Welcome back to Weirdos in the Workplace, the podcast that celebrates authenticity, passion and purpose in today's world of work. I'm your host, Erin Patchell, and this week we're going to talk about nurturing creative cultures where innovators can thrive. Building a creative culture can sometimes be a little bit like you've opened Pandora's box. Once the genie is out of the bottle how do you keep creativity from evolving into chaos? Let's chat about it.
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One of my favorite writers, Ursula K. Le Guin wrote "The creative adult is the child who survived." In this podcast, when I talk about a sandbox, I actually want you to picture yourself as a child sitting in a pile of sand. Maybe you're by yourself or maybe you're playing with someone else. I want you to feel safe in the sandbox. There are four short wooden walls around you. You have all the tools you need to build amazing structures or set the scene for a great adventure.
It's no secret that as we get older, we lose our childlike innocence and we let our own personal sandboxes get smaller and smaller, we let the walls get higher and higher, until sometimes we can't even see the sun. I actually believe that every person has the capacity to create. If you think you're not a creative person, I completely beg to differ. You give me a call. I will tell you what I see inside you.
But in the rush to adulthood and so many years running on that hamster wheel, it can be a struggle to unleash it. Particularly for those of us who have sometimes been burned by our creative sides and have learned the hard way that putting on a mask feels like the lesser of two evils.
As we all navigate the ever-changing landscape of our world, one thing becomes clear: organizations must not only adapt but embrace creativity to truly thrive. However, fostering a culture that nurtures and harnesses the power of creativity is no easy task. It's a complex endeavor that requires leaders who not only value unconventional thinking but also empower their teams to step outside their comfort zones and then know how to support folks who at first glance can sometimes seem chaotic.
And this is what I'm talking about when I say "letting the genie out of the bottle". Letting the genie out of the bottle means accepting the consequences of letting people unleash their creative potential. You might think that consequences seems like a strong word, but as we navigate innovation we need to think about our values, culture and behaviours in a holistic way. Everything we do has a shadow.
Risk-taking: Risk-taking is a valuable skill that can lead to innovation and breakthroughs. It involves a willingness to step outside one's comfort zone, explore uncharted territory, and embrace uncertainty. Taking calculated risks can propel individuals and organizations forward, encouraging growth and adaptability.
But - shadow side: excessive risk-taking without proper evaluation or consideration of consequences can lead to reckless behavior and poor decision-making and it can result in financial losses, reputational damage, or harm. So, we have to evaluate the risk and decide if that's something we're willing to live with.
Nonconformity. Nonconformity refers to the ability to think independently, challenge existing norms, and bring fresh perspectives to the table and is especially influential right now when we're talking about diversity, equity and inclusion. Embracing nonconformity can foster creativity, allowing individuals to break free from conventional thinking and discover innovative solutions. It encourages diversity of thought and can lead to paradigm shifts.
But, the shadow side. It can result in opposition or resistance to established systems or authority. This can lead to a lack of cohesion within teams, difficulty collaborating, and a breakdown in communication. Strong aversion to conformity without careful consideration of context and consequences may hinder effective teamwork and impede the progress within an organization.
And disruption. Disruption also involves challenging the status quo, revolutionizing industries, driving positive change, and improving efficiency. Groundbreaking innovations. Industry advancements.
But, like the others, disruption can create instability and resistance within organizations. It can lead to conflicts or tension with individuals who prefer stability and predictability. And without a clear vision or purpose can cause confusion and a lack of direction. So, we have to be really careful with these things.
And a lot of the time I see that leaders who are managing creative teams are actually taking it on themselves, taking what they perceive as the chaotic nature of innovation and working with creative people and internalizing it as their own failure. And if that statement sounds a little bit personal, it's because it is. I have been that manager and I've been that leader who is wholly aligned with the value of creative culture but is still lacking the skill set to get the absolute best out of their team. What I can tell you is that while it gets easier, because you're learning and maybe learning the hard way sometimes, I'm not sure we ever stop learning how to do better - nor should we. We're innovating, as a manager and a leader, we're learning how to nurture our teams, just as our teams are creating and innovating ways to deliver value to our customers.
Creative individuals are known for their free-spirited nature, penchant for exploration, and ability to see possibilities beyond the conventional. While these qualities are incredibly valuable, they can also present challenges for managers who have to prioritize and are pressured to prioritize efficiency, structure, predictable outcomes, deadlines, timelines and budgets.
Creativity has a way of breaking free from the confines of traditional norms and expectations. We are disrupting the status quo and challenging the established order. This can be both exhilarating and unsettling for managers, leaders and owners who are accustomed to a more controlled environment.
And sometimes it's even the passion and purpose for their work that can become part of the challenge, frankly. The idea of relinquishing control and allowing room for experimentation and exploration within that sandbox like we talked about, means providing the necessary resources and support for creative individuals to pursue their ideas, even if the outcomes are somewhat uncertain.
But as you can imagine, creativity without structure leads to chaos, and chaos is not good for business. To effectively work with creative people, managers must cultivate an environment of trust, where team members feel safe to express their ideas, even the seemingly unconventional ones. It's through this trust that the full potential of creativity can be unlocked. Once you have a foundation, that rapport, everything is easier - giving feedback, supporting development, aligning priorities and focus, making sure that the sandbox they are playing in, that we're playing in together, has structure and some kind of focus.
As managers, it's crucial to walk that tightrope between providing guidance, systems and direction, accountability of course, and giving creative individuals the autonomy and freedom to soar. Like a symphony conductor, leaders must bring together the diverse talents and perspectives of team members, harmonizing their efforts towards a shared vision. It's a lot of skills to learn. It's a lot of pressure.
It really is the vision though that is the most fundamental part. Forget culture and forget values for a second. When it comes to working with creative people and motivated intrapreneurs, your vision better be solid because they need something to tap into. If you don't have a strong enough vision, your team will start to develop their own vision, which is an extremely common source of incredible tension and potential conflict, and also risk.
Remember, creativity is not limited to specific roles or departments. It can thrive in every corner of your organization and by embracing creativity and providing the necessary support and freedom to explore new ideas, we're creating environments that foster that innovation, attract and retain top talent, and also position your company for longer term success.
Whether you're a small company or a large organization, I will encourage you to make it safe to try new things, to test new processes, say "yes" to interesting ideas. Make it safe for any person in the company to talk with any other person. It's actually shocking how many companies that I go into where they're actually a little bit scared to just pick up the phone and call one of their colleagues and set up a coffee meeting. Get to know each other. Talk about the different challenges. Break down those barriers.
Build moments of frivolity into your work day. If every minute of your time or your team's time is being spent on urgent matters, frankly, your time and their time is being wasted when you could be developing something that changes the game completely.
So, give your team a bigger sandbox to play in. Nurturing a creative culture is not without its challenges, but the rewards are boundless. Embrace unconventional thinking, empower your teams, and create an environment that supports creative exploration. You can tap into a wellspring of innovation and your organization will thrive even more in the face of change.
As you can probably tell, developing a creative culture isn't for the faint of heart. Are you up for the challenge?
To quote Maya Angelou, "You can't use up creativity. The more you use, the more you have." This sentiment beautifully encapsulates the essence of nurturing creative cultures. It's about recognizing that creativity is an infinite resource, one that grows and expands as it is unleashed and shared within an organization.
That's all for today. Today or tomorrow, lead by example and do something unexpected in your workplace. Stand up for something. Think out loud. Be wrong. Be brave. Create a little bit more creativity. Until next time, stay weird, stay wonderful and remember, don't stay out of trouble.
