Like it or not, the world is changing. This is nothing new as change and evolution have always been part of our human history. However, from personal observation and speaking with my professional counterparts, it feels like the pace of change has accelerated. It’s this rapid change and future uncertainty that makes things seem different now.

As leaders, it’s our job to carry out our organization’s mission and bring people

towards the vision. This is a difficult task, and where we are globally and as a nation makes this even harder. How can leaders make the best decisions and layout the best plans when the rules of the game can change at any moment?

According to a Harvard Business Review article, part of the answer may be found in the leadership skill of creativity. Now, more than ever, we are in an innovation-driven world and economy. Great ideas have become more of an urgent priority to

management. To that point, having clear goals, a solid plan, and the right team has never been more important for execution.

“The leader’s job is not to be the source of ideas but to encourage and champion ideas.

 Leaders must tap the imagination of employees at all ranks and ask inspiring questions. 

They also need to help their organizations incorporate diverse perspectives, 

which spur creative insights, and facilitate creative collaboration.”

Bluntly put, creativity and building something novel have always been at the heart of business development and entrepreneurship. The issue here is that it hasn’t been properly prioritized by leadership and management. Without support from the top, and lacking proper buy-in throughout an organization, employees will hold on to their ideas.

Most often employees believe what they have to share doesn’t matter. Sometimes it’s that there is no incentive for them to take the risk and put their neck out there. In some of the worst cases, when employees share new ideas, they have been dismissed immediately, faced repercussions, or have had ideas stolen altogether. Actions like these lead to mistrust and employee disengagement. This is how bad management very quickly leads to toxic company culture.

Depending on your culture your people may feel less inclined (safe) to share their ideas openly. This can be overcome if you prioritize it. Take a step back and consider your goals and objectives. Be purposeful in engaging the people you need for the most urgent projects and priorities. Collaboration and teamwork are essential to meaningful change. Tap into your people’s different perspectives, experiences, and expertise. Get their insights, support them, and then get out of the way.

Read the full Harvard Business Journal article HERE.