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This is a response paper, and I will give you an example and instructions on what you should do with the paper. You will be doing part one and I will finish part two. I appreciated it. (part one could be around 400- 450 words)
the video is here, and this will be the resource of the response paper
https://www.ted.com/talks/worklife_with_adam_grant…
also I will give you an example of the response paper
https://www.hunter.cuny.edu/rwc/handouts/the-writi…
This is what my professor want from me
WRITING YOUR PAPER (THIS IS WHAT YOU SHOULD BE WORKING ON
PART 1: A SUMMARY OF THE WORK
Write an informative summary of the material.
Condense the content of the work by highlighting its main points and key supporting points.
Use direct quotations from the work to illustrate important ideas.
Summarize the material so that the reader gets a general sense of all key aspects of the original work.
PART 2: YOUR REACTION TO THE WORK
WorkLife: Adam Grant
Part1: Summary
Adam Grant presents his Worklife Podcast about the “Daily Show’s Secret to Creativity” by
Travers. In his presentation, Grant wants to know how Trevor promotes creativity by making videos
millions of people watch. Grant believes that a big group is where creativity goes to die. When an
organization faces a challenge, the first step is to bring a group of people together to brainstorm. In his
podcast, Grant says that the main problem is that brainstorming does not work. According to Grant, it is
evident that the group presents few and worse ideas than the same people working alone. The reason for
brainstorming to stifle creativity is that some people silence themselves because they fear looking stupid.
Secondly, people silence other individuals by dominating the conversation; thirdly, the group tends to
support their boss’ favorite idea.
However, the daily show helps overcome the brainstorming challenge by promoting creativity’s
four main aspects: burstiness, psychological safety, task bubble, and the bling audition. The group show
promotes the atmosphere of burstiness. Anita, Grant’s interviewee on burstiness and creativity, defines
burstiness as speaking and responding to each other quickly rather than having it drawn over a long
period. During burstiness, everyone jumps into the conversation promoting free participation and
contribution of ideas. A productive team is bursty, which makes burstiness a sign that the individuals are
not stuck on one of the dysfunctions of brainstorming (lack of free participation). Psychological safety
encourages an atmosphere of taking risks without feeling afraid. During the daily show, everyone gave
the boss their half-back ideas. There is an inviting tone that ensures no panic and no judgment. The team
has no stress about the deadline since individuals feel there is someone to help promote a sense of
possibility. The relaxed atmosphere frees people from creative bursts. People have security knowing that
their days are meticulously organized and planned.
The task bubble involves uninterrupted hours to think through the structure concerning guidelines
to add to the jokes. The structure offers the freedom to find creative boundaries. The group gets focused,
and everyone builds on each other’s bursts and ideas. The people can refine and hone their ideas. The boss
cannot interrupt during the task bubble except when a significant change is needed. Finally, the bling
audition is used to select the creative team. Blind audition utilizes the perspective of diverse backgrounds.
Similarly, diverse background promotes creative bursts. Diverse people are more creative because they
feel uncomfortable. The discomfort drives them to make extra preparations and share new ideas. Also,
Grant learned that creative people know each other, encouraging more burstiness.
Part 2: Reaction to the Work
After listening to Adam Grant’s podcast, I’ve learned that it is very important for us to build
psychological safety to help a group succeed. Instead of trying to make others think that we are very
smart or in a higher position in a group, letting people feel safe and have less pressure around us can gain
more trust toward each other. In order to create psychological safety is to show more positive feedback
and respect to your group members. As the video mentioned, what brings out the best in people is mutual
respect. It might take us a pretty long time, but it helps the members to gain trust, and this is how we
create psychological safety. Other than telling embarrassing stories, we should first make each other
comfortable, and having trust in each other will help us to open up a little more.
This video reminded me of some problems that I’ve faced before in the present-day world I am
currently living in. Sometimes it is hard for me to share my thoughts with others because of how I’m
always overthinking. For instance, I will step back and choose to be silent while others are trying to share
their thoughts. I will come up with a thought thinking that my opinion might not get accepted, and I will
be afraid that if I share too much, I will get judged by others. Therefore, this video has mentioned a very
great point, knowing that having a sense of safety is very important. According to the video, without a
sense of safety, creative bursts don’t happen, because people often silence themselves since they’re afraid
of looking stupid. Therefore, it will be hard for us to share our real or best thoughts with each other if we
don’t feel safe or comfortable. Thus, I think what we should all improve in today’s world is to learn how
to think more from others’ perspectives. Knowing that nothing is more important than making each other
feel comfortable without having pressure during a group meeting and this is how we can gather all the
best and creative ideas from others.
This podcast doesn’t only remind me of the problems that relate to the reality we are living in, but
it also relates to the ideas that we’ve learned in class. According to one of the concepts that were
mentioned in the courses, problem-solving is the process of finding solutions to difficult or complex
issues. We solve problems on our own, but we also seek support and guidance when solving problems. A
group or team can be a more productive way to solve problems by allowing for more
perspectives. Thence, it is important to accept other people’s opinions and think from others’
perspectives. However, making one another feel comfortable to share ideas with each other is the main
point of making a conversation successful, so we should be aware that everyone in the group is in a
situation where we all feel safe to talk about our thoughts, which is what I’ve learned from the video, the
psychological safety.
WorkLife: Adam Grant
Part1: Summary
WorkLife, hosted by Adam Grant, is a show produced by Ted with Pineapple Street
Media and Transmitter media. It explores trust and factors that promote trust by interviewing the
show team, including Dan O’Donnell, Colin Helms, Gretta, Janet Lee, and Angela Cheng,
founded in the 2011 international space station. Paolo and his crewmate, Cady, are flowing on
the space station that has the size of the factory and trying to capture a ship the size of the robotic
arm and semitrailer. They only have a single chance to grab the ship. They managed to catch the
ship through Cady’s technique of moving the arm. Adam Grant indicates that it couldn’t happen
if they did not build trust.
Building trust in the place of work implies helping people like each other through
company picnics, parties, team dinners, and softball games. The people that individuals like most
are the ones they rely on the most, regardless of their competence. Making trust involves making
critical decisions as trust involves situation-specific and rare people in life to trust in every
situation (Grant, n.d). It encompasses seeing the team’s skills in action. Once individuals know
each other well, they start building and opening up. Understanding how each other deal with
stress, such as being hungry, is key to building trust. The best way to know someone is to
immerse oneself in that individual for a couple of days within a stressful environment.
Working on a difficult problem provides moments of stress. Knowing how people will
react during stress is vital to building trust since one cannot trust an individual with
unpredictable behavior. Trust promotes effective ways of helping each other. Stressful situations
help identify types of moments when people are anxious and when frustrated. People who
understand each other emotional triggers have less conflict and more trust. Trust forces people to
be vulnerable together; “deep fun defines real vulnerability.” Being vulnerable together bring
people close, and cooperation brings about trust. A stressful situation provides a decision on
whether to trust someone.
Trust is linked with similarity. People are likely to trust people that look like them (have
things in common). Differences tend to provide challenges when building trust. However, Adam
Grant turned it to be the opposite. People should trust each other despite their differences. Real
trust is built through having a common goal. When looking to build trust, two dimensions are
important: character and competence (Grant, n.d). There should be a belief that the individual to
trust has the competencies and skills to do the job. Building trust requires a risk. It involves
initiating communication to know the person. Trust helps ensure that there will be someone to
have your back when you fall. The best way to have trust is to show trust.
Part 2: Reaction to the Work
After listening to Adam Grant’s podcast, I’ve learned that people tend to trust those who
are mostly the same as them. Once we get to know each other well, we’ll start to open up. Thus,
if we interact with people like us, we can predict their behaviors by knowing how we will react
to any situation. The podcast mentioned that knowing how people will react is key to building
trust because it is hard to trust someone whose behavior is hard to predict. However, starting a
new relationship might not always be a good thing. We might expect too much or have mistaken
information from others. We always trust people we think are similar to us because we don’t
need to spend time knowing how they will behave. We will expect in our minds and might
ignore the importance of the process of understanding each other. The podcast shows that
stressful situations help us determine if we can count on someone. It means that if we go through
challenges with people we aren’t familiar with, it may help us get to know them faster by seeing
how they deal with stress or knowing their abilities to solve problems. The podcast pointed out a
great point saying that competence is also really important when it comes to trusting somebody
else. We will have to believe that this other person can solve the problems in a way that we can
accept. It will be hard for us to interact with people we don’t trust in their abilities. Hence, we do
need to trust someone to believe them. In other words, if we want to get to know a person, we
should spend time understanding them. This can also relate to one of the concepts we learned in
class. The textbook mentioned that social penetration theory could help group members establish
trust by having a deeper conversation after getting to know more about each other. We won’t talk
much about ourselves when we first get to know someone. However, as time goes on, the
conversation will move from Impersonal to Intimate Information. This happens when we face
stressful situations together. People tend to talk about their points of view and show their feelings
toward people they have just met.
This can also relate to the reality we are living in today. People tend to get close to
similar people because staying close to individuals with a common interest is very comfortable.
However, we always forget that instead of looking for commonalities, we should also be looking
for uncommon commonalities. We should accept the differences from others and step out of our
comfort zone. I’ve always been comfortable when I’m with people whom I trust the most.
Whenever I need to get to know new people, I’ll start to get nervous and lack confidence. I think
the main reason that causes me to be nervous is that I don’t trust them. I don’t know what they
think about me, and I can’t predict their behavior from my perspective.
Overall, trust is a critical aspect in personal and career life. Character and competence
are vital in creating trust among individuals. It will be hard for me to feel comfortable when I’m
around a bunch of new people that I just met, so it will always be important for me to build up
trust in a relationship to have a closer interaction.
References
Grant., A. (n.d). Work-Life: How to Trust People You Don’t Like.
https://www.ted.com/talks/worklife_with_adam_grant_how_to_trust_people_you_don_t_
like?referrer=playlist-worklife_with_adam_grant
