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Manage To Inspire Your Creatives

Cincinnati, OH | Posted: 03/06/2016 | Author: April Koenig

Manage To Inspire Your Creatives

Creatives can be a tricky lot. One has to nurture a creative’s inclination to expand boundaries, experiment and think outside the box. However, the nature of business means that deadlines have to be met, certain guidelines need to be adhered to, and ideas have to be profit-related. It’s a delicate balance to be sure. Achieving this balance takes a management philosophy that has the ability to juggle each aspect in a positive and beneficial way. Prioritizing the following keys for managing creatives can be an essential guide.

  • The Same Direction – Stressing a team philosophy emphasizes the ‘we’ and not the ‘me’. Getting everybody on board with the same overarching business philosophy means you’re all marching in the same direction. Creatives should be coached not to focus on the self-accomplishment, but the success of the team as a whole.
  • Deadlines Firm But Fair – Concrete work time constraints need to be set, but also need to be tailored. Knowing how each creative works is important when setting parameters. Not all creatives are equal, so don’t treat them all the same. Structuring your organization in this way can seem antithetical to the first point mentioned, but some wiggle room is necessary to ensure creative success.
  • No Job Too Small – Creatives need to know you respect what they do, and one good way is to make sure your sleeves are rolled up as well. Immerse yourself in the creative team as much as possible. Pitch with them. Lead by example by running alongside them in their duties. Set the tone.
  • Identify Strengths – Not to belabor the point, but creatives are different. So finding what they respond to positively isn’t an exercise in uniformity. Some need healthy competition. Some want a long leash. And some even thrive in a trial by fire atmosphere. Foster and encourage whatever works. That’s how future leaders are made.
  • Teamwork Works Both Ways – Just as praise needs to be team-related, so should criticism whenever possible. Pointing fingers at individuals when things are amiss is the wrong message to send to team members that need tailored feedback as a whole. Share the success and share the failure as a team.
  • Don’t Burn Them Out – Corporate and agency work can be tough and grueling, with hectic projects and long hours. Make sure to play hard after working hard. Give them outlets to switch themselves off just as fast and easy as they switch themselves on. Pressure cookers need to vent!

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