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Managing Team Creativity


EduCBA

Summary

Price
Save 90%
£10 inc VAT (was £99)
Offer ends 31 December 2019
Study method
Online, self-paced
Duration
1 Hour
Access to content
Lifetime access
Qualification
No formal qualification
Additional info
  • Certificate of completion available and is included in the price

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Overview

Managing Team Creativity Training

Managing creative employees is definitely a challenging act: It has to be balanced. On one hand, an organization needs to retain an environment which encourages investigation, experimentation and adventurous attitude. On the other, it has to drive people further to produce more work within timelines and in budget, together with meeting the expectations of the organization.

To achieve such goals, effective creative leaders must prioritize on constructing an ego-free culture inside their respective teams. More clearly saying, employees shouldn’t be bothered with gaining a name for themselves or being jealous of someone else’s. More importantly, they must focus on such ideas that yields even better results.

More and more firms these days are creating work teams to look after their specific tasks. Such is a nice thing. Provided other things being the same, a team can be meaningfully more creative than a separate team member and generally does better in pushing creative thoughts through the application process.

Description

Some quick and efficient ways for ensuring your teams remain effective creative teams are as follows:-

  1. Teamwork must be a priority.

Providing negative feedback to creative members is a hard job, but actually it isn’t avoidable. However, to make it simpler, you must restrain from an environment which values individual accomplishment over the importance of teamwork. Here, recommendations to alter specific features of an idea or the rejection of it are at all times phrased as “How can this be made better?” The feedback now, does not calls out the losers. Rather, it urges on the team to rope in new solutions.

  1. Nurture non-attachment.

A manager of a successful organization would not only like to extract the best from an employee but would also like to make them open-minded. This is because they are there to look after the business goals instead of harvesting their personal ones. Moreover, their personal cultivations are most likely to undergo significant alterations and may even get scrapped too. Embrace a nimble approach: Generate ideas quickly, give timely feedback and strive for swift iterations of notions. Since, the ideas that are harvested in this fashion are much harder to get attached to than to something you crawled to for the past two weeks.

  1. Hire Smartly!

This method of creative work is not for everyone. To make an egoless team, the manager needs to search for and hire employees that are talented, but open to dissenting views about their work and eager to experiment with other directions. The ideal candidates here are those which are interested to find solutions to issues, than to hold on to the notion that they have established the right answer already.

  1. Never point fingers.

This approach only works if you believe in it. As a manager, you can’t encourage team-spirit when things are running smooth and suddenly point out employees if they go awry. You must remember that since you are a member of your team, you too share its success and failure. In certain instances when times are difficult, you can’t respond like “What were you doing?” Conversely, it has to be more like, “Have we learned yet?” or “How can I resolve this?”

  1. Alter your praise.

As a matter of fact, great teamwork rests on the distinct efforts of those who are talented. And, talented employees do like to be recognized for their outstanding achievements. This is quite common, they like it even more when they receive it from a client. This is the best way to praise your employees.

However, the accomplishment of this methodology greatly depends on the philosophy of the company. Thus, it’s always better to work for such organizations that believe in praising individual employees differently rather than blaming each employee individually.

  1. Diversity

Diversity is an essential component of any marketing team. If you require a creative team to ponder upon new marketing thoughts, then don’t commit the mistake of only taking in employees from the marketing department. Actually, you must hire people from distinct divisions. A bigger assortment of team members, gives a broader variety of experience, skills and intellectual patterns and it results in greater levels of creativity.

  1. Prefer team rewards to individual ones.

When you put in efforts to reward the entire team for their creative ideas, they get motivated and hence, work together as one team to conceive and cultivate creative ideas. When you only reward particular individuals within each team for their ideas, the members get motivated to selfishly work for winning rewards. This would perhaps mean that they’ll hide information from their peers. It could also mean that they start to steal ideas and find ways to cheat you. Most certainly, this would result in evil feelings being shared around for winning the rewards by any means possible.

  1. Mix and match.

Yes, it’s true that your team members begin to understand each other over some period of time. This tacit knowledge enables easy communication flow and also provides the right environment to be more creative. Similarly, the team cultivates an identity and thus takes pride in their deeds.

Sometimes, probably after 2-3 years, the team members could take their places for granted and quarrels over small things. Then, it’s an appropriate time to dismantle your team. As a general rule, you can mix and match the members after every 11/2 to 2 years.

  1. Create practices for inter-team communication.

Teams must learn from the others. Why is it that somebody outside of the team sees something about a problem which the team members can’t see? Simple, since they are extremely close to the problem at hand. On the other hand, the team A might look at any new challenge from a distinct perspective than from team B; thus able to propose alternative tracks of problem solving. Therefore, it’s vital to bring teams close together and encourage communications within the teams.

  1. Encourage cheerful rivalry.

Most managers put teams together in severely competitive scenarios, hoping that they would get motivated. This actually, works against the team and its members. It has been observed that excess stress can be detrimental to harnessing creativity. Since, heavy competition invariably leads to heavy stress; it is needed that a good humored competitiveness or a rivalry be promoted amongst the team. This not only makes things more interesting but also is very beneficial for creativity.

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