Building an Efficient Creative Culture

Pay close attention to the frequency of healthy debate, constructive challenge and openness to new and divergent ideas that takes place in your teams. If the frequency is low… …there is the risk of creating the illusion of performance because people readily ‘understand’ each other, agree on everything, collaboration seems to flow smoothly and there is a collective sensation of progress. However, the opportunity cost is teams gets trapped in their own paradigms, opportunities get overlooked, risks ignored - and ultimately their output becomes derivative not innovative, performance diminishes as opposed to improving and compounding. If the frequency is high… …there is a level of psychological safety that allows for team members to be more objective, to speak up with relevant ideas, to constructively challenge each other, and bring their diverse perspectives and experiences to the table - in the knowledge it won’t be held against them. This opens up the opportunity of reframing the paradigm, and connecting different perspectives and ideas. Ingredients for creativity, innovation, resilience and performance. You see homogeneous teams might feel easier, but easy doesn’t translate into Performance. Here are a few ideas to experiment with your teams… 1. Intentionally foster a team environment that replaces scepticism with intellectual curiosity, an open and learning mindset.   2. Consider how you can create a ways of working that allows all ideas and perspectives from everyone in the room to be heard. 3. Encourage dissenting perspectives. Surrounding yourself with people who are willing to disagree with you and challenge your perspectives and each other. 4. Consider whether you may need to invite others to that creative or idea generation meeting to ensure you get a broader perspective. 5. De-stigmatise failure through sharing past mistakes and celebrating lessons learnt. 6. Institutionalise a team culture of healthy candour. Candour is one of the key attributes to improving the quality of output, levelling up creativity and enabling effective collaboration. What would you add? 👇🏽 #culture

Culture isn't about mission statements and value cards. It's about the vibe in the office on a Monday morning. 20+ years leading teams have taught me this: Culture is forged in the moments between the memos. The ‘stuff’ that really makes the difference is how your company culture feels when no one's watching. Here’s 11 ways to get it right: 1/ Start with Monday mornings ↳ Create a ritual that makes people genuinely excited to start their week. ↳ Maybe it's fresh coffee and team breakfast, or a quick inspiring standup. 2/ Design your physical space thoughtfully ↳ Your office layout should encourage both collaboration and focus. ↳ Simple things like natural light, plants, and comfortable meeting spaces are important. 3/ Practice radical transparency ↳ Share both wins and challenges openly. ↳ When people understand the 'why' behind decisions, they feel like trusted partners. 4/ Implement a "no surprise" feedback system ↳ Regular, informal check-ins should happen way before annual reviews. ↳ Make feedback a normal part of daily work life. 5/ Celebrate the small wins ↳ Did someone help a colleague meet a deadline or solve a tricky customer issue? ↳ Make these moments visible. Culture is built in these daily victories. 6/ Create psychological safety ↳ When someone raises a concern, thank them. ↳ Your team's psychological safety is your competitive advantage. 7/ Lead by example with work-life boundaries ↳ If you say you value balance, don't send emails at midnight. ↳ Your actions set the real cultural tone. 8/ Make meetings meaningful ↳ Every meeting should have a clear purpose and end with actionable steps. ↳ Respect people's time and they'll respect your leadership. 9/ Build in learning opportunities ↳ Dedicate time for skill-sharing sessions, learning breaks, and professional development. ↳ Growth should be part of daily work, not just an annual training. 10/ Enable authentic connections ↳ Create spaces where people can connect as humans, not just colleagues. ↳ Culture thrives in these informal moments. 11/ Listen more than you speak ↳ Actually implement employee feedback. ↳ Show that employee voice matters more than management declarations. Here's the truth: Every interaction, decision, and moment shapes how your team feels about showing up tomorrow. The question isn't whether you have a culture; it's whether you're building the one you want. What's one small change you're making to improve how your team feels about coming to work? Share your experience below 👇 Follow Carolyn Healey for more content like this. Repost to your audience if they will find this valuable.

Company culture is NOT words on a wall. It’s how people feel on a Sunday night. If your team spends Sundays dreading Mondays, it’s not “just how work is.” It’s a cry for help. Culture isn’t about snacks or meditation apps. It’s how people feel—when they’re off the clock. So, how do you create a culture where people want to show up on Monday? How you should do it? 1/ Build Trust ↳ Show transparency in decision-making. ↳ Create a safe space for ideas—no fear, no judgment. ↳ Trust starts with leaders; it’s earned, not demanded. 2/ Show Appreciation ↳ Celebrate small wins as much as big ones. ↳ Say “thank you”—it costs nothing but means everything. ↳ Be specific: “Your effort on [task] made a huge difference.” 3/ Encourage Rest ↳ Lead by example—don’t email at midnight. ↳ Promote breaks, PTO, and unplugging after hours. ↳ Productivity thrives when people are rested, not burnt out. 4/ Communicate Clearly ↳ Give feedback that builds, not breaks. ↳ Set realistic goals, timelines, and expectations. ↳ Clarity in communication removes fear of the unknown. 5/ Lead by Example ↳ If you want work-life harmony, live it. ↳ Culture isn’t what you say—it’s what you do. ↳ Share your own struggles and how you manage. 👉 Culture thrives when leaders set the tone. If you fix how people feel about coming to work? Mondays will take care of themselves. Agree?

I was asked in an interview recently how do you build culture in an organization. My thoughts. 1. Align Culture with Organizational Strategy • Define the Desired Culture: Start by identifying the behaviors, mindsets, and attitudes that will support your organization’s strategic objectives. • Communicate the “Why”: Ensure employees understand how cultural values connect to the company’s purpose and success. Clear messaging from leadership about how behaviors tie to business outcomes is crucial. 2. Embed Values into Everyday Practices • Recruitment and Onboarding: Hire people whose values align with the organization’s. Reinforce cultural expectations from day one. • Performance Management: Build values into goal-setting, feedback, and evaluation processes. Recognize and reward employees who exemplify the desired culture. • Leadership Modeling: Leaders must embody the culture in their actions, decisions, and communication. Culture flows from the top down. 3. Build Systems that Reinforce Culture • Recognition Programs: Celebrate employees who demonstrate behaviors aligned with company values — not just top performers but also those who uphold integrity, innovation, or teamwork. • Training and Development: Provide learning opportunities that reinforce cultural values. For example, if adaptability is key, offer change management workshops. • Policies and Processes: Ensure HR practices (e.g., promotion, performance reviews, and rewards) reinforce the desired culture. 4. Empower Employees to Drive Culture • Culture Champions: Identify and empower employees across levels to model and promote cultural behaviors. • Employee-Led Initiatives: Create space for employees to suggest ideas that align with the organization’s values 5. Reinforce Culture Through Communication • Storytelling: Share real examples of employees living the culture in newsletters, meetings, or company-wide platforms. • Rituals and Routines: Develop meaningful traditions that reinforce values. 6. Measure and Evolve the Culture • Employee Feedback: Regularly gather input through engagement surveys, focus groups, or one-on-ones to assess cultural alignment. • Track Cultural Metrics: Use data like retention rates, (eNPS), and performance outcomes to measure cultural success. • Adapt as Needed: Culture isn’t static. Reassess as business strategies evolve to ensure alignment. Key Takeaway: An amazing culture is built when values are embedded into how the organization operates — from hiring to leadership behavior, performance management, and recognition. When culture directly supports strategy, it becomes a driving force for employee engagement, retention, and business success.

From Studio to Strategy: How I Use Art School Critique to Lead My Team Creativity is often seen as the domain of artists: abstract, emotional, maybe even a little chaotic. But as someone who lives in both worlds = fine art and the precision-driven diamond industry. I’ve come to see creativity as something much more powerful: a leadership tool. In my studio, creativity is expression. In my team, creativity is communication, empathy, and collaboration. And sometimes, it means reimagining something as fundamental as how we give feedback. The Feedback Problem:- When I first began managing my team at AMIPI INC. (in the diamond industry) I noticed a common issue: people were reluctant to give or receive feedback. Conversations around performance were often guarded, surface-level, or avoided altogether. This wasn’t just a communication problem, it was holding back growth and innovation. So I asked myself, how would an artist approach this? Enter: The Critique Circle:- In art school, critique isn’t just part of the proces, it is the process. We hang our work on the wall, step back, and invite others in. The goal isn’t to tear it apart. It’s to learn, evolve, and see something new. It’s about trust. I brought this approach to my team by introducing something I call Critique Circles: • We replaced performance reviews with creative review sessions. • Everyone shared their “work in progress” whether it was a sales pitch, product idea, or report on a whiteboard or presentation screen. • Feedback followed a three-step flow: what works, what could be explored further, and what inspired you. • We included visuals, metaphors, even sketching when words fell short What Changed:- Within weeks, the dynamic shifted. Team members no longer feared feedback , they welcomed it. They began offering ideas freely, asking for input before being told, and even initiating their own mini critique circles on or in meetings. The result? • Faster iteration and better results. • Deeper team trust. • A more emotionally intelligent culture. What started as an artist’s instinct turned into a cornerstone of how we collaborate. Creativity Is a Culture, Not a Department! I believe creativity isn’t a skill reserved for “creatives” it’s a mindset. When we infuse it into leadership, we unlock human potential in the most unexpected places. Even in an industry as exacting as diamonds, creative leadership has helped me build not just better products, but a stronger, more connected team. And if you’re someone who leads, builds, or manages, don’t underestimate what you already have inside you. Your creative instincts might just be your greatest asset. 12-ft commissioned artwork for a hedge fund’s main boardroom (client confidential). Grateful to create at this scale.

When you're leading creative teams, it's easy to get caught in the day-to-day grind. Before you know it, your team is stuck in a cycle of looking at each other's work or close competitors for ideas. Want to break this pattern? Try implementing quarterly inspiration hours. Here's how it works: Once every quarter, three team members each prepare 15-minute presentations on work they love from outside your organization. For example, one person might break down a winning marketing campaign, while another analyzes an effective brand launch. Between each presentation, leave time for Q&A. This format does more than just expose teams to inspiring work. It expands each person's perspective beyond their own discipline. When designers review compelling copywriting or writers dissect visual storytelling, it strengthens creative partnerships. It's also a chance for people to practice presentation skills in a supportive environment. Make it fun too: Order lunch for in-person meetings, or turn virtual sessions into end-of-day happy hours. What makes this effective? People step outside of their usual roles. They look at great work through a different lens. And teams start seeing possibilities they might have missed before. I'm curious: How do you keep your teams inspired? What practices have worked best in your organization, past or present?

“Innovation leaders ‘have a tolerance for failure—but an intolerance for incompetence.’ Innovation requires freedom to flourish, but boundaries and conditions in order to thrive.” Boston Consulting Group (BCG) on creating an innovative culture with practical examples from leading innovators: - If innovation “hardware” is the strategies, governance, processes, org structure, metrics, etc., then an innovative culture is the “software” that runs on it—the way people interact in an organization to develop and market new products and services to customers. Companies with “hardware” alone are 35% more likely to be innovators, and those with only a strong innovation culture are 60% more likely. But those with BOTH are 90% as likely to be world class innovators, and do it with (on average) 10% fewer FTE’s in innovation roles. - BCG identified four aspects of innovative culture:  (1) What do you celebrate, reward, promote? 3M gives employees the time and space to think beyond their day jobs by letting them spend 15% of their time on side projects. (Post-It notes were an outcome of the “15% rule.”) It created the Tech Forum, an informal forum where employees can collaborate on a project. Mentoring, teaching, and developing others factor into performance reviews, and are requirements for promotion. (2) How do you get new ideas, create, get outside input/customer insights? Unilever relocated its Foods R&D Center to a university campus regarded as one of Europe’s foremost food and agricultural research centers, and partnered with other universities to augment its own expertise and research, expanding access to talent while reducing costs. (3) How do you lead, who makes decisions? EDP, a Portugal-based green utility, balances empowering teams with providing the right level of direction with a process that prioritizes the most promising ideas and vets a large number of ideas through the filters of feasibility and impact. It focuses on solutions first, rather than technology. (4) How do you team, create an inclusive environment that allows everyone to participate and leverages diverse perspectives?  When Rakuten, a Japanese e-commerce company, got bogged down translating documents from Japanese to English, the CEO announced that all company communications going forward would be in English; only those who learned English (via company-provided training and tools) were promotable. By having one common language, the company was able to access global talent and facilitate collaboration. - Culture leaders: (a) clearly articulate the specific behaviors critical to innovation success, such as balancing freedom with accountability, empowering risk-taking, and playfulness with company standards, (b) provide the “hardware” to support the culture and have leaders who model the desired behaviors, (c) embed the core behaviors in how they hire and incentivize employees. #innovation #innovationculture #insights #teams #empowerment #innovators #culture #collaboration

Innovation is the lifeblood of progress, but it doesn’t happen by chance. It’s cultivated in environments where team members feel safe to share ideas and challenge the status quo. Creating a culture of innovation means nurturing an environment where bold ideas can flourish. It’s about openness, diverse perspectives, and the freedom to experiment. When people feel empowered to speak up, creativity thrives, and true innovation follows. So, how do you create such a culture? 1️⃣ Embed a Growth Mindset: Encourage continuous learning and development across all levels of the organization. Provide resources for professional growth and celebrate learning milestones, fostering an environment where knowledge and skills are constantly evolving. 2️⃣ Facilitate Cross-Functional Collaboration: Break down silos and encourage teams from different departments to work together. Cross-functional projects can bring fresh perspectives and spur innovative solutions that wouldn’t emerge in isolation. 3️⃣ Implement Structured Feedback Mechanisms: Establish regular feedback processes focused on constructive criticism and actionable insights. Ensure psychological safety so team members feel secure, viewing feedback as an opportunity for growth rather than critique. 4️⃣ Encourage Calculated Risks: Promote a culture where calculated risks are welcomed. Empower your team to explore new ideas and approaches without fear of failure. Recognize and reward innovative efforts, even when they don’t result in immediate success. By embedding these principles into your organizational culture, you can pave the way for continuous growth and success. Let’s create spaces where innovation is not just an aspiration but a tangible reality. #Leadership #Innovation #FutureOfWork

Ever found yourself facing a team that might not naturally be considered "creative," but you know deep down there's untapped potential waiting to be ignited? That's where the real magic happens – when you transform a group of individuals into a powerhouse of innovation! Here are a few strategies to nurture creativity in even the most unexpected places: 1️⃣ Diverse Perspectives: Embrace the beauty of diversity within your team. Different backgrounds, experiences, and skill sets can create a melting pot of ideas that spark innovation. 2️⃣ Encourage Curiosity: Cultivate a culture of questioning and curiosity. Challenge your team to explore the "what ifs" and "whys" to uncover new solutions. 3️⃣ Collaborative Storming: Gather your team for brainstorming sessions. Fostering an environment where no idea is too outrageous encourages free thinking and inspires unique concepts. 4️⃣ Cross-Pollination: Encourage your team to draw inspiration from unrelated fields. Sometimes, the most innovative solutions come from connecting seemingly unrelated dots. 5️⃣ Empower Ownership: Give individuals ownership of projects and allow them to take creative risks. When people feel their ideas matter, they're more likely to contribute their creative juices. 6️⃣ Learning from "Fails": Embrace failure as a stepping stone to success. Encourage your team to share their failures and lessons learned – these experiences often lead to innovative breakthroughs. 7️⃣ Structured Creativity: Implement frameworks like Design Thinking or Ideation Workshops. These structured approaches can guide your team to think creatively within a defined framework. 8️⃣ Celebrating Small Wins: Recognize and celebrate every small burst of creativity. This positive reinforcement encourages more innovative thinking. 9️⃣ Mentorship and Learning: Pair up team members with differing strengths. Learning from each other's expertise can lead to cross-pollination of ideas. 🔟 Lead by Example: Show your own passion for creativity. When your team sees your enthusiasm for innovation, it's contagious! Remember, creativity is not exclusive to certain roles or industries – it's a mindset that can be nurtured and cultivated. So, let's harness the potential within our teams, empower individuals to think outside the box, and watch as innovation unfolds before our eyes! #InnovationAtWork #whatinspiresme #culture #teamwork #CreativeThinking #TeamCreativity #LeadershipMindset #bestweekever

Ah, the founder's journey – where your daily routine swings between "I've got this!" and "What did I get myself into?" But amidst the chaos of building your startup, there's one aspect that’s make or break is your company culture. It's the secret sauce that transforms a group of talented individuals into an unstoppable force. So, how do you create an environment where your team thrives, innovates, and stays committed to a shared vision? An environment so awesome that your team actually looks forward to Mondays? (Yes, it's possible!) Here’s my guide to creating a workplace culture that not only attracts top talent but makes them think twice about those LinkedIn messages from recruiters: 1. Empower, Don't Micromanage Give your team autonomy. Focus on outcomes rather than processes to unlock creativity and initiative. 2. Invest in Growth Create clear progression paths and offer regular training. When employees see a future with your company, they invest their full potential in the present. 3. Set Clear Expectations Ambiguity leads to inefficiency. Clearly define roles, responsibilities, and goals to boost performance and job satisfaction. 4. Embrace a 'Fail Forward' Mentality Foster an environment where calculated risks are encouraged and failure is seen as a learning opportunity. 5. Communicate the Vision Regularly share your company's mission and help team members see how their work contributes to the bigger picture. 6. Prioritize Open Communication Implement feedback channels and be accessible. When employees feel heard, they're more likely to contribute innovative ideas. 7. Build for Stability Address issues that may lead to turnover. Retaining talent is often more beneficial than constant recruitment. 8. Celebrate Achievements Recognize both individual and team successes. This reinforces positive behaviors and boosts morale. 9. Promote Work-Life Balance Encourage healthy boundaries and respect personal time. A well-rested team is more creative and productive. 10. Foster Collaboration Encourage cross-departmental projects to break down silos and create a unified company culture. 11. Prioritize Well-being Offer mental health resources and create a culture where it's acceptable to discuss challenges openly. 12. Lead with Transparency Share both successes and challenges. This builds trust and provides context for effective problem-solving at all levels. Creating a positive work environment goes beyond surface-level perks. It's about building a culture of trust, growth, and shared purpose. As founders, our actions set the tone for the entire organization. What would you add?