Use elements of a consulting mindset to take your department from order-takers to creative problem-solving rock-stars! By not assuming that what the client wants is what they need, in-house creatives can create unique and effective solutions to the client’s challenges. Additionally, in-house creatives should work towards shared goals with their clients and include a measurement of success in their creative briefs.
Insights on marketing, branding, self-employment, productivity, and more.
In-house creative teams often face stereotypes, and one of the most annoying and damaging ones is the belief that they can’t produce inspirational results. While the benefits of a steady job and regular paycheck may lead to complacency, it’s ultimately up to the individual to take responsibility for their professional development and seek out inspiration. Employers also have a responsibility to invest in their employees’ development and increase their value to the company. Creative leaders can inspire their team by leading by example.
Meetings are a necessary evil in our business. Between staff meetings, project planning and review meetings, vendor meetings, and of course client meetings, its any wonder we get real work done at all. But one thing I have learned in almost 25 years in the creative...
In recent years, there has been a shift in power in the creative industry regarding who “owns” brand and creative work in corporate America. In-house creative teams have emerged as important players, producing some of the best creative work in design, advertising, photography, and video. This shift has led to corporations leveraging their in-house talent more than ever, with in-house teams taking on the responsibility of managing outside agency relationships.
“Don’t be a boss, be a coach.” The key to being a good manager is to balance the organization’s best interests with getting the best performance from your people. A great manager understands that leading creative people can be challenging, and personal and professional development is crucial to keeping them interested in their work.
During dinner with three fellow designers, we discussed our careers and what happens after managing others. We came up with a metaphor for the phases of a creative career: Apprenticing, Mastering, and Master. After managing others, we considered the idea of a “Post-Mastery” phase for designers ready to move on. We explored how to influence creativity in a company without managing others and suggested different paths, such as moving up the corporate ladder, finding new ways to influence creativity, or starting a business. Ultimately, what to do after reaching mastery and experience depends on personal goals.
What can leaders do to provide training and development opportunities to their team with limited resources? One option is to consider “train the trainer” opportunities for themselves or their team, maximizing the potential of classes and conferences.
Thoughts on management from Paul Hawken, environmentalist, entrepreneur, and author. “Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them”
Thoughts on leadership from Pat Riley, widely regarded as one of the greatest NBA coaches of all time,
When running a business of any kind it’s important to remember that you, as a manager, have just three resources at your disposal – Money, People, and Information. When someone starts a new job they need one of those three things more than the others: information.