This topic was so appropriate for me this week because I found myself lacking courage. At first, I was stomped by the task of an “E-Organizer.” I did, however, recognize that it was a new process to me and a very creative way of sharing notes. I had learned so much in this program so far, that when I learned that there was still something else new, a new process (E-Organizer), I honestly became somewhat discouraged. But not for long. I welcomed this new learning opportunity.
Having strong “Clarifier” qualities, I have little or no tolerance for risk. Accomplishing tasks is always a high priority for me. The risks of not figuring out the E-Organizer weighed heavily on me. I courageously moved forward and took the experience head-on. I reflect on what I now consider to be this minor task, which felt enormous two weeks ago.
Puccio, etal. encourage us not to be shaken by complex tasks. Failures and setbacks are all part of the learning experience. One should have the courage to persevere and not give up.
Puccio, G. M. (2011). Creative Leadership: Skills That Drive Change. New York: Sage Publications.
Definition of Creativity
Creativity is the use of one’s imagination to create new ideas. According to Rhodes, creativity can be identified in a person, process, product or press.
Philosophy on the Benefits of Creativity to Leaders of Organizational Change
As leaders develop their creative thinking abilities and master those factors that promote creativity, they enhance their leadership effectiveness. As a leader, we must be extremely creative in our approach to change and to get buy-in from those most affected by the change. Whether it is a technological change or a change to corporate values, some resistance can reasonably be expected. It is a leader’s responsibility to enable people within the organization to accept the change. Creativity plays a critical role in transitioning to the new desired state. Some of the benefits of creativity to a leader are:
My vision is for creativity to be standard practice when enabling groups to be more flexible to change. Creativity needs to be the catalyst which facilitates transforming groups ideas through positive evaluation into workable solutions. The change process is rarely a positive experience. As a way of developing an organizational climate of appreciation and positivism, leaders must pay close attention to the way we communicate within the organizations. This sets the tone for management teams and the workforce. Not only does creativity promote imaginative thought but it reduces the group’s resistance to change. My vision encompasses two things:
(1)Incorporating the use of Creative Problem-Solving techniques in the building “Awareness” stage of the ADKAR Change Management model.
(2)Using the Appreciative Inquiry model in the building “Desire” stage of the ADKAR Change Management model.