The challenge for creative leadership lies in focusing, identifying, recognizing and valuing creative behavior. The organization itself can not be more creative than the degree to which managers and employees use creativity. The challenge is that all creativity should be used to achieve the set goals.
The challenge is to shape the conditions for creativity focused on the goals of the department, team, business unit or organization.
That asks for vision and a sophisticated policy to encourage creativity, to harvest it and turn it into meaningful and effective innovations.
But it all starts with explaining to your employees what you mean with creativity and creative contributions. Some people associate creativity only with the arts and artists.
So be as clear as possible what the desired creative behavior in the work setting is. If creativity means that employees have to come up with new ideas about improvement and innovation, communicate this and illustrate it with examples. If creativity means that we have to listen differently to customers, discovering their hidden needs, use our imagination to visualize future needs, then be explicit that you expect this behavior.
Be aware that a lot of employees have a self-image of not being creative. As a manager you change this thinking and show them that we are all creative and that their work offers an abundance of opportunities to express and strengthen their creativity.
With this kind of leadership you will will awaken the creative giant in in your employees!
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