Leadership today faces unprecedented challenges. For many organizations, supply chain constraints mean uncertainty about production deadlines. For others, new circumstances are changing consumer behavior. So much is on the move, which is why leaders strive to attract and retain the best talent and build a diverse and resilient workforce capable of adapting, meeting challenges with imagination. and innovate before its competitors.
What is needed to constitute this type labor ? We asked Yvette Kamperin, Vice President of Talents at MURAL – a visual collaboration platform that teams use to solve problems faster – to provide us with a roadmap for strengthening creative leadership within an organization.
The first thing Ms. Kamperin looks for leaders: “A mindset of growth, that is, a person who is constantly learning,” she says. “This type of person is going to be successful because no matter how often circumstances change, they are always ready to try new solutions and come up with imaginative ways to solve problems. It is effective leadership.
A person who relies on knowledge from a previous job may have difficulty adopting tools that could make their team more effective, for example.
In other cases, a fixed-minded leader may not consider hiring someone with a different profile. He might not hire someone who could teach him a new way of approaching a problem, expanding the set of solutions beyond the traditional ways of solving the problem.
“Above all, if a leader does not evolve, if he is not open to exploring new ways to approach difficult problems with his team, he risks getting stuck in existing patterns. It is unlikely that it will be able to meet today’s urgent challenges with new and inventive solutions, ”says Vice President Kamperin.
Among the means used by Ms. Kamperin to cultivating personal growth include participating in webinars and discussion groups, constantly reading new methods to encourage innovation within the team, and researching new tools and technologies to integrate into sound processes. team.
“For example, I was introduced to a new tool called BrightHire, an interview intelligence platform that helps empower managers and hiring teams to review their interviews with candidates in order to make better hiring decisions. Often interview teams are so busy going from meeting to meeting that they do not have the opportunity to write a thoughtful scorecard immediately after the interview and have to try to remember what was said. Having a tool that records and transcribes the interview makes the process of adding feedback quicker and easier. I felt that this tool would be a game-changer to allow us to hire faster and keep the quality of hires high because we write better scorecards. »
The research shows that diverse teams perform better. But to form this type of team, you have to think outside the box. And it starts at the start of the hiring process. At MURAL, “we are working on our job descriptions to make them more inclusive and to make sure they don’t just attract a certain type of profile,” says Ms. Kamperin.
She also applies a broader view to how she reviews resumes. For example, a recent webinar on Veterans in the Workforce made her realize that military spouses change jobs when their active-duty partner gets new assignments, and that they shouldn’t be blamed. . Adopting this broader approach requires teams to rethink and challenge assumptions, which takes practice.
Finally, the VP introduces processes to ‘structured interviews that remove biases from the process by asking the same tough questions of each candidate, regardless of how the conversation goes (or doesn’t). “In my experience, if we have the right structure in our interview process, being more open-minded will not be left to chance. And better interviews – and better hires – will result, ”says Ms. Kamperin.
Harness the genius of your team
Building a diverse and innovative team only works if you empower people to take ownership of problem solving.
When Ms Kamperin recently tried to define a process for hiring internal candidates for open positions, she asked her team for their opinion saying: “We need a better card to show the process for hiring internal candidates.
Over the course of a day, one of the team coordinators presented a visualization of the process using a digital canvas on MURAL. The card has helped everyone to be on the same page. ” It was perfect ! »Affirms Ms. Kamperin.
Within a growing team, she has made it a priority to create a culture where everyone feels encouraged (and safe) to bring their own best ideas. “My team knows they can just go out there and do things and be seen,” she says. ” That makes all the difference. »
Use creative tools
Although ‘She’s not a designer, Ms. Kamperin uses MURAL to present data to managers and executives. “I’ve learned that using MURAL not only makes me look more creative as a leader, but also helps me be more creative.
She says using a visual check-in within MURAL, where everyone can visually share their progress, is an easy way to build connection and trust. within his team at the start of meetings.
His talent team uses MURAL in their weekly meetings to stay creative. Each person takes turns leading the meeting, starting with a fun check-in to get everyone engaged. Then the team moves on to assess progress. Compared to the old way of conducting meetings using shared documents, with MURAL, teamwork engages everyone, leading to more dynamic results and a naturally inclusive experience, she says. “I feel like visual collaboration has improved my ability to communicate with my team and make sure I understand what’s going on,” she says. Plus, “making it fun is a game-changer. The team looks forward to our meetings every Friday. ”
Article translated from Forbes US – Author: Meredith Bryan (MURAL Contributor)