Discussion: Shared Practice: Harnessing the Creativity of Your Team - Assignment Example

HARNESSING THE CREATIVITY OF YOUR TEAM Response to KATHRYN SEBASTIAN Reflecting on your post comes with so much insight to me as there are a lot of new ideas that run through your approach to creating a dynamic customer loyalty program. On the issue of using a realist approach to creativity, I am of the opinion that there are a lot of ways that you may expand on this approach to make the most out of yourself. According Dyer, Gregersen and Christensen (2009), most leaders that practice this approach to managing their teams have been faced with the temptation of taking up every task all to themselves.

This is because of the fact that the leaders feel the fact that they act as clarifiers, developers and implementers at the same time mean that they should do everything alone. Based on my experience where an attempt to exclude my team in an implementation process did not prove very successful, I would advise you follow the steps of Grivas and Puccio (2012) in making yourself a facilitator who would include all others and effectively oversee that they work in a manner that is expected.ReferencesDyer, J. H., Gregersen, H. B., & Christensen, C. M. (2009).

The innovators DNA. Harvard Business Review, 87(12), 60–67. Retrieved from http://cb.hbsp.harvard.edu/cb/pl/20331266/20331395/246c1fd2ba1c8b324a7d7c2afdf6ffe4Grivas, C., & Puccio, G. J. (2012). The innovative team: Unleashing creative potential for breakthrough results. Retrieved from http://www.vitalsource.comResponse to TIKO RUSSELLReading about the fact that you acknowledge the roles that each team member can play and so you would allow them to exhibit their strengths is a positive mark of leadership (Brown, 2008) and so I would encourage you to continue on that score.

Having said that there is a way I would want you to expand your style of leadership by ensuring that the need to opening up to the team members does not become substituted entirely with the delegation leadership style where you leave everything entirely into the hands of the team members. Rather, you would have to set goals and objectives very clearly for the team members. The advantage with this is that it keeps the members within the scope of the defined task and ensures that their engagement does not become equated to taking up the whole task from a personal perspective that is different from what the larger organization wants to achieve (Dyer, Gregersen and Christensen, 2009).

with this said, I would also want to use your idea convergent thinking at some point in my organization as I currently use divergent thinking.ReferencesBrown, T. (2008). Design thinking. Harvard Business Review, 86(6), 84–92. Dyer, J. H., Gregersen, H. B., & Christensen, C. M. (2009). The innovators DNA. HarvardBusiness Review, 87(12), 60–67.