UPSU is a young and vibrant organisation, but sometimes I feel that we can get into routines, as with any workplace, especially when the work load get heavy like it’s about to in the lead up to Freshers Fortnight. I’ve been trying to work out how to inspire creative talent in the workplace here at UPSU especially in our fabulous marketing department.

It’s commonly recognised that employees who work in creative environments are more likely to come up with innovative ideas – just what we need to utilise to engage with our students and stakeholders. They also develop the flexibility to adapt to changes in the marketplace; that same flexibility can make organisations such as ours more agile and better able to compete in a constantly changing competative business world.

Here are some tips I’ve collected for fostering a “culture of creativity” among your employees:

  • Though some individuals are more naturally creative than others, most people are capable of some degree of creativity. An effective manager can bring together people who can contribute fresh ideas, who are not afraid to think in new ways, and who have the patience to hang in there through dry spells.
  • Good communication is essential. Employees need to be aware of all aspects of a problem in order to come up with creative solutions. Make sure everyone is aware of what the group is trying to accomplish, as well as what the companys goals and expectations are.
  • Don’t be elitist. It’s just plain wrong to assume that only management-level employees are capable of creative solutions. The guy in the mailroom might have some pretty terrific ideas. Find a way to solicit input from everyone in your department.
  • Be careful not to be critical when employees come up with ideas that aren’t all the way there yet. It sometimes takes a lot of bad ideas to get to a good one, and if people are too afraid of ridicule to participate, you may never get there at all.
  • As manager of a creative team you may have to act as referee or coach — someone who must keep people motivated to work together. Prepare to leave your own ego at the door.
  • In the interest of fostering creativity, some companies offer sabbaticals or allow employees time to work on their own projects. Attending conferences outside of the normal areas of expertise, working with people from other departments, and allowing time for travel, hobbies, or classes can result in enhanced creativity and improved productivity. Every group is different — it’s up to you to figure out which strategies are realistic and productive for the people in your department.
  • Allow some group time for brainstorming with no particular agenda in mind. Urge people to think about “what if” and “wish list” scenarios, and then see if you can collectively come up with ways to implement them. Nurture an environment of freedom of thought and action.
  • In a creative environment the best ideas (as opposed to those promoted by the person with the highest title) should win. Everyone must be included in the process and share credit for successes. Politics should be discouraged, and it is the manager’s responsibility to keep political power plays out of the mix.

When we think about creativity in organisations, we usually focus on how to generate new ideas from as many people as possible. But that’s not all there is to it. There are lots of good ideas out there — the key is to select, encourage, and apply the best ones. Concentrate on execution as well as instigation, and make sure that company standards of excellence are upheld as creative thinking is transformed into concrete projects, programs, and products.