Language is the crystallization of thought. But the words we choose do more than just reflect our thought patterns—they shape them. What we say—and how we say it—can deeply affect a company’s culture. To change attitudes and behaviors, it helps to first change the vernacular. To spark innovation, it helps to influence the dialogue around new ideas.
Several years ago, IDEO hosted a visit from Jim Wiltens, an outdoorsman, author, adventure traveler, and speaker, who also teaches a program of his own design for gifted and talented children in Northern California schools. In his programs, Jim emphasizes the power of a positive vocabulary. And he leads by example. You will literally never hear him say, “I can’t.” He uses more constructive versions of that sentiment that emphasize the possible, such as “I could if I…” He actually promises to pay his young students a $100 if they ever catch him saying, “I can’t.”
Think Jim’s approach sounds a bit simplistic for adults? Don’t be too sure. When Cathie Black took over as president of Hearst Magazines, she noticed that negative speech patterns had created an environment hostile to new ideas. One person close to the company reported that the naysaying had become a cynical mantra for the executives. So Black told her senior team that every time they said things like, “We’ve tried that already” or “That will never work,” she would fine them $10. (Note the difference between business executives and teachers: they levy the fine on others
, not themselves.) Of course, $10 was a trivial amount for the Hearst managers, but no one wants to be embarrassed in front of his or her colleagues.
After enforcing her rule just a few times, Black effectively wiped those expressions from the office vocabulary. Did the shift to more positive words have a broader effect beyond changing the tone of meetings? During Black’s tenure, Hearst kept its flagship brands like Cosmopolitan
healthy through an extremely tough period for the publishing industry and launched new mega-successes like Oprah’s O
magazine. Meanwhile, Black rose to become one of the most powerful women in American business.
IDEO’s favorite antidote to negative speech patterns is the phrase “How might we…?” It was introduced to us by Charles Warren, now salesforce.com’s senior vice president of product design, as an optimistic way of seeking out new possibilities in the world. In a matter of weeks, it went viral at our firm and it’s stuck ever since. In three disarmingly simple words, it captures much of our perspective on creative groups. The “how” suggests that improvement is always possible. The only question remaining is how
we will find success. The word “might” temporarily lowers the bar a little. It allows us to consider wild or improbable ideas instead of self-editing from the very beginning, giving us more chance of a breakthrough. And the “we” establishes ownership of the challenge, making it clear that not only will it be a group effort, but it will be our
group. Anyone who has worked with IDEO in the past decade or participated in OpenIDEO’s social innovation challenges has undoubtedly heard the phrase.
We’re also careful about how we critique ideas. As we explained in this HBR article, our feedback typically starts with “I like…” and moves on to “I wish…”. We refrain from passing judgment with a simple thumbs up or thumbs down. When you open with the positives, then use the first person for suggestions, it signals to everyone that you’re offering your opinion in an effort to help, which makes them more receptive to your ideas.
As adults, we sometimes forget the simple power of words. Try fine-tuning your group’s vocabulary, and see the positive effect it has on your culture.
This post is adapted from our book Creative Confidence: Unleashing the Creative Potential within Us(Crown Business, 2013).
by Tom Kelley and David Kelley Link to this article (HBR)