Originals: How Non-Conformists Move the World

Adam Grant uses the term “blind inventors” to refer to originals’ inability to be “reliable judges of the quality of their ideas” (46). Originals tend to see their own ideas as foolproof, and this leads to overconfidence in their potential for success. Grant insists that the best way to combat this phenomenon is to gather unbiased feedback from other creative people.

Grant describes three types of blueprints for hiring employees across industries: “professional, star, and commitment” (158). Professional blueprint companies hire based on qualifications and skills. Star blueprint companies hire based on potential. To Grant, commitment blueprint companies are superior because they hire based on cultural fit—on whether a potential employee matches a “company’s values and norms” (158). He also cites a survey by sociologist James Baron in which commitment blueprint companies were deemed the most likely to succeed in the long term. This type of company’s employees foster each other’s creativity and remain employed and motivated because they care about their workplace’s philosophy.

“Devil’s Advocate” is a term dating back to 1587 when the Pope at the time wanted to appoint a “promoter of the faith” to challenge dogma and religious policy. Since then, the term evolved and now generally refers to a person who presents weaknesses and worst-case scenarios in order to challenge an idea.