Streamlining Creative Team Collaborations

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

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.

What if your leadership is your team’s biggest obstacle? The best leaders clear paths—they don’t block them. Ever felt your team’s productivity stalls for no reason? Here, you’ll learn how to reduce friction in your teams and organization using the 𝗙𝗿𝗶𝗰𝘁𝗶𝗼𝗻 𝗙𝗶𝘅 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸—a simple way to transform chaos into clarity. After decades of consulting leaders and teams, I’ve learned that nobody 𝘪𝘯𝘵𝘦𝘯𝘵𝘪𝘰𝘯𝘢𝘭𝘭𝘺 creates friction, but they do. It starts small—like when I proudly rolled out a new “innovative” approval process. The result? My team spent hours navigating it instead of working efficiently. My good intentions created bad friction. Sound familiar? Here is the 𝗙𝗿𝗶𝗰𝘁𝗶𝗼𝗻 𝗙𝗶𝘅 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 (adapted from 𝘛𝘩𝘦 𝘍𝘳𝘪𝘤𝘵𝘪𝘰𝘯 𝘗𝘳𝘰𝘫𝘦𝘤𝘵 by Sutton & Rao): 1️⃣ Reframing: changing perspectives 📌 Purpose: Reduce friction by shifting perspectives. 🛠️ Actions: Reframe challenges as opportunities for growth or innovation. 💡 Example: A team facing budget cuts turned limitations into a chance to develop creative, cost-effective solutions. 2️⃣ Navigating: finding paths through obstacles 📌 Purpose: Help teams overcome barriers. 🛠️ Actions: Train employees to identify bottlenecks and develop workarounds. 💡 Example: During COVID-19, organizations embraced digital tools to navigate remote work challenges. 3️⃣ Shielding: protecting teams 📌 Purpose: Prevent unnecessary burdens from overwhelming employees. 🛠️ Actions: Leaders buffer teams from excessive meetings, bureaucracy, or toxic behaviors. 💡 Example: Pixar fosters creativity by shielding its teams from corporate red tape. 4️⃣ "Neighborhood" design & repair: local improvements 📌 Purpose: Optimize team environments for collaboration and efficiency. 🛠️ Actions: Simplify workflows, enhance communication, and foster supportive cultures. 💡 Example: A hospital redesigned its ER workflow, drastically cutting waiting times. 5️⃣ "System" design & repair: long-term improvements 📌 Purpose: Reimagine organizational structures for lasting impact. 🛠️ Actions: Implement large-scale changes, like rethinking hierarchies or systems. 💡 Example: Spotify’s squad model enabled faster decision-making and adaptability. Not all friction is bad. Take Amazon’s memo system: teams must write detailed narratives instead of slides. Why? It forces deeper thinking and clarity, ensuring better decisions before action. ✅ Good friction: Sparks debate, critical thinking, and better outcomes. ❌ Bad friction: Drains morale, slows progress and hinders productivity. What’s the most ridiculous process you’ve ever created or endured? Share below—we’ll laugh and learn together!

💡 Nearly all acquisition teams cite a "creative" problem -- namely creating assets for paid ads. While this seems true on the surface — it’s rarely about creativity or a lack of media assets It's actually a *shipping* problem. Much like the saying "you ship your org chart," with creative, you ship your workflow. The reality is, most brands already have tons of creative assets—just scattered across different teams (user research, product, marketing). The problem is, there’s no streamlined process for turning those assets into ads. Here’s a fast fix to get your creative engine shipping at scale: 1️⃣ Mine your existing assets and categorize them: Product-centric: demos, people using the product, etc. Emotion-centric: testimonials, customer reactions, etc. Other: B-roll, behind-the-scenes footage. 2️⃣ Map these assets to proven creative concepts: Before/after comparisons. Testimonials or customer stories. Product use in unexpected contexts. Problem/solution scenarios. User-generated content. 3️⃣ Layer in copy and overlays that speak to one or more of these: Urgency (e.g., "Limited time only!") Scarcity (e.g., "Only 5 left in stock.") Trust (e.g., customer ratings, awards). Social proof (e.g., "Used by 100,000+ customers.") Value proposition (e.g., "Save time, save money.") 4️⃣ Leverage tools like Sovran to generate creative permutations programmatically. This enables you to test variations without draining your team’s bandwidth. (h/t: Manson Chen) 5️⃣ Use platforms like Motion (Creative Analytics) to extract valuable creative insights from real-time performance. 6️⃣ Automate over time by building a content repository and leveraging AI to tag and categorize assets—creating a searchable database that makes scaling content production seamless. 7️⃣ Lastly, “creative” doesn’t always mean visually stunning. In fact, "ugly ads" and "transactional creatives" often outperform their polished counterparts. Don't be afraid to prioritize clarity over aesthetics in performance marketing. If you're still unsure about your team's creative capacity, here's one of my favorite "ugly ads." 👇🏾

Recently, we led a reorg for a brand (>10 employees) experiencing 3x growth YoY l. Working with a lot of companies at this stage, I figured I’d share some points around “Rebuilding Culture While Scaling a Creative Team” Here are a few principles we’re rolling out that might help others building ambitious, creative teams: 1. Remove the Bottlenecks One person shouldn’t be the gatekeeper for every decision. Trust your team. Give them lanes to lead in. 2. Divide + Conquer Every initiative needs a clear owner, timeline, and goal. Not two owners for any one initiative. 3. Share the Vision Early Leadership now sets quarterly themes, so every department (product, events, partnerships, etc.) is aligned and rowing in the same direction. Previously the team was moving last minute / in real time duebticthenrare of growth. New Cultural Standards We’re Setting: 1. Communicate Like You Mean It Overcommunicate. Silence slows momentum. Keep people looped in, not guessing. 2. Transparency = Trust Everyone should know what others are working on. It’s the only way to collaborate and truly support one another. 3. Work Proactively, Not Reactively We now plan major collections, events, and campaigns six months ahead. Fire drills happen, but they’re no longer the norm. 4. Feedback Isn’t Personal, It’s Directional We’re normalizing real-time feedback, upward feedback, and celebrating growth just as much as execution. 5. Represent the Brand with Intention Whether you’re on the clock or at an event, how you carry yourself reflects on everyone. Protect the energy internally. Be proud of the space you’re shaping. 6. Manage Each Other Up Celebrate wins, especially those that aren’t your own. Give credit where it’s due. Get used to saying “we” instead of “I”, even when you carried most of the weight, because when the team wins, the brand wins. This last one is one of the most important in my opinion.

Top tips for creative teams to help businesses save time: 🪩 1. Keep records of project briefs, design files, and drafts in one central, shared place. This ensures easy access to the correct versions, saving time and money in the long run. No one likes hunting through emails 😅 2. Document feedback and learn from it. By doing so, new designers can onboard smoothly, understanding the business's nuances, and clients don't have to repeat themselves. 📝 3. Build recyclable content whenever possible. Utilizing editable templates in a fast-paced environment keeps you top of mind with clients and reserves energy for more strategic tasks. ♻️ 4. If you can't confidently replay the brief to the client, schedule a call and have them explain it to you. Ensuring clarity in the initial creative stages is crucial for project success and avoids misunderstandings that can delay timelines. Early communication sets the right tone for a successful outcome. Similarly, ensure any brief templates are crystal clear for the client. 📞 Is there anything you would add?

Collaboration isn’t about meetings. It’s about momentum. Too often, teams confuse collaboration with “keeping people informed.” But dropping updates in Slack or presenting a finished plan isn’t the same as building alignment. If you want real collaboration—where teams feel invested and move in sync—here’s what needs to happen: 1. Loop in stakeholders early. Don’t wait until decisions are made. Bring in sales, marketing, ops, and HR before you lock in your approach. 2. Co-create, don’t just communicate. Ask for input, identify shared goals, and make it a two-way process. People support what they help build. 3. Make meetings productive. Set clear outcomes. Assign next steps. Eliminate the “this could have been an email” trap. #noagendatoattenda 4. Create shared accountability. Collaboration dies when ownership is unclear. Define roles, expectations, and how success is measured. 5. Keep feedback loops open. One conversation isn’t enough. Build structured check-ins to refine and adjust as needed. If your initiatives aren’t gaining traction, ask yourself: Are we truly collaborating, or are we just updating? What’s your go-to tactic for building collaboration across teams? Drop it below! 👇 #collaboration #teamwork #feedback