Creativity diagnostics is actually paradoxical and an impossible task. It is neither plannable nor retrievable on demand, nor can it be prescribed with the motto: Be spontaneous or Be creative! All previous attempts to assess creative performance or behavior, for example through creativity tests using the criteria of idea richness and idea diversity under formal standardization rules (e.g. time limits) and norms, have mostly failed to meet expectations, whether in schools or in corporate aptitude diagnostics. At best, creativity could be demonstrated in the artistic-scientific field through work samples or brilliant inventions. In day-to-day operations and workplaces, creativity is typically observable over a longer period, taking into account its usefulness and social acceptance.

What approaches might be possible in psychological diagnostics to assess creativity, and what limitations they are subject to, is the topic of this creative article.

Target groups

Psychologists and HR experts in both academia and practice, as well as school educators and HR managers responsible for evaluating the creative performance of their employees.

Creativity diagnostics Creativity versus intelligence Creativity potential

Autorentext

Dr. Heribert Wienkamp ist Dipl.-Psychologe, PhD, Betriebswirt (grad.), berufliche Tätigkeit in verschiedenen Funktionen im Personalbereich einer Bank

Inhalt

Introduction.- Intelligence research and intelligence models.- Creativity.- Attempts at creativity diagnostics.- Creativity in social interactions and relationships.- Motivational factors in social relationships and interactions.- Creativity diagnostics within the framework of personality diagnostics.- Takeaways.