilarated.”—The New York Times DealBook
“This extraordinary, wildly entertaining book sheds new light on the Age of Disruption. What does it take to make a meaningful difference? And how can you apply this insight to your own life? By debunking myths of success stories, challenging long-held beliefs of process, and finding commonality among those who are agents of profound change, Adam Grant gives us a powerful new perspective on not just our place in the world, but our potential to shake it up entirely.”—JJ Abrams, director of Star Wars: The Force Awakens, co-creator and executive producer of Lost, and cofounder of Bad Robot
“After launching hundreds of businesses—from airlines to trains, music to mobile, and now a spaceline—my biggest challenges and successes have come from convincing other people to see the world differently. Originals reveals how that can be done and will help you inspire creativity and change.”—Sir Richard Branson, founder of The Virgin Group
“Originals is a fascinating, eye-opening read that will help you not just recognize your own unique gifts, but find the strength to challenge conventional wisdom to bring them to life. Using surprising studies and riveting stories, Adam Grant brilliantly shows us how to champion new ideas, bust persistent myths that hold us back and change not only our lives, but our world.”—Arianna Huffington, cofounder and editor-in-chief of The Huffington Post, and author of Thrive
“It can sometimes seem as if one must learn everything old before one can try anything new. Adam Grant does a masterful job showing that is not the case; we are lucky to have him as a guide.”—Peter Thiel, cofounder of PayPal and Palantir, and author of Zero to One
“An urgent must read, a seminal work that will surprise you on every single page. Adam Grant has reset our expectations for what it means to be creative and what’s required to make a difference. Share it with someone you care about.”—Seth Godin, author of Linchpin
In this groundbreaking exploration of creativity and leadership, Adam Grant challenges conventional wisdom about what it takes to be an original thinker and make a lasting impact. Through captivating stories and rigorous research, Grant unveils the surprising habits of non-conformists who drive progress in every field. He shows how anyone can champion new ideas, fight groupthink, and change the world. This book isn’t just about thinking differently—it’s a blueprint for taking calculated risks, speaking up, and turning vision into reality.
Originals speaks to a wide range of readers, from aspiring entrepreneurs and established business leaders to educators and parents. Its primary audience includes professionals seeking to foster innovation in their organizations and individuals looking to unlock their creative potential. The book’s accessible style and engaging anecdotes make it suitable for anyone interested in personal growth or organizational change. Grant’s blend of academic research and practical insights ensures that both newcomers to the field and seasoned experts will find value in its pages. While some concepts may challenge conventional thinking, Grant’s clear explanations and real-world examples make the material approachable for readers of various backgrounds.
What if the key to changing the world lies not in being first, but in being different? In Originals: How Non-Conformists Move the World, Adam Grant shatters the myth that trailblazers are fearless risk-takers who leap without looking. Instead, he reveals that the most successful innovators are often cautious and calculated, hedging their bets while pursuing their passions.
Grant takes us on a journey through history, business, and psychology, introducing us to remarkable individuals who challenged the status quo and left an indelible mark on society. From Martin Luther King Jr.’s procrastination in writing his iconic “I Have a Dream” speech to the unconventional hiring practices of Bridgewater Associates, the world’s largest hedge fund, Grant illustrates how non-conformists think and act differently to drive progress.
The book explores the counterintuitive strategies that foster original thinking. Grant argues that generating a high volume of ideas, rather than waiting for the perfect one, is more likely to lead to breakthrough innovations. He demonstrates how moderate rebels—those who push boundaries while maintaining credibility within their organizations—are often more effective at implementing change than extreme non-conformists.
Grant delves into the art of idea selection and promotion, offering insights on how to recognize potential in raw concepts and effectively champion new ideas. He examines the power of coalitions in driving change, showing how unlikely alliances can overcome resistance and transform industries. The author also addresses the challenges of speaking up, providing strategies for voicing dissent and managing the fear of failure that often stifles creativity.
Readers of Originals will learn how to:
The core message of Originals is that anyone can become a positive deviant and drive meaningful change. Grant argues that originality is not a fixed trait but a free choice—a muscle that can be strengthened through deliberate practice and specific strategies. He likens the process of becoming an original to learning a new language: at first, it feels awkward and unnatural, but with persistence, it becomes second nature.
Grant’s thesis challenges the conventional narrative of the lone genius or the born leader. Instead, he paints a picture of originality as a collaborative and iterative process. Like a skilled jazz musician improvising within a familiar structure, true innovators know how to work within existing systems while pushing their boundaries. They understand that creativity often emerges from connecting disparate ideas rather than conjuring something entirely new from thin air.
Originals has made a significant impact in the fields of business, psychology, and innovation since its publication. By blending rigorous academic research with compelling storytelling, Grant has created a work that bridges the gap between scholarly insight and practical application. The book has been praised for its fresh perspective on creativity and leadership, earning it a spot on numerous bestseller lists and garnering accolades from thought leaders across industries.
One of the book’s most controversial points is Grant’s challenge to the widely held belief that successful entrepreneurs are extreme risk-takers. By showcasing examples of innovators who maintained “day jobs” while starting their ventures, he argues for a more nuanced understanding of entrepreneurial risk. This perspective has sparked debates in business schools and startup communities about the nature of innovation and the best approaches to fostering it.
Originals has been recognized with several awards, including the McKinsey Business Book of the Year Longlist and the Financial Times and McKinsey Business Book of the Year Shortlist. Its impact extends beyond the business world, influencing discussions in education, politics, and social movements about how to cultivate and support original thinking.
The book’s significance also lies in its practical implications for organizations and individuals. Many companies have adopted Grant’s recommendations for creating cultures that encourage speaking up and valuing diverse perspectives. In education, his insights have informed new approaches to fostering creativity in students. By providing a roadmap for how non-conformists can navigate and change existing systems, Originals has become a touchstone for those seeking to make a positive impact in their fields and communities.
Adam Grant’s Originals: How Non-Conformists Move the World offers a compelling exploration of the nature of innovation and the characteristics of those who drive change. We find that the book’s greatest strength lies in its ability to challenge conventional wisdom about creativity and success. By presenting counterintuitive findings backed by robust research, Grant provides readers with a fresh perspective on what it means to be original and how to foster innovation in various settings.
We appreciate the book’s practical approach, offering actionable strategies that readers can apply in their personal and professional lives. The blend of academic research, engaging storytelling, and real-world examples makes the content accessible and memorable. Grant’s interdisciplinary approach, drawing insights from various fields, provides a rich, multifaceted exploration of originality that we believe will appeal to a wide range of readers.
However, we also recognize some limitations in the book’s approach. The potential for survivorship bias in the examples presented and the limited cultural context may not provide a fully balanced view of the challenges and risks associated with pursuing original ideas. Additionally, the book sometimes simplifies complex issues for the sake of clarity, which may leave readers wanting a more nuanced discussion of certain topics.
We found the book’s exploration of the power of non-conformity particularly thought-provoking. Grant makes a compelling case for the value of questioning the status quo and pursuing unconventional ideas. However, we believe it’s important for readers to consider the potential downsides of constant non-conformity, which the book may not fully address.
The insights on idea generation and refinement are particularly valuable. Grant’s emphasis on producing a high volume of ideas rather than striving for perfection from the outset is a refreshing perspective that we believe could benefit many readers, especially those who feel stuck in creative endeavors.
We were intrigued by the book’s discussion of strategic procrastination and its potential benefits for creativity. While this idea challenges common productivity advice, Grant presents convincing evidence that allowing ideas to incubate can lead to more original outcomes. However, we caution readers to balance this approach with the realities of deadlines and productivity requirements in many work environments.
The book’s exploration of how to effectively champion new ideas within organizations is particularly relevant in today’s rapidly changing business landscape. We believe many readers will find value in Grant’s strategies for building coalitions, timing idea presentation, and overcoming resistance to change.
Our Recommendation
We recommend Originals: How Non-Conformists Move the World to a wide range of readers, including entrepreneurs, business leaders, educators, and anyone interested in fostering creativity and driving change in their personal or professional lives. The book offers valuable insights and practical strategies that can help readers tap into their creative potential and more effectively bring new ideas to fruition.
However, we suggest approaching the book with a critical mindset, considering how the strategies presented might apply to one’s specific context and being mindful of the potential risks and challenges of non-conformity that may not be fully explored in the text. For a comprehensive understanding of innovation and creativity, we recommend pairing this book with others that offer different perspectives or delve deeper into specific aspects of originality and change-making. Overall, we believe Originals is a thought-provoking and potentially transformative read that can inspire readers to think differently about creativity, innovation, and success.
The essence of Originals: How Non-Conformists Move the World lies in several key concepts that challenge conventional wisdom about creativity, innovation, and leadership. One of the most crucial ideas is the concept of strategic procrastination. Adam Grant argues that waiting until the last minute isn’t always a bad thing; in fact, it can lead to more creative outcomes. By allowing ideas to incubate, we often produce more original and refined solutions. This flies in the face of traditional productivity advice but aligns with the habits of many successful innovators throughout history.
Another critical concept is the power of generating a high volume of ideas. Grant emphasizes that quantity breeds quality when it comes to creativity. He suggests that instead of striving for perfection in our initial ideas, we should aim to produce as many as possible. This approach increases the likelihood of stumbling upon truly innovative concepts. It’s a numbers game where more attempts lead to more successes, even if the ratio of good ideas to bad ones remains constant.
Grant also introduces the idea of the “vuja de” moment, a twist on the familiar concept of déjà vu. Vuja de occurs when we encounter a familiar situation but see it with fresh eyes, noticing aspects we’ve previously overlooked. This perspective shift is crucial for identifying opportunities for innovation and improvement in established systems or processes. It’s about training ourselves to question the status quo and see potential where others see only the ordinary.
The book places significant emphasis on the importance of timing in introducing new ideas. Grant argues that being first isn’t always an advantage. He presents the concept of “fashionably late” market entry, where companies or individuals who enter a market after pioneers can learn from others’ mistakes and refine their offerings. This strategy often leads to more successful and sustainable innovations.
Grant also explores the concept of “tempered radicals” – individuals who push for change within organizations while maintaining enough conformity to preserve their influence. These moderate rebels are often more effective at implementing lasting change than extreme non-conformists. They understand how to work within the system to alter it, balancing their radical ideas with pragmatic approaches to implementation.
Another key topic is the power of dissenting opinions in group settings. Grant argues that fostering a culture where people feel safe to express disagreement leads to better decision-making and more innovative solutions. He introduces techniques for encouraging constructive dissent, such as assigning devil’s advocates or creating specific forums for challenging ideas.
The book also delves into the concept of “psychological safety” in teams and organizations. This idea, borrowed from organizational psychology, suggests that when people feel safe to take risks and voice their opinions without fear of ridicule or punishment, they’re more likely to contribute original ideas and drive innovation. Grant provides strategies for leaders to create environments where psychological safety thrives.
Lastly, Grant explores the idea of “network effects” in spreading new ideas. He argues that it’s not just about having a great idea, but also about knowing how to build coalitions and leverage social networks to gain support and momentum. This involves understanding how to frame ideas to appeal to different stakeholders and how to use the power of weak ties in social networks to spread information more widely.
The Warby Parker Story: Grant uses the founding of Warby Parker, the online eyewear company, to illustrate several key concepts. The founders maintained their day jobs and school commitments while starting the company, exemplifying the idea of hedging bets rather than taking extreme risks. They also entered the market after other online eyewear retailers, demonstrating the advantages of being “fashionably late” and learning from others’ mistakes.
Martin Luther King Jr.’s “I Have a Dream” Speech: Grant discusses how King procrastinated on writing his famous speech, making last-minute changes and improvising significant portions. This example illustrates the power of strategic procrastination and how it can lead to more impactful and original outcomes. The speech’s most memorable lines were additions made in the moment, showing how incubation and spontaneity can produce extraordinary results.
The Bridgewater Associates Culture: The book explores the unique culture at Bridgewater Associates, the world’s largest hedge fund. Founder Ray Dalio created an environment of “radical transparency” where employees at all levels are encouraged to challenge ideas and express disagreement. This case study demonstrates how fostering constructive dissent and psychological safety can lead to better decision-making and innovation in a high-stakes environment.
The Wright Brothers’ Approach to Innovation: Grant uses the Wright brothers’ story to illustrate the power of generating multiple ideas. The brothers’ approach to inventing the airplane involved creating numerous prototypes and conducting countless experiments. This methodical, quantity-focused approach eventually led to their breakthrough, supporting Grant’s argument that producing a high volume of ideas increases the chances of stumbling upon truly innovative solutions.
Carmen Medina’s CIA Reform: The book recounts how Carmen Medina, a mid-level employee at the CIA, pushed for reform in the agency’s information-sharing practices. Her story exemplifies the concept of the “tempered radical.” Medina maintained her position within the organization while persistently advocating for change, eventually succeeding in implementing significant reforms that improved the agency’s effectiveness.
The Babble Labs Experiment: Grant describes an experiment conducted at Babble Labs, where employees were asked to generate ideas for new products. The study found that those who produced the most ideas (regardless of quality) also produced the highest number of exceptional ideas. This example supports Grant’s argument that quantity breeds quality in creative endeavors and that we shouldn’t self-censor our ideas prematurely.
The “Sarick Effect” in Idea Presentation: Grant introduces the “Sarick Effect,” named after a former student who discovered an effective way to present risky ideas. The technique involves highlighting the weaknesses of your proposal before others can. This counterintuitive approach disarms critics and demonstrates self-awareness, often leading to more favorable reception of new ideas. The book provides several examples of how this technique has been successfully employed in various settings.
Cultivate Idea Multiplication
One of the most powerful insights from Originals is the concept of idea multiplication. Grant argues that the key to generating truly innovative ideas is to focus on quantity rather than quality in the initial stages. To apply this, set aside dedicated time for brainstorming sessions where the goal is to generate as many ideas as possible without judgment. Aim for a specific number, like 100 ideas in an hour. This approach forces you to push beyond obvious solutions and tap into more creative thinking. Once you have a large pool of ideas, you can then evaluate and refine them. Remember, even seemingly absurd ideas can lead to breakthroughs or be combined with other concepts to create something truly original.
Embrace Strategic Procrastination
Contrary to popular belief, waiting until the last minute can sometimes lead to more creative outcomes. Grant introduces the concept of strategic procrastination, where allowing ideas to incubate can result in more refined and original solutions. To apply this insight, try intentionally stepping away from a project after initial research and brainstorming. Engage in unrelated activities or work on different tasks. This allows your subconscious mind to continue processing the information and making unexpected connections. When you return to the project, you may find you have fresh perspectives or solutions you hadn’t considered before. However, it’s crucial to balance this with deadlines and not let procrastination turn into avoidance or missed opportunities.
Foster Psychological Safety
Creating an environment where people feel safe to express their ideas and opinions is crucial for fostering innovation. Grant emphasizes the importance of psychological safety in teams and organizations. To implement this, leaders should actively encourage dissenting opinions and demonstrate that it’s safe to take risks. Start meetings by explicitly stating that all ideas are welcome and that disagreement is valuable. When someone shares a contrarian view, respond with curiosity rather than defensiveness. Recognize and reward those who speak up, even if their ideas aren’t ultimately adopted. Create anonymous channels for feedback to ensure even the most reserved team members have a voice.
Leverage the Power of Allies
Grant highlights the importance of building coalitions to drive change and innovation. To apply this insight, focus on identifying and cultivating relationships with potential allies before you need their support. When you have a new idea, start by sharing it with a small group of trusted colleagues who can provide feedback and help refine the concept. As you build support, look for allies in unexpected places – sometimes those who seem most likely to oppose your idea can become your strongest advocates if approached correctly. When presenting your idea to decision-makers, bring along supporters from diverse areas of the organization to demonstrate broad appeal.
Master the Art of Idea Framing
How an idea is presented can be just as important as the idea itself. Grant introduces several techniques for effectively framing and pitching new concepts. One powerful approach is the “Sarick Effect,” where you start by highlighting the weaknesses or potential problems with your own idea. This disarms critics and demonstrates that you’ve thought critically about your proposal. When pitching, also focus on the familiar aspects of your idea before introducing the novel elements. This makes the concept feel more approachable and less risky. Additionally, tailor your framing to your audience – emphasize efficiency for pragmatists, potential for visionaries, and risk mitigation for skeptics.
Embrace Productive Procrastination
While strategic procrastination can be beneficial, it’s important to engage in productive activities during that incubation period. Grant suggests that many successful originals use their procrastination time to work on multiple projects simultaneously. To apply this, when you feel stuck on one project, switch to another instead of forcing progress or wasting time. This allows your subconscious to continue working on the first problem while you make progress elsewhere. Keep a diverse portfolio of projects at different stages, so you always have something to work on that matches your current energy and mindset. This approach can lead to unexpected cross-pollination of ideas between projects.
Cultivate Broad Networks
Grant emphasizes the power of weak ties and diverse networks in spreading new ideas. To apply this insight, make a conscious effort to expand your network beyond your immediate field or industry. Attend conferences or events in adjacent fields, join interdisciplinary groups, or start a book club with people from various backgrounds. When seeking feedback on new ideas, don’t just turn to close colleagues. Reach out to acquaintances or connections in different sectors who might offer fresh perspectives. Use social media platforms to engage with a wider audience and share your thoughts. The more diverse your network, the more likely you are to encounter or generate truly original ideas.
Practice Vuja De
Grant introduces the concept of “vuja de” – seeing the familiar with fresh eyes. To cultivate this skill, regularly challenge your assumptions about everyday situations. Choose a common process in your work or personal life and ask, “Why do we do it this way?” or “What if we did the opposite?” Set aside time each week to question standard practices in your industry. Look to other fields for inspiration on how to approach old problems in new ways. When facing a challenge, try reframing it from different perspectives – as a customer, a competitor, or someone from a completely unrelated industry. This practice of intentional perspective-shifting can lead to breakthrough innovations in unexpected areas.
Balance Optimism with Realism
Successful originals, according to Grant, maintain a delicate balance between optimism about their ideas and realism about the challenges they face. To apply this insight, start by allowing yourself to dream big and envision the full potential of your ideas. Then, systematically identify potential obstacles and failure points. For each challenge, develop specific, actionable plans to address or mitigate the risk. Share your idea with skeptics and actively seek out potential flaws – this not only improves your concept but also prepares you to address objections when pitching to decision-makers. Remember, acknowledging potential problems doesn’t make you less committed to your vision; it makes you more prepared to achieve it.
Timing is Everything
Grant emphasizes that the timing of introducing new ideas can be crucial to their success. To apply this insight, conduct thorough market research before launching a new product or initiative. Look for signs that the market is ready for your idea – are there similar concepts gaining traction? Is there a clear problem that your idea solves? Consider a “fashionably late” entry strategy, where you can learn from the mistakes of early movers. When introducing organizational changes, pay attention to the current climate. Times of transition or crisis can often be opportune moments for proposing radical ideas. If the timing isn’t right, be prepared to shelve good ideas temporarily and revisit them when conditions are more favorable.
Robust Research Foundation
Adam Grant’s Originals stands out for its solid grounding in academic research. The book draws from a wide array of studies across psychology, sociology, and business, providing a credible foundation for its claims. Grant doesn’t just cherry-pick studies that support his arguments; he presents a nuanced view of the research, often discussing conflicting findings and explaining why certain results might be more applicable in specific contexts. This approach lends significant weight to his insights and recommendations, making them more than just anecdotal observations. For instance, when discussing the benefits of procrastination, Grant cites studies showing both its potential drawbacks and advantages, allowing readers to understand the full complexity of the issue.
Engaging Storytelling
One of the book’s greatest strengths is Grant’s ability to weave compelling narratives throughout his exploration of originality. Rather than presenting dry facts and figures, he brings his concepts to life through vivid stories of innovators, entrepreneurs, and change-makers. These narratives serve multiple purposes: they make the book highly readable, provide concrete examples of abstract concepts, and offer inspiration to readers. The story of Warby Parker’s founding, for example, not only illustrates the concept of strategic risk-taking but also serves as a relatable case study for aspiring entrepreneurs. This storytelling approach makes complex ideas accessible and memorable, increasing the likelihood that readers will apply the insights in their own lives.
Practical Applicability
Originals excels in bridging the gap between theory and practice. For each concept introduced, Grant provides actionable strategies that readers can implement in their personal and professional lives. These range from specific techniques for generating ideas to methods for effectively championing new initiatives within organizations. The book doesn’t just tell readers what successful originals do; it shows them how to do it themselves. For instance, the chapter on voicing dissent doesn’t just explain why it’s important; it offers concrete tactics for expressing disagreement constructively and building support for unconventional ideas. This focus on applicability enhances the book’s value, making it a practical guide for fostering originality rather than just an academic exploration of the concept.
Counterintuitive Insights
One of the most compelling aspects of Originals is its presentation of counterintuitive findings that challenge conventional wisdom. Grant doesn’t shy away from ideas that might initially seem contradictory or surprising. Instead, he embraces these paradoxes and explains them in a way that makes sense to readers. The notion that procrastination can lead to more creative outcomes or that the most successful entrepreneurs are often risk-averse challenges readers’ preconceptions and encourages them to think differently about creativity and innovation. By presenting these counterintuitive ideas with strong evidence and clear explanations, Grant pushes readers to question their assumptions and consider new approaches to problem-solving and innovation.
Interdisciplinary Approach
Grant’s ability to draw insights from various fields is a significant strength of the book. He doesn’t limit himself to business or psychology but incorporates ideas from history, politics, arts, and sciences. This interdisciplinary approach provides a rich, multifaceted exploration of originality and innovation. It allows readers to see connections between seemingly unrelated fields and apply lessons from one domain to another. For example, Grant draws parallels between political movements and organizational change, showing how tactics used by civil rights leaders can be applied in corporate settings. This broad perspective not only makes the book more engaging but also demonstrates how principles of originality can be applied across diverse contexts.
Balanced Perspective
Throughout Originals, Grant maintains a balanced view, acknowledging both the benefits and potential pitfalls of the strategies he discusses. He doesn’t present originality as a panacea or suggest that being a non-conformist is always the best approach. Instead, he offers a nuanced view that considers context and individual circumstances. For instance, when discussing the advantages of being a late mover in a market, he also acknowledges situations where being first can be beneficial. This balanced approach adds credibility to his arguments and provides readers with a more realistic understanding of how to apply the book’s insights in their own lives. It also encourages critical thinking, as readers are prompted to consider when and how to best apply the strategies presented.
Potential Survivorship Bias
While Originals presents numerous examples of successful non-conformists and innovators, it may fall prey to survivorship bias. The book primarily focuses on individuals and ideas that succeeded, potentially overlooking the many originals whose non-conformist approaches didn’t lead to success. This could give readers an overly optimistic view of the risks and challenges involved in pursuing original ideas. While Grant does mention some failed attempts, a more in-depth exploration of unsuccessful originals and the factors that led to their failure could have provided a more balanced perspective. This additional context would help readers better understand the potential pitfalls and increase their chances of success when applying the book’s strategies.
Limited Cultural Context
The book’s examples and research are heavily skewed towards Western, particularly American, contexts. While this doesn’t necessarily invalidate the insights, it does raise questions about their universal applicability. Different cultures have varying attitudes towards non-conformity, risk-taking, and innovation, which could impact how effective the strategies presented in the book might be in different global contexts. Including more diverse, international examples and discussing how cultural factors might influence originality could have made the book more globally relevant. This additional perspective would be particularly valuable for readers working in multinational organizations or those looking to apply the book’s insights in non-Western settings.
Oversimplification of Complex Issues
In some instances, Originals may oversimplify complex issues for the sake of clarity and readability. While this makes the book more accessible to a general audience, it sometimes results in a loss of nuance. For example, the discussion of birth order effects on personality and creativity presents a straightforward narrative that may not fully capture the complexity and ongoing debates in this area of research. Similarly, the book’s treatment of organizational culture and change sometimes glosses over the intricate dynamics and systemic challenges involved in transforming established institutions. A more in-depth exploration of these complexities, perhaps through extended case studies or additional chapters, could have provided readers with a more comprehensive understanding of the challenges involved in fostering originality in various contexts.
Lack of Long-Term Follow-Up
While Originals provides numerous examples of successful innovations and change initiatives, it often lacks long-term follow-up on these cases. The book captures moments of success but doesn’t always explore the sustained impact of the original ideas or the long-term consequences of the strategies employed. For instance, while the founding story of Warby Parker is inspiring, readers might benefit from understanding how the company navigated challenges as it grew or how its innovative approach evolved over time. Including more longitudinal perspectives could have enriched the book’s insights, helping readers understand not just how to generate and implement original ideas, but also how to sustain and adapt them over time in the face of changing circumstances.
The Dark Side of Non-Conformity
While Originals celebrates the power of non-conformity and originality, it may underplay the potential negative consequences of consistently challenging the status quo. In real-world scenarios, being a constant non-conformist can lead to social isolation, career setbacks, or even legal troubles, depending on the context. The book might lead readers to believe that originality is always beneficial, overlooking situations where conformity or incremental change might be more appropriate or effective. Robert Sutton’s Weird Ideas That Work provides a more nuanced view of when and how to implement unconventional ideas in organizations, acknowledging that a balance between conformity and originality is often necessary for long-term success. Similarly, Malcolm Gladwell’s Outliers offers a broader perspective on success, highlighting how factors beyond individual originality, such as cultural background and timing, play crucial roles in determining outcomes.
The Myth of the Lone Innovator
Although Originals does discuss the importance of building coalitions and leveraging networks, it may inadvertently reinforce the myth of the lone innovator. The book’s focus on individual stories of originality might lead readers to underestimate the collaborative nature of most innovations and the importance of supportive environments in fostering creativity. In practice, even the most original ideas often emerge from team efforts and build upon existing knowledge. Steven Johnson’s Where Good Ideas Come From offers a complementary perspective, emphasizing the role of networks, shared spaces, and slow hunches in the innovation process. Additionally, Keith Sawyer’s Group Genius provides insights into the collaborative nature of creativity, challenging the notion that breakthrough ideas come primarily from individual geniuses working in isolation.
The Contextual Nature of Originality
While Originals provides valuable insights into fostering creativity and innovation, it may not fully address how the effectiveness of these strategies can vary dramatically depending on the specific context. What works in a startup environment might not be applicable in a large corporation or a government institution. The book’s advice might lead readers to apply strategies universally without considering the unique challenges and constraints of their particular situations. Clayton Christensen’s The Innovator’s Dilemma offers a more industry-specific look at innovation, particularly in established companies, highlighting how organizational structures and market dynamics can impact the ability to pursue original ideas. Furthermore, Everett Rogers’ Diffusion of Innovations provides a broader framework for understanding how new ideas spread through different social systems, emphasizing the importance of considering cultural and structural factors when introducing innovations.
The Potential for Cognitive Biases
Originals touches on various cognitive biases but may not fully explore how these biases can impact our ability to generate and recognize truly original ideas. Readers might come away with the impression that they can easily overcome these biases by following the book’s strategies, when in reality, cognitive biases are deeply ingrained and often operate unconsciously. In practice, even when actively trying to be original, individuals may fall prey to confirmation bias, seeking out information that supports their preexisting ideas, or the availability heuristic, overvaluing easily recalled examples of originality. Daniel Kahneman’s Thinking, Fast and Slow provides a more comprehensive exploration of cognitive biases and their impact on decision-making, which could help readers better understand the mental obstacles to originality. Additionally, Chip and Dan Heath’s Decisive offers practical strategies for overcoming biases in decision-making processes, which could complement Grant’s advice on championing original ideas.
The Ethics of Originality
While Originals focuses on the benefits of non-conformity and innovation, it may not sufficiently address the ethical implications of pursuing original ideas, particularly in sensitive contexts. Readers might be encouraged to challenge norms without fully considering the potential negative impacts on others or society at large. In real-world scenarios, the pursuit of originality must be balanced with ethical considerations, especially when innovations could have far-reaching consequences. Peter Singer’s Ethics in the Real World provides a framework for thinking through the moral implications of our actions and innovations, which could help readers navigate the ethical challenges of pursuing original ideas. Moreover, Yvon Chouinard’s Let My People Go Surfing offers insights into building an innovative company with a strong ethical foundation, demonstrating how originality and social responsibility can go hand in hand.
The Innovator’s Dilemma by Clayton Christensen
While Originals focuses on individual and organizational strategies for fostering innovation, Christensen’s The Innovator’s Dilemma takes a more macro-level approach, examining why successful companies often fail to innovate in the face of disruptive technologies. Christensen’s work complements Grant’s by providing a deeper understanding of the structural and market forces that can hinder originality in established firms. Where Grant emphasizes personal qualities and behaviors that drive innovation, Christensen highlights the organizational and economic factors that can make it challenging for companies to pursue truly original ideas, especially when those ideas threaten existing business models. The combination of these perspectives offers a more comprehensive view of the challenges and opportunities in fostering innovation across different scales.
Quiet: The Power of Introverts in a World That Can’t Stop Talking by Susan Cain
Cain’s Quiet provides an interesting counterpoint to some of the ideas presented in Originals. While Grant’s book often highlights the importance of speaking up and championing new ideas, Cain’s work emphasizes the creative and leadership potential of introverts, who may be less inclined to vocally push their ideas. This contrast raises important questions about how organizations can foster originality among diverse personality types. Quiet suggests that the quiet contemplation favored by introverts can be a powerful source of original ideas, complementing Grant’s emphasis on active idea generation and promotion. Together, these books offer a more nuanced understanding of how different personality types can contribute to innovation and originality in various settings.
Where Good Ideas Come From by Steven Johnson
Johnson’s Where Good Ideas Come From shares Originals’ focus on the sources of innovation but takes a different approach. While Grant often emphasizes individual actions and strategies, Johnson explores the environments and conditions that foster innovation. He argues that good ideas often emerge from networks, shared spaces, and the collision of existing concepts, rather than solely from individual genius. This perspective complements Grant’s work by highlighting the importance of creating the right conditions for originality to flourish. Johnson’s emphasis on the “adjacent possible” and the slow build-up of ideas over time adds depth to Grant’s discussion of how original ideas emerge and develop.
Mindset: The New Psychology of Success by Carol S. Dweck
Dweck’s Mindset provides an interesting complement to Originals by focusing on the underlying psychological attitudes that can foster or hinder creative thinking and perseverance. While Grant discusses specific strategies for generating and promoting original ideas, Dweck’s work delves into the fundamental beliefs about ability and intelligence that can impact one’s willingness to take risks and persist in the face of challenges. Her concept of the “growth mindset” aligns well with many of Grant’s ideas about the importance of generating multiple ideas and learning from failure. However, Dweck’s work goes deeper into how these mindsets develop and how they can be changed, offering valuable insights for readers looking to cultivate the psychological foundations of originality.
Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink
Pink’s Drive explores the factors that motivate people to be creative and productive, which complements Grant’s focus on the behaviors and strategies of original thinkers. While Originals provides specific tactics for fostering innovation, Drive delves into the underlying motivational structures that can encourage or discourage original thinking. Pink’s emphasis on autonomy, mastery, and purpose as key drivers of intrinsic motivation offers a valuable framework for understanding why some environments are more conducive to originality than others. This perspective adds depth to Grant’s discussion of how to create organizational cultures that support non-conformity and innovation.
Cultivate a Mindset of Originality
Generate a High Volume of Ideas
Practice Strategic Procrastination
Build a Diverse Network
Develop Your Idea Championing Skills
Foster Psychological Safety in Your Environment
Balance Optimism with Realism
Cultivate Grit and Persistence
Continuously Refine and Iterate
Foster a Culture of Psychological Safety
Organizations can significantly benefit from creating an environment where employees feel safe to express their ideas and take calculated risks. This involves encouraging open communication, valuing diverse perspectives, and reframing failure as a learning opportunity. By fostering psychological safety, businesses can tap into the collective creativity of their workforce, leading to increased innovation and problem-solving capabilities.
However, implementing this culture shift can be challenging, especially in organizations with established hierarchies or a history of punitive responses to failure. Employees may be hesitant to speak up or take risks, fearing negative consequences for their career. Additionally, managers accustomed to traditional top-down decision-making may struggle to adapt to a more collaborative approach.
To overcome these challenges, organizations can start by providing training for leaders at all levels on the principles of psychological safety and its benefits. Implementing anonymous feedback systems can help employees voice concerns without fear of repercussions. Regular town hall meetings where senior leaders openly discuss their own failures and learnings can model the desired behavior. Gradually, as employees see that their input is valued and that taking risks is encouraged, the culture will shift towards greater openness and innovation.
Implement Idea Generation Systems
Businesses can boost their innovation potential by implementing structured systems for idea generation. This could include regular brainstorming sessions, idea competitions, or dedicated innovation time similar to Google’s famous “20% time” policy. By making idea generation a formal part of the organizational process, companies can ensure a steady flow of new concepts and potential innovations.
However, many organizations struggle with effectively managing and evaluating the influx of ideas such systems can produce. There’s a risk of overwhelming employees with additional tasks or creating frustration if ideas aren’t properly considered or implemented. Moreover, without proper guidance, these sessions can become unfocused or dominated by a few vocal individuals.
To address these challenges, businesses should establish clear criteria for idea evaluation and a transparent process for idea selection and implementation. Assigning dedicated “innovation champions” to manage the process can ensure ideas receive proper consideration. Implementing a user-friendly idea management platform can help organize and track ideas efficiently. Regular feedback on the status of submitted ideas can keep employees engaged in the process. Additionally, providing training on effective brainstorming techniques can improve the quality and diversity of ideas generated.
Embrace Strategic Procrastination
Organizations can benefit from incorporating strategic procrastination into their project management processes. This involves building in deliberate “incubation periods” for complex problems or creative tasks, allowing time for ideas to percolate and subconscious processing to occur. This approach can lead to more innovative solutions and help avoid rushed decisions.
However, implementing strategic procrastination in a business context can be challenging. It may appear counterintuitive to traditional notions of productivity and efficiency. Stakeholders might perceive it as unnecessary delay, and there’s a risk of missing deadlines if the process isn’t managed carefully. Additionally, in fast-paced industries, taking time for incubation might seem like a luxury companies can’t afford.
To successfully implement strategic procrastination, organizations need to reframe it as a valuable part of the problem-solving process rather than delay. This can be achieved by incorporating structured incubation periods into project timelines from the outset. Companies can create “incubation spaces” where employees can engage in unrelated activities that promote creative thinking. Implementing a system of “planned procrastination” where teams deliberately step away from a problem for a set period before returning to it can help balance the need for timely results with the benefits of incubation. Education on the benefits of this approach and clear communication with stakeholders about its role in the process are crucial for its acceptance.
Cultivate Broad Networks
Businesses can drive innovation by encouraging employees to build diverse networks both within and outside the organization. This can involve cross-departmental collaborations, partnerships with external organizations, or participation in industry events and conferences. Diverse networks expose individuals to a wider range of ideas and perspectives, fostering creativity and innovation.
However, building and maintaining these networks can be time-consuming and may be seen as a distraction from core job responsibilities. There might be concerns about confidentiality when employees engage with external parties. Additionally, introverted employees or those in specialized roles might find networking challenging or outside their comfort zone.
To address these challenges, organizations can formally recognize networking as a valuable part of employee development, allocating time and resources for these activities. Implementing a mentorship program that pairs employees from different departments can facilitate internal network building. For external networking, companies can sponsor employee attendance at relevant conferences or industry events. Providing training on effective networking strategies, especially for introverted employees, can help overcome personal barriers. To address confidentiality concerns, clear guidelines on information sharing can be established. Creating a system to share insights gained from networking activities can demonstrate its value to the organization and encourage broader participation.
Master the Art of Idea Framing
Organizations can significantly improve their ability to implement new ideas by focusing on how these ideas are presented or “framed”. This involves tailoring the presentation of new concepts to resonate with different stakeholders, highlighting aspects that align with organizational goals and values. Effective framing can increase buy-in for innovative ideas and smooth the path to implementation.
However, mastering idea framing can be challenging. It requires a deep understanding of various stakeholders’ perspectives and priorities, which can be time-consuming to develop. There’s also a risk of being perceived as manipulative if framing techniques are used inauthentically. Additionally, in large organizations with diverse stakeholders, finding a frame that resonates with everyone can be difficult.
To overcome these challenges, organizations can invest in training programs that teach effective framing techniques. This could include workshops on stakeholder analysis and communication strategies. Encouraging employees to seek feedback on their framing approaches from colleagues can help refine these skills. Implementing a system where successful framing strategies are documented and shared can create a valuable resource for the entire organization. Additionally, fostering a culture of transparency where the rationale behind framing choices is openly discussed can help avoid perceptions of manipulation. For complex ideas, organizations might consider creating cross-functional teams to develop framing strategies that address diverse stakeholder concerns.
Balance Optimism with Realism
Organizations can benefit from cultivating a balanced approach that combines optimistic vision with realistic assessment of challenges. This involves encouraging employees to dream big while also conducting thorough risk analyses and developing contingency plans. Such an approach can lead to more resilient strategies and increase the likelihood of successfully implementing innovative ideas.
However, striking this balance can be challenging. Overly optimistic cultures might dismiss important risks, while excessively cautious environments can stifle innovation. There’s also a risk of analysis paralysis, where the pursuit of perfect information leads to delayed decision-making. Additionally, different departments or individuals within an organization might lean too far towards either optimism or pessimism, creating internal conflicts.
To address these challenges, organizations can implement structured decision-making processes that explicitly incorporate both optimistic and realistic perspectives. This could include mandating pre-mortem exercises for major projects, where teams imagine potential failures and develop mitigation strategies. Creating cross-functional teams that include both visionaries and pragmatists can help balance perspectives. Implementing a system of “innovation stage gates” where ideas are evaluated at different stages of development can help manage risks while still encouraging bold thinking. Training programs that teach techniques for both creative thinking and critical analysis can help employees develop a more balanced approach. Regular review sessions that celebrate both ambitious goals and careful risk management can reinforce the value of this balanced approach.
Remote Work and Distributed Innovation
The rise of remote work is reshaping how organizations foster originality and innovation. Grant’s emphasis on diverse networks and idea cross-pollination becomes even more crucial in a distributed workforce. Virtual collaboration tools are enabling new forms of idea generation and sharing across geographical boundaries. This trend may lead to more globally diverse teams, potentially increasing the pool of original ideas. However, it also presents challenges in creating the psychological safety Grant deems essential for creativity. Organizations will need to adapt their strategies for fostering originality in virtual environments.
Artificial Intelligence and Human Creativity
As AI continues to advance, the nature of human originality may evolve. Grant’s insights on idea generation and refinement could become even more valuable as humans focus on areas where they can outperform AI. The ability to ask novel questions and frame problems in unique ways may become more critical than generating solutions. This trend might shift the focus from individual creativity to human-AI collaborative innovation. Grant’s emphasis on cognitive diversity could extend to include diverse AI models as part of creative teams.
Sustainable Innovation
The growing emphasis on sustainability is likely to influence how organizations approach originality and innovation. Grant’s ideas on balancing optimism with realism become particularly relevant when considering the long-term environmental and social impacts of new ideas. The concept of “original sustainability” might emerge, focusing on innovations that are not only novel but also environmentally and socially responsible. This trend could lead to new metrics for evaluating original ideas, incorporating sustainability alongside traditional measures of innovation.
Rapid Adaptation and Continuous Learning
In an increasingly volatile and uncertain world, the ability to rapidly generate and implement original ideas becomes crucial for organizational survival. Grant’s emphasis on idea volume and quick iteration aligns well with this trend. The concept of “adaptive originality” might gain prominence, focusing on quick, context-specific innovations rather than universal breakthroughs. This trend could lead to new organizational structures and processes designed to facilitate rapid ideation and implementation cycles. It may also increase the importance of creating psychologically safe environments where failures are viewed as learning opportunities.
Inclusive Innovation
As societies grapple with issues of equity and inclusion, Grant’s ideas on fostering originality may be applied to create more inclusive innovation processes. This trend could lead to a reimagining of what constitutes an “original” idea, with more emphasis on innovations that address the needs of underserved populations. Grant’s concept of “vuja de” – seeing the familiar with fresh eyes – could be particularly valuable in identifying overlooked problems and opportunities. Organizations might focus on creating diverse innovation teams that better represent the full spectrum of societal perspectives and experiences.
Originals has the potential to significantly influence how individuals and organizations approach innovation and creativity. By challenging conventional wisdom about risk-taking, idea generation, and the characteristics of successful innovators, Grant’s work may inspire a more nuanced and evidence-based approach to fostering originality across various fields.
In the business world, the book’s insights could lead to shifts in hiring practices, with companies placing greater emphasis on cognitive diversity and non-traditional backgrounds. Organizations might also reconsider their approaches to brainstorming and idea evaluation, moving away from rapid-fire sessions and towards more deliberative processes that allow for idea incubation and refinement.
In education, Originals could influence curriculum design and teaching methods. Educators might place greater emphasis on developing students’ ability to generate multiple ideas and constructively challenge existing norms. This could lead to a shift away from rote learning towards more creative and critical thinking skills.
The book’s discussion of procrastination and its potential benefits might influence how society views time management and productivity. This could lead to more flexible work arrangements and a reevaluation of traditional metrics for measuring employee performance.
On a broader societal level, Originals has the potential to empower individuals to voice dissenting opinions and champion new ideas. This could contribute to more dynamic and innovative communities, businesses, and institutions. However, it’s important to note that the actual impact will depend on how widely the book’s ideas are adopted and how effectively they are implemented in various contexts.
Looking to the future, the relevance of Originals is likely to grow as the pace of technological and social change accelerates. In a world where adaptability and innovation are increasingly crucial, the ability to think originally and effectively champion new ideas will become even more valuable. However, as AI and machine learning continue to advance, some of the book’s insights may need to be reevaluated. For instance, the role of human creativity in idea generation may shift as AI becomes more capable of producing novel concepts and solutions.
Mindset: The New Psychology of Success by Carol S. Dweck
Carol Dweck’s Mindset provides a foundational understanding of the psychological attitudes that underpin originality and innovation. While Grant focuses on specific strategies for fostering originality, Dweck’s work explores the fundamental beliefs about ability and intelligence that can either encourage or inhibit creative thinking. Her concept of the “growth mindset” aligns well with Grant’s ideas about generating multiple ideas and learning from failure. Readers of Originals will find that Mindset offers valuable insights into cultivating the psychological foundations necessary for embracing non-conformity and pursuing original ideas.
The Innovator’s Dilemma by Clayton M. Christensen
Christensen’s The Innovator’s Dilemma complements Originals by examining why successful companies often fail to innovate in the face of disruptive technologies. While Grant focuses on individual and organizational strategies for fostering innovation, Christensen takes a more macro-level approach, exploring the structural and market forces that can hinder originality in established firms. This book provides readers with a broader context for understanding the challenges of implementing original ideas in business settings, offering insights into why even well-managed companies can struggle to embrace truly innovative concepts.
Where Good Ideas Come From by Steven Johnson
Johnson’s Where Good Ideas Come From shares Originals’ focus on the sources of innovation but takes a different approach. While Grant often emphasizes individual actions and strategies, Johnson explores the environments and conditions that foster innovation. His concepts of the “adjacent possible” and the slow build-up of ideas over time add depth to Grant’s discussion of how original ideas emerge and develop. Readers interested in understanding the broader context and historical patterns of innovation will find Johnson’s work a valuable complement to Originals.
Quiet: The Power of Introverts in a World That Can’t Stop Talking by Susan Cain
Cain’s Quiet offers an interesting counterpoint to some of the ideas presented in Originals. While Grant’s book often highlights the importance of speaking up and championing new ideas, Cain’s work emphasizes the creative and leadership potential of introverts, who may be less inclined to vocally push their ideas. This book provides valuable insights into how different personality types can contribute to innovation and originality, offering a more nuanced understanding of creativity in diverse teams and organizations.
The Creativity Code: Art and Innovation in the Age of AI by Marcus du Sautoy
As artificial intelligence continues to advance, du Sautoy’s The Creativity Code offers a timely exploration of the intersection between human creativity and AI. This book provides a fascinating counterpoint to Grant’s focus on human originality, examining how AI might enhance, mimic, or even surpass human creativity in various domains. Readers of Originals will find du Sautoy’s work particularly relevant in considering how the nature of human originality might evolve in an increasingly AI-driven world.
Range: Why Generalists Triumph in a Specialized World by David Epstein
Epstein’s Range complements Originals by challenging the notion that narrow specialization is the key to success. While Grant focuses on strategies for fostering originality, Epstein argues that a broad range of experiences and knowledge can be crucial for innovation and problem-solving. This book offers valuable insights into how diverse experiences can contribute to original thinking, aligning well with Grant’s emphasis on cognitive diversity and unconventional paths to success.
The Remix: How to Lead and Succeed in the Multigenerational Workplace by Lindsey Pollak
Pollak’s The Remix offers a valuable perspective on fostering originality and innovation in the context of today’s multigenerational workforce. While Originals provides general strategies for promoting non-conformity and creativity, The Remix explores how these concepts can be applied in workplaces where different generations bring diverse perspectives and working styles. This book can help readers of Originals understand how to leverage generational diversity as a source of original ideas and innovative approaches.
Rebel Talent: Why It Pays to Break the Rules at Work and in Life by Francesca Gino
Gino’s Rebel Talent serves as an excellent companion to Originals, offering additional perspectives on the benefits of non-conformity in professional and personal contexts. While Grant focuses on strategies for generating and championing original ideas, Gino explores the characteristics and behaviors of successful “rebels” who challenge the status quo. This book provides readers with a deeper understanding of the mindset and habits that support originality, complementing Grant’s more strategy-focused approach.
Stanford d.school: The Stanford d.school (https://dschool.stanford.edu/) offers a wealth of resources on design thinking and innovation. Their online platform provides free tools, methods, and courses that align well with Grant’s emphasis on creative problem-solving and original thinking. The d.school’s “Virtual Crash Course in Design Thinking” is particularly valuable for those looking to apply innovative approaches in their work or personal projects.
IDEO U: IDEO U (https://www.ideou.com/) is an online learning platform created by the renowned design firm IDEO. It offers courses on topics such as creative leadership, design thinking, and innovative problem-solving. These courses provide practical tools and frameworks that complement the strategies discussed in Originals, helping readers develop their creative confidence and ability to generate and implement original ideas.
OpenIDEO: OpenIDEO (https://www.openideo.com/) is a global community working together to design solutions for the world’s biggest challenges. This platform aligns with Grant’s ideas on collaborative innovation and provides opportunities for individuals to engage in real-world problem-solving. Participating in OpenIDEO challenges can help readers apply the principles of originality to meaningful global issues.
TED (Technology, Entertainment, Design): TED is a platform that features talks by thought leaders, innovators, and experts across various fields. Many talks focus on creativity, innovation, and non-conformity, making it an excellent resource for exploring themes similar to those in Originals. Adam Grant has delivered several impactful TED Talks that align with the book’s principles.
Innovation Excellence: Innovation Excellence is a leading online community that provides resources and thought leadership on innovation management. It covers topics such as creativity, strategy, and leadership. The platform offers many articles, research, and best practices to help individuals and organizations apply the principles discussed in Originals. Website: innovationexcellence.com
TED Conference The annual TED Conference (https://www.ted.com/attend/conferences) brings together thought leaders from various fields to share “ideas worth spreading.” Many of the talks align with themes from Originals, covering topics such as creativity, innovation, and challenging the status quo. Attending or watching recorded talks can provide readers with diverse perspectives on originality and its applications across different domains.
The Creativity Conference: This conference focuses on creativity across various domains, including business, art, and technology. It features workshops, panels, and talks by leading creatives and innovators. The Creativity Conference offers hands-on experiences and networking opportunities that can inspire and equip individuals to foster creativity and originality. Website: creativityconference.is
South by Southwest (SXSW): SXSW is an annual conference and festival celebrating the convergence of interactive, film, and music industries. It features numerous sessions on innovation, creativity, and technology. Website: sxsw.com
World Creativity and Innovation Week The World Creativity and Innovation Week (https://wciw.org/) is a global event that celebrates and encourages creative thinking and innovation. It includes various activities, workshops, and talks that align with the principles discussed in Originals. Participating in this event can help readers connect with like-minded individuals and gain practical insights into fostering originality.
Creative Problem Solving Institute Conference Organized by the Creative Education Foundation, this annual conference (https://cpsiconference.com/) focuses on creative problem-solving techniques and innovation. It offers workshops, keynote speeches, and networking opportunities that can help readers of Originals deepen their understanding of creative processes and learn new techniques for generating and implementing original ideas.
International Association of Innovation Professionals (IAOIP) The IAOIP (https://iaoip.org/) is a global organization dedicated to advancing the practice of innovation. It offers certification programs, resources, and networking opportunities that can help readers of Originals further develop their skills in innovation and creative problem-solving. Membership provides access to a community of professionals committed to driving originality and innovation in various fields.
Creative Education Foundation The Creative Education Foundation (https://www.creativeeducationfoundation.org/) is dedicated to promoting creativity and innovation through education and training. They offer programs, resources, and events that align well with the principles discussed in Originals. Their flagship Creative Problem Solving methodology provides a structured approach to generating and implementing original ideas.
The American Creativity Association (ACA): ACA enhances creativity and innovation across disciplines. It offers resources, conferences, and networking opportunities for professionals interested in fostering creativity. Membership in ACA provides access to a community of like-minded individuals and resources that can help apply the principles of originality and innovation in various fields. Website: amcreativityassoc.org
The Association for Creative Industries (AFCI): AFCI is a global trade association representing creative industries. It offers resources, events, and networking opportunities for creative professionals. AFCI’s focus on the creative industries provides valuable insights and support for individuals looking to enhance their creativity and innovation skills. Website: afci.global
The Society for Creative Anachronism (SCA): While primarily focused on historical recreation, SCA fosters creativity and innovation through various activities and events. It offers a unique perspective on how creativity can be applied in diverse contexts. Participation in SCA events can inspire creative thinking and provide opportunities to experiment with new ideas in a supportive community. Website: sca.org
Innovation Hub Hosted by Kara Miller, Innovation Hub (https://www.wgbh.org/innovation-hub) explores new avenues in technology, science, and culture. The podcast features interviews with thought leaders and innovators, offering insights that complement and expand upon the ideas presented in Originals. Episodes often delve into the stories behind groundbreaking innovations, providing real-world context for Grant’s concepts.
Masters of Scale Hosted by Reid Hoffman, co-founder of LinkedIn, Masters of Scale (https://mastersofscale.com/) explores how successful companies grow from zero to a gazillion. The podcast often touches on themes of originality and innovation in business, providing practical examples that complement Grant’s ideas. Interviews with successful entrepreneurs offer insights into how original thinking can be applied in real-world business contexts.
The Creative Brain This documentary, featuring neuroscientist David Eagleman, explores the science behind creativity and innovation. It aligns well with Grant’s discussion of the cognitive processes underlying originality and provides viewers with a deeper understanding of how the brain generates novel ideas. The film offers practical advice on fostering creativity, complementing the strategies presented in Originals.
Steve Jobs: The Man in the Machine: This documentary provides an in-depth look at the life and career of Steve Jobs, one of the most iconic originals in the tech industry. It explores his innovative thinking and the impact of his work on the world. The film offers valuable insights into the mindset and practices of a highly original thinker, complementing the themes discussed in Originals.
Abstract: The Art of Design This Netflix documentary series profiles innovative designers from various fields, showcasing how they approach problems and generate original solutions. While not directly related to Grant’s work, the series provides compelling examples of originality in action, illustrating how creative thinking can be applied across different disciplines and industries.
The Social Dilemma While primarily focused on the challenges posed by social media, this documentary also explores themes of innovation and unintended consequences that are relevant to readers of Originals. It offers a thought-provoking look at how original ideas in technology can have far-reaching societal impacts, encouraging viewers to consider the broader implications of innovation.
The Social Network: This film dramatizes Facebook’s founding and highlights originality and risk-taking’s role in building a groundbreaking social media platform. It illustrates the challenges and triumphs of pursuing innovative ideas. The Social Network offers a narrative on the complexities of innovation and entrepreneurship, providing a compelling example of the themes in Originals.
Inside Bill’s Brain: Decoding Bill Gates: This documentary series delves into the mind of Bill Gates, exploring his innovative thinking and philanthropic efforts. It provides insights into how original ideas can be developed and implemented to solve global challenges. The series offers an in-depth look at the thought processes of one of the most influential originals in modern history, complementing Grant’s exploration of non-conformist thinking.
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