The ability to ask “catalytic questions” is a defining skill of Catmull and his colleagues, according to Hal Gregersen, executive director of the MIT Leadership Center. As Catmull himself says, directors at Pixar, when stumped by a particularly vexing problem, are encouraged to assemble a “brain trust” of peers to challenge their thinking.
Asking challenging questions and seeking out criticism take both curiosity and courage, traits that are hard to teach. Still, you can create an environment that encourages curiosity, courage and collaboration. Here’s how:If you want your team to take the kind of creative risks that pay off, you need to make sure they’re generating the best possible ideas. Brainstorming sessions should bemeetings where everybody offers feedback and explores ideas.
To generate a better creative process for your team, include time for reflection. At the end of meetings, have team members provide objective assessments of the ideas on the table. This normalizes feedback and makes constructive criticism seem like an opportunity to improve the work rather than a personal attack. Try to give feedback by asking questions — following Catmull’s example — rather than delivering opinions.
If you want people to value their work, show them you value their time. Don’t make them sit in unproductive meetings as their to-do lists pile up. When yourequire someone’s attendance, make sure to encourage valuable contributions by asking for input on the agenda. Circulate the meeting objectives in advance, and engage team members in the conversation. When the meeting ends, everyone in attendance should be clear on next steps.
Time Inc. is another company that produces an enormous amount of content at a breakneck pace. Like many organizations, Time has used many different tools to manage creative workflows, collect feedback and collaborate on projects. Ultimately, Time’s creative leaders decided to sync workflows using
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