Hire and “Hug An Eccentric”® for non-creative jobs

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Bret Morstad’s recent article on ceo.com “MAKE EVERY HIRE A CREATIVE-MINDED PERSON, EVEN FOR NON-CREATIVE JOBS” underscores the wisdom of Hug An Eccentric, with a couple of qualifiers.

He begins with “NOT ALL JOBS ARE ASSOCIATED WITH CREATIVITY. HOWEVER, THINKING DIFFERENT–NO MATTER WHAT THE POSITION–IS CRUCIAL TO INNOVATION. ANYTHING ELSE IS A PATH TO THE DARK SIDE.”

“Creative personalities are imaginative. They can “see” how a solution might “look” in their mind’s eye before it has even been put to paper. Creative people are also innovators. Breaking with norms or conventions whenever possible, they are open to explore and try what hasn’t been tried before. If these are not requirements for the people in your company, you might want to take another look at who’s working for you, or with you.”

 

About qualifiers:

First, it’s always good to understand that there are many points on the behavioral continuum between concrete and abstract, between right-brain and left-brain, etc. I agree wholeheartedly that most organizations could use more innovators.

Highly creative people [who we affectionately call 'Eccentrics'] are great at deconstructing and re-inventing. Often, they’re just what you need to challenge the status quo and drive a floundering company or function out of the swamp. At the same time, you don’t want a wild-eyed mad inventor managing a financial department – especially one that’s humming along just fine – so understanding how to use and interpret behavioral profiles when hiring or promoting is key. As always, ‘who’ [personality] trumps ‘what’ [technical skills].

The other qualifier is the leadership and culture of the organization. Want real turmoil? Hire energetic creative people, then squelch every new idea and delay action as long as possible. The best will leave as soon as possible; the ones who stay will typically add an extra layer of toxicity to the atmosphere. “The only thing worse than a disgruntled employee who leaves is one who stays.”

Why “HugAnEccentric®“?

Supporting innovation often requires us to embrace the innovator. The most successful communities and businesses celebrate diversity, including the behavior traits [eccentricities] that are often an integral part of the ‘wiring’ of highly creative people.

In addition to coaching and consulting in the creativity/ innovation/ leadership space, we also explore and share intelligence about many of the fascinating topics that uniquely affect creativity and innovation:

  • the need for innovators and entrepreneurs to communicate and collaborate effectively in order to meet business goals.
  • the need for organizations to drive innovation and growth by hiring, developing and engaging innovative and entrepreneurial talent.
  • highly creative people and eccentric/ non-mainstream personality and social traits
  • the need for communities, organizations and individuals to develop inclusiveness and suspend judgment, in order to support creativity and innovation in the arts and business

To talk about your experiences, goals and challenges, questions or comments, contact Marilou [Louie] to start the conversation

Link to a blog on a related topic: Leadership Misfires and Brushfires

Learn more about Hug An Eccentric

Read the complete CEO article at http://bit.ly/19N8sHO

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  1. The Innovator – Implementer Communication Gap | The Stage - September 30, 2013

    […] Hire and ‘Hug an Eccentric’ for Non-Creative Jobs? […]

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