Developing Future Creative Leaders: From Makers to Managers

# Developing Future Creative Leaders: From Makers to Managers Your next creative director or head of department is probably already on your team. Here's how to help them get there. ## The Leadership Gap Many agencies promote their best creatives into leadership roles without preparation or support. This creates two problems: 1. You lose a great creative contributor 2. You gain an underprepared manager The solution? Intentional leadership development. ## Spotting Leadership Potential Leadership ability isn't always obvious. Look for: - **Natural mentors**: People others turn to for guidance - **Initiative takers**: Those who identify and solve problems - **Big-picture thinkers**: Can see beyond their immediate work - **Good communicators**: Explain ideas clearly to different audiences - **Emotional intelligence**: Read situations and people well - **Resilience**: Handle setbacks and pressure constructively ## The Maker-Manager Transition Moving from doing the work to leading those who do requires new skills. **What changes:** - Time management (more meetings, less making) - Success metrics (team output vs personal output) - Skill requirements (coaching vs creating) - Problem types (people issues vs project issues) - Energy demands (extraversion vs introversion needs) ## A Development Framework **Phase 1: Preparation (6-12 months before promotion)** - Shadow current leaders - Lead small projects - Mentor junior team members - Attend leadership training - Read management fundamentals - Get feedback on leadership style **Phase 2: Transition (First 90 days)** - Clarify role expectations - Build relationships with team - Understand current challenges - Quick wins where possible - Regular check-ins with mentor - Adjust workload realistically **Phase 3: Establishment (3-12 months)** - Develop team vision - Build management systems - Address performance issues - Create development plans - Refine leadership approach - Seek ongoing feedback ## Essential Leadership Skills Help emerging leaders develop: **People management:** - Giving effective feedback - Having difficult conversations - Coaching for improvement - Managing different personalities - Building psychological safety **Strategic thinking:** - Understanding business context - Making trade-off decisions - Long-term planning - Resource allocation - Stakeholder management **Communication:** - Clear direction setting - Active listening - Presenting to leadership - Written communication - Conflict resolution ## Common Pitfalls to Avoid **For new leaders:** - Trying to do everything themselves - Not delegating effectively - Avoiding tough conversations - Favouring certain team members - Neglecting their own development **For agencies:** - Promoting without preparation - Not adjusting workload - Lack of ongoing support - No clear role expectations - Insufficient training budget ## Supporting New Leaders New leaders need: - **Mentorship**: Pair with experienced leader - **Training**: Invest in management courses - **Protected time**: Reduce project work initially - **Safe feedback**: Regular check-ins to discuss challenges - **Patience**: Learning leadership takes time ## When To Seek External Support Consider bringing in expert help when: - You're promoting multiple people at once - There's no senior leader to mentor - Your leadership team needs development too - You want to establish formal programs - Previous transitions haven't gone well ## The Alternative Path Not everyone wants to manage. Create paths for: **Individual contributors:** - Senior specialist roles - Expert/consultant positions - Thought leadership opportunities - Mentorship without management - Project leadership roles Some of your best creatives should stay creatives. That's okay. ## Measuring Success Track whether your leadership development works: - **Retention**: Are promoted leaders staying? - **Team performance**: Are their teams thriving? - **Engagement**: What do team members say? - **Business impact**: Are results improving? - **Pipeline**: Do you have future leaders ready? ## Getting It Right Agencies that develop leaders well: 1. Start early—before the role is vacant 2. Provide structured support, not sink-or-swim 3. Invest in ongoing development 4. Create alternative paths for non-managers 5. Learn from both successes and failures **Want to build your leadership pipeline?** [Let's talk](/contact) about developing your next generation of leaders.