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5 Simple Steps to Master the Art of Brainstorming

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Everything that you see around originated from an idea. It is that idea that takes the form of anything, from a product or solution to deciding what you are going to do next with you life. Sometimes we get ideas that are so great that we even doubt if they came out of our own head.

Other times, we are plainly frustrated over the mediocrity of our ideas. There is an art behind coming up with really great ideas every time you brainstorm by yourself or with your team.

Here are five simple steps to master the art of brainstorming:

Step 1: Avoid the trap of the favourite idea

An idea enters our head, and it becomes our favourite idea. Although it could be a pretty good one, it blocks the incoming of any other idea — which could indeed be much better.

  • Make a list of ideas for the given purpose. Do not pick one yet. Put your idea on the list and detach from it, no matter how good it seems at the moment. Then, move on to other possibilities.
  • Break the brainstorming session into segments. Schedule other important work in between, so that you begin with a fresh mind. This is how you can avoid getting trapped in a single thought pattern.

“When you come to a roadblock, take a detour” – Mary Kay Ash

Step 2: Dumb down your standards

You might hold yourself in high regard. But in order to excel at brainstorming, you have to let go of your intellectual self. Realize that your critical mind cannot efficiently confront the situation in front of you. It is time to wake up the child within you.

  • Include every single idea that enters your head, no matter how stupid it sounds. Sometimes, the most genius solution is hidden in a very stupid idea.
  • Prioritize dumbing down. Dedicate an entire session or two to think about all the worst ways you can think of doing the task at hand.
  • To dumb it down even further, consult someone not directly related to the project. That will add greater variety to your list.

Step 3: Let your ideas rot

By now you’d have a long enough list of ideas and absolutely no idea what to do with it. It is time to leave your idea list for a while. Go out hiking, or maybe just a coffee, if you are chasing a deadline. Carry your list ideas along with you.

This is the part where magic happens. This is where ideas intermingle and get refined. They also mix up with other experiences of your life. For example: In the 1980s, while Steve Jobs was working on the revolutionary Macintosh, it’s ‘just-plug-in-and-use’ feature was inspired by a newly born calf that started walking within a few minutes of its birth; a scene that Jobs had once witnessed. This is how life makes our ideas incredible by flowing in from unexpected places if you let it.

Just like different ingredients rot together and ferment to produce a great wine, our ideas also transcend into something else if you allow them to ferment. Life colours them in different flavours. They get refined. Stupid ideas combine with brilliant ones, making them even better. In a short while, you will have developed clarity over your ideas. And unworthy ones simply wither off.

Step 4: Find patterns

Once you are done with the process, the ideas on your list would not be the same as before. When you get back to them, they are not the same bunch of random thoughts. Interesting connections would have been formed among things in and out of the list. Pick up the ones that seem to be standing out. Figure out which other ideas seem to be supporting or enhancing the good ones.

“No idea is so outlandish that it should not be considered with a searching but at the same time steady eye.” – Winston Churchill

Step 5: Analyze the solutions

Then comes the last stage where you finally apply your critical mind that you had switched off in step 2. Analyse your results. List the pros and cons with each of the few selected ideas on a piece of paper. Look at the efficiency, scalability, implementability and other factors that might count in your scenario. And choose the best idea, which would be pretty obvious by now.

What not to do next

Once you have gone through the entire process, the solution you would have at hand shall be many folds better than the one formed directly through practical thinking. This time you thought as an artist. But being an artist has its cons.

Since you have set your brain on a stormy mode, it will keep coming up with ideas one after the other. This process will continue even after you have decided upon a particular idea. It is really like choosing the best rose from a 2 acre rose plantation. You have to understand that there is not one way to do something. Otherwise, the lizard brain will start using your perfectionism as an excuse to procrastinate.

Make a mental note for yourself before you begin the entire process that you are going to avail as much time as possible for a thoroughly elaborate brainstorming, but once you are done with that, you will shut down the thinking machine. It is time to put in the hard work to manifest your golden idea into a breakthrough reality.

What are some things you do to make brainstorming more effective? Comment below!

Image courtesy of Twenty20.com

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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