Scott Sheinfeld, Ed.D.

Assistant Professor of Management

Location
Boreham Business Building 110
Scott Sheinfeld, Ed.D.

I am a self-admitted nerd and disruptive innovation enthusiast. I have worked with everyone from non-profits to Fortune 500 organizations and everything in between. Organizations include Gannett, AT&T, The Atlanta Braves, Waste Management, Landry’s Inc., Texas Children’s Hospital and has served on the Board of Directors of the Houston Chapter of the American Marketing Association.

After completing my MBA, I began working as an Adjunct Professor in graduate and undergraduate programs in Houston, Texas. This inspired me to become a full-time professor. In 2016 I completed my Doctorate from Argosy University Graduate School of Business and Management in Organizational Leadership / Organizational Behavior. My dissertation covered disruptive innovation and creativity in leadership with their impact on cultural change.

In 2017, I joined the faculty at University of the Ozarks. I love bringing my years of real-world experience to the classroom to help teach, mentor and challenge my students. Here at U of O, I also serve as faculty advisor for Phi Beta Lambda and Enactus chapters. My research interests include creativity’s role in disruptive innovation, and neurodiversity in organizational leadership.

Special Projects / Initiatives

Through research, my goal has been to bridge the gap between creativity and organizational leadership. How do creativity and innovation contribute to increasing organizational success, thus making positive changes in societies/cultures/civilizations, as opposed to adherence to established business models? The ability to develop new ideas about an organization’s products and services involves creativity. Creativity can be a key factor leading to innovation. Innovation can bring about a competitive advantage, and innovation and creativity are often acknowledged as attributes that make a business successful.

In my initial research, I wanted to concentrate on applying foundational knowledge and research to a real world issue taken from developing research. In my dissertation, I utilized existing research to inform decisions about specific issues that would lead to improved practices within an area of study. I completed a mix method approach in my dissertation that included extensive research, understanding of methodology and exploration of theory. I wanted my approach to take a next step to a Ph.D. program’s research.

As I was exploring the work of Harvard’s Dr. Clayton Christensen on disruption and innovation, I wanted to examine the research from a viewpoint of creative leadership and not sustaining technologies and textbook business models. Marken (1992) stated “MBA thinking is still at the center of the body of knowledge while the artists’ body of knowledge is relegated to the Fine Arts area. This (research) should build on the body of knowledge an understanding of the value of creative leadership”. I wanted my approach and research to branch from a view of the leader as a creative to bridge the gap between Fine Arts and what MBA/DBAs would traditionally concentrate.

From here, I would like to take this research into a further exploration of Neurodiversity and the value of those considered neurodiverse. This is a concept where neurological differences are recognized and respected as any other human variation. Differences can include those labeled with: Attention Deficit Hyperactivity Disorder, Tourette Syndrome, Autistic Spectrum, Dyspraxia, Dyscalculia, Dyslexia, and others. Dr. Colin Zimbleman stated that individuals like these “offers a chance for us to glimpse an awe-filled vision of the world that might otherwise pass us by.”

I met briefly with Dr. Temple Grandin and discussed further possible research in this area. One comment she made to me was that “we really need to find future jobs and opportunities for all these kids in the spectrum.” I asked her if the best approach for that should be to show how valuable individuals like that were, especially in situations and organizations where creativity and innovation were key. We both agreed that this was all in need of further study.

Dr. Temple Grandin once stated that “the most interesting people you’ll find are ones that don’t fit into your average cardboard box. They’ll make what they need, they’ll make their own boxes”. This statement is a testament to potential innovation and creativity in leadership, which drives the change and creates new ideas and new markets, radically changing the world. How do creativity and innovation contribute to increasing organizational success, thus making positive changes in societies/cultures/civilizations, as opposed to adherence to established business models? How do we look into Neurodiversity for these answers?

This is an unexplored area with several research approaches available, and I would like to take a lead role in this field. I greatly value working with the overall diversity of scholars from different doctoral programs. I believe it is the understandings that each of us (PhDs, EdDs, and DBAs) bring together that ultimately contribute the most to the greater body of knowledge.