How to grow and motivate a creative team


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How to grow, nurture and motivate a creative team. My presentation from the #ContentMarketingShow 2014

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  • A person sits down on a chair arm out, test strength. Now ask the person to put out their arm to test their strength. Then talk about how we 400 years ago believed that the earth was flat, now we now it’s round and hopefully most people does as well. Ask volunteer whether they believe the earth is flat or round. Now ask if they pretend they believe that the earth is flat, say out loud “the earth is flat”. Arm out, test their strength. So you lost physical strength because you didn’t believe in what you were saying. Now let’s try something else, think of something that makes your really happy, a memory or feeling. Hold the thought, put your arm out. Strong. Now think about something that makes you really angry or a bad memory, hold out your arm. Lost strength again. Basically if we are made to do something that we don’t believe or think negative thoughts it makes us weaker physically!
  • How to grow and motivate a creative team

    1. 1. Running & motivating a creative team Lisa Myers CEO, Verve Search @LisaDMyers
    2. 2. • I wasn’t very good at school, I have no degree! • I’m dyslexic • I have the attention span of a goldfish @LisaDMyers
    3. 3. It’s not who you are that holds you back, it’s who you think you are. – David Brinkley
    4. 4. If you change the way you look at things, the things you look at change! - W. Dyer
    5. 5. Recruiting talent
    6. 6. Hiring based on experience and a person’s CV only is aVERY bad idea.
    7. 7. It’s mostly about chemistry….
    8. 8. 1. Intelligent 2. Problem solving 3. Passion 4. ATTITUDE
    9. 9. Ignore all the “rules” and make your own!
    10. 10. SEIZE the talent when you see it, not when you need it.
    11. 11. What motivates people?
    12. 12. Financial Incentives? “If this then that….”
    13. 13. HIGH incentives actually leads to worse performance when it comes to cognitive tasks.
    14. 14. Is the task mostly routine? Concentrate on building a healthy, long-term motivational environment that pays people fairly and that fosters autonomy, mastery, and purpose. Provide useful information rather than attempt control Offer praise and feedback rather than things people can touch or spend. No : “Drive” – Daniel H Pink
    15. 15. Assumption: Pay people fairly
    16. 16. 1. Autonomy 2. Mastery 3. Purpose
    17. 17. Autonomy Trust people to do something their own way, give them long enough leash to experiment with their limits.
    18. 18. Mastery The desire to get better and better at something.
    19. 19. Purpose A cause larger than themselves. “A man’s reach should exceed his grasp!”
    20. 20. Being part of team and feeling responsibility to ones peers is A LOT more powerful than responsibility to the management.
    21. 21. People are wired to be active and engaged.
    22. 22. Daniel H. Pink ”Drive” Patrick Lenicioni “Five dysfunctions of a team”
    23. 23. Breeding creativity
    24. 24. “The intuitive mind is a sacred gift and the rational mind is a faithful servant.We have created a society that honours the servant and has forgotten the gift.” – Albert Einstein
    25. 25. Develop individuals Meditation Training CBT Workshop Work on individual projects Evening Course
    26. 26. Teach them to disagree and discuss.
    27. 27. Connect Left and Right Brain
    28. 28. Showing the love
    29. 29. Recognition
    30. 30. HIGH FIVE!!
    31. 31. USE YOUR WORDS in details “I LOVE this article, particularly like what you wrote about….” “That was simply awesome, and how quickly did you do that, shiiiiiiit” (has to be said in Samuel L Jackson style)
    32. 32. Encouragement should NOT just come from managers! Cheers for Peers every week
    33. 33. The force is strong with you
    34. 34. Verve week
    35. 35. Laughing Buddha Awards Yearly award to recognise great achievements!
    36. 36. I need a volunteer!
    37. 37. Great read on Creativity: 2014/06/secrets-of-the-creative- brain/372299/
    38. 38. Thank You!Email: Web: Twitter: @LisaDmyers @LisaDMyers