Nick Patterson, cofounder and manager at Storm & Shelter Production House has been managing creative teams for over seven years. He is able to coach and work with creative people every day, including employees who are involved with film, animation and video projects. What’s so rewarding in leading a creative group? Nick says
Creative people work differently than corporate teams. Their passion for innovation and dedication is the reason. This can be seen from the way they work together to what kind of collective goals they set.
Nick shared his most important insights about managing a team of creatives.
Five tips for an interview
- 1. Change your perspective on development
- 2. Be intentional and mindful when you give feedback
- 3. Create goals that are driven solely by your creativity
- 4. Be sensitive to the vulnerability of others
- 5. Honesty and openness should be a priority
What is different when managing creative people?
You may consider your team creative if it works on design-oriented or innovative projects. People who are creative in nature often have a strong passion for their work and strongly identify themselves with it. Their skill sets may be more than a way to earn a living. They can also bring satisfaction to their lives.
should take extra care in managing creative staff. By managing a creative group, you help people achieve their goals and dreams. It is difficult to manage creative individuals, but it can also be rewarding.
Five tips to manage creative employees
Nick Patterson taught us the most important things about managing creative teams.
1. Change your perspective on development
Creative employees need the freedom to grow and develop. Break out of thinking that employee development is a linear process. A creative person will be more likely to select the right challenge if they have the opportunity to explore multiple paths.
Nick wants his employees to feel confident to “say, ‘hey, maybe I could be stretched out here. Then, “being able to guide, give feedback, and give small responsibilities as people go, to test things out.”
2. Feedback should be thoughtful, intentional and intentional
It’s essential to give thoughtful feedback when you are giving to someone who is creative. Nick says that when writing feedback, it’s crucial to consider the personalities and preferences people have. What is his opinion?
If you can, try to understand who you are giving feedback. You can better comprehend the reactions of others if you are in a close relationship. It is important to give enough context when presenting information.
You should make sure the person you share your feedback with understands why it is important to you. Your feedback can help them achieve their goals. Can it help to grow them? What could be the impact of their creative process on them? Give context in detail.
3. Create goals that are driven through creativity
It may be better to focus on goals driven by employee development rather than performance. Nick says that “because the goals are project-based, they’re a little creative.” KPIs are less important. This part of the process is easy.”
You should (and you can) continue tracking your team’s performance, and key objectives. Spend some extra time setting meaningful goals for your team. How can they improve their knowledge and skill in their field? Prioritizing This doesn’t need to be separated from achieving business goals.
4. Respect for other peoples’ vulnerabilities
It can be difficult to share the passion of creative employees with their manager or team. It’s therefore important to show consideration when you challenge an idea or give negative feedback.
“If someone presents their work, it will make them vulnerable…like they’ll say, ‘this is the work I put all my heart and soul into. Try not brutalize it.”
Sharing creative work is a brave act. There is no “right” or a “wrong” method to accomplish creative tasks. Ask questions to better understand a situation before voicing a criticism. Be open minded and curious to what your team is saying.
5. Honesty and openness should be a top priority
This tip applies to all of the other tips on this list. Integrating honesty and openness into your team’s core values and the creative process encourages:
- Looking at the world in a new way.
- Give honest feedback with care
- Let creativity be your guide.
- Making room for vulnerability
Nick says “Openness and honesty is important, especially when you’re working with creative teams.” “The more honest and open people are, the more they trust each other.”
This last part is perhaps the most important. Confidence building. With a team that has a high level of trust, you’ll see an increase in collaboration, productivity and innovative ideas. They can depend on each other to do the right thing and be empowered to do what they are best at. When they work together, they’ll feel more comfortable taking smarter risks and trying out new approaches. All begins with creating an environment of honesty.
Last word of advice
What was Nick’s last advice to managers of creative employees about how to motivate them? Don’t be afraid of letting people take on their own responsibility. Give your team the freedom to create and you’ll be amazed at what they can do.