Creative people are dangerous !! At least, that’s how it feels. You see the word “creative” is bantered about in blogs, articles and books. There are several “step” plans to help people be more creative, but it seems to take some superhuman effort.
Why is that?
What is so scary about being creative? Is it that when we hear the word we give it a massive scale like painting the Sistine Chapel? Or, is it thought to be too scattered, unfocused, blue sky, etc.?
Being creative in HR is necessary. It’s not something that is even an option really because great HR is in the midst of humans. If you don’t have a creative approach in how to work with, for and around people, then HR is going to be massively frustrating !! It doesn’t have to be, but I think that the general malaise and jadedness that fills the vast majority of the social space communicates that HR is rough.
I have to disagree !! I recently had a great conversation with a friend who said, “Man, you (and a few others) always seem to be positive. And, you’ve been in HR a long time, but it still seems fresh every time I hear you talk about it.”
There’s a reason for this. I call it the “what box?” approach. This isn’t another rally cry for you to be outside a box. It’s not allowing yourself to have a “box” at all. Is that possible? It is. Let me share why . . .
I think that the fact of structure and processes still allow for vast amounts of breadth, depth and creativity !! I don’t see them as the enemy or opposite of creativity at all. We need to have vision, direction, focus and structure. People feel comfortable and can perform exceedingly well when they know what the parameters are for them. It clears up ambiguity which is what we all truly long for.
When it comes to approach, however, that’s where you can truly differentiate yourself and not conform to any particular box. Great HR can jump from box to box to box and still be wildly effective. In fact, by meeting people in their comfort zone, you can connect, communicate and create in amazing ways.
I follow a great book that was given to me by a friend who came to an HR Roundtable. He said the coolest thing to me when he said, “I read this book and thought of you.” It’s called Orbiting the Giant Hairball. It’s a personal tale of being creative at Hallmark Cards. He had to fight to be creative in a company who is supposed to be creative in order to make it’s products !! It’s a fascinating and practical read.
You only have to dive into the hairball (box) when it’s needed. If you don’t need to be in it, then you can orbit and create. So, HR where do you find yourself ?? Are you stuck in your own box, or in the boxes of what others expect HR to be ??
This week, get rid of it. Get to the point where you can say . . . what box ??
Photo credit – Outside the Box, Inc.
I like boxes. Boxes are comfortable. 😉
HR, like all functions is about accomplishing the desired results that support the goals and objectives of the organization, within the particular context in which you operate. That is to say, different contexts, can require different responses. Not to seem ignorant, but I don’t have a clue how what you said supports this notion, or on any broad scale, supports accomplishing organizational goals and objectives.
Creativity is essential in many HR roles, and of little value in others, based on the context. Because so many HR people are not in a box, as defined by executive management, is why HR doesn’t get to sit at the adult table – and creativity won’t make the difference.
Accomplishing the desired results is what we need to do in HR to improve our status, and that requires know-how and discipline.
Bill – I appreciate your response. I don’t see creativity as some nebulous thing that has no purpose or objective. In fact, it’s just the opposite. I want HR to look at how they accomplish goals and objectives in different ways. We are all results oriented, but just cranking things out doesn’t get us a seat at the table either. The HR folks who aren’t as bound by the “rules” and “norms” bring a vastly different insight to management and are expected to be strategic in their creativity.
Creativity and Innovation in HR is absolutely necessary and critical to stay ahead of the curve in the organizations they serve. After all, Creativity and Innovation are critical to the success of most businesses/organizations-if HR is not ‘there’ what on earth are they offering to the business? HR practitioners that stay just ahead of where the rest of the organization is can offer solid ROI on any intervention when change happens. And change does happen whether the decision makers are paying attention or not. I am always happy to see HR Innovators who can be the visionary that meets the needs of the organization exactly when the organization needs it.
YES!!! Great share, Steve! Don’t just think outside the box – question whether the box needs to be there in the first place! “WHAT BOX?”
Exactly! Who put us in a box anyway?
I think we put ourselves in the box. Or maybe it was Elvis. We’ll never know, but the important thing to remember is that you have to constantly TRAIN yourself to recognize when Mental Models are getting in the way. As Peter Senge wrote, “Mental models are deeply held internal images of how the world works, images that limit us to familiar ways of thinking and acting. Very often, we are not consciously aware of our mental models or the effects they have on our behavior.” We need to become aware of our Mental Models so that we can recognize when they are inhibiting our innovation and creativity!
Thank you for sharing Steve. Why must we put people in a box? Like you mentioned recently at the HR Round Table, the need to differentiate yourself from others!
After a number of years of being in HR, I’ve found being creative certainly puts you on the outter. I’ve worked in both Government and private industry, maybe outside of HR create people get labelled as ‘creative’, my experience however is that within HR being creative gets you labelled ‘disruptive’. I think the reality is that so much of HR is compliance driven, that creativity just doesn’t fit with most peoples mindset about HR.
A shame, as around compliance sits this world of adding value that HR could really be a part of in a creative amazing way.