This week, I stumbled upon a somewhat uncommon article in the Harvard Business Review – an article on creativity, and more specifically, creativity in digitally or technologically driven organizations.
The author of this article quite straightforwardly states that in order to succeed, tech-savvy companies should really hire more creatives – instead of merely hiring more people who excel in business analytics, or even instead of hiring people who have hard core skills in creating new software.
(You can read the full article, by Tom Perrault, bluntly entitled “Digital Companies Need More Liberal Arts Majors”, at the HBR website: https://hbr.org/2016/01/digital-companies-need-more-liberal-arts-majors.)
Coming from a design background, and moreover, a background in philosophy, I think that we could certainly do with more of us in technologically oriented companies. However, I also think there’s much more to success than simply hiring a designer, or a philosopher, or several, for that matter.
Much like the author here, I find what the management of any successful digital or otherwise technology-oriented company really needs to do is to “create the type of culture in which creatives thrive”.
Having done some reading on this issue, I previously wrote about it in a post entitled “A Structure of Unstructured Time” in this blog last year (https://iiriskblog.wordpress.com/2015/10/28/a-structure-of-unstructured-time/).
To briefly recap that post, the point I wished to make was that in relation to creating an innovation-oriented culture was that employees should perhaps be given some “unstructured” time to act as “intrapreneurs” in their respective organizations. This is the kind of culture that many prominent companies like Apple and Google seem to make it a point of supporting and sustaining.
Most digital and technological innovations – or at least the very best ones – tend to require the early input of a creative person, or a group of creative people.
I firmly believe that many people, given a chance to, can act as creatives, regardless of their vocational background. Only hiring a creative marketing posse for the product or service hardly makes any sense.
What really makes or breaks success, then, is having and maintaining a creative organizational culture.