Reclaim Your Creative Confidence

Creative-VictoryIf you’re reading my blog, I’m guessing you are a business leader, a software professional, or both. You probably majored in business, technology or computer science. And, if you’re like most of us in these types of fields, you don’t consider yourself “creative.” The creative types (or, simply, “creatives”) are those slightly off-beat people in the organization who write marketing copy, develop advertising or create the creative packaging for your products or services.

But a provocative article in the December issue of Harvard Business Review (HBR), “Reclaim Your Creative Confidence” presents a vastly different way of thinking about – and cultivating – creativity in the workplace.

“The world seems to divide into ‘creatives’ and ‘noncreatives,’ and too many people consciously or unconsciously resign themselves to the latter category. And yet we know that creativity is essential in any discipline or industry. According to a recent IBM survey of chief executives around the world, it’s the most sought-after trait in leaders today,” write authors Tom Kelley and David Kelley.

What makes their article particularly interesting to me is their sensible plan for overcoming the four most common creativity blockers: (1) fear of the messy unknown, (2) fear of being judged, (3) fear of the first step and (4) fear of losing control.

Tom Kelley and David Kelley (who do not mention if they are related) bring academic and real-world experience to this topic. Tom is the general manager of IDEO, a design and innovation consultancy, and the author of The Ten Faces of Innovation (Currency/Doubleday, 2005). He is an executive fellow at UC Berkeley’s Haas School of Business and the University of Toyko. David is the founder and chairman of IDEO and the founder of the Hasso Plattner Institute of Design at Stanford, where he is the Donald W. Whittier Professor in Mechanical Engineering.

In my next series of posts, I will share their recommendations – and some of my own – for rediscovering creative confidence within your self and fostering it in the people you work with or lead.

standardMarch 5Tom SalonekLeadership

The Cost of Business in Minnesota

Cost-of-Business-in-MNThe following was written by Brianna Harrington of Intertech.

Governor Mark Dayton’s administration claims its new tax proposals could raise more than $2 billion in new revenue in the upcoming budget cycle.

While the tax could help to eliminate the 1.1 billion dollar deficit, it assumes businesses can financially shoulder the burden of a compounding tax, which makes them less competitive today and moving forward.

Last Friday, Dave Brenner, a senior manager at Intertech, met with legislators Sen. Roger Chamberlain, Rep. Matt Dean, and Rep. Linda Runbeck and 15 other concerned business members at a round-table discussion in Vadnais Heights to discuss the proposed tax increases.

The businesses represented ranged from small mom and pop shops to large enterprises with clients from around the world. Unsurprisingly, many of the business owners raised the same short-term and long-term concerns.

A small trucking company shared its frustration in adding to the financial gridlock because of an uncertain future.   To grow his business, he needs to purchase another truck, but at a cost of over $100,000 he has to hold off until he knows how he’ll pay for the additional taxes.

Another company expressed that a 5.5% cost increase with their already thin profit margins will completely curtail their ability to pay down operating loans, invest in new products, and will make their long-term competitiveness unobtainable.

A local businessman explained if the law passes he would be faced with the tough decision of having to cut their workforce, move employees to part-time, or move their location. With plenty of bordering (and non-bordering) states already reaching out to businesses unwilling or unable to take on the new tax burden, he expects many companies to be in the same position.

Issues were also raised on the claims corporate taxes will go down. While large corporations may see a decrease, the majority of businesses, companies that are filed under sub-chapter S (as well as LLC’s), will see a 25% increase in taxes (from 8% to 10%).

A native Minnesotan shared that he has already had to co-locate his business due to taxes. He currently lives in MN, largely for personal ties, while his offices are located in Hudson. However, with the tax hikes on the horizon he feels he’ll have no choice but to completely relocate to Wisconsin. “It just makes more financial sense.”

Finally, the MN business-to-business tax favors large companies able to offer in-house services such as accounting, legal, or design; yet another disadvantage to budding businesses.

I agree with Gov. Dayton, that, “No one likes paying taxes.” but the compounding cost of the taxes proposed, creates an almost hostile environment for businesses to flourish in Minnesota. Add that to the lack-luster appeal for new businesses and the potential brain drain to our vibrant business community and you’re left with a devastating long-term impact.

standardFebruary 26Tom SalonekTaxes

With Training, Take the Long View – 3rd and Final in the Series

Upside-DownAs I described in my previous post, I’m taking issue with the article: “Who Can Fix the ‘Middle-Skills’ Gap?” by Thomas Kochan, David Finegold and Paul Osterman, which appeared in the December 2012 issue of Harvard Business Review. The authors simply accept at face value the notion that individual employers should not train employees because those employees might leave. I disagree.

In fact, I believe the best way to retain employees is to continually offer them great training. At our annual senior leadership offsite planning retreat, we always have an agenda item around how we ensure job satisfaction for our associates. We believe there are multiple components, including:

  • Stimulating, challenging work
  • Clear expectations
  • Continuous feedback
  • Unparalleled learning
  • Explicit career paths
  • Fair reward and recognition
  • Inclusive culture

I recently did a presentation to the leadership team of a local college on “programs or incentives to increase morale and productivity.” I explained that if the above components aren’t covered, no program or bonus system matters. Focus on the core blocking and tackling of creating satisfied/happy/productive employees!

Similar to training, professional certification makes some employers feel at-risk for losing talent (after their people become certified). There was a local, large firm who stopped incentivizing their employees to be certified because its management believed certification created opportunities for people to leave.

Here, too, I think it is short sighted. We pay for study materials, pay for the exam (pass or fail), and give a spot-bonus of $750 for each technical exam passed (for Microsoft, there are typically four exams in a certification so it’s $3K total). That investment in our people is small in comparison to the benefits we reap: extraordinarily loyal and satisfied employees who do great work! Our employees are happy, our customers are happy and Intertech thrives. It may sound simplistic, but it’s a formula that works!

standardFebruary 5Tom SalonekHappy Employees