Jaslyn Ng, Top of the Table Qualifier Ex-HR Global Leader

Employees need to feel safe to take risks without fear of negative consequences. Leaders should foster a supportive atmosphere where failure is seen as a stepping stone to success. Leaders should model risk-taking behavior by sharing their own experiences and showing how taking calculated risks has led to growth and innovation. Recognize and reward employees who take the initiative, even if their ideas don’t always succeed. This reinforces the value of risk-taking and encourages others to follow suit. Equip your team with the tools and resources they need to experiment and innovate. This includes time, funding, and access to necessary materials or information.

While encouraging creative thinking, it’s essential to have clear, achievable goals. This provides direction and ensures that creative efforts are aligned with the organization’s objectives. Innovative ideas often come with risks. Leaders should assess these risks carefully and balance them against potential rewards. This pragmatic approach ensures that creativity doesn’t lead to impractical or unsustainable solutions. Encourage a culture where learning and development are prioritized. This helps teams stay adaptable and open to new ideas, while also grounding their creativity in practical skills and knowledge.

A diverse team brings together a wide range of experiences and viewpoints. This melting pot of ideas can lead to unique solutions and innovative approaches that a homogenous team might not consider. Diverse teams are better at solving complex problems. When people from various backgrounds collaborate, they bring different strategies and insights to the table, resulting in more robust and effective solutions. A culture that values diversity makes everyone feel included and valued. This sense of belonging can boost morale, foster loyalty, and encourage employees to share their best ideas.

Encourage an atmosphere where team members feel comfortable sharing their ideas without fear of criticism. Regular brainstorming sessions and open forums can facilitate this. Mistakes are part of the creative process. Instead of punishing failures, celebrate them as learning opportunities. This approach not only boosts morale but also encourages employees to take more creative risks. Invest in tools and training that help employees enhance their creative skills. Whether it’s workshops, online courses, or creative software, providing the right resources can make a significant difference. Leaders should demonstrate their own creative processes and willingness to think outside the box.

Here are some examples: Myth 1: Creativity is an innate talent. Reality check: Creativity is a skill that can be developed. It’s not just about being born with a creative gene; it’s about cultivating an environment where creativity can flourish. Encouraging brainstorming sessions, allowing time for reflection, and providing diverse experiences can all help spark creative ideas. Myth 2: Leaders should focus on management, not creativity. Think again: Effective leadership involves more than just managing tasks and people. It’s about inspiring innovation, fostering a vision, and being open to new ideas.

Based on the feedback, set specific, measurable goals for improvement. Clear goals provide direction and help you track your progress. For example, if the feedback is about improving communication skills, set a goal to practice active listening in meetings. Create a detailed action plan outlining the steps you’ll take to implement the feedback. Include timelines, resources needed, and any support required. An action plan keeps you organized and accountable.