How to Challenge Confident Creatives
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Dear Dan,
I manage a large team of creatives who range from 20 to 70 years of age. I fall in the earlier category.
Part of my job is to lift the quality of their work for consumers. That means pushing back and providing constructive criticism and or feedback wherever I can.
I fear that every time I push back it falls on deaf ears because we coddle a lot of the time.
I usually ask:
- Is this your first idea?
- Do you believe this is the best work you can produce?
I have an incredibly confident and assertive team who always say their work is their best it can be. They seem to value their peers opinions above me. I’m starting to question my value even though I know I’m good at what I do.
My question is, are there better ways to get greater performance out of creatives when you have far less experience than they do?
Sincerely,
Starting to Doubt
Dear Starting,
Congratulations on leading a team of diverse creatives. I’m going to jump right in.
#1. Don’t be coy about your intentions.
“This is creative work. Let’s discuss how we might make it even more creative.”
#2. Explore ways to ‘pull with’ rather than ‘push back’.
Push back applies when others do something wrong. Your situation is about improving something that is already good.
- Use ‘we’. How could we take this to the next level?
- Leverage creative colleagues.
- Ask them to seek input on improvements from someone on the team. Who might make this even better?
- Ask, “If you encouraged someone on the team to take this to the next level, what would you say?”
- Leverage the team. Bring a project to the team and ask for suggestions and improvements. Do this in a positive way, not as punishment. Make it fun.
#3. Improve your questions.
The questions in your email call for ‘yes or no’ responses. Ask questions that invite conversation.
- What if …? (You were designing this for children? (Insert gender, race, ethnicity, age, education, handicap, or industry.)
- In what ways might we …?
- I love how you did this. What might you add to that?
- What would you do if the budget for this project was cut in half?
- If you could make this even more creative, what would you do? (Emphasize, IF YOU COULD.)
- What are some dumb ways to improve this?
- If you were just starting this project, what would you do?
#4. Don’t use the same questions every time.
#5. Try a directive approach.
“Take this project to (name a team member). Tell them they have 15 minutes to suggest 5 improvements.”
Strategies that include others are given with three assumptions.
- The team believes in reaching high.
- Team members trust each other.
- Seeking suggestions from others is valued.
#6. Ask team members how you might best challenge them to take their work to the next level.
“You are all really creative. I’m looking for creative ways to help us all bring our best to the work we do. I want to respectfully challenge. What are five ways I might respectfully challenge you?”
You might ask, “How can we make it fun to make improvements on our work?”
#7. Ask them to teach you.
Bonus: Ask team members how they might challenge themselves to take their work to the next level.
You have my best,
Dan
How might leaders challenge confident creatives?
Great stuff! …and the suggestions will apply equally well to the ‘analyticals’ I work with!
Thanks Gerry. It seems that strategies apply across the board.
You nailed it here, Dan…
Articulate the overarcing strategy … and get the creative to articulate how their efforts and influences advance thar strategy. That’s the leadership component.
The most important dialogue a MANAGER can have with a creative is, “How can I help?”
What resources would [truly, really now] be effective for your success, and
what insulation/protections do you need to get to a finish line?
THAT dialogue honestly engages so-called “creatives.”
Show them some Youtube video clips of other creative teams in operation.
Start with IDEO’s-deep dive. And there are others.
Focus on the creative process your team uses to generate ideas. How could the process be improved?
Rather than having the whole team work on a project, could you two or three smaller teams to each work on the same task. Create some competition. See who comes up with the most creative solution.
Model the way. You need to be creative in the approaches you’re using to energize your team.
Wow!! Brilliant Paul. I’m thankful your insights go in a completely new direction. Cheers.
Here are a couple more I’ve had good luck with – feel free to use or discard.
“What was the process you followed to come up with this?” You can then give suggestions on their process rather than the work they may be over-vested in. It can also bring to light someone who may be “phoning it in.”
If the group trusts each other (or if they need to learn to), try group reviews. If there is a lack of trust, be ready to step in and guide the group on being constructive and open. I bet Dan has a post on that!
Thanks Nathan. Powerful suggestions. You also bring up the process of being creative. That’s something we need more of. We might mistakenly put creativity into the category of the mystical.
Dan,
Paul and Nathan hit the nail on their options! “Show me by example” how simple?
“Creativity & the Creators” making a difference.
You bet. Have a good one Tim!
Check these out for creative design thinking.
https://www.ideou.com/pages/design-thinking
https://www.youtube.com/watch?v=68dBCu5ZTHI
Enjoy…
Thanks Jim! Respect to you for adding value.
Peoples behaviour reveals a lot about their relationship with leadership, peers and also self defeating thoughts and behaviours. A leaders job is to hopefully inspire people to follow them and bring the best out of them, however when people’s perception of leadership unhealthy (one can tell this by their responses/behaviour towards leadership) Employees are not inspired to be their best even when challenged to do so and become passively defiant through their behaviours and responses.