Creative corporation – Creative leadership

Companies need more and more creative, open-minded colleagues in order to stay competitive in an ever-changing market. How can we turn our brain into creative mode? How can we access our problem-solving capacities so that we could really think out of the box?

So what’s the issue?

Companies need more and more creative, open-minded colleagues in order to stay competitive in an ever-changing market. How can we turn our brain into creative mode? How can we access our problem-solving capacities so that we could really think out of the box?

In the meanwhile, the frames necessary to ensure the proper functioning of a company inevitably limit the dynamics of possible change. Also, the expectations on efficiency put a high pressure on employees, which blocks creativity.

kreativivtasSo the questions is: how is it possible within the corporate settings – or changing them only gradually – to activate the most valuable creative potential that exists within the employees and the leaders?

The dynamics of change flow in two directions: on the one hand, the corporate culture can have a stimulating or hindering effect. On the other hand, the mental and emotional state of being of the individual employees also have an indirect effect on the corporate environement. The former can be controlled easier, can be reformed from the head of the company, but it is unsure whether it really gets integrated.

The latter – self-development of the individual employees – might seem to be more difficult to work on, but the result would be more stable, the invested energy will surely return.

What’ s the solution?

It is of course illusionary in a company employing several thousands or even a few hundreds of people to ensure one-on-one stress release for each and every person.

Self-development of mid-level leaders and executives, however, creates an effect far beyond their own positive experiences. Changes on this level can bridge the gap between the necessary development of employees and the necessary stability of the company structure.

Change can only have this far-reaching effect, however, if it is deep and long-lasting. This is where the so called “third generation” techniques can help, integrating mental, emotional and physical level at the same time.