Is it your job to manage a creative enterprise, or to incubate innovation on a small team within a large organization?
Does filling this role ever feel like an attempt to herd cats?
Are creative people really different, or do they just think of themselves that way? Either way, you may have discovered that the most talented individuals on your creative team don’t seem to be built like the most talented people in accounting, sales, or legal departments. And even if that sounds entirely self-evident, experience shows that meeting this challenge is rarely straightforward. Compensation and job security were not likely prime motivators for many of these individuals to pursue creative careers in the first place, and they may not be enough to retain them, nor to get the best of what they may have to offer, or even what they wish to contribute.
If you have authority over a team and know that results, process, even morale could be better, I would very much appreciate the opportunity to work with you one-on-one to determine what it is you want from your creative employees. From there, we’ll strategize how to go about getting what they want to offer you, which is their best work, and how to avoid the many pitfalls that can undermine that simple goal.