When you’re confronted with the blank page, what happens? Do you freeze, unable to generate ideas, or are you overcome with the urge to jot down notes and doodles? How you answer this question is a great way to diagnose your “creative type,” according to Gina Fong, a clinical assistant professor of marketing.

This week: how the two creative types can best work together. We’ll also delve into the challenge of negotiating salaries in the age of pay transparency.

Finding your creative type

In a Harvard Business Review article coauthored with designer and creative director Vin Reed, Fong distinguishes between inventors, who love to come up with new concepts, and editors, who prefer to shape and refine others’ ideas.

The blank page test, she explains, is one way to figure out whether you’re more of an editor or an inventor. You can also observe yourself during a brainstorming session: inventors are likely to roam widely, dreaming about what’s never been tried. Editors, meanwhile, will look to existing approaches and think of ways to improve them. (You can take one look at my job title and guess which of the two I am!)

Editors and inventors have different but complementary approaches to problem-solving. For that reason, the authors advise making sure your team has a mix of both types.

“The inventor will appreciate the editor for making ideas sharper, more relevant, and workable. The editor will similarly value the ideation of the inventor,” Fong and Reed write. “When you and your teammates make a consolidated effort to understand this inventor–editor dynamic and embrace your opposite type, it fosters a culture of mutual respect, accelerates the creative process, and results in much better outcomes.”

You can read more about making the most of the symbiotic relationship between editors and inventors here.

How pay transparency is changing salary negotiations

To date, eight U.S. states have enacted laws requiring employers to disclose salary ranges for posted positions, whether in the posting itself, during the interview process, or on request. Does that mean trying to negotiate your salary is a fruitless exercise?

Not at all, according to Victoria Medvec, a professor of management and organizations at the Kellogg School. Pay bands can be quite large, leaving lots of wiggle room. Plus, “knowledge is power, and you now have an advantage because you know what’s possible,” she said in a recent Harvard Business Review article. If you think your skills and the market justify it, you can shoot for the top of the range—regardless of what you’re currently making. (It’s even possible, though not common, to talk your way over the maximum number.)

The key is to frame the ask in the right way. If you’re planning to aim high, it can help to signal your salary expectations early in the interview process. You can also search sites like Glassdoor, Ladders, and Salary.com to make sure the number you have in mind is reasonable for your experience level.

Medvec offers a script for candidates to try: “I know from publicly available information that this role pays up to $190,000. I believe I’m at the top end of that pay range because I’m uniquely positioned to do XYZ, and I’m confident in what I bring to the table. But I’m also comfortable getting a base salary of $160,000 with a $50,000 annual bonus when I achieve the objectives that are important to you.”

You can read the whole article here, as well as more negotiation tips from Medvec in Kellogg Insight.