Helping Creative People Create


Egalitarianism, the belief that all people are equal, is a fundamental value among Americans. While it’s appropriate in politics and society, it is artificial and awkward in leadership. People differ in so many respects, with the capacity for creativity at the top of the list.

My friend Ron Potter and I are good examples. Ron is an Extrovert (Myers-Briggs) and I’m an Introvert. Ron has to speak out loud to think, I need to think before I speak out loud. I think (gather information) alone. Ron likes to think in a group. I like to create what I can alone then let people see it, change it and make it better. Ron prefers to do all of that in a group, then analyze the draft idea alone. We’re different, but neither of us is right or wrong. We just are who God made us to be—and so are you.

Leaders must learn to respect their creative types. They must learn how they create, in what environments they create best and how they process criticism. Each of us is different and unique and if a leader wants to help people create, they need to learn about them and lead them accordingly.

Most people who love to create don’t respond well to micro-management and many times financial reward is not their number one motivator. Good leaders learn how to best lead them and they learn the best ways to motivate them. They just don’t use the typical.

The best leaders treasure people’s differences. They take the time and energy to get to know a person’s uniqueness and they celebrate it. They learn how to best approach and motivate.

The Myers-Briggs instrument is a great beginning. If you haven’t used it in this context, I’d suggest it. The device and discussion are much more than just a fun day. I’d be happy to help you.

Let me know your thoughts on managing people who love to create.


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Trust is the winsome wedding of faith and hope.

Brennan Manning

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