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What we believe about Creativity We believe that creativity is a human birthright. It is not something that only an elite group in our society can do. We all do it. It is simply a part of the way our minds work. With our clients, we use the term creativity to mean our inherent ability to find new solutions to challenges we may face or design for ourselves. More specifically, creativity is the mental process we go through - individually or collectively - when we design, produce, and test new solutions. The fact that we are all essentially creative does not mean that we all use our creativity most effectively. We believe that creativity is a highly sensitive process - and is influenced by many things like self-esteem and other 'internal factors,' resource availability and other 'environmental factors,' and the constraints and possibilities that are part of the nature of the task we are working on. Therefore, we believe it is possible to work with people and groups to enhance creative performance, by
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What we believe about Leadership We view leadership as a social process - rather than the right of a formal position or an inborn ability. The fact is power positions alone do not make someone a leader. Nor do a set of specific "leadership characteristics." People make someone or some group a leader when they give credibility and authority to those who mobilize resources and align peoples' cooperative efforts to reach strategic targets. This mutual exchange between leaders and followers is the first of two major components of what we call the "leadership dynamic" in every organization. In this first component, we work to enhance the way leaders and followers inspire and motivate each other, how leaders gain and sustain commitment and credibility, and how they develop others. The second component of a leadership dynamic takes place between the network of leaders across an organization. In this second component, we work to enhance the way leaders work together, communicate with each other, how they balance the rights and duties associated with their roles, and how they envision and capture new opportunities. Many leadership development programs focus on what is called a "gap analysis." This involves assessing one or more leaders on a pre-determined set of 'leadership skills', finding where they fall short, and setting up plans to build skills in these areas. But we believe that optimizing the leadership dynamic in an organization requires more than just building specific leadership capability in one or more individuals. We work to combine skill development with interventions that improve the way our client's leadership works together as a group - and the way that leaders and followers build trust and commitment, communicate, and inspire and motivate each other. Back to top Back Home |
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What we believe about Organizational Change Think about the following scenarios:
We believe that organizations change only when individuals change. While activities at the organizational level (like defining vision, aligning business processes, and clarifying targets) are vital, experience and research shows that sustaining these kinds of changes requires change at the individual level. That's why we work with clients to:
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What we believe about Learning and Training Whether it's two or two hundred people, we believe that effective workplace learning takes place when learning activities are linked to what people do on a day-to-day basis, what they care most about, how they interact with others, and to their sense of identity. We also believe it is vital to link new information to knowledge that already exists in the workplace. From our experience, effective workplace learning happens through a variety of both formal and informal channels. This implies that in any training/learning initiative, it is important to strike the optimal balance between online and self-facilitated resources, facilitated sessions, on-the-job activities and role-models, and supporting processes (e.g. compensation policies that reward new behavior). And it is vital to take advantage of When we plan any learning experience, we consider four basic questions:
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What we believe about Consulting We believe that every consulting engagement provides a unique opportunity for clients and consultants to inspire and motivate each other for excellent results. We also believe that excellent and innovative results are more likely
While it is important to understand our client's situation and needs, and communicate what we see in ways that add depth to our clients' understanding of their circumstances - we are also committed to doing something. We believe that consulting that simply clarifies issues falls short of excellent performance. Ultimately, in every consulting engagement, we strive to become a valued business partner, to exchange expertise, and to build a relationship characterized by trust and open communication. Back to top |
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Our Core Values Fast-paced innovation, information sharing, high-performance teaming, and dynamic leadership are at the heart of competitive advantage. It is clear to anybody working in the training arena that established, traditional training methods are no longer appropriate to reach these strategic goals. Creative License works with clients to develop resources and opportunities that encourage people to take an active role in building essential workplace knowledge. In every consulting engagement, we strive to:
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