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Not Good At Creativity? You Will Be After Reading This.

Not Good At Creativity? You Will Be After Reading This.

Do you ever look at the work of your friends and colleagues and wish you were as creative as they are?  How about when you’re in the middle of a project and you run out of ideas?  You rack your brain trying to force the next great epiphany but nothing comes.

So you take a break for a while and move on to something else. You might even lose sleep over it. You return to it the next day and find that you’re not closer to any inspiration than you were when you left it. It takes you forever to come up with mediocre ideas while the people around you are producing masterpieces left and right.

The problem isn’t that you’re not creative. The problem is that you’re not tapping into your own resources. It takes intentionally developed mental strength to be creative.

1. Overcome any self-doubt.

Self-doubt is a mental block that wipes out creativity. If you are notorious for having self doubt, try this exercise to open up the flood gates of creativity.

Picture your finished project.  What does it feel like?  Whom has it inspired? Picture it well, smell it, taste it, feel it. Now take a mental picture. This is now your mental model that’s attached to this project. When the doubt creeps in, pull this picture and the feeling attached to it into your conscious mind. Your self-doubt should crumble away.

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“The worst enemy to creativity is self doubt.”  –Sylvia Plath

And by the way, you can write about anything in life if you have the outgoing guts to do it, and the imagination to improvise.

2. Make time.

Set time aside to work on your project. Incorporate a creative environment that brings inspiration, motivation and comfort.

“One very important aspect of motivation is the willingness to stop and to look at things that no one else has bothered to look at. This simple process of focusing on things that are normally taken for granted is a powerful source of creativity.” –Edward de Bono

3. Keep an open mind.

The subconscious mind is always coming up with ideas. They come in phrases, pictures, and sometimes in pieces, like a puzzle. Stay open to little ideas that crop up.  Don’t dismiss them as stupid or ridiculous. Write these epiphanies down and stay open.  It might not be the entire picture, but it could, quite possibly be an important piece of the puzzle. Research, explore and broaden your horizons.

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“Curiosity about life in all of its aspects, I think, is still the secret of great creative people” –Leo Burnett

4. Fight fear of failure and rejection.

Don’t ever be afraid of creating junk. The most beautiful masterpieces, in art and in life, begin as what appears as junk.

Your mistakes and rejections can be masterpieces for someone else.  When you make a mistake, or are rejected, learn from that experience to help someone else.  Most of the time, when you make a mistake, or try to help someone else from being turned down, you find new inspiration and ideas.

“Creativity is allowing yourself to make mistakes. Art is knowing which ones to keep.” –Scott Adams

5. Build confidence with baby steps.

When a child learns to walk they begin by falling—a lot. They keep practicing, and falling (failing) until finally they can take big steps. One tiny step sets the foundation for a bigger step tomorrow. Start by working in small time increments.

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When you do short bursts, it opens up your subconscious to “marinate” the ideas you’ve already worked on and to combine those with new ones. It’s called the Incubation Process and it’s a powerful technique for creativity and productivity.

“You can’t use up creativity. The more you use, the more you have.” –Maya Angelou

6. Brainstorm.

Write down everything you can think of that might work or be something you will need at some point.  Look at it from different angles. For example, look at it from the customer’s view when considering value. Look at it from a child’s view when considering simplicity.  Keep writing until your brain is exhausted of ideas.

“Think left and think right and think low and think high. Oh, the thinks you can think up if only you try” –Dr. Seuss

7. Incubate.

Brainstorming is the conscious process; incubating is the subconscious process. This is where the majority of creativity comes from. If you really want to boost your creativity, take a break from your project after brainstorming so that your subconscious can bring forth ideas. Literally sleep on it if you have time and see what a huge difference this makes.

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“Creativity is one of the last remaining legal ways of gaining an unfair advantage over the competition.” –Ed Mc Cabe

Mastering the art of creativity simply means combining the mental strength to utilize both your conscious and unconscious mind. Use these tips every single day to increase your mental strength and you will find that the floodgates of creativity will burst open.

Go here for more ways to spur creativity.

Featured photo credit: http://www.morguefile.com/creative/jdurham via morguefile.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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