In a creative organization, people embrace change
Organizations must be creative and innovative, change and take risks to move forward. In general, people tend to avoid risks and counteract changes. Yet there is creativity in every organization. It often sparkles visibly in a few employees. For example with that typical chaotic colleague who always comes up with the next new thing. But a few creative minds rarely create a creative organization. That only works if you stimulate creativity within a much larger group. You can form teams that inspire and stimulate each other, dare to think differently. Only if you can make creativity sparkle in your organization can you can use it strategically.
How do you build creativity?
To build a creative organization, you can take different paths and use different resources. The success is found in the mix. And, every change in your organization needs customization. However, there are four fixed steps you can follow. You can use these steps as a common thread when changing your organization, to a true creative organization. The words we chose for these steps are target, concept, involve and progress.
Target
You must first determine your target. Determining a concrete goal is still difficult for many organizations. Why do you have to become that creative organization? Is it necessary to keep your customers or is your goal to find new ones? Is creativity necessary for a better product or service? Do you have a goal that fits who your organization really is, does it match with your history? Is it just a management goal, or a goal supported by the entire organization?
Setting your target can be done in different ways. From your roots and authenticity, your goal may already be largely clear, but if not, research among stakeholders can also help to determine your direction. Or brainstorming sessions can contribute to the desired focus.
Joint targetting is also a great process to prepare organizations for changes to come.
Concept
An organizational goal is often not the story with which you will convince your customers or stakeholders. Only after a translation of your goals into a strong credible story, you really convey a message clearly. By describing your message in simple language and packaging it visually, you create belief in and support for the changes that are to come. A message without a concept is often poorly understood and does not grow support.
Involve
Involve people! Always start with questions. Your employees, customers or shareholders often have the answers you need. Do your research first and use the responses in all phases of the change to a truly creative organization. Explain in what way the organizational change is consistent with the given answers. Find the balance between top-down and bottom-up and use strong natural leaders who dare to listen to their supporters. Stay in constant conversation and dare to make adjustments based on the responses.
Progress
All efforts are always aimed at building a creative organization that moves forward. Progress or growth can mean several things to organizations. One wants to grow turnover, the other wants to grow substantively. There are organizations that want to achieve a position that makes them an ideal candidate for a takeover or merger. With full focus on your goal, you bring your organization forward step by step. Everyday more and more creative and innovative.