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Book cover of Originals by Adam M. Grant — critical summary review on 12min

Originals

Adam M. Grant

8 mins

In “Originals,” Adam M. Grant analyses the question of originality in the workplace. Different aspects of originality are demonstrated through compelling anecdotes, stories and surprising studies. This book also provides a step-by-step guide into how organizations, individuals, and businesses should foster creativity, handle fear, and nurture originality.

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Who it is for

Best suited for entrepreneurs, startups, business analysts, managers, team leaders, and parents willing to learn how to foster creativity in their children.

Key Insights

Delay doesn't mean fear—it means better ideas

Procrastination can be a tool. Originals often delay to process and refine bold, better solutions.

Dissent creates innovation

Encourage thoughtful disagreement. The best ideas often come from teams willing to challenge norms together.

Champion ideas, not ego

Originals separate identity from output. They kill their own ideas if better ones emerge—no emotional attachment.

Embracing Strategic Risk-Taking

In 'Originals,' Adam Grant emphasizes the importance of strategic risk-taking as a catalyst for innovation. Contrary to popular belief, original thinkers do not recklessly abandon security but rather balance risk by diversifying their portfolio of projects. This calculated approach allows them to experiment and fail safely, paving the way for groundbreaking ideas. By strategically managing risk, individuals and organizations can cultivate an environment where creativity thrives without jeopardizing existing success.

The Power of Dissent and Debate

Grant explores how dissent can be a powerful tool for nurturing originality. He argues that encouraging debate and welcoming diverse perspectives can prevent groupthink and lead to more innovative solutions. By fostering an environment where questioning the status quo is not only accepted but encouraged, organizations can tap into a wider range of ideas and possibilities. This culture of constructive conflict helps challenge assumptions and allows for the refinement of ideas, ultimately leading to more original outcomes.

Harnessing the Fear of Failing

In the book, Grant highlights how the fear of failure can actually be harnessed as a source of motivation rather than a deterrent. Originals often use their fear as a driving force to push boundaries and pursue their creative visions more vigorously. By reframing failure as a learning opportunity and a necessary step towards innovation, individuals can overcome the paralysis that fear often induces. Organizations and leaders can support this mindset by creating a safe space for experimentation, where failures are seen as valuable experiences contributing to growth.

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About the Author

Adam M. Grant is an American psychologist, professor, and author. He teaches organizational psychology at the Wharton School of the University of Pennsylvania. Grant was a springboard diver and a magician, and now works as the host of the WorkLife podcast and a member of the board of Lean In.

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Lessons

  • Why you need to argue like you’re right and listen like you’re wrong.
  • How having too much experiencein a certain field can be an obstacle.
  • Why business allied enemies persevere longer than friendly backstabbers.

Key Takeaways

  • Encourage diverse perspectives: Foster an environment where diverse viewpoints are welcomed and valued to promote creativity and innovation.
  • Embrace failure as a learning tool: Allow for experimentation and view failures as opportunities to learn and improve, rather than as setbacks.
  • Promote a culture of curiosity: Encourage questioning and exploration to drive originality and uncover new ideas.

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