Each of us can become more creative. Inside YOU is creative genius, as unique to you as your fingerprints.
It’s up to you to unlock it.
Over many years, I’ve had the opportunity to interview numerous experts in the field of creativity and innovation. Whether learning from an entrepreneur or an artist, I have collected some of the best advice available on how to boost your creativity.
And these experts have shared with me what we get wrong when we think about innovation. There are myths that we believe to our own creative detriment. Don’t believe these limitations which lock you in to a dull, gray world!
“This world is but a canvas to our imagination.” –Henry David Thoreau
I’m not sure about you, but it’s hard for me to take much more of the political fights happening throughout my social media world. It’s obvious that we are in unchartered territory here in the United States because I’ve never seen anything quite like it.
“A person’s a person, no matter how small.” Dr. Seuss
I’ve seen leaders ask more questions to understand and clarify. Instead of proving someone wrong and the rightness of a position, I watched someone modify language and communication. Or, try this: Start with the positive before you believe the worst about someone. And especially gratifying was when two people agreed to actually talk. Yes, talk—you know, when you are actually sitting down, face-to-face and having a real conversation instead of a social media onslaught. What an idea! Finally, I was particularly pleased when someone took my counsel. My advice was to see if you could argue the other side passionately and factually. That required research and time, but I was told it was an incredibly enlightening process. He didn’t change his mind, but he did reach a common understanding with his friend.
“Leaders start with the positive, always believing the best first.” -Skip Prichard
Reduce emotions by hearing the stories behind the raw emotion
Modify language from extreme positioning
Increase face-to-face conversations
Learn to articulate the other side with passion and facts
I can’t say that I’m not frustrated with it all. I still cringe when I see someone post a question as bait ready to hook someone into an argument. At least now I’m hoping for a more positive resolution.
“Respect for ourselves guides our morals, respect for others guides our manners.” -Laurence Sterne
Talk to any blogger and you will likely hear the same thing. It is always a surprise to see what becomes popular. I may work like crazy on something for hours, post it, and it may see very little traffic. Something else ends up taking off, and it was almost a last minute thought. You just can’t predict.
In putting together a list of popular posts, there are also so many ways to look at the data. Do you measure purely by the traffic? If you do it that way, doesn’t that give an unfair advantage to content posted in January?
After looking at the statistics, I decided to pick the top posts by traffic with a weight based on the date. If a post was dated later in the year, it received a slightly higher weight to equal things out.
At the beginning it was called administration. That is why MBA stands for Master of Business Administration.
Over time “administration” was found to be too limiting as a concept. It was delegated to low level supervisory and bureaucratic positions, and the concept of management was born. Business Schools across the country changed their name from Graduate School of Business Administration to Graduate Schools of Management.
The concept of management was not yielding the right understanding of the process of transforming organizations, and the concept of Executive Action was born. Titles such as CEO, CIO, CMO etc. appeared like mushrooms after the rain, and executive programs emerged in the market place.
Still not good enough to explain how organizations should be transformed, the concept of leadership started dominating the literature.
What is going on here?
Administration, Management, and Leadership have a common purpose. They are theories that prescribe how organizations should be transformed and how to manage change. They are all based on the same paradigm of individualism, that a single individual is the driving force of this transformation, whether it is called Chief Administrator or Manager or CEO or Leader.
“The achievements of an organization are the results of the combined effort of each individual.” –Vince Lombardi
As long as we remain with the same paradigm, no concept will be satisfactory. We will continue to change titles, embellish concepts and continue to chase our own tails, reinventing the same wheel from administration to leadership. Leadership will be assigned its place in the annals of social sciences next to management and administration.
Individuals cannot transform organizations. It is a team process.
No individual possesses all the ingredients in his or her personality that are necessary for successful management of change.
“Individuals cannot transform organizations. It is a team process.” -Dr. Adizes
Learning to be an effective, influential leader is a lifelong goal for most of us. That’s why I read all I can from as many different sources as possible.
Coach, consultant, and speaker Paul Larsen believes that anyone can become a more powerful leader. His new book, Find Your Voice as a Leader, offers a model to help everyone become a better leader. Paul’s many corporate roles, including Chief Human Resources Officer for a $3 billion organization, makes him an ideal teacher. I recently asked him to share his experience and the research in his new book.
“Speak with intent so that you can lead with vision.” –Paul Larsen
As an executive coach, I partner with leaders across all industries and within all types of organizations. I have found that a resulting impact of the politics and the normative structures of organizations is that the creative talents, or voices, of leaders are stifled into an expected pattern of behavior. Leaders learn quickly that to succeed is to “go with the flow” and not make waves. Their unique voice can be easily silenced.
Thus, many leaders get lost in the noise of today’s chaotic business environment. They remain quiet instead of speaking up, even when they have an opinion. They follow someone else’s decision instead of doing what they really want to do. They let the chatter in their head get the best of them, and they end up second guessing every action or step they take. Or they remain with the status quo instead of taking any action at all. They hide behind others instead of making their own decisions.
To “find your voice as a leader” is to create a compelling and unique leadership brand by:
– Discovering your critical leadership VALUES;
– Creating a compelling vision to get the OUTCOMES you desire;
– Building relationships with INFLUENCE and credibility;
– Making decisions that reveal your COURAGE to take a stand;
Your values are your core beliefs and ideals that guide your decisions, your worldview, your insights, your actions, and your communications. Your values are the principles you believe are important in the way you live and work. They determine your priorities, and, deep down, they are the measures you use to tell if your life is turning out the way you want it to. When your actions and beliefs match your values, life is usually good— you’re satisfied and content. This is the primary reason identifying your values is so important. Values exist, whether you recognize them or not. Yet, your leadership impact will be much more confident and stronger when you know and acknowledge your values and when you make plans and decisions that honor them.
What happens when our values are in conflict?
When your actions and beliefs match your values, life is usually good— you’re satisfied and content. However, when the environment and the accompanying actions and beliefs don’t align with your values, life feels out of sorts, and it can be a real source of discontent and unhappiness. This misalignment of our values is one of the core sources of dis-engagement at work and occurs on a very regular basis. We make compromises on a daily basis, and within our corporate environment, we make compromises as they pertain to values when matched against the values of the organization. But when these compromises are made on a consistent basis and/or the compromises create a very large “values gap” between the individual and the organization, this can result in a feeling of dis-engagement and lack of commitment. And it will not be solved until the individual decides to take deliberate action on this compromise and ask, “Is this the type of environment that will provide me the ability to do my best work or do I need to plan for a change?”
How does identifying your values set you apart from other leaders?
We are all governed by a set of values that act as our “inner GPS.” Our values govern our decisions, our judgments, our communication and our overall worldview. They shape who we are. Leaders who identify their core set of values and lead out front with their values are more confident, more courageous and more influential versus leaders who do not. Values are more than just a “set of words on a laminated card,” they are the core DNA of every leader and are the ingredients of the legacy each leader leaves behind.