Sensibilización sobre la creatividad
A. identify the importance of education for creativity;
B. understand how creativity can be applied in your organization.
Leadership is commonly seen as an important variable afecting organizational performance. One way for leaders to encourage more creativity in the workplace is by studying the arts. Artists and business leaders have many similarities. Both have a guiding vision and a potent point of view, and can formulate an ideal, navigating chaos and the unknown to produce a new creation. Since all great art pushes boundaries beyond established norms, it can teach us about leadership, change, ambiguity, chaos, courage and creativity. The arts (painting, poetry, improvisation and storytelling) take us on adventures in creative expression that help us safely explore unknown territory, overcome fear and take risks.
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You can easily incorporate the arts in your workplace by asking people for stories about their best customer experience, or best boss, or best team experience. When envisioning the future, ask people to sketch what it looks like to them, and tell a story about the picture.
Organizational creativity depends on the leadership. Creative leaders need to seek opportunities for creating shared value even in the hardest of times and the most diffcult of circumstances. They need to support innovation initiatives and encourage their employees to share their ideas and opinion. Only then an organisation’s creativity can be improved.
It has become a truism that organizations today are facing a wider array of competitive pressures as never before. They must be constantly changing and innovating, reinventing themselves at internet speed to stay ahead of technological changes. So it has become of fundamental importance that what allows a company to respond proactively to diverse pressures is the development of creativity as a core competence, because creativity is what makes something better or new. In short, it is the best way to create value.
It's a very interesting exercise you can do in your organization.
TIPS AND TRICKS:
• Remove barriers and obstacles that hinder creativity and denote the lone inventor as a myth.
• Encourage team work and pay attention to the social climate in your organization.The social environment is of utmost importance.
• Provide the freedom to your employees to search for new knowledge to experiment and improvise,you will be surprised what a person with the necessary resources can do! This is crucially important for fostering creativity in your organizations, because limitations and fear are the number one enemies of creativity, so you should better not let them impede on your employees’ creativity. Every task you assign to your employees has to be presented as though it is something really interesting and challenging in a good way. Thus every employee will feel engaged in what they do. According to some famous researchers in the field of fostering creativity, intrinsic motivation is one of the essential factors for unleashing a person’s creativity (Amabile, 1996).
• Teach your employees to always look every problem or idea from different angles. If you are to encourage creativity in your employees you need to show them how crucial for every organization is to understand the end user’s needs and preferences. A key step in this direction involves placing employees in direct contact with the end users of their products and services. This way an employee will realize their part in the whole service chain if they can see the result from their contribution, this will encourage them to think of ways to improve their work and it may trigger generation of new ideas for meeting the client’s needs, that no one has ever thought of before.
• Try to shift from command-and-control style management to one that is more collaborative, when you want to elicit creativity from others.
Think creatively in order to compete in the market.
Find innovative solutions for existing and future problems.
The ability to evaluate current status and find better alternatives if needed.
Consider the three characteristics of problems to which the education for innovation is suited:
1. complex and changing environment,
2. quick initial solution,
3. resources for continual improvement – and assess whether they apply to any part of your work.
REFERENCES:Scott G. Isaksen and Kenneth J. Lauer, “The Climate for Creativity and Change in Teams”, in Creativity and Innovation Management, 11(1), pp.74– 86, 2002 Paul B. Paulus, Bernard Arjan Nijstad, “Group creativity: innovation through collaboration”, Oxford University Press 1971, Oxford:, 2003.Nel M. Mostert, “Diversity of the mind as the Key to Successful Creativity at Unilever”, in Creativity and Innovation Management, 16(1), pp.93 – 100, 2007Online Innovation Tools, 9 October 2007 Design Thinking 2.0 – Enabling Innovation with Web2.0. Part 3; 25 March 2010
Goran Ekvall, “Organizational Conditions and Levels of Creativity”, in Creativity and Innovation Management, 6(4), pp.195– 205, 1997 Stephen R Grossman, Bruce E. Rodgers, Beverly R. Moore, Tex Plano, “Innovation, Inc.: unlocking creativity in the workplace”, Wordware Pub., 1988 James L. Farr, Michael A. West, “Innovation and creativity at work: psychological and organizational strategies”, Chichester , England ; New York : Wiley, 1990 Tore Kristensen, “The Physical Context of Creativity”, in Creativity and Innovation Management, 13(2), pp.89 – 96, Blackwell Publishing, 2004