Creativity and innovation. These are two concepts that obviously don't just happen by themselves. Right? In the article "Hot Groups," from Havard Business Review, that theory is tested. The term hot group refers to a very active, dedicated, intense collection of people set out to use these characteristics to create something that is unbeatable. The people that make up a hot group are what you might call workaholics. They live, eat, and sleep their work, constantly fixated on the task at hand.. For a hot group to flourish, there are of course several stipulations that have to be followed. Basically, you have to treat them differently most other employees. As long as the hot group is being productive, special treatment may seem justified.
According to the article, hot groups are only effective in short bursts. Obviously, you can only ask so much of your employees. If employees are worked too hard, there is a natural reaction to burn out. I understand the concept of having a "hot group," but in my opinion, I would rather retain a group of people like this for as long as possible instead of just hoping for a small burst of intensity every once in awhile. Even if they aren't necessarily apart of the hot group, I would still want those employees to remain productive within the company. This article somewhat relates the importance of clever people in an organization. They know how much of an asset they are to the company, but everything has to remain in retrospect to the company's overlying goals.
Although this article states that hot groups cannot necessarily be formed and only grown, I believe that it is still possible to create a group a passionate individuals who will work just as hard as a so called "hot group." This past week, I attended the Concert Industry Consortium (CIC) where important executives from all aspects of the music business came to network and learn about new trends in the market. Not all, but in my opinion, several of the firms represened at the conference could be considered hot groups. And when I call them a hot group, I am referring to their dedication to their own cause. These people are so passionate about what they do. They live and breathe their work, and their day in the office almost never ends at 5:00 pm. Working a 12-18 hour day is normal for some.
I will admit that forming a group like this isn't easy at all. Careful orchestration is necessary to do so. At the same time though, it isn't smart to rule out the possibility, as a manager, of creating a bubble of energy from your employees.
Subscribe to:
Post Comments (Atom)
1 comment:
An interesting and thought provoking post. You speculate that the intensity of a Hot Group might be maintained over an extended period, using an example to back your argument.
The grading rubric only rewards writing that has attributes of critical thinking: comparing points of view, challenging readings with logic, linking readings with new ideas, supporting ideas with evidence, logic and illustration with examples, both personal and from your observations of others. It may help if you think of these assignments as arguments where you argue both sides at once.
You challenge some of the statements in the Hot Groups paper but don't really defend your position from the burnout problem you mention. What would the careful orchestration you mention entail?
Post a Comment