What I do….in my own words

I have written this as a response to someone who is curious about what I do, but hasn’t been able to talk with me, I share my slightly edited response at his request.

First I have to start with a link to the videos on my website with a recommendation that you watch them, I’ll try not to repeat myself here.

The work I do is centred around helping people to rediscover their creativity. I work with organisations and individuals to do this.

With individuals we engage in a variety of creative activities and discussions about how they can be more creative in both their personal and professional lives. This conversation typically goes over a series of sessions during the course of a period of weeks or months.

In the case of organisations I work with them to look at ways to make their staff more creative, which leads to innovation so that the two are tied together in an organisational setting more so than in personal setting. We look at ways to bring these activities into the daily activities whether it’s in meetings or in the office environment in general– something they can do in their offices or cubicles or in a meeting room with some other people, we look at doing workshops on a regular basis as in an organisational setting it is more about culture change and employee engagement, which as we both know, studies have shown that increased/improved employee engagement has positive effects on the organisation and its profitability and success.

I come to this work through a path that started in accounting and information technology, then knowledge management. There’s more about that in the first part of the second video in the Creativity Chats series that I am doing with Paulina Larocca, so I won’t repeat that here, you can watch the video, here https://youtu.be/1jxUgHyTRDk

Our exchange started from your question about employee disengagement and ways to decrease it; usually people talk about increasing employee engagement rather than decreasing employee disengagement. I know I sent you a blog post from another site as well as the one on mine and that you are looking to put some dollars behind that. I think if you take figures from the Gallup studies that look at the consequences of increasing employee engagement by 10%, for example, it is going to give you the numbers you’re looking for its just that it’s the opposite of how you been thinking about it.

The creative leadership work that I talk about on my blog can be seen as a contributing factor in improving employee engagement so you may want to consider that too.

Anyway I hope this all helps let me know if you have questions.

Best Regards,
Stephanie

Why Creative Leadership is good for your organisation

Let’s first start with: what is Creative Leadership?

Creative Leadership takes more calculated risks and keeps innovating in how they lead and communicate. They are ready to upset the status quo even if it is successful and are committed to ongoing experimentation with disruptive business solutions

In a 2010 study done by IBM (and cited in this HBR article) organisations that had creative leaders had 6 times higher revenue growth and planned to get 20% of their revenue from new sources in the near future.) The article also cites increased employee engagement as an outcome of Creative Leadership.  

Why does this matter?

Well the revenue/profit connection is clear (I hope). But what does Employee Engagement have to do with anything?

Well, employees who are engaged in their jobs/careers are more productive, which leads to increased profitability. Because they are more engaged there is less absenteeism, increased loyalty, higher retention and thus lower turnover.

Employees who are satisfied and engaged are better at solving problems and engaging with customers (from the previously cited HBR article).

So, how do you bring Creative Leadership to your organisation?

Create a culture where it is okay to try and fail, a culture where it is acceptable to question the status quo, to unlearn and selectively forget past successes, and co-create new products and services with employees, customers, partners, and the wider community. Help staff re-learn how to be creative, because it was educated out of them. 

Creative Leadership isn’t just about those higher up in the hierarchy having these skills, this is about everyone having these skills. In the knowledge economy, everyone is a leader and everyone is a follower. Creative Leaders create more Creative Leaders.