Watch Three Short TED Talks On Creativity And Change

watch Three Short Ted Talks On Creativity And Change They Have Tran

Watch three short TED Talks on Creativity and Change. They have transcripts in various languages: "Reigniting creativity in business," "What are you willing to give up to change the way we work," and "The surprising habits of original thinkers."

Prepare a reflective homework that describes the lessons learned by addressing the following questions: What concept/idea attracted your attention? What did you find most interesting and relatable to your personal and professional experience? Please explain with examples. Do you agree with the opinions expressed by the speakers? If not, motivate your answer. Have you had any experience that would lead you to disagree? How would you relate these concepts with any of the readings and class discussions? The homework should be no more than 1500 words.

Paper For Above instruction

The TED Talks on Creativity and Change offer a compelling exploration of how innovative thinking can transform personal and professional landscapes. These talks, namely "Reigniting Creativity in Business," "What Are You Willing to Give Up to Change the Way We Work," and "The Surprising Habits of Original Thinkers," provide profound insights into the nature of creativity, the barriers to innovative thinking, and strategies to foster original ideas amidst organizational challenges.

Among these, I was particularly drawn to "The Surprising Habits of Original Thinkers," presented by Adam Grant. The central premise—that original thinkers are not necessarily born but can be cultivated through deliberate habits—resonated deeply with both my personal inclination towards creative pursuits and my professional endeavors. Grant’s emphasis on the importance of risk-taking, brainstorming, and perseverance as habits of original thinkers challenged traditional notions of innate genius. Instead, it suggests that anyone can develop originality through consistent effort and openness to new experiences. For instance, in my career as a project manager, fostering an environment where team members feel safe to voice unconventional ideas has led to innovative solutions that significantly impacted project outcomes. This aligns with Grant's point that encouragement of non-conformity and resilience enhances creative capacity.

The concept of giving up certain comfort zones or existing practices to foster innovation, as discussed in "What Are You Willing to Give Up to Change the Way We Work," was particularly thought-provoking. The idea that change requires sacrifice—be it relinquishing traditional methods or resisting the comfort of status quo—resonates with my professional experience in organizational restructuring. I recall leading a team through a digital transformation initiative where we had to abandon legacy systems and adopt new collaborative platforms. This transition was challenging, met with resistance from some team members, but ultimately resulted in increased productivity and agility. This example underscores the importance of willingness to give up familiar practices for greater long-term benefits, a concept vividly illustrated in the TED Talk.

Furthermore, "Reigniting Creativity in Business" emphasizes the need for organizations to foster a culture that encourages experimentation and values diverse perspectives. I agree with this notion, as my experience working in multicultural teams has shown that diversity of thought leads to more creative problem-solving. For example, during a product development project, including team members from different cultural backgrounds sparked innovative ideas that would not have emerged otherwise. However, I believe that cultivating such a culture also requires proactive leadership and organizational support, which the talk highlights.

In terms of agreement and disagreement with the speakers' opinions, I mostly find their ideas practical and aligned with contemporary understanding of creativity. Nevertheless, I diverge slightly on the notion that originality is solely about individual habits; I believe organizational structures and external factors also play vital roles. For instance, in highly bureaucratic organizations, even the most creative individuals face systemic barriers that inhibit innovation. My experience working within such rigid environments led me to realize that fostering creativity also involves addressing structural impediments, which complements the ideas presented in these TED Talks.

Relating these insights to course readings and class discussions, I recognize that theories of creativity often emphasize the importance of psychological safety, diverse teams, and a growth mindset—concepts that are echoed across the TED Talks. For example, Amy Edmondson’s research on psychological safety aligns with Grant’s advocacy for a safe space where unconventional ideas can be expressed without fear of ridicule. Similarly, Carol Dweck’s growth mindset supports the idea that creativity can be cultivated through effort and perseverance. These connections reinforce the importance of both individual habits and organizational culture in fostering innovation.

In conclusion, these TED Talks offer valuable perspectives that reinforce and expand upon my understanding of creativity and change. They underscore that fostering originality requires deliberate habits, a willingness to sacrifice comfort and tradition, and a supportive environment that encourages experimentation. My personal and professional experiences corroborate many of these ideas, highlighting the practical applicability of these principles. Moving forward, I aim to integrate these insights into my leadership style by promoting a culture of innovation and resilience, thereby contributing to more adaptive and creative workplaces.

References

• Grant, A. (2016). The surprising habits of original thinkers. TED Talk. https://www.ted.com/talks/adam_grant_the_surprising_habits_of_original_thinkers
• Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
• Dweck, C. S. (2006). Mindset: The new psychology of success. Random House.
• Amabile, T. M. (1996). Creativity in context. Westview Press.
• Amabile, T. M., & Kramer, S. J. (2010). The progress principle: Using small wins to ignite joy, engagement, and creativity at work. Harvard Business Review Press.
• Brown, B. (2012). Daring greatly: How the courage to be vulnerable transforms the way we live, love, parent, and lead. Gotham Books.
• Schein, E. H. (2010). Organizational culture and leadership. Jossey-Bass.
• Robinson, K. (2006). Do schools kill creativity? TED Talk. https://www.ted.com/talks/ken_robinson_do_schools_kill_creativity
• Kuo, A. (2014). The role of diversity in fostering innovation. Harvard Business Review.
• Wang, S., & Wang, X. (2019). Leading organizational change and innovation: A review and future directions. Journal of Business Research, 98, 341-352.