Peer post week 1

By Day 5

Read a selection of your colleagues’ postings.

Respond to two of your colleagues in one or more of the following ways:

  • Share ways you or your organization has worked to challenge myths of creativity.
  • Share an insight you gained from reading your colleagues’ postings regarding how you might challenge the myths regarding creativity at your workplace.
  • Offer an alternative perspective on your colleague’s analysis by using a specific example from your own experience.





Here is the instructors example on how the response should be:

Example of a Good Response to a Peer Week 1 Discussion Post Innovation


Example of a Good Response to a Peer Week 1 Discussion Post Innovation


Hi Colleague

I enjoyed reading your post on creativity.  I’d like to share a few thoughts regarding how my organization is trying to challenge the myths of creativity.  I also want to share what I have learned from your analysis and offer an alternate point of view.


Lessons How Your Organization Has Worked to Challenged Myths

My organization has a long way to go to challenge the myths of creativity.  However, one of the things we have recently implemented system-wide is an “Idea Hub.”  Employees are asked to submit their ideas for any facet of the business that they feel needs to be changed, added, or enhanced.  In Myths of Creativity, Nadia faced fear and stress given her deadline to come up with new ideas to present to her boss (Laureate Education (Producer), 2012f).  Unlike Nadia’s experience, I think this gives those less inclined to publicly share ideas a forum without the stress of public rejection. 


Insights Gained from Colleagues Post


I liked what you said about sitting in on interviews and hearing different perspectives from new graduates (Lamb, 2019).  This idea made me reflect on ways to leverage the interview process to help brainstorm new ideas.  We ask many open-ended questions about past experiences and what candidates have done to achieve particular objectives.  I think we can use this opportunity to ask important questions about what the candidates have done about an opportunity in their current or former department or organization.  After all, we are going to want to hire someone who has the experience and initiative to help us achieve our goals.  This method is one way to evaluate potential candidates for job offerings and solicit ideas at the same time. 


Alternate Analysis to Colleague’s Post


I found your experience with new graduates interesting, and I would like to offer another perspective.  You mentioned the new graduates look to you and your team for guidance and to tell them how to do things, but you are looking to them for their new ideas and fresh points of view (Lamb, 2019).  I can see why you would look to new employees for new ideas.  They haven’t been invested in the situation and can look at the situation with fresh eyes.  However, as we learned in Myths of Creativity, we can still be creative with old ideas (Laureate Education (Producer), 2012f).  I think it’s vital to empower current and new employees in the brainstorming session and remind them that we don’t necessarily need a new idea.  Instead, perhaps using the old idea differently will be the thing that helps us achieve our goal.

In summary, I enjoyed your post, and you have provided me with insight on leveraging the interview process to help solicit new ideas.  I agree with your analysis of creativity not being only for certain people.  I offered another perspective on how to empower employees in the brainstorming session and not to limit it to new employees.  Your post was a good discussion.  Thank you for your perspective and insight.



APA References

Colleague RE: Week 1 – Discussion 1.

Laureate Education (Producer). (2012f). Myths of Creativity. [Interactive Media]. Retrieved from




Selected peer posts that need to be responded too


1 day ago


Denyse Langstroff

RE: Discussion – Week 1


When we are talking about myths and misconceptions a lot of people will have their difference of opinion and thoughts. To me creativity at a work place is getting the staff involved and use that as a team building exercises, but at the same time we are creating a special place for the staff and patients. Myths come in to play when people listen to negative feedback from older staff that might of had bad past experiences with upper management that didn’t have a creativity. In my past experiences I honesty did not have a great experience when it came to creativity in a workplace, because they would talk about it and than a couple of weeks not focus on it, but then last minute rush and create something for the deadline.

Being in a leadership role I love creating a special place and being creative for my staff and patients. We make different things like a themed wall of fame , which we had a movies theme. We took everyone picture staff and patients that gave us permission, and than we collected information of favorite movies, etc. When we were finished with the wall and posted everyone picture on the wall patients were looking for their pictures and sharing it with other patients and family members. This to me is being creative and making the workplace a special place.

People can be negative when it comes to creativity or just want to punch in and out, and not worry about the surrounding of other work. But if you have people in the upper management motivating their employees in a positive way we can make the workplace happy. As well we celebrate every staff birthday with a cake and a card, and we do the same things for the patients, so long the gift is under ten dollars.It doesn’t take much in being creative, you just have to get it started in a positive way and get other involved and then they will get more people involved , and start brainstorming and being creative.


Grivas, C., & Puccio, G. J. (2012). The innovative team: Unleashing creative potential for breakthrough results.

Laureate Education (Producer). (2012f). Myths of Creativity. [Interactive Media]. Retrieved from


1 day ago


Week 1 Discussion Post 1

Cody Doll

Walden University

Analysis of Myths and Misconceptions as They Relate to Practices

                While exploring the interactive media “Myths of Creativity” produced by Laureate Education there were two main myths and misconceptions regarding creativity that resonated with me. These myths and misconceptions were significant to me because I have either experienced them in the past or believed them in the past.

 In the interactive media, Nadia states that she feared her traditional schooling and experience would not prepare her for the creative challenges she would encounter. We quickly learn that Nadia’s education and experience were not relevant as she received inspiration from her child. The misconception is that formal education and experience are the only factor regarding creativity. Puccio and Cabra (2010) state that one of the five major factors regarding creative organizational culture are behaviors that encourage innovation, idea generation, continuous learning, and risk taking (p. 12). First, continuous learning is a behavior that encourages creativity. Nadia’s formal education could be beneficial, but you can always learn new ways and receive ideas and inspiration from various sources. Second, in my opinion it is the willingness to take a risk that is the limiting factor to creativity. Berkun (2013) states that one of the myths of creativity is that good ideas are rare and then he states that reality is that good ideas are everything and it is courage that is scarce. I thought the same way as Nadia. My associate degree and my bachelor’s degree are both in social science, but I work in the automotive industry. I constantly feared that my education had nothing to do with the industry and that I would not be able to effectively contribute to the company and I would not have much success. I quickly realized that the main thing holding me back was my fear of failure. Once I overcame this fear I was able to adapt, learn, and take the risks necessary to be successful. My background and education caused me to look at things from a different perspective compared to my coworkers with backgrounds in engineering or business.

The second myth or misconception that resonated with me was the idea that Nadia had to come up with the idea on her own, where in reality every step of the way someone helped her strengthen the idea and improve the design. Berkun (2013) states that a prevalent myth regarding creativity is that there is a single lone inventor rather than a team contributing to the idea. Everyone will have different ideas, perspectives, and backgrounds that can contribute to an idea to strengthen it and fill in the gaps. Puccio and Cabra (2010) suggest that an organizational structure should promote cooperative teams (p. 12). Encouraging teams to work together can help encourage creativity through the free flow of information between individuals and brainstorming ideas as a group. Breen (2004) defines this as the misconception that competition beats collaboration. The reality is that teams who trust each other, work will together, and have the confidence to take risks together will be more creative. I have run into this many, many times in my short career. People in my organization treat performance as a competition causing them to either keep ideas to themselves or try to take credit for other people’s ideas. Rather than work together to increase the likelihood of success, they try to pursue it on their own and it is not as effective or efficient as it could have been if working as a team.


                My current company is effective at encouraging creativity and innovation. Although I was afraid of my education hurting my performance at this organization, I learned that the human resources group at the organization actively seeks out different backgrounds, educations, and experience levels. This is to strengthen ideas by having different points of view contributing to the same project and moving towards the same goal. Every new worker that comes into the company believes the myth that this is a hinderance and that their education will not benefit them. It usually takes some time to help encourage individuals to take risks. Hamel (2009) suggests organizations should reduce fear and increase trust. The organization I work for has created an environment that does not penalize failure but instead rewards the attempt to implement or change a process or product.

                The organization I work for has also set up systems to encourage creativity and innovation. There is a suggestion program, where anyone in the company regardless of their position in the hierarchy can submit their ideas. Once these ideas are submitted they are analyzed and then a conclusion is made if the suggestion would be beneficial. Once the decision is made, individuals volunteer to take on the project based on additional ideas they have. They also hold “pitch nights”, where everyone comes together and openly discusses and shares ideas. This free flow of information allows for teams to get together and work on projects as a group. There are always ideas available, and my organization gives us the time necessary to pursue them.

APA References

Berkun, S. (2013). The Ten Myths of Innovation: the best summary (updated). Retrieved from

Breen, B. (2004). The 6 Myths of Creaitivity. Retrieved from

Hamel, G. (2009). Moon Shots for management. Harvard Business Review, 87(2), 91 – 98.

Laureate Education (Producer). (2012f). Myths of Creativity. [Interactive Media]. Retrieved from

Puccio, G. J., & Cabra, J. F. (2010). Organizational creativity: A systems approach. In J. Kaufmann & R. J. Sternerg (Eds.), The Cambridge Handbook of Creativity (pp. 145 – 173). New York, NY: Cambridge University Press.


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