Teresa Amabile and Daniel Goleman: How managers can support creativity at work

See on Scoop.itSynergetic Management: Business Innovation & Improvement

What can a manager do to optimize team creativity? And what do they do commonly that squelches it? Daniel Goleman spoke with Harvard’s Teresa Amabile for his…

 

Synergetic Management‘s insight:

Underestimate the importance of WINS at your peril

This has TWO big implications:

1) People undertaking new roles and new tasks need some “quick wins” to build confidence and get their confidence into gear.
This is often overlooked by managers who prefer “baptism by fire”, then wonder why their people are so “burnt-out”. Corny, but true.

HOW CAN I USE THIS? Ensure anyone under your wing that is starting new in the company, new roles, or new projects / assignments gets a chance to get a few quick wins under their belt. This even may need to be orchestrated on their behalf, but please never make it phony.
(E.g. ensure those people in support roles who may be called for help will pay more-than-usual attention to this new person’s request for assistance when it comes…)

2) Everyone can use this “quick win” principle at any time, but it works best when applied to MEANINGFUL work.
Sorting out one’s desk drawers vs. fixing a long-standing issue with a major customer will generate quite different levels of “feel good” endorphins (or whatever gets generated), hence quite different amounts of lift.

HOW CAN I USE THIS? The key here is in doing meaningful work — this is one of the 4 keys to powerful intrinsic motivation.
This is why the modern tendency keeping everyone so busy is a trap, as meaningful work often takes more time and energy than simply doing busy work. It also carries more risk and consumes more organizational resources.

How can you tell if it is really meaningful? Here’s a quick hint to see if it is meaningful:

  • Is it being measured?
    If “No”, measure it if it is really meaningful or it will extinguish itself!
  • Does it contribute to the organizations results, i.e. the bottom line?

    2 x Yes = meaningful,
    1 x Yes = marginal or a poorly designed metrics-tracking system,
    0 x Yes = trivial work

2nd hint: creative work takes more time than routine work; so if your staff seemed to have suddenly slowed down, take a minute before you react to check to see if maybe they are trying to solve a deep, meaningful problem which will take time and energy. You just might be surprized at their initiative!

Rescooped from Marci Segal (@marcisegal) — Thanks!

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