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Case in Point: Creativity Is a Good Drug for Entrepreneurs

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In today’s era, the production and exportation of varied products to international markets are growing bigger, all thanks to the excessive industrialization and globalization that enfold multiple industries. It makes it easy for people to access products whenever and wherever. As for consumers, they now have access to different kinds of products in different types and quality ranges.

To such a great extent, what should an entrepreneur like you, do in a market bombarded with a myriad of products? How will you supply and manufacture a product in markets filled with so many choices to choose from and with consumers who already have their trusted preferences?

A creative mind can answer all of these questions. Creativity aids you on how to ameliorate your existing business practices. A brand might be popular among the consumers and well-established, but there will always be room for improvements and corporate lessons for them. The power of creativity will help you come up with unique ideas and deliver innovation into existing practices.

So, What’s In it For Entrepreneurs?

There’s a lot of people who correlate creativity with self-expression and a product of inadequate restraint which may have the ability to bring chaos. Leadership, on the other hand, is all about control and order. It’s probably the reason why most people perceive entrepreneurship and creativity as a fickle combination.

If you’re one of those entrepreneurs who think that it only takes number-crunching and practicality skills to run a business successfully, you better think again! Take heed that creative thinking is a significant factor in good business acumen. The absence of creativity may lead or put your business in a stagnant mode.

In fact, the study conducted by Adobe and Forrester Consulting reveals that 82% of companies in the U.S believe that there’s a strong connection between business results and creativity. Furthermore, companies who actively advocate for creativity perform better than their competitor regarding competitive leadership, market share and revenue growth.

Still doubtful? The following 5 reasons explain why creativity is a good drug for entrepreneurs:

1. It Cultivates Innovation

When you conjure something and attach your name to it, you want to assure that it doesn’t only justify the expectations of customers, but also outdo them. You need to be careful and guarantee your product or service will be useful.

While it’s difficult to see this from the beginning, things will get clear once the sequential steps unfold and the idea is starting to materialize. It is the phase where you’ll realize the difference between innovation and invention.

A unique idea is an invention itself, but a unique and serviceable idea is an innovation. If you want to innovate, you need to look at the same thing differently and be creative. All of these will help you combine usefulness into a unique idea.

2. It Leads to High Success Rate

We always carry the belief that we’ll survive different life battles through intelligent thinking. But it’s not until we grow old when we realize although intelligence is a crucial quality, we need to possess creativity also as a necessity.

However, one sad fact remains – most businesses and educational institutes still put more weight on intelligence in comparison to creativity. Perhaps, it could be because intelligence is easier to manage and measure, while the latter is hard to spot.

There’s good news though. The trends are changing, and many companies finally discern that they need creative people to grow their empire.

“Happiness lies in the joy of achievement and the thrill of creative effort.” – Franklin D. Roosevelt

3. It Encourages People to Think

We’re now living in a world where creative problem solving is becoming one of the best ways to alleviate organizational issues. Creative problem solving works best when you have a highly-focused and disciplined ways of thinking.

Humans by nature have two modes of thinking, namely: convergent and divergent. We can either do one or both modes.

Convergent thinking is a highly analytical mode and aims to conjure a precise solution for a particular problem. The best examples of convergent mediums are computer systems, mathematical and accounting software and other data sources that yield accurate results.

On the other hand, divergent thinking is a mode that develops creativity through considering different possible solutions for the same problem. To make sure that your company gets the best resolution, you need to incorporate both modes of thinking by giving attention to divergent pathways.

4. It Harnesses An Employee’s Potential

Organizations can only utilize half of their employees’ potential if they don’t encourage them to be creative. It’s just fortunate that employees now realize there’s a well of creative ideas and information that are untapped and dormant at all levels.

Tapping these resources may involve a complex process such as solving performance-related issues, creating new financial strategies, enhancing processes, making them more profitable and efficient, or innovating to stay on top of the competition.

5. It Can Be Developed

Although most people believe that creativity is innate, many see creativity as a renewable resource that you can learn and tap anytime. All of us are born with a thought process and creative potential which can develop and reinforce as we grow.

For instance, learning new skills or inculcating new hobbies is an excellent way to test and hone your inherent creative skills. It’s also an efficient way to teach your mind to think in such a way that leads to creative thinking.

“There are two ways to extend a business. Take inventory of what you’re good at and extend out from your skills. Or determine what your customers need and work backward, even if it requires learning new skills. Kindle is an example of working backward.” – Jeff Bezos

Gone are the days where entrepreneurs need to analyze and make decisions according to hard facts only. The most progressive leaders don’t just settle down on hiring creative people for their team, they also train to make themselves creative and harness more usefulness and novelty in their ideas. Hopefully, the reasons above are enough factors for you to give more emphasis to this aspect of entrepreneurship and upgrade your prospects and business acumen.

What makes you creative? Share with us some stories below as we want to hear them!

Image courtesy of Twenty20.com

Patrick Panuncillon is an adventurous entrepreneur and the clever mind behind LinkVista Digital Inc., the brainchild of his passion for digital marketing and SEO. He is also a big writing aficionado. He loves to write just about anything related to business and technology as a form of his creative outlet. Patrick is also a jet-setter and goes out on travel escapade whenever his time permits.

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Business

The Entrepreneur’s Reading List That Transforms Ideas Into Empires

These must-read titles and writing insights reveal how entrepreneurs turn bold ideas into empire-level success.

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Entrepreneurship is powered by stories—of accomplishment, failure, and decision moments that define businesses. Books are maps, providing insight from individuals who’ve traversed the road ahead. (more…)

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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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