KEYS to Creativity. Prepared For: Michael A. Keysample. 15-May-06. My Respondents (N = 3) Navigating Complex Challenges. Standard Norm Group

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1 KEYS to Creativity Prepared For: ichael A. Keysample 15-ay-06 y Respondents (N = 3) Navigating Complex Challenges Standard Norm Group 1987, 1990, 1995, 2006 Teresa Amabile, Ph.D. and The Center for Creative eadership. All Rights Reserved.

2 Table of Contents ichael A. Keysample Page KEYS odel - How to Interpret the Feedback Report... 1 The Work Environment Overview of KEYS Dimensions... 3 All Respondents... 4 yself / y Respondents... 5 y Respondents... 6 anagement Practices... 7 Freedom... 8 Challenging Work... 9 Supervisory Encouragement Work Group Supports Organizational otivation Organizational Encouragement ack of Organizational Impediments Resources... Sufficient Resources... ack of Unrealistic Workload Pressure Outcomes... Creativity... Productivity Factors That Affect Creativity and Innovation... Support... Inhibit... Improve... Ten est Rated Items... Ten est Rated Items

3 KEYS odel ichael A. Keysample The KEYS to Creativity feedback report is designed to provide a clear picture of the climate within a work group or organization. That climate, also known as the work environment, greatly influences employees' ability to be creative. The value of KEYS lies in its capacity to accurately identify the conditions necessary for creativity and innovation to occur. As defined by KEYS, innovation is the successful implementation of creative ideas within a work group or organization. Individual creativity depends upon: Expertise Knowledge, talent and skill in the particular area where the individual is doing creative work Creativity Skills Having a flexible problem solving approach; persevering on difficult problems; and taking risks with solutions to problems otivation The desire to solve the problem or accomplish a task because it is interesting and personally challenging The work environment is made up of: Resources Everything the organization has available to aid in the area targeted for innovation, including time, funding, information and materials anagement Practices Allowing freedom and autonomy in the practice of work; providing challenge; specifying clear strategic goals; and forming work teams comprised of individuals with diverse skills and perspectives Organizational otivation The basic orientation of the organization toward innovation; shared vision; providing rewards and recognition; lack of internal politics; and lack of overemphasis on the status quo Page 1

4 ichael A. Keysample KEYS to Creativity How to Interpret the Feedback Report As you review the KEYS to Creativity feedback report, please keep in mind: KEYS does not measure individual creativity. KEYS assesses the work environment, i.e., the management practices, resources, motivations and interactions of a great many people. KEYS scores are standardized and compared to a normative group. Scores are preferred. KEYS Interpretive Grid Rank id-range VH H KEYS Standard Score 61 or above or below Terms used in the KEYS survey: Work Environment The setting within which you currently do most or all of your work Work Group The people with whom you currently work closely on a day-to-day basis; the group of people with whom you do your major project(s) Supervisor The person who manages your major project(s); the person to whom you report for most of your work Project(s) The major work that you do, whatever that may be This Organization The organization within which you currently work y Area of This Organization The department, branch, division, or group within which you do most of your work egend: = All Respondents (N = 131) = All Participants (N = 19) * = = y Respondents (N = 3) yself (N = 1) Page 2

5 ichael A. Keysample Work Environment anagement Practices Organizational otivation Resources Overview of KEYS Dimensions Freedom Deciding what work to do or how to do it; a sense of control over one s work Challenging Work A sense of having to work hard on challenging tasks and important projects Supervisory Encouragement A supervisor who serves as a good work model, sets goals appropriately, supports the work group, values individual contributions, and shows confidence in the work group Work Group Supports A diversely skilled work group in which people communicate well, are open to new ideas, constructively challenge each other's work, trust and help each other, and feel committed to the work they are doing Organizational Encouragement An organizational culture that encourages creativity through the fair, constructive judgment of ideas; reward and recognition for creative work; mechanisms for developing new ideas; an active flow of ideas; and a shared vision ack of Organizational Impediments An organizational culture that does not impede creativity through internal political problems, harsh criticism of new ideas, destructive internal competition, an avoidance of risk, and an overemphasis on the status quo Sufficient Resources Access to appropriate resources, including funds, materials, facilities, and information ack of Unrealistic Workload Pressures Absence of extreme time pressures, unrealistic expectations for productivity, and distractions from creative work Compared to KEYS Normative Group id-range id-range id-range id-range id-range id-range id-range Outcomes Creativity A creative organization or unit, where a great deal of creativity is called for and where people believe they actually produce creative work Productivity An efficient, effective, and productive organization or unit id-range Page 3

6 All Participants / All Respondents ichael A. Keysample These data represent the average scores of all participants and all respondents in this group. anagement Practices Freedom id- Range All Participants * 49 All Respondents 49 Challenging Work Supervisory Encouragement Work Group Supports Organizational otivation Organizational Encouragement ack of Organizational Impediments Resources Sufficient Resources ack of Unrealistic Workload Pressure Outcomes Creativity Productivity Page 4

7 yself / y Respondents These data represent your average scores and the average scores of your respondents. ichael A. Keysample anagement Practices Freedom id- Range yself 39 y Respondents 58 H Challenging Work Supervisory Encouragement Work Group Supports Organizational otivation Organizational Encouragement ack of Organizational Impediments Resources Sufficient Resources H 52 ack of Unrealistic Workload Pressure Outcomes Creativity VH 48 Productivity Page 5

8 y Respondents These data represent the average scores of your respondents. ichael A. Keysample anagement Practices Freedom id- Range y Respondents 58 H Challenging Work 39 Supervisory Encouragement 46 Work Group Supports Organizational otivation Organizational Encouragement ack of Organizational Impediments Resources Sufficient Resources H 52 ack of Unrealistic Workload Pressure Outcomes Creativity 61 VH 48 Productivity 46 Page 6

9 anagement Practices ichael A. Keysample anagement practices within the work environment include allowing freedom and autonomy in the practice of work, providing challenge, specifying clear strategic goals, and forming work teams comprised of individuals with diverse skills and perspectives. Work Environment Freedom Deciding what work to do or how to do it; a sense of control over one s work Challenging Work A sense of having to work hard on challenging tasks and important projects Supervisory Encouragement A supervisor who serves as a good work model, sets goals appropriately, supports the work group, values individual contributions, and shows confidence in the work group Work Group Supports A diversely skilled work group in which people communicate well, are open to new ideas, constructively challenge each other's work, trust and help each other, and feel committed to the work they are doing Page 7

10 Freedom ichael A. Keysample Deciding what work to do or how to do it; a sense of control over one s work id- Range yself y Respondents 1) I have the freedom to decide how I am going to carry out my projects. 62 VH 58 H 12) I feel little pressure to meet someone else's specifications in how I do my work ) I have the freedom to decide what project(s) I am going to do ) In my daily work environment, I feel a sense of control over my own work and my own ideas VH Page 8

11 Challenging Work ichael A. Keysample A sense of having to work hard on challenging tasks and important projects id- Range yself y Respondents 2) I feel that I am working on important projects ) The tasks in my work are challenging ) The tasks in my work call out the best in me ) The organization has an urgent need for successful completion of the work I am now doing. 62 VH 54 53) I feel challenged by the work I am currently doing Page 9

12 Supervisory Encouragement ichael A. Keysample A supervisor who serves as a good work model, sets goals appropriately, supports the work group, values individual contributions, and shows confidence in the work group Goal Clarity id- Range yself y Respondents 33) y supervisor's expectations for my project(s) are clear ) y supervisor plans well ) y supervisor clearly sets overall goals for me Interaction with Direct Reports 59) y supervisor communicates well with our work group ) y supervisor has good interpersonal skills ) y supervisor shows confidence in our work group ) y supervisor values individuals' contributions to project(s) Page 10

13 Supervisory Encouragement (cont.) ichael A. Keysample A supervisor who serves as a good work model, sets goals appropriately, supports the work group, values individual contributions, and shows confidence in the work group Support of Work and Ideas id- Range yself y Respondents 27) y supervisor serves as a good work model ) y supervisor is open to new ideas ) y supervisor supports my work group within the organization ) I get constructive feedback about my work. 56 H 44 Page 11

14 Work Group Supports id- Range ichael A. Keysample A diversely skilled work group in which people communicate well, are open to new ideas, constructively challenge each other's work, trust and help each other, and feel committed to the work they are doing yself y Respondents 6) y co-workers and I make a good team ) 19) There is a feeling of trust among the people I work with most closely. Within my work group, we challenge each other's ideas in a constructive way H 33 ) People in my work group are open to new ideas ) In my work group, people are willing to help each other. 61 VH 41 41) There is a good blend of skills in my work group. 63 VH 41 58) The people in my work group are committed to our work ) There is free and open communication within my work group Page 12

15 Organizational otivation ichael A. Keysample Organizational motivation within the work environment looks at the basic orientation of the organization toward innovation, shared vision, providing rewards and recognition, lack of internal politics, and lack of over emphasis on the status quo. Work Environment Organizational Encouragement An organizational culture that encourages creativity through the fair, constructive judgment of ideas; reward and recognition for creative work; mechanisms for developing new ideas; an active flow of ideas; and a shared vision ack of Organizational Impediments An organizational culture that does not impede creativity through internal political problems, harsh criticism of new ideas, destructive internal competition, an avoidance of risk, and an overemphasis on the status quo Page 13

16 Encouragement of Risk Taking and Idea Generation 49) People are encouraged to solve problems creatively in this organization. 18) New ideas are encouraged in this organization. This organization has a good mechanism for encouraging and developing creative ideas. In this organization, top management expects that people will do creative work. KEYS to Creativity Organizational Encouragement id- Range ichael A. Keysample An organizational culture that encourages creativity through the fair, constructive judgment of ideas; reward and recognition for creative work; mechanisms for developing new ideas; an active flow of ideas; and a shared vision 61) 62) 28) 64) People are encouraged to take risks in this organization. I feel that top management is enthusiastic about my project(s). Fair, Supportive Evaluation 42) Ideas are judged fairly in this organization. 56) People in this organization can express unusual ideas without the fear of being called stupid. 45) Failure is acceptable in this organization, if the effort on the project was good. 22) Performance evaluation in this organization is fair. yself y Respondents H 50 Page 14

17 Organizational Encouragement (cont.) id- Range ichael A. Keysample An organizational culture that encourages creativity through the fair, constructive judgment of ideas; reward and recognition for creative work; mechanisms for developing new ideas; an active flow of ideas; and a shared vision Recognition and Reward of Creativity yself y Respondents 35) People are recognized for creative work in this organization ) People are rewarded for creative work in this organization Collaborative Idea Flow 40) There is an open atmosphere in this organization ) In this organization, there is a lively and active flow of ideas ) Overall, the people in this organization have a shared vision of where we are going and what we are trying to do Page 15

18 ack of Organizational Impediments id- Range ichael A. Keysample An organizational culture that does not impede creativity through internal political problems, harsh criticism of new ideas, destructive internal competition, an avoidance of risk, and an overemphasis on the status quo ack of Internal Strife yself y Respondents 24) There are few political problems in this organization ) 16) 77) There is no destructive competition within this organization. People in this organization are not very concerned about protecting their territory. Other areas of the organization do not hinder my project(s) H 56 H 54 66) People are not critical of new ideas in this organization. 58 H 78) 34) Destructive criticism is not a problem in this organization. People are not concerned about negative criticism of their work in this organization. 39) People in this organization do not feel pressure to produce anything acceptable, even if quality is lacking H Page 16

19 ack of Organizational Impediments (cont.) id- Range ichael A. Keysample An organizational culture that does not impede creativity through internal political problems, harsh criticism of new ideas, destructive internal competition, an avoidance of risk, and an overemphasis on the status quo ack of Conservatism yself y Respondents 43) Top management is willing to take risks in this organization ) There is little emphasis in this organization on doing things the way we have always done them H 30) Procedures and structures are not too formal in this organization VH 4) This organization is not strictly controlled by upper management VH Page 17

20 Resources ichael A. Keysample Resources within the work environment include everything the organization has available to aid in the area targeted for innovation, including time, funding, information, materials, and the absence of unrealistic expectations. Work Environment Sufficient Resources Access to appropriate resources, including funds, materials, facilities, and information ack of Unrealistic Workload Pressures Absence of extreme time pressures, unrealistic expectations for productivity, and distractions from creative work Page 18

21 Sufficient Resources ichael A. Keysample Access to appropriate resources, including funds, materials, facilities, and information id- Range yself y Respondents 26) The facilities I need for my work are readily available to me ) Generally, I can get the resources I need for my work ) The budget for my project(s) is generally adequate ) I can get all the data I need to carry out my projects successfully ) I have little trouble getting the materials I need to do my work H 75) The information I need for my work is easily obtainable Page 19

22 ichael A. Keysample ack of Unrealistic Workload Pressures Absence of extreme time pressures, unrealistic expectations for productivity, and distractions from creative work id- Range yself y Respondents 3) I do not have too much work to do in too little time ) I have sufficient time to do my project(s) VH 17) There are not too many distractions from project work in this organization. 66 VH 31) There are not unrealistic expectations for what people can achieve in this organization ) I do not feel a sense of time pressure in my work Page 20

23 Outcomes ichael A. Keysample In addition to the work environment, KEYS assesses two outcome (criterion) measures: Creativity and Productivity. These two outcome measures tend to correlate to the eight dimensions that make up the work environment and provide a perception of how creative and productive the group or organization is. Work Environment Creativity A creative organization or unit, where a great deal of creativity is called for and where people believe they actually produce creative work Productivity An efficient, effective, and productive organization or unit Page 21

24 Creativity ichael A. Keysample A creative organization or unit, where a great deal of creativity is called for and where people believe they actually produce creative work id- Range yself y Respondents 5) y area of this organization is innovative ) y area of this organization is creative ) Overall, my current work environment is conducive to my own creativity ) A great deal of creativity is called for in my daily work ) Overall, my current work environment is conducive to the creativity of my work group ) I believe that I am currently very creative in my work. 57 H Page 22

25 Productivity An efficient, effective, and productive organization or unit ichael A. Keysample id- Range yself y Respondents 13) Overall, this organization is effective ) y area of this organization is productive. 62 VH 51 54) y area of this organization is effective. 63 VH 42 65) Overall, this organization is productive ) Overall, this organization is efficient ) y area of this organization is efficient Page 23

26 ichael A. Keysample KEYS to Creativity Factors That Affect Creativity and Innovation KEYS provides data on the most important factors that affect the work environment by asking the following questions: A. B. C. What are the three most important factors "supporting" creativity and innovation in your current work environment? What are the three most important factors "inhibiting" creativity and innovation in your current work environment? What are the three most important suggestions that you have for "improving" the climate for creativity and innovation in your daily work environment? Pages through 27 contain the most frequently mentioned responses to each question, listed in order from the highest to the lowest percentage, along with the work contexts in which they appear. Pages 28 through 31 provide a summary of the ten highest rated items and the ten lowest rated items and the corresponding KEYS dimension, along with the comparison to the KEYS normative group. Page 24

27 A. KEYS to Creativity Support ichael A. Keysample The most frequently mentioned factors supporting creativity and innovation in your current work environment, listed in order from highest to lowest: Rank/ Percent Supporting Factor Work Context 1 Good project leader anagement You Chose 2 3 Personal characteristics or abilities of my team members Clear goals set for project(s) Teams or Co-workers The Work or Project 22 % y personal characteristics yself echanisms for developing new ideas Organizational Attitudes, Structures, and Procedures Rewards for creative work Organizational Attitudes, Structures, and Procedures Your Respondent's Chose Good project leader Encouragement/support from upper management Good blend of skills in my team Autonomy or freedom in carrying out projects anagement anagement Teams or Co-workers The Work or Project y abilities yself An (*) by the last item indicates ties with additional items. Page

28 B. KEYS to Creativity Inhibit ichael A. Keysample The most frequently mentioned factors inhibiting creativity and innovation in your current work environment, listed in order from highest to lowest: Rank/ Percent Supporting Factor Work Context You Chose 1 Avoidance of risk Organizational Attitudes, Structures, and Procedures 2 3 ack of trust across the organization Desire to maintain the status quo Organizational Attitudes, Structures, and Procedures Organizational Attitudes, Structures, and Procedures ack of mechanisms for developing new ideas Organizational Attitudes, Structures, and Procedures ack of openness to new ideas Organizational Attitudes, Structures, and Procedures ack of trust across the organization Organizational Attitudes, Structures, and Procedures Your Respondent's Chose Outsourcing of development Other behaviors of immediate supervisor Personal characteristics or abilities of my team members Boring work Organizational Attitudes, Structures, and Procedures anagement Teams or Co-workers The Work or Project ack of autonomy or freedom in choosing projects The Work or Project Insufficient tools Resources Available An (*) by the last item indicates ties with additional items. Page 26

29 C. KEYS to Creativity Improve ichael A. Keysample The most frequently mentioned factors for improving the climate for creativity and innovation in your current work environment, listed in order from highest to lowest. Rank/ Percent Supporting Factor Work Context You Chose 1 Have advance development groups 2 3 Other behaviors of upper management Break out of the status quo Organizational Attitudes, Structures, and Procedures anagement Organizational Attitudes, Structures, and Procedures 22 % Other behaviors of immediate supervisor anagement 22 % ore interesting work The Work or Project Better mechanisms for developing new ideas Organizational Attitudes, Structures, and Procedures Your Respondent's Chose ore trust across the organization ess fear of risk ore challenging work Improve my abilities Organizational Attitudes, Structures, and Procedures Organizational Attitudes, Structures, and Procedures The Work or Project yself An (*) by the last item indicates ties with additional items. Page 27

30 y Ten est Rated Items ichael A. Keysample isted below are the items with the highest standard scores compared to the KEYS Normative Group. Item Standard Score Compared to KEYS Normative Group KEYS Dimension 41) There is a good blend of skills in my work group. 63 Work Group Supports 54) y area of this organization is effective. 63 Productivity 1) I have the freedom to decide how I am going to carry out my projects. 62 Freedom 38) The organization has an urgent need for successful completion of the work I am now doing. 62 Challenging Work 48) y area of this organization is productive. 62 Productivity 29) In my work group, people are willing to help each other. 61 Work Group Supports 60) I get constructive feedback about my work. 56 Supervisory Encouragement 9) y supervisor clearly sets overall goals for me. 54 id-range Supervisory Encouragement 46) The budget for my project(s) is generally adequate. 53 id-range Sufficient Resources 64) I feel that top management is enthusiastic about my project(s). 53 id-range Organizational Encouragement An (*) by the last item indicates ties with additional items. Page 28

31 ichael A. Keysample y Respondents' Ten est Rated Items isted below are the items with the highest standard scores compared to the KEYS Normative Group. Item Standard Score Compared to KEYS Normative Group KEYS Dimension 17) There are not too many distractions from project work in this organization. 66 ack of Unrealistic Workload Pressure 4) This organization is not strictly controlled by upper management. 64 ack of Organizational Impediments 30) Procedures and structures are not too formal in this organization. 63 ack of Organizational Impediments 11) I have sufficient time to do my project(s). 62 ack of Unrealistic Workload Pressure 44) In my daily work environment, I feel a sense of control over my own work and my own ideas. 62 Freedom 63) I have little trouble getting the materials I need to do my work. 60 Sufficient Resources 10) There is little emphasis in this organization on doing things the way we have always done them. 59 ack of Organizational Impediments 20) There is no destructive competition within this organization. 59 ack of Organizational Impediments 1) I have the freedom to decide how I am going to carry out my projects. 58 Freedom 66) People are not critical of new ideas in this organization. 58 ack of Organizational Impediments An (*) by the last item indicates ties with additional items. Page 29

32 y Ten est Rated Items ichael A. Keysample isted below are the items with the lowest standard scores compared to the KEYS Normative Group. Item Standard Score Compared to KEYS Normative Group KEYS Dimension 17) There are not too many distractions from project work in this organization. ack of Unrealistic Workload Pressure 18) New ideas are encouraged in this organization. Organizational Encouragement 23) I have the freedom to decide what project(s) I am going to do. Freedom 31) There are not unrealistic expectations for what people can achieve in this organization. ack of Unrealistic Workload Pressure 43) Top management is willing to take risks in this organization. ack of Organizational Impediments 55) A great deal of creativity is called for in my daily work. Creativity 66) People are not critical of new ideas in this organization. ack of Organizational Impediments 73) y supervisor is open to new ideas. Supervisory Encouragement 76) I believe that I am currently very creative in my work. Creativity 35) People are recognized for creative work in this organization. 26 Organizational Encouragement An (*) by the last item indicates ties with additional items. Page 30

33 ichael A. Keysample y Respondents' Ten est Rated Items isted below are the items with the lowest standard scores compared to the KEYS Normative Group. Item Standard Score Compared to KEYS Normative Group KEYS Dimension 6) y co-workers and I make a good team. 30 Work Group Supports 19) Within my work group, we challenge each other's ideas in a constructive way. 33 Work Group Supports 53) I feel challenged by the work I am currently doing. 33 Challenging Work 7) The tasks in my work are challenging. 37 Challenging Work 32) Generally, I can get the resources I need for my work. 39 Sufficient Resources 29) In my work group, people are willing to help each other. 41 Work Group Supports 41) There is a good blend of skills in my work group. 41 Work Group Supports 2) I feel that I am working on important projects. 42 Challenging Work 8) In this organization, there is a lively and active flow of ideas. 42 Organizational Encouragement 9) y supervisor clearly sets overall goals for me. * 42 Supervisory Encouragement An (*) by the last item indicates ties with additional items. Page 31