我在一次帶領企業創新工作坊的過程當中，有一位主管問我，會議上大家一起討論提案，常常會發現，有些同事總是能夠突破框架，但是，大多數人還是在既有的框架中去找答案，以致於很難突破現有框架，怎麼辦？
社會學家 威廉薩姆納 William Summer 提出「群體內偏好 In-group Favoritism」，認為人們天性會組成群體，並會偏愛與自己有共同點的人事物。這會導致大多數團隊會議很難跳脫原有框架，我建議大家練習兩個方法：
第一個方法就是，刻意找「不同意見」的人討論
在關鍵議題上，召集幾位熟悉領域的原有團隊成員之後，還必須再找幾位與你觀點不同的人來進行腦力激盪，具體的做法可以是，你先用3分鐘以內的時間向他們簡述這個議題，再請他們針對這個議題提出質疑與提出他們所看見的問題，至少必須收集10個以上的問題，再從這些問題當中篩選出來「你從未想過」或是「從未有人問過」的問題，最後再跟原來熟悉領域團隊的成員，針對這些篩選出來的問題找到克服挑戰的創新觀點與方案，這樣做的話，可以有效傾聽「否定」的回饋與意見，並且重新思考與定義問題，往往會有跳脫框框的新靈感出現。
第二個方法就是，刻意向「不懂」的人或是向「年輕世代」學習
通常既有團隊的意見領袖都是經驗資深的前輩，而經驗資深前輩的優點就在於經驗豐富，同時潛在的危機就是因為經驗太多豐富而難以跳脫框框，這個時候如果我們可以向年輕人學習，理解年輕人的觀點，以及向原本不熟悉或不懂你這個議題的人請教，這樣做的話，可以有效激盪不同世代的思維，也能進而重新思考因為太熟悉而忽略的潛藏問題，往往也會有跳脫框框的新靈感出現。
所以，為什麼沒辦法跳脫框架？簡單來說，想要有突破框架的思考，必須要刻意尋找「不同觀點」的人，以及向年輕世代或不熟悉的人學習。
各位早安，功夫老師鼓勵大家平時多練習突破框架的思考，可以培養自己創新新思維的能力。
When I was leading a corporate innovation workshop, a supervisor asked me that everyone discussing proposals together at the meeting often found that some colleagues can always break through the framework, but most people still go in the existing framework Looking for the answer, it is difficult to break through the existing framework, what should I do?
Sociologist William Sumner proposed “In-group Favoritism”, who believes that people naturally form groups and prefer people and things that they have in common. This will make it difficult to break away from the original framework for most team meetings. I suggest you practice two methods:
The first method is to deliberately discuss with people with “different opinions”
On key issues, after convening a few original team members who are familiar with the field, you must also find a few people with different opinions to brainstorm. The specific method can be that you first use them within 3 minutes Briefly describe this topic, and then ask them to question this topic and raise the problems they see. At least 10 questions must be collected, and from these questions, select “You never thought about it” or “No one has ever thought about it.” Finally, we will find innovative ideas and solutions to overcome the challenges with the members of the team who are familiar with the field. If we do this, we can effectively listen to “negative” feedback and opinions, and rethink and rethink When defining problems, there are often new inspirations out of the box.
The second method is to deliberately learn from people who “do not understand” or from the “young generation”
Usually the opinion leaders of existing teams are experienced seniors, and the advantage of experienced seniors lies in their rich experience. At the same time, the potential crisis is that it is difficult to get out of the box because of too much experience. At this time, if we can learn from young people , Understand the perspectives of young people, and ask people who are unfamiliar with or do not understand your topic. If you do so, you can effectively stimulate the thinking of different generations, and you can also rethink the hidden problems that are too familiar and overlooked. There will be new inspirations out of the box.
So, why can’t we get out of the framework? Simply put, if you want to think beyond the framework, you must deliberately look for people with “different views” and learn from the younger generation or unfamiliar people.
Good morning, everyone, I encourage everyone to practice thinking that breaks the framework more often, so that you can cultivate your own creative and new thinking ability.
