Creativity is a subjective area. After all, certain creative businesses are more creative than others and there are ones which are not perceived as creative at all by their peers. Nonetheless, probably all of these creative enterprises will call “creativity” as their core competency. Creativity is the human ability to see things differently and have original ideas. Thus, talent is an essential asset for creative enterprises.
When a shortage of talent prevails, debates ignite over whether talent is born or made. In respect to leadership, the current mainstream conclusion dictates that Leaders are born and they are always made. In respect to creative talent, an increasingly common belief is that everyone has creative potential; which has to be unleashed by removing “mental locks”. In particular, the training industry and consulting which focuses on innovation are based upon this premise and consequently strive to contradict the old proverb, “You Can’t Teach an Old Dog New Tricks”.
Through an appropriate organizational culture, supportive and physical environment, creativity can be set free, fostered, and capitalized. Beyond literally thousands of tips to boost creativity, there are also a gazillion approaches, tools, and techniques. A few recent concepts to unleash creativity include Mid-level managers as key enablers, Appropriate and targeted training as intensive and thorough as the one of golf players or Thinking from Inside of the Box. Let us also not forget OD specialists and interior designers; these professionals can help release creativity by transforming companies’ workplace environment.
The point of the story is:
If you cannot buy talent (recruit), then build it (invest in training). If you can buy talent, then make sure you do not scare it away. In both cases, bind talent (retain) and build the best climate conducive for creativity. Otherwise, someone else will!
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