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MANAGING A CREATIVE: HOW TO WORK WITH CREATIVE EMPLOYEES?

Designers, journalists, and photographers are talented people
and extraordinary. At the same time, it is often necessary
to hear about their lack of order.

But if someone complains about being out of control …
I think he just doesn’t know how to organize them.
We will tell you how to do it creatively
and without too much stress.

Oksana Sedashova, business coach at Moscow Business School, associate Professor, candidate of pedagogical Sciences, expert practitioner on creative and innovative personal development, took part in the preparation of the mailing list.

THE KNUTE METHOD DOESN’T WORK
The knute method doesn’t work
Formally, creative people are no different from everyone else. And informally, of course, the difference is obvious. “Geniuses” have other motivators. For example, for them, recognition is more important than money. A free schedule is more comfortable than working from call to call.

So we advise you to choose the right leadership style to live in peace and harmony. In the scientific literature, there are 4 management models:

Authoritarian. When everything in the company happens at the behest of the head, and subordinates are obedient performers.
Market. Relationships in the team are built on the principle of “you me — I you”. This is a kind of entrepreneurial approach.
Bureaucratic. The company has clear regulations, management orders are not discussed, and all employees are disciplined and Executive.
Democratic (humanistic). Paradise for creatives. The company’s staff is one big team, where everyone is given a chance to implement their ideas, even the most ambitious ones.
YOU STICK TO YOUR GUNS
You stick to your guns
The main message to the Manager is to become a creative leader yourself. However, it is pointless to create “idly” without knowing the measure and purpose. Therefore, top managers of innovative companies adhere to the following principles when leading the team:

Self-government. Provide employees with a field for activity, without driving them into strict limits, but also without allowing arbitrariness.
Personal responsibility for the result. Make sure that each team member understands that the success of the project depends on them. Praise, for creative people are very fond of approval.
Freedom. Every employee has the right to work as it is convenient for them. Working from home, at night or during the day-in fact, it does not matter. The main thing is the result.
Tasks based on interests. “Routine” is the worst word for creatives. They are bored to sit in one place for a long time, doing the same thing. Three years at most, and the true Creator will run away, even if you give him free Breakfast and lunch. So periodically change everything: tasks, area of responsibility, projects.
HELLO, WE ARE LOOKING FOR TALENT
Hello, we are looking for talent
So that the search for staff does not turn into a “walk on the torment”, you should immediately pay attention to those candidates who are equally able to work both in the office and in public transport. And at the same time, we can produce unique intellectual products that did not exist before, which are absolutely viable.

Advice! During the interview, offer the applicant a simple test. For example, this: come up with as many options for non-standard use of a paper clip in one minute. The candidate writes the answers on a form, which is then analyzed.

INHABITANCY
Inhabitancy
It is more interesting for a creative to work in a circle of like-minded people. It is not necessary to open superofis where you can ride bicycles or lie on bear skins.

The creative environment is a mood, climate, a kind of “comfort”. Everything will turn out great, if you take into account some “chips” in time»:

Create friendships. It is very good when you can communicate freely in the company, without hierarchy, consult directly with top managers on all issues, and take the initiative.
Support the staff. In an” approving ” climate, ideas and suggestions are received with interest and welcomed by managers of all ranks. Often arrange “brainstorming sessions” so that everyone can feel the team spirit and positive attitude.
Show confidence and be open. When each person puts forward ideas and is not afraid to Express their opinion, the emotional burnout will not overtake the staff.
You’re kidding! This will create a relaxed, spontaneous and friendly atmosphere.
IF THE STARS LIGHT UP…
If the stars light up…
Sometimes an employee begins to pull the blanket over himself, rest on the laurels of success, and this escalates the situation in the team. Alas, creative people tend to suffer from “star disease”. But in this situation, 90% of the blame is on the Manager who paid too much attention to this or that employee.
What should we do in this case?

It is best not to instruct or rebuke the “star”, but to provide it with areas for development: new tasks where there is a chance to realize their ambitions.

And in order for the diagnosis of “star disease” to not be confirmed in the future, the Manager needs to learn to see the strengths of everyone equally. And don’t forget to tell everyone about it.

And remember that it is very interesting to work with creative people and you will definitely not be bored. Motivate them with dynamics, interesting tasks, and arrange friendly meetings. Let the creative flow and your company gush with new unique projects!

Author: Anna Amelina

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