Although creativity is a new buzzword for desirable in the business world, the creative traits that are desired by many employers are not the same as the traits displayed by many creative personalities. Employers and organizations, who are looking for creative personalities, are generally looking for people who will use creative thinking towards any end the company picks (Warner, 2008). In short, these work environments measure creativity by the results produced. This demand, placed by these organizations and employers, is in direct opposition to the actual needs of the creative personality. Koch (1992) discovered that highly creative people are frequently blocked when they need to produce on demand. This example helps to demonstrate the difference between the creativity sought by organizations and the actual needs and abilities of the creative person.
A person with a creative personality type faces specific challenges due to the fact that truly creative ways of thinking and being have been marginalized by our culture (Siner Francis, 2008). This intrinsic misunderstanding of the creative personality within our culture, which shows itself at many levels of thinking from common thought to academic thought (Siner Francis, 2008), leaves the needs of creative personality subject to the same treatment–even from themself. Because of this marginalization, being a creative thinking person and pursuing career sucess frequently means having experiences such as communication challenges or misunderstanding about one’s work style (Vance, 2007). If a creative individual chooses to step outside of the mainstream work world and doesn’t have money and connections, it often means they meet with frustration or, even, failure. Even if a creative person is successful in his or her pursuits, this success can be accompanied by feelings of failure, even then, because the creative individual’s standards and values are not reflected by the world around him or her.
The key to changing this is to increase awareness.
Creativity is important in both conventional work environments and for those who choose to use their creative skills outside them. Frequently, it is only a matter of awareness that makes the difference between productive and happy, and unproductive and miserable. Many creative people I work with do not see some of their personal needs and preferences as being the result of their creative personality. Some try to change these traits in themselves in order to fit in. Some give up and believe that they must settle for being marginalized. The more informed creative people are about the way they work, the reasons for the way they work, and the incredible benefits of working this way, the more likely they will be able to offer their gifts in a powerful ways.
Topic of next post: What Creative People Need to Succeed
References uses in this post:
Koch, S. (1992a). The aesthetics research center. In D. Finkelman & F. Kessel (Eds.), Psychology in human context, (pp. 43-50). Chicago & London: University of Chicago.
Siner Francis, K. (2007). A Reconstruction of Sigmund Koch’s Artist on Art Project. Can be found at www.largervisions./Articles.html
Vance, C.M., Groves, K.S., Yongsun P., & Kindler, H. (2007) Understanding and measuring linear and non-linear thinking style for enhanced management education and professional practice. Academy of Management, Learning and Education. 6, 2. (pp. 167-185)
Warner, C. (2008) How to manage creative people. Retrieved on: November, 3, 2008 from: http://www.charles warner.us/mgtcreat.html.