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Creatives are Confusing: 14 Tips on Leading Them

Finding creative people to work on really great creative teams is difficult, but keeping them is even harder. There is one important rule to remember when dealing with creative people: The larger the talent, the harder they are to manage.

It’s not an excuse, it’s a reality. Really great creative types don’t always fit in our procedures, manuals, policies or systems. Don’t lose hope—we need really creative people to challenge and stretch our organizations.

Here are a few things to consider when dealing with really creative people (in no particular order):

1. Accept that creative people are different.

That’s why you hired them in the first place. Don’t expect them to be something other than what they are.

2. Make sure you are giving them the room to be their most creative.

How they work may not be how you work. Allow creative people to have their unique process.

3. Clearly define expectations and reality.

Don’t assume anything. Make crystal clear what is required and expected.

4. Vision is mandatory.

Creative people need to know the WHY as much as the WHEN or the HOW. Cast clear vision for the why so they can work with purpose and passion.

5. Understand their buy-in.

Creative people leave their fingerprints on everything they touch, unlike anyone else in your organization. With each product created, a piece of them is attached to it. So tread carefully, but honestly.

6. Reinforce their wins, protect them in their losses.

Pretty simple. Celebrate creativity when it succeeds and protect them when they fall. Bought-in creative people will be infinitely harder on themselves when they fail than anyone else could ever be.

7. Create safe places for them to work and share.