Creative Leadership and the Death of Work

Just as culture is – still – the numero uno buzzword in the hr blogosphere – if I hear about Zappos anymore I’m going to lose the will – instead I urge you to read Flamholtz’s new book – summary here in the Human Capital Handbook (Vol2, No 2) – every leadership blog I follow is talking either about the importance of putting meaning back into work (as well as fun and independence and freedom) – something Manfred Kets de Vries importantly says in the Human Capital Review ;would refortify the psych contract – or talking about creativity (servant leadership is also hip – and I like it as it touches on the Godin thing of bosses working for employees not the other way around, but I’m sure you guys are aware of it too).
Leadership creativity is dealt with best by Sir Ken Robinson, who recently gave the following interview to Fast Company
What I like about him is 2 things:
  1. That he says every business is creative and runs (or falls on its face) on its ability to create ideas
  2. And that the prerequisite of engagement (and ultimately success) is the creation of a workplace or work that is fundamentally interesting
This last point is spot on for me. Especially if you run with it: Make work fun. Make work matter. Make work yours, and you’ll turn work into a passion that makes a difference. You’ll erase the very idea that this is actually work at all. 
Which means the aim of creative leadership is to turn the dreary idea of work into the dreamy promise of adventure; creative leadership as the death of work?
Hard to do of course.
And a hard sell for HR (though let’s face it, they hardly ‘sell’ the job as dull anyway):
“Hey, boss, were going to eradicate the idea that what were offering here is a regular job, that people are coming here to work. Instead, were going to turn the idea of the job into the promise of an adventure, and the notion of work into an emotional rollercoaster ride. Whaddya think?”
“I think it’s time for you to take a break. Maybe Alton Towers.”

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