Fostering a Culture of Candor in Creative Teams: Lessons from Creativity, Inc.

As I continue to grow into my role as a creative director managing a small team of talented designers, one of my key objectives is to foster a space where innovation can thrive. Creativity is often a delicate process, and for it to flourish, team members need to feel safe sharing their ideas—no matter how unpolished or unconventional those ideas may be.

A concept that has resonated with me recently comes from Ed Catmull’s Creativity, Inc., a book that offers deep insights into managing creativity. In the book, Catmull highlights the importance of candor, or open and honest communication, in building a strong creative culture. Pixar’s success story is a testament to how essential it is to create an environment where people can freely speak their minds and where feedback is welcomed, not feared.

In my journey as a manager, I’ve learned that fostering this kind of culture requires intentional effort. It’s not enough to simply say, "We’re open to feedback"—you have to actively cultivate a space where people feel comfortable being honest. Let’s explore what this means and how you can create a culture of candor in your own creative team.

What is Candor, and Why Does It Matter?

In Creativity, Inc., Ed Catmull defines candor as the willingness to speak openly and honestly, without sugar-coating the truth. It’s not just about giving feedback; it’s about creating an environment where everyone feels safe to express their thoughts, no matter how critical or bold.

This culture of candor is critical for creative teams because it breaks down barriers. When people feel comfortable sharing raw, honest feedback, the team benefits from fresh perspectives and is better equipped to solve problems. It also allows for continuous improvement, as ideas are scrutinized from multiple angles, leading to stronger, more polished outcomes.

For me, one of the biggest lessons from Creativity, Inc. is the idea of fostering honest feedback loops. Without these, teams risk stagnating, and ideas can go unchallenged. That’s the last thing you want as a creative manager—especially if your goal is to incubate new and innovative ideas.

The Braintrust Model: Pixar's Approach to Candor

One of the most famous examples of candor in practice is Pixar’s "Braintrust," a group of individuals who provide feedback on projects in development. The key to the Braintrust’s success is that it removes the hierarchical structure; everyone is equal, and feedback is given with the sole goal of improving the work. It’s not about ego or protecting feelings—it’s about collaboration, trust, and the shared goal of making the best product possible.

In this model, the person receiving feedback is empowered to act on it (or not) without feeling defensive. The feedback is specific to the work, not the person, which helps eliminate the fear of judgment or embarrassment.

As I implement similar practices within my team, I’m learning the importance of keeping feedback sessions focused on solutions rather than problems. When we hold creative reviews, I try to follow Pixar’s lead by encouraging an open dialogue where team members can challenge ideas constructively, without feeling like they’re stepping on each other’s toes.

Practical Steps for Fostering a Culture of Candor in Your Team

Creating a culture of candor takes time, but here are some practical steps I’ve been working on, inspired by Creativity, Inc., to encourage this openness:

1. Lead by Example:

As a manager, I know that my team will look to me to set the tone. If I’m not open to receiving feedback or if I react defensively, my team will hesitate to offer honest opinions. That’s why I’m committed to showing vulnerability—acknowledging when I don’t have all the answers and inviting my team to critique my ideas. By being open and transparent, I create a model for others to follow.

2. Create a Safe Environment:

Trust is at the core of candor. If your team doesn’t feel safe, they won’t be honest. I strive to build an atmosphere where everyone knows their contributions are valued. That means giving people the space to speak up without fear of repercussions. If feedback is offered in good faith, it should be received in the same way. In my team, I’ve made it clear that critical feedback is about improving the work, not about criticizing the person.

3. Encourage Specific, Actionable Feedback:

One of the most helpful tips from Creativity, Inc. is to encourage feedback that is specific and actionable. Vague comments like "I don’t like it" don’t help anyone. Instead, I encourage my team to focus on giving feedback that’s tied to the project’s goals. For example, “This design doesn’t align with our brand’s voice. Could we explore a more playful direction?” This keeps the conversation productive and forward-focused.

4. Normalize Constructive Conflict:

Conflict is inevitable when you’re dealing with different creative visions, but it doesn’t have to be negative. I’m working to reframe conflict within my team as an opportunity for growth rather than something to avoid. If handled with respect and openness, challenging ideas can lead to breakthroughs. We’re learning that it’s okay to disagree, as long as it’s done in the spirit of improving the work.

5. Schedule Regular Feedback Sessions:

At Pixar, the Braintrust meetings are a structured part of the creative process. In my team, we’re experimenting with regular feedback sessions where we review each other’s work with no hierarchy—just open, honest discussion. These sessions allow us to course-correct early and ensure that everyone’s voice is heard throughout the project.

The Benefits of Candor in Creative Teams

Since focusing on candor in my management approach, I’ve seen how it can strengthen the team dynamic. Open communication leads to:

- Stronger Ideas: By subjecting ideas to honest critique, we refine them until they’re the best they can be.

- Greater Collaboration: A culture of candor encourages teamwork. Team members trust each other to speak openly and value differing perspectives.

- Faster Problem-Solving: With candid feedback, we can quickly identify weaknesses and pivot before issues become bigger problems.

Candor helps my team feel more invested in the creative process, and as we continue to grow together, I can see how essential it is to keeping creativity alive and well.

Striving for Candor in My Own Team

Building a culture of candor takes time and effort, but the rewards are well worth it. As I dive deeper into my role as a creative manager, I’m committed to nurturing an environment where honest feedback is not only encouraged but expected. By embracing this concept from Creativity, Inc., I’m helping my team create stronger, more innovative work—and that’s something we can all feel proud of.

Fostering candor is an ongoing process, and I look forward to seeing how this openness will continue to push us to new creative heights.