Think outside of the box. If you’re a leader, you’ve probably said those words many times. And, someone’s probably said the same thing to you. But, do you ever explain how to think outside of the box?
As fond as we are of saying, “think outside of the box,” very few people know how to do it. And, most people, even leaders, actually prefer to stay inside the box. That’s a big problem, as it not only hampers creativity and innovation, but it hurts business results and ultimately leaves employees feeling disempowered.
What Is ‘The Box?’
In order to think outside the proverbial box, we first need to better understand what the “box” is. The box is actually a set of behaviors people engage in — behaviors that limit imagination and creativity. These behaviors form the “walls” of the box, and there are typically four:
1. Blaming: The tendency to blame others when things go wrong.
2. Complaining about problems: The tendency to think in terms of problems, and to complain about those problems.
3. Defensiveness: The tendency to be on guard and to take a defensive posture when under stress.
4. Closed-mindedness: Thinking of yourself as an expert, and a lack of interest in new or different points of view.
Why People Choose To Live In A Box
It sounds counterintuitive that people would choose to box themselves in, but that’s exactly what most people do, and it’s what many leaders do too. There’s a very logical reason: Living inside the walls of the box can feel easy, comfortable and safe. For example, it’s always easy to complain, find fault and point fingers. Being defensive makes people think they’re safe from attack. If you maintain a closed mind, you are spared the effort and discomfort of needing to learn.
Here’s the problem with the box: The safety is an illusion. Over time, walling yourself off by blaming others can make you a target. Defensiveness leads to a culture where no one takes responsibility. Closed-mindedness will cause your skills to degrade over time because you don’t engage in active learning to stay fresh. Leaders who live in the box can’t inspire innovation or creativity, and business results will ultimately suffer. In reality, the box is a perilous place.
How To Leap Out Of The Box
Thinking outside of the box requires shifting the behaviors associated with each of the four walls. You can think of each of these shifts as a way to leap outside of the box.
• Shift from blame to responsibility. People who think outside of the box are quick to step up and take on responsibility. This might mean taking responsibility when things go wrong or taking on new responsibility to address a tough situation.
• Shift from complaining about problems to finding solutions. Thinking outside the box means focusing on what can be done about problems (e.g., finding solutions) rather than being consumed by problems. People who think outside the box are relentless in their search for solutions and have little time to get caught up in complaining.
• Shift from defensiveness to accountability. Although defensiveness provides an illusion of safety, in reality, defensiveness is disempowering. It keeps you in a reactive and passive position, where you only react to something that’s already happened. Shifting into accountability places you in an active posture and provides the power to impact the future.
• Shift from closed-mindedness to curiosity. There’s a Buddhist saying, “In the beginner’s mind there are many possibilities. In the expert’s mind, there are few.” Closing your mind — assuming that you are an expert, with nothing more to learn — prevents the creativity needed for new ideas. People who think out of the box become deeply curious about what they don’t know, which, in turn, leads to creativity.
Empower Your Team To Think Outside The Box
Here’s a question I ask leaders who want more out-of-the-box thinking: How do you deal with failure? Many say that failure is not an option in their organizations, and unfortunately, that means out-of-the-box thinking also isn’t an option.
Creating a culture that inspires out-of-the-box thinking, an environment where people engage in the behaviors to leap outside of the box, is ultimately about inspiring people to stretch and empowering them to drive change. But change can be hard and perilous. When people try to leap out of the box, they will, occasionally, fall short and fail. You need to provide support for those times when change is hard, and that support is about the example you set, the behaviors you encourage and the achievements you reward.
First, think about the example you set. Do you consistently model out-of-the-box behaviors yourself? Do you step up and take responsibility and accountability, focus on solutions and display curiosity?
Next, find ways to encourage and empower the people who are ready to step out of the box. Let them know that you recognize their efforts; help them refine their ideas and decide which risks are worth taking; let them know you’ll be there if things get tough.
And most importantly, be extremely mindful of which achievements you reward. Do you only recognize the people who play it safe? Or, do you also reward the people who are willing to stretch, display out-of-the-box behaviors and (perhaps occasionally) fall short of an aggressive goal?