Problem solving

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I attended a cybersecurity conference and there were sessions about zero trust, securing generative AI, and emerging threats. And then there was a very atypical keynote session called “Understanding and Managing Neurodivergent Staff” (presented by @Rick Doten). It was one of those “you don’t know what you don’t know” presentations.

I learned that there is a wide spectrum of neurodiversity, and ADHD, autism, and dyslexia are a few of the conditions. Generally speaking, neurodivergent individuals interpret, experience, and socialize with the world differently. They typically approach problem-solving and critical thinking in innovative ways producing creative insights and solutions. You may know neurodivergent individuals and not realize that they are neurodiverse. Or individuals may be undiagnosed and not realize that they are neurodiverse.

Neurodivergent Skill Sets


Neurodiversity concept

If everyone thinks differently anyway, how do you know if someone may be neurodivergent? Some examples of the skill set neurodivergent individuals may have are:

  • High level of attention to detail – noticing errors and inconsistencies that others might overlook;
  • Strong analytical and problem solving – being able to problem solve quickly with creative solutions without any previous knowledge or experience (aka fluid reasoning);
  • Strong pattern recognition – tasks involving pattern analysis and drawing inferences;
  • Determination and persistence in overcoming challenges;
  • Hyperfocus on specific tasks – completing tasks with resolute attention;
  • Creative thinking and innovation – coming up with fresh perspectives and out-of-the-box solutions; and
  • Honesty and ethical behavior.

Neurodivergent individuals aren’t limited to these skill sets. Their abilities will vary based on their interests and strengths. As part of their personal development, find out what’s important to them. You should be encouraging and having open conversations with each team member anyway.

Individuals with these skill sets are a great fit for jobs that require meticulous work or breaking down complex problems and systematically analyzing them. Depending on their interests and strengths, some roles and careers that could be a great fit are accountants, administrative assistants, graphic designers, librarians, or pharmacists.

Neurodivergent individuals have a deep passion for specialized knowledge and have a natural aptitude for technical skills such as math, programming, and scientific research. This means they may naturally gravitate towards the IT and security fields. Some roles and careers that could be a great fit are statisticians, data analysts, IT support specialists, quality assurance testers, and ethical hackers (Red Team).

Leveraging Neurodiversity Superpowers


Neurodiversity concept

Pause the next time you look at a job description (JD) either as a job seeker or as a hiring manager. A person may not be an obvious choice superficially but may be an excellent fit and a superstar! Some common job description skill sets that may align with the strengths of neurodivergent individuals are:

JD Skill Set & Strength Descriptors

  • Attention to Detail – Meticulous, precision, accuracy, thoroughness
  • Analytical Thinking – Analytical skills, problem-solving, data analysis
  • Pattern Recognition – Identify trends, discern details detecting subtle patterns
  • Persistence – Persistence, resilience, dedication
  • Creativity – Creative problem solvers, innovators
  • Honesty and Integrity – Confidentiality, customer service

Compare the job description with the specific skills and interests of the individuals. Hopefully, your application process allows individuals to highlight their relevant skills and experiences during the application and interview processes.

If you have the right role for the right person, neurodiversity could be an advantage. Offer reasonable accommodations to enable neurodivergent individuals to thrive. This could include flexibility in work hours/environment, a quiet/sensory-friendly workplace, communication preferences for expectations, as well as structured feedback.

For example, neurodivergent individuals may range from non-communicative to overly communicative. There are several tools and technologies (such as noise-canceling headphones, fidget toys, and task/time management apps) to facilitate communication, organization, and well-being for both personal and work life. If you demonstrate an inclusive work environment, research shows that neurodivergent employees may have lower turnover rates, which can reduce recruitment and training costs for the organization.

Having a diverse team with diverse perspectives makes the team stronger. Each person, whether neurodiverse or not, is unique and brings something different to the table. Appreciate those different perspectives and encourage and be supportive of each person.

For more information on understanding that neurodiversity is a superpower, follow me on LinkedIn!

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Quest For Top Talent And The Neurodiversity …



What’s the one piece of advice given over and over to interviewees? Prepare. Research the company, research the role, take time to analyze what’s going to be required of you, and take time to assess your own abilities.

That’s the advice that Direct Line Group Careers gives to its applicants on their insurance jobs site. So, what do you do when you take this sound advice, but mid-way through a promising interview situation you’re thrown a question that you couldn’t possibly have prepared for?

Tough interview questions are becoming more popular for interviewers to gauge how adept a candidate is at thinking on their feet. Without their prepared answers to fall back on, how an interviewee reacts to a question that seems utterly random can be revealing.

The good news? If you’re applying for a role that you have a lot of passion for, in an area where you’re naturally talented or well-practiced (without necessarily having direct working experience), these questions are a great way to show off your abilities. The bad news? There’s not much you can do to practice for a question that’s deliberately obscure. But that’s not to say it’s completely impossible—after all, the purpose of any interview is to see how good a fit you are for the role and the company.

So, however wacky the question is, the recruiter will probably be hoping for you to consider the context in which it’s being asked when it comes to your answer. That means if you’ve researched the role you’re applying for and know what is going to be expected of you, chances are you’ll have a good idea of the type of logic and thought process they’re looking for when you make your reply.

Below are a few genuine curveball questions that have been asked in interview situations; while none of them have a necessarily right or wrong response, they’ll often fit into fields of purpose. One way to prepare for curveball interview questions is to get used to looking for what the intention is behind the weirdness!

Curveball Interview Questions


  • “Name five uses of a stapler without staples."
  • “What do you think of garden gnomes?”

What they’re really asking: Are you creative? Can you see the bigger picture, or are you focused on the detail? Are you happy to improvise, and are you a good communicator?

  • “Given 20 light bulbs (which break at a certain height), and a building with 100 floors, how do you determine the height at which the bulb breaks?”
  • "Out of 25 horses, pick the fastest three horses. In each race, only five horses can run at the same time. What is the minimum number of races required?"

What they’re really asking: Are you logical? Do you have a good knowledge of probability and equations? Can you figure out an effective method for solving problems and assess its viability?

  • “How would you weigh an elephant?”
  • "If you were shrunk to the size of a pencil and put in a blender, how would you get out?”

What they’re really asking: How creative are you when it comes to problem-solving? Do you have an eye for important details? How do you improvise under pressure?

What Are All The Questions Really Asking?


Job candidate interviews for an open position

They’re all challenges: challenges to normal interview structure, challenges to your ability to think on your feet, and logical challenges that reveal your thought process. Most importantly, don’t see a curveball question as an attempt to trip you up: see it as an opportunity to show that you relish a challenge.

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How To Handle Curveball Interview Questions



To most of us, career growth and success are life goals that are right in line with marriage, a mortgage, kids, and two bright and shiny new cars in the driveway. Unfortunately, this is rarely the case. In many cases, well-educated people are stuck in jobs that they're overqualified for and they're blocked for promotions by senior team members.

When it comes to career success, if you're not growing, you're dying.

Here are five things that you can do to improve your career growth prospects and be happier and successful at work:

1. Learn New Skills


If you're passed over again and again for promotions, it might be time to start learning new skills in order to make yourself more valuable to the company. Taking online courses and getting professional certifications can go a long way to help you advance with your current company or look more attractive to another company should you decide to leave.

It's important to remember that it's not your employer's responsibility to advance your career. You must develop your own plan for career growth and hold yourself accountable.

2. Stop Schmoozing Co-Workers


Coworkers have fun in the office and take a selfie

It's great to have friends at work but your job isn't a country club aimed at enhancing your social status. Being friendly and courteous is important in the office, but being friends with everyone is not. This is not to say that you shouldn't attend social events or engage in some water cooler talk from time to time, but remember that your peers may one day be your subordinates.

This often leads to workplace hostility. Sometimes, it's hard to remember that you have friends outside of work and that remaining friendly, but not too friendly, is the best course of action.

3. Set Personal Goals


Confident young professional on laptop brainstorms some professional goals

When it comes time for a promotion or a raise, you're ultimately going to be judged on what you do to provide additional value to the company.

Corporate goals are great, but setting personal goals to push the envelope a bit further is great for overall career growth and gives you great talking points when you're met with a review for a raise or promotion.

4. Build A Network


Young professionals at a networking event

Networking is no longer an option; it's the norm. Attending these events puts you in contact with people who not only could provide opportunities later but could also help you at your current job. Need a new HR person? You probably know someone. The IT department is looking for a new lead—great, you can call the guy you met at happy hour.

These contacts allow you to not only be on the lookout for future opportunities but to also be the person in your current position who has the contacts they need to get things done.

5. Be The Solution


Happy man on laptop thinks about solving problems at work

If there's one thing that bosses hate, it's the person who brings problems to them to solve. Problems happen, and sometimes you don't have any other choice but to bring it to your boss, but you'll be looked at in a far more favorable light if you bring solutions when you present the problems.

"This is a potential problem, but I've done some research and it appears that this would fix it"—sounds a lot better to your management team than just being the guy who is constantly complaining.

If these tips don't help and you can't seem to get ahead no matter what you try, it might be time to look for a new job. There's no shame in trying something and then moving on to something else when it doesn't work.

No matter what position you're in, there are always ways to keep moving up the corporate ladder. Don't give up. Remember to seize every opportunity and work on your career a little bit every day. You'll be out of a career rut in no time.

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5 Ways To Dig Yourself Out Of …

4 Phrases Your Boss LOVES To Hear



If you want to put yourself in a position to build a strong professional relationship with your boss, while growing your career and managing up, you have to prove yourself as a reliable employee. Taking the right kind of initiative can go a long way toward strengthening your relationship with your boss.

It's important to keep in mind that managers are not only responsible for your role and responsibilities and to a degree your career; they're also responsible for their duties as well.

If you really want to prove yourself to your boss, think of ways to work these four phrases into your work vocabulary:

"Here's A Potential Solution"


A boss listens while his employee shares an idea with him during a work meeting

Bosses hear A LOT of problems. And more often than not, they are expected to come up with a solution. The thing is, if it isn't their problem, they are not going to actively seek out solutions. Therefore, when you come to the boss with a problem, immediately follow it up with a proposed solution.

This accomplishes two things. First, it shows your manager that you are solution-oriented. You took the time to examine the problem and think about ways to address it. Second, your solutions are essentially saving the boss time and energy and those are both gifts to your manager. This approach is a huge win for you and the boss.

"Here's An Idea"


Two co-workers go over some ideas with their boss during a meeting

You should be a student of your company. You should be very familiar with the company's goals, mission, and vision. You should also have a very good understanding of the company's challenges. When you know these challenges, you should spend some time each week working on ideas to solve those challenges that the company faces.

When you go to your manager to say you have an idea that will positively impact the company's bottom line, everyone wins. Bosses should love to hear ideas on how to make things more efficient and profitable. Look for these ideas whenever you have downtime at work.

"Let Me Show You"


An employee graphs out an idea in front of his boss during a work meeting

On time-strapped days, it is so much easier to show someone something than it is to tell them. When pitching something to a boss or sharing an idea or even solving a problem, show him/her what you are talking about. Sketch it out, give them a flow chart, or show them anything visual and talk them through it. If you can, make a quick prototype. It is so much easier than using just your words when the chances are good that the boss is distracted.

Think about it. When you show people what you are saying, you have captured two of their senses: hearing and seeing. If you give them something to hold—even better (three senses). This gets their attention and allows them to truly evaluate what you are trying to do for the boss or the company.

Always try to show people what you are talking about. It allows them to react to your idea in a more connected way.

"I Could Use A Little Mentoring"


Bosses are not solely responsible for your career. This is your responsibility.

If you need new challenges or want new opportunities, it is up to you to scope those out and present them to your boss. If you don't know how to do something or think that you could develop your skills even further, it is up to you to ask for mentorship.

As the protégé, you must take an active role in carving out time for the relationship. When you seek mentorship from your boss, know that it may not be the boss who becomes your mentor. Your boss may not even be the right mentor. However, they can be the one who facilitates an introduction. When you ask for this type of guidance, your boss knows that you own your experience and will work to support you.

Building a solid relationship with your boss is the key to getting where you want to go in your career. These relationships will follow you throughout your career. These bosses will likely one day be the person you call on to be a reference. And when it comes time to be a reference for you, you want them to say that you were solution-oriented, respectful of their time, and full of an entrepreneurial spirit.

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4 Phrases Your Boss LOVES To Hear

5-Step Problem-Solving Technique For A More Innovative Solution



You started a new role and determined that one of your business partners has been “muscling” through one of their key operational processes. They believe the process can be done more efficiently but have been so busy and haven’t had time to figure out what the changes should be.

You’ve agreed to review the process to help solve their problem. Here are five steps I typically follow:

My 5-Step Problem-Solving Technique For A More Innovative Solution


Idea, innovation, solution concept

1. Identify the problem. The first step is to identify what the true problem is. Talk with the business to understand what is the goal or problem that needs to be solved. If there is more than one problem, don’t assume that they are necessarily related.

2. Assess the problem. Define the problem based on factual data and not opinions. You may want to pull reports, talk with other departments, and observe the process yourself. Then you can start to analyze the data to determine what is/isn’t happening, or if there are any contributing factors.

  • Have you identified the root cause of the problem?
  • Can you identify the five Ws (who, what, where, when, why, and how)?

3. Develop the solution. This is a pivotal step, and you want to make sure you have the best solution (and not just a temporary workaround). Brainstorm possible solutions! Diverse ideas are contributed by diverse individuals with diverse perspectives.

  • Identify possible options. Is it viable to do nothing (at least for the short term)? Or are any options not plausible? You can exclude an option but explain why you excluded it. For example, different options could be various vendors.
  • Identify potential criteria (such as estimated cost, features/functions, and time frame). Criteria should be differentiators. If one criterion is the same across all options, then it can be excluded.
  • Evaluate the criteria against the options. For example, what is the three-year total cost of ownership for each option?
  • There are multiple options, and you’ll determine which option is the best option. Document your analysis including your recommended solution into a report. Present the report to the business for their review and approval.

4. Implement the solution. Create a detailed implementation/project plan. Depending on your solution, you may need to include updated procedures, internal controls, testing, and/or training. Nobody wants “bad” surprises when implementing something new. I believe there can’t be too much communication so communicate, communicate, and communicate.

5. Monitor the solution. Once you’ve implemented the solution, evaluate to make sure the solution is working correctly and has resolved the problem (continuously monitor and improve). Don’t forget to update your disaster recovery and/or business continuity plan.

And last but not least, it may be worthwhile to solicit input from the business and document the process results (similar to a project wrap-up). Define what went well, what didn’t go well and could be improved next time, pending issues, etc.

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5-Step Problem-Solving Technique For A More Innovative …

4 Steps To Solving Problems



I used to work with a rapidly expanding start-up.

Rapidly expanding businesses are like bubbles. The only thing that keeps them together is a very thin skin.

As the headcount grew, so did the number of people running into problems and needing answers. They looked to their leaders to answer their questions and solve their problems. Their leaders were overwhelmed with more questions and problems than they could possibly handle.

The answer was to devolve problem-solving and decision-making lower down the chain of command. The staff needed training to think about and solve problems independently. Problem-solving is rarely taught as a skill in itself.

The 4-Step Coaching/Thinking Approach


Coworkers in meeting work to solve a problem

The basic principle of coaching is helping people solve their own problems by asking questions. I revisited my coaching training and identified four basic questions that could be a simple problem-solving framework.

I trained the lowest level of team leaders to ask their staff these questions when they encountered problems so that later, team members would ask themselves the same questions and work independently and effectively. Here are the questions.

1. What are you trying to do?

This is better than “What’s the problem?” because it focuses on the goal. When asking someone, “What’s the problem?” you often find that you have to ask more questions to get the full picture. This tells you where they want to go. You can follow up with other questions:

  • What makes this so important? The initial or “surface” problem often hides something a lot more important. Sometimes an individual may confuse the method of achieving the goal with the goal itself.
  • What will success look like? / How will you know if you have succeeded? When doing something for the first time, people do not always consider what the final result will look like. As a result, they may over-complicate their solution.

2. What’s stopping you?

This is what most people think is the “problem.” Sometimes it helps to be like Columbo, the TV detective, and play “dumb.” This gets the other person to explain the challenge in more detail, and as she explains it, she starts to understand it better by thinking aloud.

Here are some follow-up questions:

  • What’s the situation now? You can use this where someone tells you about a series of events. It helps them concentrate on the current situation instead of “historic” causes that are no longer relevant.
  • What makes this a problem? Frustrated people don’t always think clearly. Asking this helps them to put things in perspective. They may either realize that the obstacle isn’t so massive, or they may stop, think, and understand what makes the problem such a massive obstacle. This may lead to a solution.
  • What do you need? The obstacle may be lack of time, effort, or resources. When they answer, follow up with “How will this help?” This makes them validate their answer and reduce/remove wishful thinking.

3. What are your options?

This gets us into brainstorming mode. Brainstorming comes in two stages: idea generation, where there is no such thing as a stupid idea, and idea filtration where we filter the ideas to find what is practical.

  • What other options do you have? Tell me more! Assume you need at least five ideas to get one feasible idea. Inject some urgency to get ideas flowing. Activate your colleague’s unconscious creativity.
  • Now rank these options in order of practicality. Ask this to sort the ideas you can use from the ones you can’t.
  • Why did you reject this one? Most people think conventionally and may reject good ideas because they seem too strange. Take a look at a suitcase from the 1960s. Why did it take someone so long to put wheels on luggage?

4. What’s your plan?

Ideas are worth nothing unless they are translated into a concrete plan. Good plans have a start and end date, a concrete objective, and some sort of contingency in case things go wrong. Follow-up questions here include:

  • When are you going to start?
  • When are you going to finish?
  • What are the deliverables?
  • What could go wrong?
  • How are you going to take this into account?

Ask these, and you will get your plan.

How Can You Use These Questions?


Problem, solution

​Here are three ways to use these questions. I recommend using them in the order presented to introduce these questions as a framework for thinking.

1. Coaching-based leadership

Ask your team members these questions to lead them through the thought process. At first, you may need to tell them answers in the “options” and “plan” phases. Later, they will answer themselves.

2. Peer coaching

When your team gets comfortable with these questions, get them to ask each other. At first, you should make it a structured activity. Later, they will start doing it with your prompting them.

3. Self-coaching

Encourage your staff to ask themselves these questions when they hit a problem. You can put the questions on the wall as a reminder. When they come to you with a problem, ask them, “Have you asked yourself these questions?”

If you have the budget, why not put these four questions on posters, mouse pads, coffee mugs, or T-shirts?

Does this work for you?

Are you trying to empower your team to work more independently? Try using this method! Let me know how you get on! I’d love to hear about it!

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4 Steps To Solving Problems

6 Ways To Show Your Value (Without Being A Jerk)



Team dynamics can often be difficult to negotiate. At work, generally speaking, you are on a team and you contribute. The problem is that you also want to elevate your career and stand out to your boss. So, how can you do that without the rest of the team feeling like you are a jerk (or worse)?

I've had the gift of working in amazing environments on rock star teams. I have also had the (ahem) opposite experience. I've managed teams, been part of teams, as well as been an individual contributor, and through these years, I've found there are a few surefire ways to show you're an asset without being a show-off.

Here's how you can effectively show your value at work (without being a jerk):

1. Do What You Say


My favorite direct reports were good for their word. They were trustworthy. You could truly count on them to deliver, and not just for me. I would see these team members and teammates always doing what they said they would. People notice. It might not seem like it, but when you do what you say always, you will get the important assignments. Being the one that does the important stuff is viewed as valuable, and you're valuable without being a jerk—you're the good guy that people can count on to get stuff done.

2. Solve Problems


Woman talks to her coworkers

The people who come to me with solutions stand out. Problem solvers who are actively working on solutions to organizational challenges stand out for obvious reasons. They care about the problems of the company and are taking the time to solve them. There is a BIG difference between people who solve problems and people who try not to create them. The problem solvers stand out. And when they include others in the solution, all the better, because they are showing me that they are leaders who can activate others to join the cause of solving the big problems we're facing.

3. Share In Victory


Excited employees celebrate at work

Further, managers know that a team builds a victory and solves a problem together. Good managers also can see who's doing the lion's share of the work and really contributing to the victory. If it's you, be sure you are gracious in sharing that victory with the team—that stands out to good managers and to the team.

4. Focus On The Mission


Coworkers work together on a project

Be monomaniacal about achieving the goals of the company and the team. When you see the team headed down a rabbit hole, gently guide them back to land. Be the one who is focused on achieving the goals and you will stand out. You might be considered a jerk for being the one who asks for focus by the ones who are unfocused, but they will forgive you when you achieve the goals, solve the problems, and share the victory (see above).

5. Be A Trusted Resource


Woman talks during a work meeting

I frequently advocate being a student of your industry. This is applicable to standing out without being perceived as a jerk when you are sharing information with your teammates about the industry and the business. When you are the go-to for information and insights, you are going to stand out. However, if you do this in a smarty-pants spirit, you are on a slippery slope to Jerktown, population: 1.

Being a trusted resource means you are sharing information in the spirit of continuous learning and development. Share that you saw something interesting in the media about the company, competitor, or industry. And when you share this information, offer an insight and an initiation to hear what the recipient of this information thinks.

6. No Brag, Just Fact


Man talks to his coworker

If you do awesome work, it's ok to privately share what you're proud of with your manager—key word, privately. Schedule time to share your excitement with your manager. You should try to have monthly check-ins with your manager so that you can gather feedback and continue to advance your career. Keep in mind when you are privately sharing your work with your manager, do it from a place of excitement and pride, not from a place of ego and bragger-y. Excitement is contagious. Your manager may also be able to help you take the work even further.

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6 Ways To Show Your Value (Without …

5 Ways To Develop Your Skills On The Job



In today's competitive job market, it's so important that you keep learning and growing. But you know what? Time is scarce. It is hard enough to get the job done each day let alone plan for the next step in your career. But, if your career is a priority, it is critical to find ways to learn and grow so that you can continue to advance your career and develop your skills.

If you are looking for a promotion or raise, you're going to have to prove you can add more value. The best way to do this is to continually feed your career with skills and knowledge that show you are worth the raise and promotion.

Here are five ways to develop your skills at work and advance your career.

1. Get A Mentor & Be A Mentor


Two women mentoring each other at work

Having a mentor at work is crucial to attaining new skills and knowledge. A good mentor will help you solve some of the challenges and roadblocks you face. The best mentors will help you figure out the next steps that work for you and help guide you over hurdles that sit squarely in your blind spot.

Amazing mentors will be the people who tell you what you need to hear and not what you want to hear. They will give you the real feedback you need to fill in your blind spots that put you in a position to advance.

Mentors are important to advancing your career. They can expose you to new experiences and points of view.

In addition to finding a good mentor, consider finding a good protégé as well. In many cases, taking that next step in your career means you may have to manage people. The best way to practice is to become a mentor to someone else.

When you become a mentor, you pay your learnings forward to others to help them advance as well. You learn a lot about motivating people and teaching them new skills when you can also act as a mentor at work.

2. Raise Your Hand For New Challenges


Man takes on a challenge at work to develop new skills

When you see new opportunities to learn new skills, go for it. If there is something in the company you want to learn to do and you see an opportunity to learn those skills in a special project or a new assignment, make the grab.

Do a little extra when it's required to learn those new skills that you need to advance. Remember, it's not aggressive to reach for a new opportunity. It is helpful, useful, and valuable.

People who progress in their careers find ways to elegantly make grabs for new learning opportunities.

When a new project comes up and it aligns with the skills you're looking to obtain, raise that hand. Let your manager or HR team know that you want to learn some new skills or gain new, more advanced experience. Be clear on what you can offer to the project and get involved.

3. Read, Read, Read & Look For Problems To Solve


Professional man looks for problems to solve at his company

Sometimes there are not a lot of grabs to make. We understand that. We recommend that you start reading everything you can about your industry and your field.

Study everything there is to know about your company and its competitors. Know the company goals and unique selling points of your company like the back of your hand. Become an expert in these things and be able to talk about them. Think about some solutions to the company's chief challenges.

Honestly, when someone on my team comes to me with a solution, they stand out.

When there are not many special projects to make a grab for, you can develop and pitch your own special project by knowing what challenges you can solve for the company. This way, you learn new skills and stand out because you've taken the time to solve a company problem.

4. Make Friends (Network) In Other Departments


Group of professionals network to develop new skills

Many times, new skills are outside your department or area of influence and responsibility. To overcome this, think about networking internally.

Get to know people in other divisions, other offices, and on other teams. Be curious about their department. Learn everything you can about their job and their skills. Find out how they got those skills and see how you might be able to chip in over there in your spare time to develop those skills you want to use to grow your career.

5. Find The Learning Opportunities Internally


The last one is one I always forget about.

Many companies have some sort of internal learning system. Go talk to your benefits team. Find out about training opportunities available to you. Learn about any tuition reimbursement benefits you may have. Talk with your HR team about what you want to learn and how it can help the company.

Developing new skills doesn't have to mean going back to school in the evenings. Sometimes the skills you're looking for are right in front of you. It's a matter of knowing what you want to learn and finding ways to develop those skills while you are at work. After all, if you want to achieve career success, you have to work on your career just as much as you work in it!

If you're struggling to develop your skills and grow your career, we can help.

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5 Benefits Of Hiring Creative Employees



Uncertain economic conditions have prompted organizations to rethink their hiring process and attract top talent. In their quest to find the best candidates, most organizations have now realized that they have to look beyond academic qualifications and experience.

They are scouting for people who can not only complete their job at hand but also bring new perspectives to the table. Sharp thinkers and proactive resources are, therefore, in demand today as they can help a company grow in the right direction.

Here are some ways in which employers can benefit from hiring creative employees who think outside the box:

Creativity Brings New Solutions For Difficult Problems


Creative employees work on a project

In today's highly competitive landscape, companies need to stay one step ahead to win the trust and confidence of their customers. Moreover, with customers becoming more demanding, companies need to come up with creative problem solving and innovative solutions for complex challenges in the workplace.

A simple way to deal with this problem is to hire creative thinkers who can think outside the box and suggest better solutions. Over the years, creative thinkers like Steve Jobs and Bill Gates have revolutionized technology with their innovative solutions. By hiring creative people, companies across industries can find solutions to difficult problems.

Creative People Find New Opportunities


Creative employee shows her boss her idea

By thinking differently, creative employees help organizations find new opportunities to grow. As creative employees do not believe in simply doing what they are asked to do, they show more commitment and proactivity in exploring other opportunities.

In doing so, they exceed expectations and take up jobs with greater passion. For most companies today, the biggest challenge is to identify the right opportunities and leverage them for good returns. Creative employees can be a great asset to address this challenge and explore potential areas of growth in the workplace.

Creative Thinkers Ask Questions Before The Customers Do


Creative employees brainstorm

For most managers, a big challenge is to elicit an honest response from his/her team members. Even if the team members are honest in their assessment, it is not uncommon to find people who do not spend too much time thinking and minutely evaluating everything.

With creative team members on board, managers can see a paradigm shift in how the process works and the way in which they share their thoughts. Creative people think from different perspectives and ask questions that can be quite pertinent from a customer's point of view. Answering those questions is important to satisfy customers and grow business.

Creative Employees Have A Broader Outlook And Approach


Creative employees solve a problem

Unlike analytical thinkers who have a set way of doing things, analyzing situations, and arriving at conclusions, creative employees have a broader approach. No two creative employees will react to a situation in the same way. Therefore, their approaches will be different from one another.

Different approaches bring new solutions to problems and enable organizations to respond to challenging situations. Moreover, their creative bent of mind can open up several unobserved issues and opportunities for the organization to look into.

Creativity Ushers Enthusiasm To Learn


Creative employees work on a project together

With the business environment becoming more dynamic, there is no room for rigidity. Companies need flexible employees in the workplace who have the enthusiasm to take up new challenges and explore different opportunities. Creative employees respond well to change. They do not shudder when they have to try something different, which can be a great boost for an organization that wants to manage costs and build leaders from within its workforce.

Investing in the career growth of a creative professional is a rewarding experience for the organization today. It is, particularly, beneficial for companies that lack the drive and confidence to reach out to customers. Creative thinkers can change things for the better and take the company to newer heights.

In addition to the above five benefits, creativity is something that you can build into your personal brand to stand out to employers while on the job search, and being a creative employee will also make you invaluable as technology continues to change the workplace.

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This article was originally published at an earlier date.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

5 Benefits Of Hiring Creative Employees