Leading People Equally, Managing Them Differently: A Modern Guide for Creative Leaders

Equality vs. Equity in Leadership

In fast-moving creative industries, leaders face a paradox: treat everyone equally, but manage them differently. Equality builds trust and psychological safety. Individualised management, on the other hand, recognises that every team member has unique strengths, motivations, and challenges.

The best leaders balance both, creating fairness without falling into the trap of one-size-fits-all management. This principle is especially vital in the music and creative industries, where teams are diverse, fast-paced, and under constant pressure to deliver.

At SongShift, we specialise in helping companies unlock this balance through soft skills training and team communication workshops that stick. Here is how HR and People leaders can equip their managers to lead with fairness while managing with nuance.

Tip 1: Anchor in Shared Values, Not Identical Treatment

Leading equally means setting a foundation of respect, transparency, and inclusion. It does not mean giving every employee the same management approach.

• Equality: everyone gets clarity on the company’s vision, goals, and expectations.

• Equity: managers adjust how they coach, support, and stretch individuals based on need.

This distinction matters. According to Gallup, employees who feel seen as individuals are 3.6x more likely to be engaged at work.

Tip 2: Adapt Your Coaching Style to the Individual

Some team members thrive with autonomy, while others need structured feedback. Leaders should flex their style depending on who is in front of them.

Practical ways to adapt:

• Use strength-based coaching to highlight what people naturally do well.

• Offer different types of feedback (direct for some, reflective for others).

• Adjust frequency of check-ins based on confidence and experience.

This does not mean playing favourites. It means recognising differences to bring out the best in each person.

Tip 3: Build Psychological Safety First

Creative teams, whether in a record label, music tech start-up, or live events business, rely on risk-taking and experimentation. But people will not take risks if they do not feel safe.

Managers should:

• Invite input from quieter team members.

• Admit their own mistakes to model vulnerability.

• Frame feedback as an opportunity for growth, not criticism.

When teams feel safe, they innovate more, collaborate better, and avoid the “mixed signals” that derail communication.

Tip 4: Blend Structure with Flexibility

Leading equally does not mean abandoning systems. It means having clear structures but being flexible in execution.

For example:

• Use consistent performance goals for everyone, but allow flexibility in how they are achieved.

• Standardise team communication channels, but let individuals choose how they best process information.

• Offer company-wide professional development programmes, but allow team members to pursue training relevant to their role.

  
  

This balance helps employees feel both supported and empowered.

Tip 5: Invest in Soft Skills, Not Just Technical Training

Here is the uncomfortable truth: 85% of job success comes from soft skills, yet over 70% of training budgets go to technical training.

For music and creative industries, that is a huge gap. Hard skills date fast, but durable skills like communication, adaptability, and emotional intelligence last.

HR and People leaders who prioritise soft skills training for managers see measurable results:

• 17% higher productivity

• 45% greater retention

• 92% improved engagement

(Source: Gallup, Training Magazine, National Soft Skills Association)

At SongShift, we have built our programmes specifically to close this gap for music and creative industry teams.

How SongShift Can Help

Our workshops fuse music-driven learning with research-backed leadership frameworks. Whether through a half-day, full-day, or virtual masterclass, participants:

• Create music together (no experience required) to reveal how they communicate, lead, and adapt under pressure.

• Receive real-time peer feedback and reflection, turning insight into action.

• Leave with a shared language for leadership and collaboration that sticks.

Explore our approach and programmes to see how we can help your managers lead with equality and manage with nuance.

Equal Leadership, Personalised Management

Leaders who treat people equally but manage them differently create stronger, more resilient teams. They build trust through fairness, and performance through adaptability.

For creative businesses, this balance is no longer optional. It is the difference between talent that stays and thrives, or talent that burns out and leaves.

Ready to see the difference? Contact SongShift to explore a bespoke workshop for your managers.