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10 Fears Holding You Back from Creativity and How to Beat Them

10 Fears Holding You Back from Creativity and How to Beat Them

You may have heard others say that everyone is creative. Little kids certainly seem to be. And yet, so many of us lose that creative confidence as we go through adolescence and into adulthood. We turn into a person who fears creative ideas.

Dr. Will Schutz, a prominent psychologist and pioneer of the human potential movement, believed that fear is the biggest block to creativity. Rather than creating something new, many of us are held back as we do our best to avoid the consequences of our fear.

Elizabeth Gilbert, the author of Eat, Pray, Love says that “Fear and creativity are conjoined twins. What holds people back from being creative is that in order to murder the fear, they end up killing off the creativity as well.”

Messages which encourage conformity and control pervade our schools and our workplaces. Yet we crave creativity. Innovation is admired and held up as a model for us to follow. If only we could stop fear from holding us back.

Here are the most common fears and how to tackle them:

1. Fear that you are not a creative person

People with this fear don’t believe they are creative in the first place. They have created a self-definition that excludes even the possibility that they might be creative. Sometimes they see themselves as too rational, or too dull, to be creative. They might say things like, “I don’t have a creative bone in my body.”

Often these people forget the ways that they demonstrate creativity every day, but dismiss it.

One woman told me of a time she had run out of lipstick and couldn’t afford to buy more. But her appearance was important to her so she used a brush to combine tiny amounts from the bottom of two old lipstick tubes, and created a new color with just enough to wear for the rest of the week.

All day she received compliments on her lipstick. Her creativity naturally responded to the circumstances she found herself in.

What you can do:

Universities and consultancies that support people who want to be more creative have learned that their job is not to teach them how. Instead they help them re-discover the inherent creative confidence they had as children.

Start by widening your definition of creativity. You don’t have to be Van Gogh. Look around at the ways you overcome difficulties and see how creative you already are.

Are you someone who can work around a computer glitch? When you don’t have an ingredient for a recipe do you know what to substitute instead? Can you build spreadsheets from scratch? All these are creative activities. You may not be a visual artist, but that doesn’t mean you are not as creative as one.

2. Fear of failure

We are told again and again that the best way to learn is by doing. Yet, throughout our lives we are criticised when we get things wrong.

No wonder we fear failure. No wonder that perfectionism (excellence distorted to the point of paralysis) is rife.

The consequences of failure seem huge. Fail our exams and we are told we will never get a job. Fail in our job and we lose our livelihood. Failure makes everything precarious.

And yet, the greatest entrepreneurs and innovators fail often. They cultivate the resilience to deal with failure, because the only way to do something new is to learn to cope with failure.

What you can do:

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“Fail, fail again, fail better,” said Samuel Beckett.

Find ways to try out new things, without reaping consequences of failure that are too big to cope with.

Start by calling the things you do “experiments” rather than failures. You are testing something out, and learning from it. By redefining success as the process of exploring and learning rather than the result, you can cultivate your curiosity.

Try creating a new meal at a time when you are the only one who’ll have to eat it if it is disgusting. Play with paint or clay and keep the results to yourself.

And remember, mistakes can lead to the best results. Famously, Post It Notes were created when a new type of glue being developed by a scientist at 3M was not sticky enough. Who knows what innovation might your mistakes lead to?

3. Fear of the unknown

Creativity requires people to be unclear about the eventual shape of their creation.   Whether they are creating a picture, a computer programme or starting a new business, the new design frequently takes a form that was unanticipated by its designer.

Amazing creations are often those furthest from their starting point. Being willing to take the journey of creativity demands that you let go of your pre-conceived ideas and be willing to go to places you have not explored before.

This is hard when staying in control seems to be how we manage our busy lives and get things done.

What you can do:

Acclimatise yourself to doing things without a plan. Finger paint. Go for a walk in a new environment without a map. Visit shops, museums and galleries you’d wouldn’t normally do to.

Try to include people with different ways of seeing the world in your life. They will open your eyes to new possibilities.

Find the enjoyment in these new activities, then start letting go of control in some of the more tightly managed parts of your life. Remember the words of Margaret Attwood:

“If I waited for perfection, I would never write a word.”

4. Fear of being unstructured and illogical

Rationality is highly valued in our culture. But while the left brain can make logical connections, it is the right brain that truly allows our creativity to flow.

Albert Einstein put it like this,

“The intuitive mind is a sacred gift and the rational mind is a faithful servant. We have created a society that honors the servant and has forgotten the gift.”

What you can do:

“Don’t try to create and analyze at the same time. They’re different processes,” said composer John Cage.

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Remember that both right and left brain processes have a place in your life. Use your unstructured side to generate a wealth of ideas, however silly they seem. Allow each to become a jumping off point for further creativity.

Only when you let your right brain have free rein do you let your left brain loose, to hone those ideas and decide which have merit.

5. Fear of being judged

It can hurt to feel judged. It can leave us embarrassed, or worse, cut to the core. We’ve all experienced times when the judgement of others has hurt us.

Sometimes even the judgements that are not intended to hurt, still do. Sometimes we feel unappreciated or ignored. Or, even when someone praises our work for what we think are the wrong reasons we can feel stereotyped or misunderstood.

It often seems like the way to avoid judgement is to never do anything that can be judged. But by doing this, we keep ourselves small. We waste the huge potential that resides in every person.

In fact, your biggest critic is likely to be your own mind. We all have an inner critic, nagging at us and feeding our fear.

Your inner critic is trying to keep you safe from the judgement of others. But in the process it can stop you from taking even reasonable risks or trying something new. It will always default to the patterns it knows, long after you have outgrown them

What you can do:

Defer judgement on your creative output. As you create, just let yourself try things out, letting your creativity flow. During the process your only job is to keep things moving.

Only after you are done do you get to edit. This way, you have something to work on and improve, rather than stifling the creative process.

When you are evaluating your efforts, be careful about the language you use. Treat yourself kindly, avoiding unhelpful criticisms like ‘this is crap.’ Instead, be specific about what needs to be improved.

6. Fear of revealing yourself

Creativity can feel very personal and that can leave you feeling vulnerable if you show it to others.

The harder you’ve worked at something, the further you’ve reached out of your comfort zone and the more it matters to you, the more risky it can feel to open it up to external critics.

What you can do:

The more a work matters, the more vulnerable it makes you feel. Turn this truth on its head, as Steven Pressfield recommends in the War of Art:

“The more scared we are of a work or calling, the more sure we can be that we have to do it.”

Rather than getting stuck in the fear, reconnect to why it matters, and what it makes possible. Use that as fuel to push through the fear.

7. Fear of rejection

Human beings are social animals. Loneliness has been shown to affect not only our mental health, but our physical health – and even our life expectancy. So, is it any wonder that we are so scared of rejection?

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Our schools teach us to conform to social norms. Creative people are often written off as weird, quirky or freakish.

This is not new. Pioneers have been dismissed throughout history as they challenge convention and disrupt the establishment. Galileo was forced to recant his proof that the earth went round the sun, not the other way round. Van Gogh, one of the most admired artists in the world, only sold one single painting during his lifetime.

What you can do:

In the modern world, we have one big advantage that neither Galileo nor Van Gogh had. The internet and other modern communication technology has made the world smaller. Now it is possible for us all to find a group of like-minded people to share our passions with, however weird they are.

Remember, as Henri Matisse, himself a ground-breaking artist, said “Creativity takes courage.”

Take a step by step approach to the risk of coming out of your creativity closet. Start by creating in private. Then choose a safe group of supporters to share your work with. As you gain confidence that you have not been rejected, gradually extend the circle of people that see your creations until you are no longer hiding it at all.

8. Fear that you are not worthy

So many of us compare ourselves to others and find ourselves wanting. In fact, even very successful business leaders can find themselves feeling like they are only successful by accident, that they have tricked others and don’t really deserve to be in their roles.

They feel this despite evidence to the contrary, which might include praise, qualifications or positive results.

This feeling, of being a fake, is sufficiently common that it has been given a name: imposter syndrome. It is particularly prevalent in women and minority groups – people who has directly or indirectly had their ability questioned throughout their lives.

People with imposter syndrome can take any sign that their work isn’t as perfect as they hoped to ‘prove’ their belief that they are not good enough. And this can deter them from even trying.

What you can do:

Remember, a creative idea in our minds is never as good when it is realized. Inherent in any creative endeavor is imperfection. Rather than being a sign of your unworthiness, this is normal.

The poet, Robert Browning, mourned the inevitability of imperfection, but also pointed out “Ah, but a man’s reach should exceed his grasp. Or what’s a heaven for?”

Even the most creative people can find it impossible to fully realise their visions. It is the nature of being human. Aspiring to more does not mean that your efforts are not worthwhile.

9. Fear of no reward

The conventional image of the starving artist living in a garret dominates our culture. It leaves us believing that indulging our creativity can only lead to poverty and obscurity.

To get ahead, or even just to feed our family, we believe it is necessary to follow ‘rational’ career paths such as business, law or medicine. Anything else is a recipe for financial hardship.

What you can do:

Remind yourself of the many successful and financially sustainable creative careers. Film-makers, advertising creatives, graphic designers and others do make a living from creative pursuits.

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Some of these include a measure of luck. Not all actors, painters or sculptors hit the big time. But combining creative pursuits with a job that pays the bills is a strategy successfully used by many, and keeps their creative options open.

These alternative jobs don’t have to involve waiting tables. An actor can do voice-overs, teach kids or work with business people on their presentation skills. Film-makers who don’t make it in Hollywood can create campaigns for charities or advertisements for businesses.

And don’t forget, creativity is an inherent part of almost every job. If you can find a better way to do something, even if you are working in a factory, you are being creative.

Shutting off the inherent creativity of human beings makes us more easily replaceable by robots. Make yourself invaluable in any role by using your creative potential.

10. Fear of the first step

Starting is usually the hardest part of anything worthwhile. Before you start, the sense of anticipation gets your fear going, without engaging with the real issues yet.

This is the time your monkey mind goes wild, filling you with anxiety rather than action. Or worse, your mind goes completely blank and you are frozen.

Writers block is well known, but the same effect applies to all creative pursuits. It leaves people procrastinating and ruins reputations.

Creative block affects even well known and genuinely creative people. Douglas Adams, author of The Hitchhikers Guide to the Galaxy, had his book editors confine him to a hotel suite for three weeks to get him to finally write So Long and Thanks for all the Fish, the fourth book in the Hitchhiker series, because he had put it off for so long.

What you can do:

Many authors say they don’t believe in writers block. What you need, they say, is discipline to just start.

Write anything that comes into your head, even if it is nonsense. Describe the scene outside your window. Imagine yourself starting in the middle of the story rather than the beginning. Don’t worry about quality. Just start.

The same applies to other creative endeavours. Pick up a paintbrush and splodge something on the canvas. Play a note on your instrument. Try a solution to a problem, even if you think it won’t work.

Rather than anticipating problems, grapple with them. Fix a time when you make a commitment to do something, even if you know it will be no good. After all, you can edit later. Writers often cross out their entire first paragraph, or even a whole first chapter.

Franklin D. Roosevelt reminds us:

“Let me assert my firm belief that the only thing we have to fear is fear itself — nameless, unreasoning, unjustified terror which paralyzes needed efforts to convert retreat into advance.”

How will you convert retreat into advancement? Let go of the fear holding you back and embrace the creativity you already possess within.

Featured photo credit: Where is the Creative Spark? Photo: Morgan Sessions via unsplash.com

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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