INNOVATION/ADAPTION & A video explanation of LEAD 545 assignments/homework

I provide my students with short video lectures/explanations of their homework for clarity and to create a “live classroom” experience.  Here is the video introduction to the LEAD 545 assignments on “innovation and adaption.”

©️Bob Whitesel 2017, used by permission only.

INNOVATION & A Comparison Between Red Ocean Strategy & Blue Ocean Strategy

by Sage Growth Partners, 3/17/09.

Read more at … https://www.slideshare.net/mobile/SageGrowthPartners/blue-ocean-innovation-bli

creativity need-meeting needs safety needs

INNOVATION & Where Good Ideas Come From: Colliding Hunches #StevenJohnson #YouTube

Commentary by Prof. B: Invocation usually results when people who have “hunches” collide with people who have other hunches. See this video for an entertaining explanation of the process.

WORSHIP & Fewer Churches Changing Worship Style / More Churches Less Innovative #AmericanCongregationsStudy

Commentary by Dr. Whitesel: My colleague Aaron Earls, while analyzing Hartford Seminary’s American Congregations 2015 study, points out that innovation in worship is declining today. Earls sums up how this impacts churches by stating, “While it may signal less conflict over worship changes, less innovation does make churches less likely to grow or be healthy, according to the American Congregations report.” Relevant and engaging worship is critical for the sake of church mission and so she needs to launch into innovative worship again. While writing the book “Inside the Organic Church: Learning from 12 Emerging Congregations” one major takeaway was that innovative worship kept younger churches not only growing, but their worship more joyful too. Read Earl’s article for good insights based on Hartford Seminary’s report.

Fewer Churches Changing Worship Style
by Aaron Earls, Facts & Trends, 3/31/16.

Most churches appear to have settled on their preferred worship style, according to the American Congregations 2015 study, as the growth of contemporary music in worship has “largely plateaued” and churches’ willingness to change worship has declined over the last five years…

These three points demonstrate the static nature of worship in American churches.

1. Most see their church worship as similar to five years ago. When asked to describe their services as joyful, reverent, or thought provoking, there were only slight variations in the last five years.

Those describing their worship as very joyful grew less than 1 percent, while those calling their worship reverent decreased by slightly more than 2 percent. The percentage saying it was thought provoking remained the same.

2. Contemporary worship has plateaued. To avoid a vague definition of contemporary worship, researchers began asking churches if they used electric guitars. After a relatively large jump in usage toward the beginning of the century, growth has stalled.

Churches using electric guitars climbed almost 10 percent from 2000 to 2005, but since then growth has been under 2 percent in the last 10 years.

3. Fewer churches describe their worship as innovative. Churches where worship is described as “quite or very innovative” declined from 38 percent to 32 percent.

While it may signal less conflict over worship changes, less innovation does make churches less likely to grow or be healthy, according to the American Congregations report…

Read more at … http://factsandtrends.net/2016/03/17/fewer-churches-changing-worship-style/#.Vv0MLGH3aJI

CREATIVITY & Why Creative People Say No: Because Saying “No” Has More Creative Power

“Creative People Say No” is an extract from Kevin Ashton’s book, “How to Fly a Horse  —  The Secret History of Creation, Invention, and Discovery,” available here.

A Hungarian psychology professor once wrote to famous creators asking them to be interviewed for a book he was writing.

One of the most interesting things about his project was how many people said “no.”

Management writer Peter Drucker: “One of the secrets of productivity (in which I believe whereas I do not believe in creativity) is to have a VERY BIG waste paper basket to take care of ALL invitations such as yours — productivity in my experience consists of NOT doing anything that helps the work of other people but to spend all one’s time on the work the Good Lord has fitted one to do, and to do well…”

The professor contacted 275 creative people. A third of them said “no.” Their reason was lack of time. A third said nothing. We can assume their reason for not even saying “no” was also lack of time and possibly lack of a secretary.

Time is the raw material of creation. Wipe away the magic and myth of creating and all that remains is work: the work of becoming expert through study and practice, the work of finding solutions to problems and problems with those solutions, the work of trial and error, the work of thinking and perfecting, the work of creating.

Creating consumes. It is all day, every day. It knows neither weekends nor vacations. It is not when we feel like it. It is habit, compulsion, obsession, vocation. The common thread that links creators is how they spend their time.

No matter what you read, no matter what they claim, nearly all creators spend nearly all their time on the work of creation. There are few overnight successes and many up-all-night successes.

Saying “no” has more creative power than ideas, insights and talent combined. No guards time, the thread from which we weave our creations. The math of time is simple: you have less than you think and need more than you know.

We are not taught to say “no.” We are taught not to say “no.” “No” is rude. “No” is a rebuff, a rebuttal, a minor act of verbal violence. “No” is for drugs and strangers with candy.

Creators do not ask how much time something takes but how much creation it costs. This interview, this letter, this trip to the movies, this dinner with friends, this party, this last day of summer. How much less will I create unless I say “no?”

Read more at … http://www.businessinsider.com/successful-creative-people-say-no-2015-1

INNOVATION & Research shows you don’t want to be too slow to adopt it… or too quick!

Commentary by Dr. Whitesel: This article from the Academy of Management points out that when innovations arise it is usually unhealthy to be too slow to adopt innovation … or too quick. Most of the “diffusion of innovationdiscussion has centered around organizations that are too slow to adopt innovation. But this research also points out that “innovators” who move too quickly also often become weak because of the lack of market support for the new idea. So the lesson is: don’t be too slow to adopt innovation… or too quick. A moderate pace of “early adoption” rather than the lauded “innovator stage” may be best.

How Established Firms Respond to Threatening Technologies
by Arnold C. Cooper and Clayton G. Smith
The Executive, Vol. 6, No. 2 (May, 1992), pp. 55-70. Published by: Academy of Management Retrieved from: http://www.jstor.org/stable/4165065

Abstract
Major product innovations that create new industries are considered from the perspective of established firms for whom the innovation poses a substitution threat. Based upon a study of eight young industries and twenty-seven leading “threatened firms,” common patterns of industry development are considered, as are the participation strategies of those companies that decided to enter the new field. The challenges and pitfalls that were often encountered are examined and implications are developed for firms that choose to enter threatening young industries. While there are no assured success formulas, the discussion highlights some of the problems that can be encountered and suggests possibilities for avoiding them. [image1.JPG]

Graph retrieved from http://innovateordie.com.au/2010/05/10/the-secret-to-accelerating-diffusion-of-innovation-the-16-rule-explained/

MANAGEMENT HISTORY & Why Pastors Lack Management Skills, More Than Leadership Skills

by Bob Whitesel D.Min., Ph.D., 8/24/15.

Sometimes seminary students have a negative view of the term 
“management” because in their minds it has been linked with inflexibility and control. As a result, seminarians often eschew learning management skills.

But it has been my (oft quoted) observation that, “Pastors more often are kicked out of a church because of poor management skills, than because of poor leadership skills.”

To understand how management got a “bad reputation” that it does not deserve, let’s look the history of management.

The historical beginnings of the “management” movement.

Management as an academic discipline began with a mechanical engineer named Frederick Taylor who invented the term “scientific management” (“The Principles of Scientific Management,” New York: Harper & Row, 1913).  Now, because it was a “science” it seemed legit to study in universities and the field of management was born. Today, management degrees (e.g. MBA, MSM, etc.) are some of the most popular degrees in graduate school.

But, many people, this professor included, have problems with Taylor’s “scientific management.”

Not because it is scientific, or even because it is management, but because of what it soon became.  You see, Taylor put the company before the person.  He famously intoned “the worker must be trimmed to fit the job” (quoted by Daniel Boorstin, “The Americans: The Democratic Experience, New York: Vintage, 1974, 363).  To legitimize this he conducted time and motion studies to show how jobs could be better performed.  Of course, business managers were elated at this science, that could prove that by manipulating people, jobs can be done faster and more efficiency (oftentimes however at the expense of the workers self-worth and dignity).

The Rise of “Tactical” AND “Strategic” Management  

Not surprisingly, many critics arose who criticized Taylor’s approach (an approach when came to be known as Theory X).  The critics said that Theory X did not fully appreciate the worker (it didn’t), that it de-motivated the worker (it did) and that it was too inflexible (it is).

The later point, that it was too inflexible, was championed by Henry Mintzberg in a great book called “The Rise and Fall of Strategic Planning” (New York: The Free Press, 1994). Some wrongly misconstrue that Mintzberg was saying strategic planning was wrong.  He wasn’t. But what he was arguing is that in Theory X management is seen as being too inflexible, too lock-step, too rigid.

He suggested that “planners” need to be both “right-brained planners” who learn procedures and processes (who I call “tactical leaders”); as well as “left-brained planners” who (Mintzberg p. 394, quoting Quinn) are “wild birds … (who) range throughout the organization stimulating offbeat approaches to issues” (who I call “strategic leaders”)

This approach to management, flexible, innovative and integrated (across several disciplines), is very helpful for the church.  Because it utilizes right-brained planners (tactical leaders) and left-brained planners (strategic leaders), I have called this STO leadership (where O represents the “operational, team-orientated leader).

To foster innovation you need both strategic leaders (who can see the vision) and also tactical leaders (who can plan out the innovation). And, I have observed in my church case study research that innovation is very important for church growth (I even wrote a chapter about “Innovation” that I observed at Solomon’s Porch church in Minneapolis).  In fact, you can find a chart that compares “Innovation” and “institutionalism” on ChurchHealth.wiki

I want to stress the importance of this flexible, inter-disciplinary management.  Postmodern management scholars such as Mary Jo Hatch and Haridimos Tsoukas see management as having to do with the ability to plan flexible tactics, address conflict, recruit volunteers and alter management styles as an organization grows.  In fact, in my consulting I have found that among pastors, leadership principles are usually rather well understood, but that pastors are weak in  management principles.

I say all of this to ensure that as you study management and leadership, you do not dismiss the former in lieu of the latter.  A holistic understanding of both leadership and management is critical for today’s church leader.  And in my case study research, I have found management skills missing more in pastors than leadership skills.