Hans Ulrich Obrist consistently asks creators about their unrealized projects. This question bypasses the limitations of their daily work to reveal their deepest ambitions, utopias, and self-censored ideas. It's a powerful tool for understanding true potential in any field.

Instead of forcing conformity, create an environment where diverse specialists—the "wildflowers"—can thrive. The leader's job is not to standardize but to cultivate a space where each person's unique genius can flourish and interact, leading to more interesting outcomes.

To keep its master perfumer inspired, Hermès would arrange for artists from entirely different fields, like a famous saxophonist, to spend days with him. This cross-pollination of creative thought from outside one's own craft is a deliberate strategy to expand perspective and foster breakthrough ideas.

Effective facilitation is more than just managing a meeting; it's creating "proactive, productive serendipity." By intentionally connecting the right people, making them feel welcome, and structuring the environment for psychological safety, a facilitator turns random chance into purposeful, high-value interactions.

Innovation at scale is not organic; it requires intentionally developing three leadership roles. "Architects" design the system for innovation, "Bridgers" connect silos and external partners, and "Catalysts" build movements to drive new initiatives. Most companies critically lack skilled Bridgers.

Artists are experts at pivoting and working with questions rather than answers. Obrist suggests businesses should embed artists on their boards or as residents. Their comfort with ambiguity can provide a unique perspective for navigating an unpredictable future, a skill traditional business often lacks.

Obrist argues that true organizational reinvention comes from challenging the static org chart. At Serpentine, he added entirely new departments for technology and ecology. This structural change allows the institution to produce new kinds of work, rather than just iterating on existing formats.

Resisting short-termism, Hans Ulrich Obrist designs projects that can evolve for decades. His "Do It" exhibition, running for 33 years, constantly learns and adapts. This model treats a project not as a static outcome but as a dynamic system designed for longevity and continuous learning.

While having a clear, formulaic professional identity (e.g., 'the B2B SaaS investor') helps with fundraising, being interesting and unlabelable attracts more serendipitous and potentially groundbreaking opportunities. People with diverse passions create a magnet for other interesting people and ideas.