The desire for creative team members has never been higher. As constraints grow for organizations, the importance of having people who can think differently grows exponentially. Finding creative people is difficult, but keeping them is even harder. There is one important rule to remember when dealing with creative people: the larger the talent, the harder they are to manage. It’s not an excuse, it’s a reality. Really great creative types don’t always fit in our procedures, manuals, or systems. But, don’t lose hope – we need really creative people to challenge and stretch our organizations. Here are a few management necessities when dealing with really creative people (in no particular order):
- Accept that creative people are different. That’s why you hired them in the first place. Don’t expect them to be something other than what they are.
- Make sure you are giving them the room to be their most creative. How they work may not be how you work. Allow creative people to have their unique process.
- Clearly define expectations and reality. Don’t assume anything. Make it crystal clear what is required and expected.
- Vision is mandatory. Creative people need to know the WHY as much as the WHEN or the HOW. Cast clear vision for the why so they can work with purpose and passion.
- Understand their buy-in. Creative people leave their fingerprints on everything they touch, unlike anyone else in your organization. With each product created, a piece of them is attached to it. So tread carefully but honestly.
- Reinforce their wins, protect them in their losses. Pretty simple. Celebrate creativity when it succeeds and protect them when they fall. Bought-in creative people will be infinitely harder on themselves when they fail than anyone else could ever be.
- Create safe places for them to work and share.
- Allow them to fail sometimes so they can always feel the liberty to take risks. Risk and creativity dance hand-in-hand. If you want great creative stuff, allow risk and failure to live in your organization from time to time.
- Understand the importance of relationship. Invest. Invest. Invest. Then, invest some more. Creative people are going to want to feel they are a part of the process, not a part IN the process. Care as much about them personally as you do about what they create for you and your organization.
- Create culture that feeds creativity. Creativity is a muscle and needs to be exercised. Make sure your environment supports your commitment towards creativity.
- Coach towards creativity. What you coach develops. If you want people’s creative best, coach them towards creativity. Ask them how they are doing, what is inspiring them, what they’re excited about.
- Protect them. Passionately.
- Mix it up. Give creative people change-ups so they don’t fall in a rut, lose interest, and find something new to do.
- Remove Clutter. Clutter crushes creativity.
Andy Stanley has been quoted saying: “We treat everyone fair, but we don’t treat everyone the same.” If you want the best from your creative team, understand that they are comfortable with fair, but they aren’t going to fit in to how you treat everyone else. They are unique by design and it’s what makes them great at creating, innovating, and developing for your organization.
Do you manage creative people?
What are some things you do to help make them their best?
Are you a creative employee?
What do you need from your boss or manager?
Love this Brewster! As a creative and a manager of creatives (it’s hard to do both at the same time) I can’t agree with this more.
In the same boat. It’s a big challenge. Especally in an environment where upper mgt has become more interested in cranking things out than being creative.
You said it really well! Bless you!
thanks!
You nailed it man!
My position right now is more creative than manager (even though I do both) but I know a time is coming when those may reverse (or at least equal) & this is definitely a post I will come back to.
I had a slight reaction to the word ‘manage’. I would have preferred ‘lead’. I suppose that means that you can rest your case. It’s hard dealing with us wacky creatives! 🙂
ha…well, if truth be told I wrote this thinking that those of us who are creative would a. be able to translate those words and b. share this with our boss who speaks “corporate” far better than we do. 🙂
This absolutely rocks!
Managing creativity is a myth and frustrating malfunction for all, in my opinion. I hear what Brad is saying. The difference is creatives create content, which is not an incremental logistic that can be applied in our metrics the same way as say sales numbers. You are really pushing away from traditional management to leadership in your list. And, you are focusing on the people. This is why what you are saying is layers of goodness. Thanks.
RK
thanks man. See above. Haha.
Appreciate you dropping by.
Good stuff, as usual. 🙂 I would add that it’s good for creatives to be challenged to follow one another’s vision. Also, we should protect artists, but not protect them from honesty about the areas that need to be improved. However, when offering criticism, it should be helpful and instructive or even collaborative, not just, “it sucks.” One more thing I think is important: develop a relationship beyond the task. Care about who they are, not just what they can do for you.
GREAT point.
As a creative, I mostly agree. But I would rather have someone tell me how I’m playing that song sucks than do the whole, “you play really well, but the way you played that wasn’t exactly what we’re looking for.”
I think that works with some creatives, but some of us would rather you just cut to the chase.
This is a great article. I’m glad I’m not weird for thinking all the things on the the list.
thanks!!! i agree. every artist is different and that is good.