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Originals: How Non-Conformists Move the World

Originals: How Non-Conformists Move the World

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  • Create Date：2021-10-15 08:53:42
  • Update Date：2025-09-06
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  • Author：Adam M. Grant
  • ISBN：0525429565
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Summary

In Originals the author addresses the challenge of improving the world from the perspective of becoming original: choosing to champion novel ideas and values that go against the grain， battle conformity， and buck outdated traditions。 How can we originate new ideas， policies， and practices without risking it all？
 
Using surprising studies and stories spanning business， politics， sports， and entertainment， Grant explores how to recognize a good idea， speak up without getting silenced， build a coalition of allies， choose the right time to act， and manage fear and doubt; how parents and teachers can nurture originality in children; and how leaders can build cultures that welcome dissent。 Learn from an entrepreneur who pitches his start-ups by highlighting the reasons not to invest， a woman at Apple who challenged Steve Jobs from three levels below， an analyst who overturned the rule of secrecy at the CIA， a billionaire financial wizard who fires employees for failing to criticize him， and a TV executive who didn’t even work in comedy but saved Seinfeld from the cutting-room floor。 The payoff is a set of groundbreaking insights about rejecting conformity and improving the status quo。

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Reviews

LAMONT D ，

YOU CAN TELL HE IS A TEACHER BY THE WAY HE SUMMARIZES HIS "ACTIONS FOR IMPACT" AT THE END OF THE BOOK APPLICABLE FOR INDIVIDUALS AS WELL AS LEADERS IN CORPORATE ENVIRONMENTS。 I LIKE HOW HE WEAVES HIS MAIN THEME IN EACH CHAPTER TO A PARTICULAR REAL-LIFE STORY。 HE ALSO HAS SOME POINTS TO GIVE TREACHERS AND PARENTS。 I LIKE THE THOUGHT OF EMPHASIZING VALUES OVER RULES WITH YOUR KIDS。 HIS ILLUSTRATION REGARDING ORIGINAL IDEAS THAT GAVE THE READER THE OPTION OF TWO WORDS AND WHICH ONE THEY LIKED BETTE YOU CAN TELL HE IS A TEACHER BY THE WAY HE SUMMARIZES HIS "ACTIONS FOR IMPACT" AT THE END OF THE BOOK APPLICABLE FOR INDIVIDUALS AS WELL AS LEADERS IN CORPORATE ENVIRONMENTS。 I LIKE HOW HE WEAVES HIS MAIN THEME IN EACH CHAPTER TO A PARTICULAR REAL-LIFE STORY。 HE ALSO HAS SOME POINTS TO GIVE TREACHERS AND PARENTS。 I LIKE THE THOUGHT OF EMPHASIZING VALUES OVER RULES WITH YOUR KIDS。 HIS ILLUSTRATION REGARDING ORIGINAL IDEAS THAT GAVE THE READER THE OPTION OF TWO WORDS AND WHICH ONE THEY LIKED BETTER WAS ENTERTAINING AND CERTAINLY MADE HIS POINT CRYSTAL CLEAR。 。。。more

nalini singh ，

Interesting stories， anecdotes and examples of creativity， extraordinary leadership and innovation starring mostly white or american people。 Definitely not "original" but engaging content that one can sort of learn from but I am not very convinced about the thread that is supposed to tie this book together- 'original' being a certain type in human beings who were born to bring about change in this world。 The research cited in the book is slightly related to the concept at best but doesn't prove Interesting stories， anecdotes and examples of creativity， extraordinary leadership and innovation starring mostly white or american people。 Definitely not "original" but engaging content that one can sort of learn from but I am not very convinced about the thread that is supposed to tie this book together- 'original' being a certain type in human beings who were born to bring about change in this world。 The research cited in the book is slightly related to the concept at best but doesn't prove anything。 However， I really like the summary at the end and tips of what one can do to preserve/promote originality in real life settings， hence the four stars。 。。。more

Shrey ，

Originals: How Non-Conformists Move the WorldAdam Grant， a terrific organisational psychologist， is known for his eloquent writing style， sharp wit， organisational studies， and face-to-face interviews。 His mannerism is apparently evident in his book aimed to identify what originals， viz。 the people with the most successful innovative ideas， do different from the masses and have in common with other originals。 The book involves a number of research studies， typical of Adam Grant， with lucid concl Originals: How Non-Conformists Move the WorldAdam Grant， a terrific organisational psychologist， is known for his eloquent writing style， sharp wit， organisational studies， and face-to-face interviews。 His mannerism is apparently evident in his book aimed to identify what originals， viz。 the people with the most successful innovative ideas， do different from the masses and have in common with other originals。 The book involves a number of research studies， typical of Adam Grant， with lucid conclusions about the originals。 Further， it also covers a number of case studies involving corporations， products， and creative ideas。 In ‘Originals’， the theme is not restricted to a particular domain or a group of domains。 It aims to cover a variety of domains as is fairly possible for a book targeted at mass audiences with minimal exposure to behavioural psychology。 The stories of Polaroid， Ray Dalio， CIA， and Martin Luther King Jr。’s historical speech i。e。 ’I have a dream’ are some of the most fascinating stories that Adam Grant presents with this piece。 It drives the readers to question the conventions they have had for so long about the most innovative fellow sapiens。 ‘Originals’ also shares counter-intuitive analyses that aim to contort the rational thoughts about procrastination， first-mover advantage， group-think， and the order of birth。 To an advantage， this can also serve as a “How to” book in the pursuit of creativity and originality。 There are plenty of conclusions at the end of the book guiding what the originals really did as a common principle and what they avoided doing as a matter of habit。 At times， a few stories seem overstretched， but they help the readers internalise the situation before jumping to the conclusion of the case study。 For all the people in the creative domain or in the pursuit of originality， this is definitely a must-read。 。。。more

Dave Taylor ，

Interesting reading about how entrepreneurs think， approach problem solving， and buck the system。 Not sure how much is new in this book， however， as this topic is explored endlessly in business titles， but I liked it good enough to use it as required reading for an entrepreneurship course I'm building。 Interesting reading about how entrepreneurs think， approach problem solving， and buck the system。 Not sure how much is new in this book， however， as this topic is explored endlessly in business titles， but I liked it good enough to use it as required reading for an entrepreneurship course I'm building。 。。。more

Jeroen Karregat ，

Stopped reading at around 120 pages。 could not capture my attention long enough to push through。

Laura Walin ，

Originals is a well-written book， based on social science and psychology， on what barriers we have for original thinking and why。 For those who are willing to try the world outside their comfort zone it even provides ideas how to break the regular norms of thinking and find something novel。 The best lessons is the statement that we all can learn to be more original in our way of seeing things。 Much of who we are in terms of thinking behaviour comes from our former experiences and upbringing， but Originals is a well-written book， based on social science and psychology， on what barriers we have for original thinking and why。 For those who are willing to try the world outside their comfort zone it even provides ideas how to break the regular norms of thinking and find something novel。 The best lessons is the statement that we all can learn to be more original in our way of seeing things。 Much of who we are in terms of thinking behaviour comes from our former experiences and upbringing， but original thinking is just a skill among skills and can be trained。 Grant writes effortlessly and justifies his line of thought with convincing arguments and illustrative examples， so apart from making one think about one's thinking， this book is also a pleasure to read。 。。。more

Awortwi Dzimah ，

Adam Grant’s name lives up to his work - this book is for the nonconformist; if you truly define yourself as a square peg in a round hole i。e the pessimist， the eternal agitator， the dark spot on the whiteboard。I found every chapter and page insightful， intellectually rewarding and inspiring: the most captivating research on Bridgewater Associates’ founder and the company’s principles got me googling and searching everywhere for the man Ray Dalio。 This is a book to come back to every quarter 🙂。

Cara Putman ，

Filled with great examples—takes social science research and gives concrete suggestions for applications。

Rebecca Newland ，

I like the book a lot， though not as much as his most recent book "Think Again。" There was also a lot in here that is relevant to those who work in offices。 School dynamics are quite different。 I like the book a lot， though not as much as his most recent book "Think Again。" There was also a lot in here that is relevant to those who work in offices。 School dynamics are quite different。 。。。more

Infosoph ，

Quite a few interesting anectodes。 But a lack of differentiation between correlation and causation in too many cases。

Б。 Батчимэг ，

“Битгий луйвард” гэж хэлснээс “Луйварчин бүү бай” гэж хэлэх нь илүү үр дүнтэй байдаг。

Tamaghna Hazra ，

Just not original enough。 It was alright， nothing terribly surprising or unexpected。 I borrowed the book from a friend and wasn't engaged enough to not return it the next time we met。 Just not original enough。 It was alright， nothing terribly surprising or unexpected。 I borrowed the book from a friend and wasn't engaged enough to not return it the next time we met。 。。。more

Zach Morrell ，

Enjoyed the concepts he had in this book。 One that I thought was interesting was how a sales guy told someone why they shouldn’t buy his product and was able to sell based on proving to them that his product really didn’t have a to many issues by presenting them up front。

Gonçalo Hall ，

As someone who is working hard to change the status quo and aims to become an original this book was very useful， with incredible examples， inspiration and straightforward tips to become an original and foment originality across my personal and business life。

Hannah Duiven ，

Maybe it’s because I’ve listened to quite a few Adam Grant podcast episodes over the years， but I didn’t love this book because I’ve heard many of the anecdotes before。 It felt repetitive to me and at times I wasn’t buying how the anecdotes felt applicable on a larger scale or to my life。I totally think Adam grant is a Malcolm Gladwell-Ian author and while I still like his work， I didn’t walk away with too much from this one。 I do love his inclusion of the “actions for impact” in his books。 It s Maybe it’s because I’ve listened to quite a few Adam Grant podcast episodes over the years， but I didn’t love this book because I’ve heard many of the anecdotes before。 It felt repetitive to me and at times I wasn’t buying how the anecdotes felt applicable on a larger scale or to my life。I totally think Adam grant is a Malcolm Gladwell-Ian author and while I still like his work， I didn’t walk away with too much from this one。 I do love his inclusion of the “actions for impact” in his books。 It synthesized the whole book so well， I almost could have skipped reading it and just skimmed that last section！ 。。。more

Annika ，

Ihan ok， mutta ei antanut suuria ahaa-elämyksiä。

Suélen Fernandes ，

o início é bem informativo sobre procrastinação e tomada de risco em empreendedores mas o resto do livro pareceu meio q o início só que com mais ladainha？？？ a questão do ambiente familiar e da ordem de nascimento dos filhos influenciar o nível de “rebeldia” ou “criatividade” fez até sentido mas eu não conseguia entender se era um estudo só ou um compilado de vários estudos？？？ e a questão das empresas e culturas organizacionais de focar no problema， retirar a hierarquia e criticar pessoas abertam o início é bem informativo sobre procrastinação e tomada de risco em empreendedores mas o resto do livro pareceu meio q o início só que com mais ladainha？？？ a questão do ambiente familiar e da ordem de nascimento dos filhos influenciar o nível de “rebeldia” ou “criatividade” fez até sentido mas eu não conseguia entender se era um estudo só ou um compilado de vários estudos？？？ e a questão das empresas e culturas organizacionais de focar no problema， retirar a hierarquia e criticar pessoas abertamente ao invés de atrás de uma porta me pareceu meio ok mas como？？？？ como q faz isso funcionar？？？？？？？？ sei lá meio meh mas da pro gasto tem uns exemplos de pesquisa interessantes e outros bem duvidosos 。。。more

Simon Gianoutsos ，

I found this had some good points but was significantly longer than it needed to be。 Quite a large focus on activists & Bridgewater too。 3。25/5

Cassio Simões ，

Superb！Interesting to see the way Adam has different views。 It makes us re evaluate our mental model。 Very good examples of real life that supports the discussion。

Steven ，

After reading Think Again， I came across this book on clubhouse。 This book discusses about “originals” the non conformists and how companies who embrace this idea create an environment to culture this。 One idea which I think is really interesting is creating a work place that welcomes dissent。 This in fact allows discussions。 As always Adam’s book is always a pleasure to read。 Thank you。

Bethany ，

I like the premise of this book。。。 evaluating commonly held beliefs of a lot of "management" theories in the application of being original。 Using hindsight in examining some big events， Grant challenges some common practices and explains how his research exposes them as prohibiting originality and some other practices that can surprisingly foster originality。 Execution felt a little muddy， I got lost in the trees a lot and lost sight of the forest。 I found myself going， wait， what are we talking I like the premise of this book。。。 evaluating commonly held beliefs of a lot of "management" theories in the application of being original。 Using hindsight in examining some big events， Grant challenges some common practices and explains how his research exposes them as prohibiting originality and some other practices that can surprisingly foster originality。 Execution felt a little muddy， I got lost in the trees a lot and lost sight of the forest。 I found myself going， wait， what are we talking about？ Especially in the moments of repeated or reprisal use of examples。 I do appreciate looking at things differently or different things and challenging some commonly held beliefs and think this book is very worthwhile if for no other reason than to get you to think about things differently too。 。。。more

Abigail Ang ，

Originals is engaging and accessible， but falls short in terms of storytelling。 This feature is especially apparent earlier on， and could potentially be a result of its concision。 For a book that's under 300 pages， Grant has managed to deliver a substantial amount of insight on the topic。 This makes it a decent book for readers who prioritise knowledge gained over reading enjoyment。I personally felt that much of Originals reads like a series of well-elaborated fun facts that are better suited fo Originals is engaging and accessible， but falls short in terms of storytelling。 This feature is especially apparent earlier on， and could potentially be a result of its concision。 For a book that's under 300 pages， Grant has managed to deliver a substantial amount of insight on the topic。 This makes it a decent book for readers who prioritise knowledge gained over reading enjoyment。I personally felt that much of Originals reads like a series of well-elaborated fun facts that are better suited for a TED talk format。 The author uses far too many anecdotes to illustrate a point instead of developing fewer meaningfully explored stories （chapter 7 is an exception）。 While this provides novelty， it also comes across rather haphazard， and at times， doesn't do the stories or Grant's ideas justice。 It also leaves too little pages for the author's personality to peek through。Perhaps because of this， Originals lacks a coherent theme/atmosphere that flows throughout its entirety apart from the base concept of "originality"。 It's interesting enough to finish， but not compelling enough to remember。 It's a shame because Grant's ideas are definitely thought provoking， but not delivered in their most flattering format。 。。。more

Bryan Tanner ，

SummaryAuthor， Adam Grant's， "Actions for Impact" end-of-book summary is so good， I’ve transcribed it below:（view spoiler）[If you're seeking to unleash originality， here are some practical actions that you can take。 The first steps are for individuals to generate， recognize， voice， & champion new ideas。 The next set is for leaders to stimulate novel ideas and stimulate cultures that welcome dissent。 The final recommendations are for parents and teachers to help children become comfortable taking SummaryAuthor， Adam Grant's， "Actions for Impact" end-of-book summary is so good， I’ve transcribed it below:（view spoiler）[If you're seeking to unleash originality， here are some practical actions that you can take。 The first steps are for individuals to generate， recognize， voice， & champion new ideas。 The next set is for leaders to stimulate novel ideas and stimulate cultures that welcome dissent。 The final recommendations are for parents and teachers to help children become comfortable taking a creative or moral stand against the status quo。Individual Actions:A。 Generating and Recognizing Original Ideas1。 Question the default。 Instead of taking the status quo for granted， ask why it exists in the first place。 When you remember that rules and systems were created by people， it becomes clear that they are not set in stone and you begin to consider how they can be improved。2。 Triple the number of ideas you generate。 Just as great baseball players only average a hit for every three at-bats， every innovator swings and misses。 The best way to boost your originality is to produce more ideas。3。 Immerse yourself in a new domain。 Originality increases when you broaden your frame of reference。 One approach is to learn a new craft。 Like the Nobel prize-winning scientists who expanded their creative repertoires by taking up painting， piano， dance， or poetry。 Another strategy is to try a job rotation。 Get trained to do a position that requires a new base of knowledge and skills。 A third option is to learn about a different culture， like the fashion designers who became more innovative when they lived in foreign countries that were very different than their own。 You don't need to go abroad to diversify your experience。 You can immerse yourself in the culture and customs of a new environment simply by reading about it。4。 Procrastinate strategically。 When you're generating new ideas， deliberately stop when your progress is incomplete。 By taking a break in the middle of your brainstorming or writing process， you are more likely to engage in divergent thinking and give ideas time to incubate。5。 Seek more feedback from peers。 It's hard to judge your own ideas because you tend to be too enthusiastic。 And you can't trust your gut if you're not an expert in the domain。 It's also tough to rely on managers who are typically too critical when they evaluate ideas。 To get the most accurate reviews， run your pitches by peers; they are poised to spot the potential and the possibilities。B。 Voicing and Championing Original Ideas6。 Balance your risk portfolio。 When you're going to take a risk in one domain， offset it by being unusually cautious in another realm in your life。 Like the entrepreneurs who kept their day jobs while testing their ideas， or Carmen Medina， taking a job to protect against security leaks while she was pushing the CIA to embrace the internet， this can help you avoid unnecessary gambles。7。 Highlight the reasons not to support your idea。 Remember Rufus Griscom， the entrepreneur in chapter three， who told investors why they shouldn't invest in his company？ You can do this too。 Start by describing the three biggest weaknesses of your idea。 And then ask them to list several more reasons not to support it。 Assuming the idea has some merit when people have to work hard to generate their own objections， they will be more aware of its virtues。8。 Make your ideas more familiar。 Repeat yourself。 It makes people more comfortable with an unconventional idea。 Reactions typically become more positive after 10-20 exposures to an idea， particularly if they are short， spaced apart by a few days， and mixed in with other ideas。 You can also make your original concept more appealing by connecting it with other ideas that are already understood by the audience， like when the Lion King script was reframed as "Hamlet with Lions。"9。 Speak to a different audience。 Instead of seeking out friendly people who share your values， try approaching disagreeable people who share your methods。 In the U。S。 Navy， a young aviator named Ben Coleman created a highly effective rapid innovation cell by assembling a band of junior officers who had disciplinary actions brought against them for challenging authority。 They had a history of principled dissent。 And although they held different objectives， their habits of loyal opposition meshed well。 Our best allies are people who have a track record of being tough and solving problems with approaches similar to yours。10。 Be a tempered radical。 If your idea is extreme， couch it in a more conventional goal。 That way instead of changing people's minds， you can appeal to values or beliefs that they already hold。 You can use a Trojan horse， as Meredith Perry did when she masked her vision for wireless power behind a request to design a transducer。 You can also position your proposal as a means to an end that matters to others， like Francis Willard reframing the right to vote as a way for conservative women to protect their homes from alcohol abuse。 And if you're already known as too extreme， you can shift from leader to lightning rod allowing more moderate people to take the reins。C。 Managing Emotions11。 Motivate yourself differently when you’re committed vs。 uncertain。 When you're determined to act， focus on the progress left to go; you'll be energized to close the gap。 When your conviction falters， remember the progress you've already made。 Having come this far， how could you give up now？12。 Don’t try to calm down。 If you're nervous， it's hard to relax。 It's easier to turn anxiety into intense positive emotions like interest and enthusiasm。 Think about the reasons why you're eager to challenge the status quo and the positive outcomes that might result。 13。 Focus on the victim， not the perpetrator。 In the face of injustice， thinking about the perpetrator fuels anger and aggression。 Shifting your attention to the victim makes you more empathetic， increasing the chances that you'll channel your anger in a constructive direction。 Instead of trying to punish the people who caused harm， you'll be more likely to help people who were harmed。14。 Realize you’re not alone。 Even having a single ally dramatically increases your will to act。 Find one person who believes in your vision and begin tackling the problem together。15。 Remember that if you don’t take initiative the status quo will persist。 Consider the four responses to dissatisfaction: （i） EXIT （ii） VOICE （iii） PERSISTENCE （iv） NEGLECT。 Only [the first two] exit and voice improve your circumstances。 Speaking up may be the best route if you have some control over the situation。 If not， it may be time to explore options for expanding your influence or leaving。Leader Actions:A。 Sparking Original Ideas1。 Run an innovation tournament。 Welcome suggestions on any topic at any time doesn't capture the attention of busy people。 Innovation tournaments are highly efficient for collecting a large number of novel ideas and identifying the best ones。 Instead of a suggestion box， send a focused call for ideas to solve a particular problem or meet an untapped need。 Give employees three weeks to develop proposals， and then have them evaluate one another's ideas， advancing the most original submissions to the next round。 The winners receive a budget， a team， and the relevant sponsoring and mentorship to make their ideas a reality。2。 Picture yourself as the enemy。 People often fail to generate new ideas due to a lack of urgency。 You can create urgency by implementing the "kill the company" exercise from Lisa Bodell the CEO of FutureThink。 Gather a group together and invite them to spend an hour brainstorming about how to put the organization out of business， or decimate its most popular product， service， or technology。 Then hold a discussion about the most serious threats， and how to convert them into opportunities to transition from defense to offense。3。 Invite employees from different functions and levels to pitch ideas。 At Dreamworks Animation， even accountants and lawyers are encouraged and trained to present movie ideas。 This kind of creative engagement can add skill variety to work， making it more interesting for employees， while increasing the organization's access to new ideas。 And involving employees in pitching has another benefit。 When they participate in generating ideas， they adopt a creative mindset that leaves them less prone to false negatives， making them better judges of their colleagues' ideas。4。 Hold an opposite day。 Since it's often hard to find the time for people to consider original viewpoints， one of my favorite practices is to have "opposite day" in the classroom and at conferences。 Executives and students divide into groups and each chooses an assumption， belief， or area of knowledge that is widely taken for granted。 Each group asks， "when is the opposite true？" And then delivers a presentation on their ideas。5。 Ban the words "like， love， and hate。" At the non-profit DoSomething。org， CEO Nancy Lubland forbade employees from using the words "like， love， and hate" because they make it too easy to give a visceral response without analyzing it。 Employees aren't allowed to say they prefer one webpage over another; they have to explain their reasoning with statements like， "this page is stronger because the title is more readable than the other options。" This motivates people to contribute new ideas rather than just rejecting existing ones。B。 Building Cultures or Originality6。 Hire not on cultural fit， but on cultural contribution。 When leaders prize cultural fit， they end up hiring people who think in similar ways。 Originality comes， not from people who match the culture， but from those who enrich it。 Before interviews， identify the diverse backgrounds， skill sets， and personality traits that are currently missing from your culture。 Then place a premium on those attributes in the hiring process。7。 Shift from exit interviews to entry interviews。 Instead of waiting to ask employees for ideas when they are on the way out the door， start seeking their insights when they first arrive。 By sitting down with new hires during onboarding， you can help them feel valued， and gather novel suggestions along the way。 Ask them what brought them in the door and what would keep them at the firm and challenge them to think like culture detectives。 They can use their insider/outsider perspectives to investigate which practices belong in a museum and which should be kept， as well as potential inconsistencies between espoused and enacted values。8。 Ask for problems， not solutions。 If people rush to answers， you end up with more advocacy than inquiry and miss out on the breadth of knowledge in the room。 Following Bridgewater's "Issue Law，" you can create an open document for teams to flag problems that they see。 On a monthly basis， bring people together to review them and figure out which ones are worth solving。9。 Stop assigning devil’s advocates and start unearthing them。 Dissenting opinions are useful even when they are wrong。 But they are only effective if they are authentic and consistent。 Instead of assigning people to play the devil's advocate， find people that genuinely hold minority opinions and invite them to present their views。 To identify these people， try appointing an information manager。 Make someone responsible for seeking out team members individually before meetings to find out what they know。10。 Welcome criticism。 It's hard to encourage dissent if you don't practice what you preach。 When Ray Dalio received an email criticizing his performance in an important meeting， copying it to the entire company sent an important message that he welcomed negative feedback。 By inviting employees to criticize you publicly， you can set the tone for people to communicate more openly even when their ideas are unpopular。Parent and Teacher Actions:1。 Ask children what their role models would do。2。 Link good behaviors to moral character。3。 Explain how bad behaviors have consequences for others。4。 Emphasize values over rules。5。 Create novel niches for children to pursueYou can read more details about each of these parent and teacher actions in a separate blog post， which expounds on Grant’s principles and applies them to a workplace setting。 （hide spoiler）]Myth-busting Ideas Gleaned from the Book• “Procrastination may be the enemy of productivity， but it can be a resource for creativity。” The most creative ideas often come after some thought and not running with one of your first ideas。 “You gotta kiss a lot of frogs before you find a prince。”• Even geniuses have trouble recognizing they have a hit on their hands。 Beethoven， Mozart， Bach， Shakespeare， and Picasso were cited as examples。 “If originals aren’t reliable judges of the quality of their ideas， how do they maximize their odds of creating a masterpiece？ They come up with a large number of ideas。 Simonton finds that on average， creative geniuses weren’t qualitatively better in their fields than their peers。 They simply produced a greater volume of work， which gave them more variation and a higher chance of originality。 “The odds of producing an influential or successful idea，” Simonton notes， are “a positive function of the total number of ideas generated。”• People judge a group by its most dissident， outspoken representative。 This is why Women's Sufferage took so long to catch on。 They found success once they paired their message with familiar， already-accepted ideas: close saloons， and bring （culturally accepted） matronly influence to war-obsessed politics。 Similarly， Disney creators were unable to sell the idea of telling an original story in the Lion King （1994）。 It didn't get traction until someone connected the idea with something familiar: It's Hamlet with lions。 “This explains why we often under-communicate our ideas。 They’re already so familiar to us that we underestimate how much exposure an audience needs to comprehend and buy into them。"• Statistically， last （or later） borns are much more likely to be risk-takers than firstborns。 E。g。， Jackie Robbinson stealing home base。 They want to differentiate themselves from their older siblings， and their parents treat them differently。 E。g。， Professional comics like Luis CK making risky jokes。 “At its core， comedy is an act of rebellion。 Evidence shows that compared to the norms in the population， comedians tend to be more original and rebellious—and the higher they score on these dimensions， the more professional success they attain。"• When you are first to market you have to make all the mistakes yourself。 Meanwhile， settlers watch and learn from your errors。 “Timing accounted for forty-two percent of the difference between success and failure。” Also， “Being original doesn’t require being first。 It just means being different and better。”• Fun fact: The likelihood of purchases increased up to $100 then plateaued then dropped off at higher prices。 E。g。， Warby Parker online eyeglass retailer。• Alarming stat: From ages 2 to 10 children are told to change their behavior every 6 to 9 minutes: 15，000 times a year！• Parents of highly creative children had usually only one rule that emphasized moral values， rather than many， specific rules。 （See Grant's article， How to raise a creative child。 Step one: back off — The New York Times， January 2016• A sign saying "Hand hygiene prevents you from catching disease" was ineffective whereas "Hand hygiene prevents patients from catching diseases" resulted in more hand washing。 People are more ready to take health precautions to prevent infecting others， rather than protecting themselves。 Public health officials could benefit from this finding in our current anti-mask-wearing culture。ReviewAs evidenced by the length of this review， Originals was a … good read。 It sprayed the reader with valuable ideas like machine gunfire。 However， there weren’t enough earthshakers in here for me to give it five stars。 One key takeaway was how to incorporate praising character into scalable corporate training。 A common problem change-leaders face （that they want instructional designers to solve） is to encourage learners to want to personally align with company values。This book taught me that great creators don’t necessarily have the deepest expertise but rather seek out the broadest perspectives。 For example， people who started businesses and applied for patents were more likely to be involved in painting， sculpture， architecture， or literature。 2x-to-22x as many Nobel Prize winners played a musical instrument， painted， did crafts， wrote poetry， acted， or danced than typical scientists。 To this point， I want to expose myself to other disciplines in order to bring more original ideas to my own。 Perhaps by hosting a podcast where I interview people in diverse fields about their favorite learning moments。 I could call it， "Interdisciplinary Learning Scavenger （ILS）。"If I were to talk about these ideas with someone， I would follow Adam Grant's official discussion guide。List of Articles by Adam GrantAdamGrant。net 。。。more

Jennifer Duffy ，

I read this for a professional development book club through work。 After reading “How to Win Friends and Influence People” this book was a breath of fresh air being that it was written in this century！ The examples were current and easily understood。 I’d like all the different techniques he provided to become an original thinker and to challenge the status quo。

Tricia ，

Really interesting book about the individual and societal influences that can create originality， creativity， and risk-taking with a good mix of data and anecdotes。

Lauren Erickson ，

I thought the book had some really cool ideas and a great way of telling real-life stories to communicate those ideas。 I started to lose interest around the second-half or so for some reason， though。 I wanted to give it three and a half stars， but rounded up because thinking back， Grant did his job pretty well， explaining in-depth the details around what makes something/someone "original。" I thought the book had some really cool ideas and a great way of telling real-life stories to communicate those ideas。 I started to lose interest around the second-half or so for some reason， though。 I wanted to give it three and a half stars， but rounded up because thinking back， Grant did his job pretty well， explaining in-depth the details around what makes something/someone "original。" 。。。more

Sergio Salvador ，

Suffers from the same ills as other business books written by American authors i。e。 the majority of examples are from the US， although kudos to Adam Grant for including the story about the Serbian revolution。 American values and ideals simply don't export as well as they used to。 Authors should be conscious of that if they mean to sell their books abroad。 Suffers from the same ills as other business books written by American authors i。e。 the majority of examples are from the US， although kudos to Adam Grant for including the story about the Serbian revolution。 American values and ideals simply don't export as well as they used to。 Authors should be conscious of that if they mean to sell their books abroad。 。。。more

Bryana ，

Great research and thoughts that cover everything from parenting， to leadership， company culture， Innovation， and entrepreneurship。 I listened to the audio and that experience was only so so， probably will get the actual book at some point。

إيمان ，

من أكثر الكتب التي قرأتها فائدة و تنظيما。 كل فصل من فصول الكتاب ينطلق من مثال ليحلل أسباب الفشل و النجاح أو الإستجابة من عدمها، و كل الحجج مدعمة بأمثلة من التاريخ أو من التجارب العلمية المرتبطة بعلم النفس أو الإجتماع أو الإقتصاد。 كتاب مبهر جدا جعلني أتساءل لماذا لا تحظى تلك التجارب بالإهتمام عندنا و نحن الشعوب التي بأشد الحاجة لفهم سلوكها الجماعي و الفردي، أسباب خنوعها، قلة وعيها، و استفحال الفردانية فيها。 بدون أسس علمية أعتقد لا يمكن أن نقف على أسباب الوضع الحالي و أن نجد تفسيرا للسلوكيات الجما من أكثر الكتب التي قرأتها فائدة و تنظيما。 كل فصل من فصول الكتاب ينطلق من مثال ليحلل أسباب الفشل و النجاح أو الإستجابة من عدمها، و كل الحجج مدعمة بأمثلة من التاريخ أو من التجارب العلمية المرتبطة بعلم النفس أو الإجتماع أو الإقتصاد。 كتاب مبهر جدا جعلني أتساءل لماذا لا تحظى تلك التجارب بالإهتمام عندنا و نحن الشعوب التي بأشد الحاجة لفهم سلوكها الجماعي و الفردي، أسباب خنوعها، قلة وعيها، و استفحال الفردانية فيها。 بدون أسس علمية أعتقد لا يمكن أن نقف على أسباب الوضع الحالي و أن نجد تفسيرا للسلوكيات الجماعية و الفردية خاصة تلك المرتبطة بالشأن العام。07/09/2021 。。。more

Alejandra Urbano Ordoñez ，

Uno de los mejores libros de innovación que he leído， el autor por medio de ejemplos de personajes reales explica las diferentes características de como salir del status quo， aplicado a diferentes roles como líder， padres y trabajadores。 Al finalizar el libro se encuentra una serie de consejos muy valiosos para lograr ser Original

Reference

google book https://www.google.com/search?tbm=bks&q=Originals: How Non-Conformists Move the World

hathitrust digital library https://babel.hathitrust.org/cgi/ls?q1=Originals: How Non-Conformists Move the World&field1=ocr&a=srchls&ft=ft&lmt=ft

The British Library https://bll01.primo.exlibrisgroup.com/discovery/search?query=any,contains,Originals: How Non-Conformists Move the World&tab=LibraryCatalog&search_scope=Not_BL_Suppress&vid=44BL_INST:BLL01&lang=en&offset=0