I was so pleased to read Talent Culture contributor Mike Brown’s list of recommendations for leaders seeking to foster creative strategy and build creative minds amidst their team members! I’ve experienced tons of trial and error regarding this very subject, especially because I deal with teams in so many industries, including the small business, freelance, social media, consulting, and life coaching sectors. The core of Brown’s advice turns a leader’s questioning gaze inward, to ensure a level of accountability that sometimes gets ignored when a manager assumes that the root of a team’s deficiency is the result of individual deficiency. Speaking of accountability, I love how one of Brown’s strategies is to up the ante of accountability for EVERYONE, not just for the boss.
Long story short, creativity is a process of give and take, and that should be mirrored in the collaborative process between managers and staff. Take a look at these strategies and let us know what you think. How do you build creativity on your team? How do you encourage your staff to think outside of the box? Any anecdotes from the field? Any tips to add to Mike’s list?
In a recent Telegraph Finance article, Daniel H. Pink raises the taboo question of, “Is it okay for a businessperson to question their ability to achieve a particular goal?” 
Thankfully, he does so using the adorable Bob the Builder as a model entrepreneur for the humble and self-reflective businessperson. In my experience as a life coach and home-based business mentor, I find that it is a fine line to walk between encouraging freelancers, entrepreneurs, and home-based businesspeople to think positively/dream big and helping burgeoning entrepreneurs set achievable goals in the midst of starting their own businesses. This same conundrum is present in various leadership arenas as well: I want to encourage my team without allowing them to set unrealistic expectations. My advice to those with similar dilemmas: your choice of words and tone to colleagues and team members should encourage positivity and self-reflexivity. Instead of asking whether or not something can be done, ask questions that encourage a scaffolded approach to a project or goal. Questions like, “How can you achieve ‘X’” or “Is there a way to reach ‘X’ in the timeframe we are allowing ourselves?” are better alternatives than, “So do you really think you can do ‘X’?” Such a query may come off as snarky or skeptical, and will inevitably abandon encouragement in favor of discouragement.
Any other advice out there for striking a balance between being realistic and setting big goals? Please share your stories!
