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Do all employees have the capability of being Creative at work?
Bruce Nussbaum thinks so. There are 5 categories describing Creative Intelligence. Under the “Playing” category, Nussbaum describes the art of play that employs having fun and being creative in a team environment. Most Creative Intelligent people find working within a team allows them to think outside of themselves. And the discovery of how new information forms is how Creative Intelligence takes shape.
Spring has sprung! Spring is a time for renewal and rebirth of life and energy—plants and flowers begin to sprout and bloom, the annual “spring cleaning” spree ensues to remove unnecessary materials collected during the winter hibernation months, cleansing of the mind and body are encouraged. As such, spring is an essential time for leaders in organizations to review, rethink, and rejuvenate their overall culture by reevaluating their own skills.
Those holding leadership positions should ask themselves, “What can I do to make my organization better?” This “spring cleaning” may include tactics, ideas, strengths and weaknesses.
- Tactics: As a leader, making strategies and planning (whether long-term or short-term) are typical functions. Tactics on how to perform these strategies must be considered—what’s working now? What worked in the past? What have I done that seems to be working? Sure, every situation is different and plans need to be adjusted, but you, as a leader, must decide and eliminate strategies that may not be working (e.g. plans that are outdated and cannot reach the same caliber as current trends). In cases when sudden incidences rise without any warning, leaders must be quick and think on their feet without breaking a sweat.
- Ideas: Has your organization hit a plateau where innovation is nonexistent? Think outside of the box! Be inspired by creativity and if your ideas fail, at least you were brave enough to throw out suggestions that may seem out of the norm to others. After all, every accomplishment starts with the decision to try. With leaders making innovative and creative decisions, they can set a precedent for their employees to do the same; ignite the spark for creative thinking and see the results in action!
- Strengths and weaknesses: To be the best leader you can be, strengths and weaknesses must be acknowledged and carried out. Self reflect on what you need to work on and try tackling them a little bit everyday. If you want a more in-depth tool for seeking out your weaknesses (and strengths), consider conducting, or ask HR to conduct, a 360-degree feedback to see what your peers think of you and your effectiveness as a leader.
Keep a fresh open mind and see what you can accomplish for your organization. Now that spring has sprung, how are you planning to “renew” your leadership skills?
*e-VentExe is a full service human resource consulting firm specializing in leadership training and development. If you’re interested in conducting a 360-degree feedback, we can assist you in the process. Follow us on Facebook and/or LinkedIn to learn more about our company and see what interests us!
Amelya Stevenson, SPHR-CA is the owner of e-VentExe, a full service human resource consulting company located in Northern California. Earlier this year, e-VentExe created their own document detailing what it takes to be a superstar manager. Here’s the official video to the first part of the oath!
Leaders are visionaries—they are passionate about their beliefs, they set clear goals to be achieved, and they never give up on their desires, even if completed in unconventional ways. We have witnessed creative leaders throughout history; look at Steve Jobs and the way he changed technology, Ghandi and his nonviolent approach to human conflict, The Beatles and their rock music that challenged the mainstream. All these leaders were innovative and wanted to make a change in their respective industries.
When we look at creative leaders in the past, we remember how and what they did to achieve their dreams. All these creative individuals gained popularity by igniting a spark in others; these leaders knew how to speak to a person’s soul rather than blatantly sale their mission. People felt personally connected with or intrigued by their words and ideas because these leaders defied the ordinary.
There are commonalities when we look at past leaders deemed as creative: they all provided a clear message of ideas, they essentially created the persona of an expert to their supporters, and they were able to maintain a dedicated and steady audience.
A growing issue in businesses and organizations today is employee retention. How do businesses keep their employees engaged and interested in their company? If we compare creative leaders with ordinary business leaders, we can see that the same tactics in the former works for the latter—being passionate goes a long way. It is believed that creative leaders have the ability to build teams, build collaborative work environments and provide the motivation to allow employees to think outside the box and take risks at work. This new concept is called, “Creative Intelligence.”
Statistics compiled by The Corporate Executive Board Company states that small businesses suffer greatly from their quality of labor because “replacing one person on a small team could be equivalent to replacing 10% or 20% of the workforce,” which makes employee retention very important for these businesses.
Business leaders must have a clear mission and know what kind of employee they wish to seek who will also fit well into their company culture. If they can not establish a clear message as to what they want represented, then why would anyone want to represent them? In this day and age, people are more motivated to do work for companies they believe in, so wouldn’t executive leaders want to find the perfect candidate who strives to make the company better? One way business leaders can do this is via assessment tools, which screens prospective candidates by using various tests to determine their skill levels and overall work ethic.
Progressive leaders should strive to use Creative Intelligence in the workplace. Their employees will be more engaged in their work and satisfied. Retention will be reduced and bottom line number will grow.
*e-VentExe is a full service Human Resource consulting firm that specializes in HR compliance, policy development, employee retention, training and development and assessment tools.
Being the president and CEO of an HR consulting firm, I was recently asked some questions as to what calls for a competitive employment benefits package in this day and age. In respect to Generation Y entering the workforce, these were my answers to the questions:
Q: From your observations, what do you think attracts more job candidates?
A: With the Millennias gaining a foothold in the workforce today, it is necessary for organizations to recognize their current and cutting edge talents and retain them inside companies. They are looking for job enhancement opportunities or they will become restless and move on to another opportunity. I would not call this job hopping per se, but more allowing them to work independent, challenge their thinking and decision making skills so that they feel empowered to continue to grow their skills. It is all about them and less about being loyal to the organization. If they don’t feel like they are getting what they expect from a job, they will just leave it. Money and stability is not high on their priority list. Learning and growing their skills is key to their success today. Therefore, an employer must have a flexible schedule to offer challenging tasks for them and flexible work schedule. They want to come and go without the baggage and responsibilities that the baby boomers craved for in their work. Again, work life balance is very important to the Millennias and they will stay in a job as long as these personal points are filled.
Q: What are you proud to offer to your employees?
A: With that said, I offer a very flexible work environment that allows the Millennias to learn new tasks, come to work during a time that is established by them, leave after the projects are completed and challenge their thinking every step of the way. I provide a lot of autonomy for them to grow their skills. What I get in return is fresh, current thought-provoking thoughts, ideas and projects that are not mainstream and creative to my clients.