Orbiting the Giant Hairball Summary

“Orbiting is responsible creativity: vigorously exploring and operating beyond the Hairball of corporate normalcy while remaining connected to the spirit of the organization.”

1. Creativity is inherent in all of us

Creativity resides at the core of every human being. As children, we exhibit boundless imagination and adventurous attitudes, often unrestrained by social norms or expectations. We dive into risky explorations and express our unfiltered thoughts freely, embodying our natural-born genius.

However, societal norms gradually erode this innate creativity. People, driven by the need for order and predictability, often suppress their own creative impulses. By striving to conform, individuals lose connection with their original imaginative spark. The more we chase normalcy, the more distant we become from our creative roots.

This is evident in children’s changing self-perception of creativity. The author recounts how first graders enthusiastically claim to be artists, while by sixth grade, only a few still hold on to this belief. Creativity doesn’t vanish — it’s stifled by societal expectations. To reclaim it, we must embrace our unique ideas and defy conventionality.

Examples

• A child playing with household objects and turning them into imaginary gadgets.
• First graders’ enthusiastic response to art-related questions compared to sixth graders’ hesitation.
• Workplace culture often discourages bold, unconventional ideas in favor of what is “normal” or acceptable.

2. Corporations function as tangled webs of conformity

Corporations rely on structured systems to stay organized and functional, but these systems can stifle creativity. The author likens corporate structures to tangled hairballs — masses of procedures and guidelines that perpetuate how things have always been done.

For instance, Hallmark began as a trailblazing company with innovative practices. But as time passed, its early rules compounded over decades into a rigid system. While such policies ensure efficiency, they can trap employees within layers of unchanging routines.

A growing corporate structure exerts an increasingly strong gravitational pull toward conformity. It pulls employees deeper into its web of “the way things are.” This adherence makes it difficult for individuals to generate fresh, original contributions — the hallmark of true creativity.

Examples

• Hallmark transitioning from an innovative startup to a bureaucracy of rules and procedures.
• An advertising company enforcing strict templates and guidelines for campaigns.
• The illusion of productivity through constant adherence to standard operating procedures.

3. Create freely while orbiting the corporate structure

True creation happens in the space where one dares to stray beyond rigid frameworks while staying loosely connected to the organization’s goals. The secret lies in orbiting outside the hairball — close enough to work with it, yet far enough to remain free from its constraints.

The author reflects on his early days at Hallmark, where abiding by the corporate style stifled his creativity. Over time, he transitioned to working with the Contemporary Design Department, where freedom and playfulness thrived. Within this “orbit,” employees managed to break free of tradition yet contributed meaningfully to Hallmark’s success.

This idea of orbiting applies to finding balance. Supporting the organization’s mission while carving out creative liberty ensures fresh perspectives, making both the company and the individual flourish.

Examples

• Staying loyal to the company while pushing boundaries of convention.
• The Hallmark Contemporary Design Department fostering innovation through play.
• A graphic designer exploring unapproved techniques that eventually influenced the brand.

4. Corporate culture can hypnotize and immobilize

The corporate environment often lulls employees into a state of compliance, much like chalk lines that mesmerize chickens. This metaphor describes how individuals conform to pre-set roles and lose their sense of autonomy.

The book reveals a vivid tale of farm chickens hypnotized by chalk lines, unable to break free. Similarly, employees are trained to adopt company histories, methods, and procedures as absolute truths. Over time, this immobilizes their ability to think and act creatively.

Breaking free from this “chicken hypnosis” requires reconnecting with one’s individuality. By staying aligned with their unique perspectives and refusing to stand rigidly on these chalk lines, individuals regain their creative autonomy.

Examples

• The story of chickens frozen in place on chalk lines.
• Employees being indoctrinated with corporate traditions during onboarding sessions.
• Conformity encouraged through company performance reviews and rigid workflows.

5. Individuality fuels creativity in corporate systems

People bring unique experiences, skills, and passions to their roles. When companies embrace these differences, creativity flourishes. Employees must recognize and celebrate their own distinctiveness to contribute meaningfully.

Holding on to individuality doesn’t mean going rogue. It means finding aspects of corporate goals that resonate personally and creatively advancing those objectives. As everyone’s experiences are distinct, the resulting contributions will naturally be original and valuable.

The book highlights the importance of using personal passion to innovate without dismissing organizational objectives. This balance prevents redundancy and ensures that creative input is effectively aligned with broader goals.

Examples

• Recognizing employees as individuals rather than interchangeable units.
• Bringing personal passions, like graphic design, into a non-artistic role.
• Employees proactively aligning their initiatives with overarching company missions.

6. Job descriptions can restrict innovation

Traditional job descriptions often act as metaphorical cages. While intended to provide clarity, they overly limit employees to narrowly defined roles and responsibilities, curtailing their ability to innovate.

By confining people to predetermined tasks, corporations discourage flexibility and adaptability. This rigidity prevents employees from showcasing unexpected skill sets or adopting new approaches that don’t match the “job description.”

Instead, the author suggests envisioning work environments as dance floors. Employees, free to move, can flow collaboratively to adapt to the organization’s changing rhythms and contribute in meaningful ways.

Examples

• Employees boxed into specific tasks unrelated to emerging opportunities.
• A graphic designer restricted to marketing materials when they could help develop web content.
• “Dance floor” dynamics where employees innovate freely and cooperate spontaneously.

7. Playfulness and chaos can inspire success

Creativity thrives in environments unburdened by strict rules. Playfulness encourages innovation, and chaos invites experimentation. These principles can lead to unexpected yet successful outcomes.

Hallmark’s Contemporary Design Department exemplified this approach. Its looseness and variety generated some of the most original, forward-thinking designs in the company. These projects succeeded not despite chaos and playfulness but because of them.

By incorporating unconventional approaches and welcoming failure as part of the process, companies can create spaces where originality thrives.

Examples

• An artist experimenting with new materials and discovering groundbreaking results.
• Hallmark’s Contemporary Design Department allowing free exploration.
• Brainstorming sessions where participants suggest “off-the-wall” ideas.

8. Reconnect with the spirit of discovery

Returning to curiosity and wonder unlocks our creative potential. As children, we approach life with fascination and explore without fear of failure. Recapturing this spirit can reignite artistry.

The book urges readers to detach from monotonous routines and rediscover joy in creating. Approach tasks not as assignments to be completed, but opportunities to dream. When passion fuels productivity, creativity flows.

By stepping out of autopilot mode and embracing curiosity, we can tap into limitless innovation.

Examples

• An employee exploring unsanctioned hobbies that later aid their career.
• Rediscovering childhood passions and incorporating them into professional life.
• Employees encouraged to take on side projects “just for fun.”

9. Leadership should emphasize flexibility over rules

Leaders often focus on enforcing rules to manage their teams. However, granting flexibility and autonomy has proven to be a more effective approach for cultivating creativity.

By reducing the focus on rules and allowing employees to engage freely, leaders open doors to innovative solutions. This environment fosters trust, collaboration, and a sense of ownership in employees who feel their contributions truly matter.

Encouraging autonomy sends a clear message: innovation requires freedom, not micromanagement.

Examples

• Leaders at startups promoting “guided autonomy” over strict regulation.
• Teams outperforming when given flexible project scopes.
• Employees excelling when encouraged to work on passion projects that align with organizational goals.

Takeaways

1. Treat creativity as a muscle — practice it by experimenting and exploring outside routine.
2. Strive to remain engaged with organizational goals, but avoid being consumed by conformist procedures.
3. Encourage workplaces to act more like dance floors, where employees can move freely and creatively.