我在一次带领企业创新工作坊的过程当中，有一位主管问我，会议上大家一起讨论提案，常常会发现，有些同事总是能够突破框架，但是，大多数人还是在既有的框架中去找答案，以致于很难突破现有框架，怎么办？
社会学家 威廉萨姆纳 William Summer 提出「群体内偏好 In-group Favoritism」，认为人们天性会组成群体，并会偏爱与自己有共同点的人事物。这会导致大多数团队会议很难跳脱原有框架，我建议大家练习两个方法：
第一个方法就是，刻意找「不同意见」的人讨论
在关键议题上，召集几位熟悉领域的原有团队成员之后，还必须再找几位与你观点不同的人来进行脑力激荡，具体的做法可以是，你先用3分钟以内的时间向他们简述这个议题，再请他们针对这个议题提出质疑与提出他们所看见的问题，至少必须收集10个以上的问题，再从这些问题当中筛选出来「你从未想过」或是「从未有人问过」的问题，最后再跟原来熟悉领域团队的成员，针对这些筛选出来的问题找到克服挑战的创新观点与方案，这样做的话，可以有效倾听「否定」的回馈与意见，并且重新思考与定义问题，往往会有跳脱框框的新灵感出现。
第二个方法就是，刻意向「不懂」的人或是向「年轻世代」学习
通常既有团队的意见领袖都是经验资深的前辈，而经验资深前辈的优点就在于经验丰富，同时潜在的危机就是因为经验太多丰富而难以跳脱框框，这个时候如果我们可以向年轻人学习，理解年轻人的观点，以及向原本不熟悉或不懂你这个议题的人请教，这样做的话，可以有效激荡不同世代的思维，也能进而重新思考因为太熟悉而忽略的潜藏问题，往往也会有跳脱框框的新灵感出现。
所以，为什么没办法跳脱框架？简单来说，想要有突破框架的思考，必须要刻意寻找「不同观点」的人，以及向年轻世代或不熟悉的人学习。
各位早安，功夫老师鼓励大家平时多练习突破框架的思考，可以培养自己创新新思维的能力。
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.