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| Path: Main Street > Resources/Library > Research Articles > Feature Article |
Nurturing Creativity: A priceless tactic toward innovative organizations
By Carmaline Mariya
July 31, 2006
Many organizations today are so completely engrossed in a numbers game that they fail to recognize one of the finest ways to promote organizational growth. By nurturing and managing creativity that exists in every soul that works there, an organization can discover truly innovative ways to overcome its own problems. Statistics show that in every company at least one third of the human capital possess exceptional creative skills that can greatly benefit the organization.
Often, organizations have a habit of only allowing departmental managers to make decisions. What they don't understand is that these same managers eventually run out of creative ideas to solve problems. Traditional management techniques are nothing but trouble in the long run. In those days, if creativity ever existed, it had to come from the senior managers. Unfortunately, this type of management still exists in this day and age.
If organizations want to nurture creativity, they must learn to change their management style. Some of the techniques that should be avoided are top-down management, micromanagement, and closed-door policy, just to name a few. The management must adapt effective and employee-friendly management techniques that suit the organization's personality. For example, instead of micromanaging, encourage the staff to ask for guidance when needed. Make an effort to talk to and treat all employees at the same level and get to know them in order to understand what is important to them.
Organizations must find ways to engage every employee in the decision-making process. Employees need to feel that they are part of something very important. In order for employees to take responsibility for what they do, they must have a stake in it. Moreover, the organization's mission and vision must be understood and lived by on a daily basis by all levels of staff. Managers must nurture and manage creativity through employee empowerment, involvement, and job satisfaction. For example, in an industrial setting the employees working at the factory level are more knowledgeable about how the machinery works. If the company wants to improve productivity, those factory-level employees should be involved in decision-making because they can offer innovative solutions to existing issues that senior managers may not be aware of.
Companies need employees' specialized skills and knowledge just as much as the employees need the benefits and pay. Furthermore, companies have to ensure that their employees feel valued and motivated to be there. It is also extremely critical to maintain good relationship with the employees and thereby keeping them happy. Happy employees are more likely to be loyal to their organization and contribute at an optimal level.
When it comes to nonprofit organizations, volunteers also play a major role in the organization's well being. Volunteers, like the paid employees, must feel connected to the organization and understand how they contribute to its overall growth. Volunteers bring their skills and knowledge to the organization; therefore, it is the organization's responsibility to carefully assign tasks according to people's strengths and expertise. This increases the creativity factor in each individual.
Now, what steps can you take to nurture creativity within your organization?
- Communication: Sit with your teammates to discuss their career aspirations, skills and expertise. Understand what each individual's short and long term goals and expectations are. Figure out a way to challenge in order for them to excel in what they do.
- Empowerment: The team leader should then identify areas in which employees could participate, such as existing or future projects where their skill set is in demand. Allow them to shine and embrace creativity. Let the organization know that you believe in creativity.
- Involvement: Let employees run with it and assign them the responsibility of each task, so that they take ownership over their actions. Leave no room for blaming others for an incomplete or unsatisfactory job. Each employee should be responsible for his or her actions, be it success or failure.
- Reward: Employees should be rewarded for a job well done. Reward comes in many ways. One way to reward them is to offer a more challenging project in the future. You could also reward them by recognizing their efforts during an organization meeting. A more common way to reward employees is to offer monetary incentives. At the end, it all depends on what the employee wants, which takes us back to step one: communication.
Thus, it is essential for management to recognize the strengths of every employee within the organization and allow each person to use his or her skills and expertise to nurture creativity. Individuals at every organization must understand the purpose in what they do and how it contributes to the overall goal. Management must also engage their staff in life-long learning, continuous skill training, relationship building, and management and leadership development. Employees should be treated as the most valued customers. If you don't know them, you can't provide them with what they want. In turn, employees will not stay long if they are unfulfilled in their career aspirations. It all starts with good communication.
Carmaline Mariya is the CEO of CarmAccess. She can be reached at carmaline@carmaccess.com. This article is provided free of charge, for information purposes only. It is not intended or represented as providing consultation. CarmAccess makes no warranty, express, or assumes any legal liability for accuracy, completeness, or usefulness of any information provided within this article. CarmAccess should be credited as the source on all copies, reproductions and distributions. In addition, CharityVillage.com should be credited as the original publisher.
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