- This page provides you with information and interpretation of your results using HumaNext’s Creativity & Innovation Profile and Innovation Gap.
- You will find below instructions on how to plot your results, your team results if applicable, and the calculation of any “Innovation Gap” that might exist in your organization.
- You will also learn the meaning of the resulting graph that represents your preferred style as well as the Innovation Gap.
Explaining the Creativity and Innovation Profile Grid
The grid has four quarters (zones), that are formed by two axis:
- The horizontal axis is the Conceptual drive (Ideas / Systems).
- The vertical axis is the Reality drive (Action / stability).
- Each of the four main profiles (zones) results from combining two drives:
- Combining Ideas (B) + Action (C) leads to Innovation.
- Combining Action (C) + Systems (A) leads to Achievement or Effectiveness.
- Combining Systems (A )+ Stability (D) leads to Preserving or Maintaining the status quo.
- Combining Stability (D) + Ideas (B) leads to Envisioning.
PLOTTING YOUR SCORES
- Plot each of your four Individual (I) scores (A, B, C, D) on the corresponding axis.
- Connect the four points with solid lines as in the graphs below.
Team or Organizational Profile
- Follow the same way to obtain, plot and understand the profile of your organization, your department, or your team.
- The team or organization profile that will result will describe the style or type of thought and action that your work environment encourages, supports and promotes.
- Compare your Individual and Organizational profiles’ characteristics for similarities, variances, and insight.
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Team Results and the Innovation Gap
If a department or a team wants to calculate the Team’s average scores, for the purpose of comparing it to other teams, or comparing it to itself over time, or comparing it to the organization, it will need a facilitator to help get the data from the team numbers and calculate the averages.
Plotting the Average Scores:
Add all participants’ scores and divide by number of participants to obtain the average for each of the four categories. Obtain one set of 4 figures for the Average Individual Scores and another set of four figures for the Average Organization Scores. Use the figures to plot the Team’s Average Individual Profile, and the Team’s Average Organization Profile, in different colors, on the graph as shown.
Calculating the Innovation Gap:
You can calculate the Team’s Average Innovation Gap as follows:
- Add the Team’s Average Individual Ideas + Action Scores
- Add the Team’s Average Organization Ideas + Action Scores
- Subtract No. 2 from No. 1 above and divide over No. 1 and multiply x 100 to obtain the Innovation Gap in a percentage form.
Innovation Gap = “(1 – 2) / (1)“ X 100
Interpretation of Innovation Gap:
- If the percentage obtained is 15% or more, an Innovation Gap does exist and it warrants examination. This means that your potential, readiness and willingness for innovation are higher than what you believe your work environment is allowing. You like to innovate, initiate, and make a difference but see many obstacles in your work environment, or the organization as a whole, that hinder your progress in that area.
- If the percentage is from 15% to 30%, there is a measurable gap between people’s capacity and readiness to innovate and what the work environment allows. People believe they can be more innovative but find obstacles in their way. Whether the obstacles are real or imagined, the fact remains that they are perceived as obstacles, and the hindering effect will be the same. It is important to review existing structure, regulations, procedures, communication channels, reward systems, values and work culture with the purpose of facilitating a higher degree of innovation.
- If the percentage is higher than 30%, the gap is critical. It indicates a wide gulf between people’s readiness and desire to innovate and what their work environment allows. Such a significant gap may lead to a high level of frustration, and low morale. Read the above paragraph for additional description and solutions. However, there is a positive side to this situation. There are that much untapped resources within employees that the organization can count on under the right conditions. People have a reservoir of unused energy and idea-power, and they seem to be eager to put it to effective use. The adaptive organization is one that can turn a problem into an opportunity. The chance to do so is certainly available here.
- If your Innovation Gap figure came out to be in minus (-), this indicates that the level of innovation afforded by your work environment is higher than your present contribution. This means that there is plenty of room for innovation all around you to take advantage of. The resources and conditions are there. All what you need is to contribute more by enhancing your innovation skills and possibly your self-motivation and energy levels.
- Most people tend to see their environment as providing less support to innovation than their own innovation level requires. That is why a percentage gap below 15% is not considered sufficiently significant.
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Interpretation of Your Profiles
To understand the characteristics of your performance tendencies, identify and read the interpretation of the graph that is closest in appearance to the one you produced among the four main graphs, and the seven other possible graphs, provided below.
General Note
You should note that unless your score in a certain axis is zero, you do have some of the characteristics of that axis. Therefore the attributes highlighted here are only those that are strongest among your other attributes. People in general are too complex to fit a single attribute.
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The Innovate Style
If your graph looks close to this, then “Innovating” is your primary performance zone. You have an entrepreneurial spirit. You like to try new things and enjoy creating new ideas and turning them into reality. You tend to be flexible, adaptable, and a risk-taker. Your primary mode of thinking and operating is proactive. You cherish your individual freedom and believe in your ability to initiate new approaches and achieve success. You don’t like rigid systems. You use a thinking, feeling, and imagining combination in arriving at solutions and taking actions. You often criticize prevailing systems, habits, and views.
Key Assets:
- Creative thinking
- Self motivation
- Imagination
- High energy/ interest
- Effective mix of thoughts and actions
Primary Motivators
- Knowing and doing new interesting things
- Taking initiatives
- Entrepreneuring
- Achieving unique accomplishments
- Growing and self fulfillment
- Breaking through
Advantages
- Can Get things done in new, better ways
- Might achieve breakthroughs
- Needs little supervision
- Needs no external motivation
- Can stimulate and motivate others to achieve
Danger Areas
- May act too hastily driven by passion
- May lose interest fast
- May not like to follow through
- May disregard views of others
- Can get obsessed with own ideas
Benefit from
- Continuously sharpening thinking skills
- Improving ability to change the system from within
- Creating an innovative environment
- Helping others perform creatively
- Consult more with others
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The Achieve Style
If your graph looks close to this, then "Achieving" ” is your primary performance zone. You strive to get things done in an efficient manner. You tend to be practical, organized, and results-oriented. You believe in using systems to achieve results efficiently. You try to achieve higher goals by working harder and smarter. You demand adherence to exacting standards, high quality, and overall mission. You expect people to put aside individual differences and work as a team towards common goals. Loyalty and commitment are values you want in others and in yourself. You are fact-oriented and use rational analysis to arrive at decisions.
Key Assets
- Analytical thinking
- Organizational ability
- Efficiency and effectiveness
- Practicality
- Drive
Primary Motivators
- Achieving Goals
- Winning
- Designing/managing the best system
- Streamlining and effective use of time, money and resources
Advantages
- Can get things done effectively
- Can organize things, tasks, or groups to achieve results
- Can analyze rationally, and use facts and data
- Can produce high quality and quantity
Danger Areas
- May overemphasize efficiency
- May become too zealous in requiring strict adherence to the system.
- May rely too much on quantitative analysis
- Can get inflexible or perfectionist
- Can be cold or inconsiderate at times
Benefit from
- Trying something new
- Cultivating tolerance for different ideas and systems
- Sharpening own people-skills
- Opening up and expressing thoughts and feelings
- Improving Listening skills
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The Envision Style
If your graph looks close to this, then “Envisioning” is your primary performance zone. You prefer to conceptualize, think, analyze, plan, research, or create artistic expressions and forms. You believe ideas and imagination are very important. You prefer a stable, quiet, and peaceful environment in which you can work or think. You don’t like very structured environments or tightly controlled systems. You value your own talent, while having respect for others. You believe that thoughts, art, research, and science can help advance human knowledge, while upholding our cherished values and traditions.
Key Assets
- Commitment and loyalty
- Creativity
- Imagination
- Inner strength
Primary Motivators
- Envisioning new concepts
- Defending cherished values
- Creating novel human expressions
- Preserving traditions and building upon them
- Enhancing what’s important, beneficial and creative
Advantages
- Can produce novel work and valuable insight
- May come up with breakthroughs.
- Will work to meet objectives
- Can be depended upon
- Will defend cherished values
Danger Areas
- Might hesitate long before acting
- May get bogged down in details
- Might overemphasize concepts and plans
- Stressing the process, even if it impacts results
Benefit from
- Developing some practical skills
- Cultivating understanding of systems and their use
- Applying goal-setting/management-by-objectives techniques
- Improving time management skills
- Training in team work
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The Preserve Style
If your graph looks close to this, then "Preserving" (or “Maintaining”) is your primary performance zone. You tend to want things stay in their existing familiar mode. You like to preserve and conserve traditional values and modes of behavior. You feel that people have sometimes gone too far in attacking society’s values, and in engaging in new and dangerous behavior. You believe everyone should respect authority, adhere to regulations, and listen to superiors at work, and to respect society’s leaders. You often miss the younger times of the past. You don’t like constant change, upheavals, or radical views or actions. You believe in evolution not revolution.
Key Assets
- Dependability
- Trust
- Organizational ability
- Commitment to values
- Loyalty
- Stability
Primary Motivators
- Keeping harmony and smooth functioning
- Defending traditional values
- Ensuring adherence to procedure and regulations
- Gaining superior’s satisfaction
- Meeting objectives
Advantages
- Can be depended upon
- Can ensure that directions are followed and objectives met.
- Can maintain order, harmony, and stability
- Will not make waves or cause surprises
Danger Areas
- Might be inflexible
- May hesitate to take bold action
- May fall behind the times in ideas and behavior
- Bureaucracy and red tape may prevail
- Might not allow differing ideas or actions
- Results may suffer
Benefit from
- Opening up to different ideas and practices
- Cultivating interest in new things
- Loosening up of controls
- Increasing risk-taking
- Introducing creative thinking, innovation and humor
- Taking cross-cultural training
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The Synthesizer Style
You use a mix of styles to satisfy various situations. You don’t have one dominant style, but accommodate all of them. You tend to be flexible & reasonable. You don’t go to the extreme in any direction. You are practical & adaptable. You take others’ views & styles into consideration. You can achieve goals by various means and are friendly to people.
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The Conceptualizer Style
You need to function mainly on the Ideas/ Systems axis, giving little attention to actions or the environment. You have little concern with the outcome if the process itself is important to you. You can go to extremes and like to push things to the limit. You can change moods quickly and may go from one extreme to its opposite.
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The Realistic Style
You are a person of deeds and values. You dislike analytical or conceptual thinking. You like to take fast action. You tilt towards traditional conservative preferences. You believe in acting to protect values, and achieve superiors’ objectives. You respect prevailing values and dislike change. You can be moody.
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The Creative Style
Creativity is your strongest attribute. You like to explore and innovate, and value your freedoms and choices. You have little use for systems, actions, or traditions and regulations.
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The Systematic Style
Analytical thinking & effective organization are your strongest abilities. You put a prime emphasis on the system approach in most situations and problems. You dislike chaos, changes, opposing views and wild ideas. You believe individuals can’t achieve as much as concerted and organized group effort.
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The Doer Style
You are an action-oriented person. You believe in acting promptly to achieve results. You dislike lengthy analysis and debates. You are at best when getting something done.
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The Sustainer Style
You are a person with a strong value system. You are committed to defending your beliefs. You tend to be loyal to people and ideals and not change quickly. You try not to let down your superiors, and believe in the value of institutions.
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