View stunning SlideShares in full-screen with the new iOS app!Introducing SlideShare for AndroidExplore all your favorite topics in the SlideShare appGet the SlideShare app to Save for Later — even offline
View stunning SlideShares in full-screen with the new Android app!View stunning SlideShares in full-screen with the new iOS app!
In businesses such as yours, the dueling forces of creativity and business can sometimes blur the corporate vision. We will explore some simple tools for achieving a balance between creative satisfaction and the bottom line. You’ll learn how to develop a project-management approach that brings customer value , but doesn’t create a mountain of paperwork; how to motivate a creative staff , but keep the focus on profitability; and how to implement an employee-recognition program that generates results and re-recruits your team every day.
Immediacy, the old adage about the biz used to be ‘but what have you done for me lately?’ Now- a-days ‘lately’ is the last 10 minutes. No time to look back – the only way is up!
What’s my role as a creative? Used to be that, even through a creative person might feel pressure and unwanted input from the client, once they got to the shoot, or the edit or the press check they felt like they were in control. Now it might be a clients IT department? Point is – creative people are having a tough time finding their ‘stake’ in the process
I had this really creative designer, but he was so hard to handle. He truly believed his so called creativity gave him license to flout an organization’s rules and common courtesies. As long as he regularly produced good ideas, he could afford to act the part of a corporate free spirit.
Sir Ernest Shackleton’s British Imperial Trans-Antarctic Expedition of 1914 to 1916 with the goal of accomplishing the first crossing of the Antarctic continent, a feat he considered to be the last great polar journey of the "Heroic Age of Exploration."
In December 1914, Shackleton set sail with his 27-man crew, many of whom, it is said, had responded to the following recruitment notice:
"Men wanted for hazardous journey. Small wages. Bitter cold. Long months of complete darkness. Constant danger. Safe return doubtful. Honor and recognition in case of success. —Ernest Shackleton."
‘To every person there comes in their lifetime that special moment when you are figuratively tapped on the shoulder and offered the chance to do a very special thing, unique to you and your talents. What a tragedy if that moment finds you unprepared or unqualified for work which could have been your finest hour!’
“ Be super creative, as long as it’s green & fits in a number ten envelop!”
Appropriate Project Management MethodLogic – Creative Commerce Group Project tools over kill Project tools drive results Over Chinese food great ideas 1 day design session = great input Freely misses plan dates Project plan dates are everything Entrepreneurial fluid thinking Industrial linear thinking Works in bursts 24 hours a day Works intensely 8 to 5 Interactive – easily gets off track Guarded interactions Develops by trial & error - reactive Develops by milestones & proactive All about originality & success All about knowledge & resources Creative Thinking Task-Based Thinking Challenge me! I love the interaction! Do not challenge me!
U.S. Navy Cmdr. Mike Abrashoff took the worst ship in the Navy and transformed it into the top ship in the Pacific Fleet.
In 1997, Abrashoff, a well-decorated officer, was assigned command of the USS Benfold, a ship with a $60 million budget and a crew of 300. Under his people-first leadership, crew retention increased from 28 to 100 percent, the ship achieved best-ever results in every competitive category, and it consistently operated at 75 percent of budget, returning millions to U.S. taxpayers. To cap off Abrashoff's success, the Benfold won the prestigious Spokane Trophy for the best ship in the U.S. Navy's Pacific Fleet.
A study of CEOs by Transearch, an executive recruiting firm, 46 percent of respondents said that finding good people and keeping them is their single biggest worry . Similarly, three quarters of the corporate officers in a McKinsey study said their companies had insufficient talent or were "chronically talent-short across the board."
The number of 35-to-44 year olds -the critical wellspring of management talent-is expected to decline 15 percent by 2015 , according to the U.S. Census Bureau.
"At the end of the day, we bet on people , not strategies." Larry Bossidy, CEO AlliedSignal
‘ The moment people in an organization are recognized, they will act to get recognition. The moment they realize that the organization rewards for the right behavior, they will accept it.’
Peter Drucker – WSJ
Positive, Immediate and Certain
Change requires a motivator - what gets rewarded gets done
Award needs to have meaning and be beyond the living basics
Cash is limited in promotion value, long-term remembrance and excitement
Motivation Basics Psychic Income Monetary Needs
Move beyond the basic needs, “more than monetary”
Tap into the psychic needs
Look beyond the common place, every day
Maslow’s Pyramid Self- Realization Fulfillment of potential Personal Esteem Honor, job importance, title Social Acceptance Love, togetherness, teamwork, recognition by family, friends, neighbors Security From economic and physical danger Physical Comfort Food, drink, clothing, shelter
Have a strategy for reinforcing the new behaviors that align with your new work design - Creating a successful team structure requires changes in behavior for everyone . Identifying the desired behaviors, and reinforcing them immediately, will bring about a smoother change.
Use a demand-pull model for motivating employees - The specific, team-supportive behaviors expected from employees should be clearly communicated. As team members and leaders begin to use these behaviors and become more self-directed, they should be given more control and more freedom to act, make decisions, gain autonomy, get access to reward/celebration funds, etc. With this approach, teams are motivated to move forward, receive more training, and excel within the team system.
Reference: Daniels, Aubrey. Bringing Out the Best in People
Empower teams gradually and systematically - turn over responsibilities such as self-management and decision making only when team members are ready, and initially provide a limited scope for them. Handing over complete empowerment immediately , especially when employees are not used to it, can be disruptive and counter-productive.
Reference: Daniels, Aubrey. Bringing Out the Best in People
Energy, effort and enthusiasm are all parts of successful creative efforts. Take care of yourself physically. Eat & exercise sensibly. Get enough rest and relaxation. Creativity and creative life are marathons, not hundred-yard dashes.
The environment you fashion out of your thoughts, your beliefs, your ideals, your philosophy is the environment you live in.
Providing consulting services for business individuals looking for honest and straightforward counseling, coaching & implementation of business solutions that improve profit performance and loyalty with employees, channels and customers . www.BusinessHive.com
Generating Results Through:
Targeted Individualized Coaching Program
Improved Customer & Employee Loyalty
Enhanced Product, Market & Business Development Results
Profitable Brainstorming & Product Creation
Faster & More Accurate Product & Business Launch Management