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7 Common Traits Of Highly Creative People

7 Common Traits Of Highly Creative People

“Creativity isn’t a talent. It’s a way of operating,” said John Cleese.

We’re all creative beings at heart. It just so happens that some people are better at expressing that side than others.

So here are 7 common traits found in highly creative people – and some advice on how you can be more creative yourself.

1. They make creativity a ritual

“Waiting for inspiration is like waiting for a train at an airport,” said the author Leigh Michaels. Creative people push through inspiration droughts and do something creative anyway.

Jerry Seinfeld made a point of writing a new joke every single day. Some of them were hilariously funny. Others were just terrible. But he understood the power of frequency.

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Creativity is a bit like a muscle. When you make it a habit, your mind gets used to entering the creative state.

2. They don’t take themselves too seriously

As they climb the ladder of life, it’s natural for people to start getting serious. They start to feel terribly important.

Creative people don’t. They have fun with their work and other people. They’re playful – almost childlike, because they understand good ideas don’t come when you’re overly serious.

The advertising genius David Ogilvy would often approach a creative problem by “thinking funny”. Even if the subject matter was very serious, he knew that thinking funny would lay the path to a big idea.

3. They’re curious about everything

Your average creative genius might be a gardener, a historian, a scientist, an expert in American literature and dabble with astronomy on the side.

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They’re almost always voracious readers. That’s because an idea is nothing more than a combination of old elements that already exist.

Picasso’s Les Demoiselles d’Avignon is generally considered the greatest painting of the 20th Century. But this would never have appeared on canvas had the artist not spent hours studying African and Iberian sculptures at the Louvre.

Ideas need fuel. Creative people keep the tank topped up.

4. They can live with discomfort for longer

When a problem’s left unsolved, it’s uncomfortable – a bit like an itch you can’t scratch. During this time, it’s very tempting to settle for a second-rate solution.

Creative people, however, can live with this discomfort for longer. They wait for the big idea, when they shout “EUREKA!”

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Although he didn’t consider himself the most talented of the Monty Python gang, John Cleese realised he often came up with the funniest sketches. He says the reason was he could sit on an idea for longer. He had a high threshold for mental discomfort.

5. They’re good at switching off from work

One of the most important creative techniques is to relax and let your subconscious do the work.

When Thomas Edison was stumped, he didn’t fret over the problem. He’d leave his desk and take a nap. It sounds easy, but this is actually one of the most difficult jobs for a creative mind.

However, if you can master relaxation – if you can switch off from the problem – you often find your big idea slaps you in the face without warning.

6. They’re interested in people

If an idea is to have any impact, it needs to appeal to people.

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Creative people are compassionate. They’re interested in others, because they have to appeal to raw emotion.

Ernest Hemingway, one of the 20th Century’s great people watchers said “I have learned a great deal from listening to people. Most people never listen.”

Some say he was also the 20th Century’s greatest writer.

7. They can get excited about anything

Creative people understand ideas are locked in the most mundane things. Their job is to weed them out.

The adman David Ogilvy, who I’ve mentioned, would have writers complain that the product was too dull. There simply wasn’t an exciting way to sell it.

“I’ve got news for you,” Ogilvy replied. “There are no boring products, only boring writers.”

Featured photo credit: Kristian Karlsson via media.lifehack.org

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Last Updated on June 5, 2020

10 Huge Differences Between a Boss And a Leader

10 Huge Differences Between a Boss And a Leader

When you try to think of a leader at your place of work, you might think of your boss — you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’s main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders Are Compassionate; Bosses Are Cold

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest, and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders Say “We”; Bosses Say “I”

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern-day workplace.

3. Leaders Invest in People; Bosses Use People

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others and note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. People Respect Leaders; People Fear Bosses

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders Give Credit Where It’s Due; Bosses Only Take Credit

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders See Delegation as Their Best Friend; Bosses See It as an Enemy

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust, and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called the self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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You can learn more about how to delegate in my other article: How to Delegate Work (the Definitive Guide for Successful Leaders).

7. Leaders Work Hard; Bosses Let Others Do the Work

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the most difficult tasks when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go,” a.k.a accomplish a difficult task alone, change your phrasing to “let’s go,” showing that you are totally willing to help and support them.

8. Leaders Think Long-Term; Bosses Think Short-Term

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders Are Like Colleagues; Bosses Are Just Bosses

Another word for a colleague is a collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

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As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders Put People First; Bosses Put Results First

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook, even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Final Thoughts

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

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Featured photo credit: Brooke Lark via unsplash.com

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