Pursuing Better Artist Treatment Through Cultural Shift Rather Than Rules

Given all the attention recently being paid to the release of Americans for the Arts’ Statement on Cultural Equity, I thought it would be a good time to call attention to the draft of a Code of Conduct for Non-Equity Theatre being developed by a pilot project group in Chicago.

The Code of Conduct seeks to set guidelines for the sexual content/nudity, physical safety, violence and use of cultural representation in non-union performances. Essentially, the creators want artists to be fully informed about any of these issues from the time the audition notices go up through to rehearsals and performances.

There are also some general “be decent to the artists” guidelines like:

[at auditions] Actors will be made aware of people present that are not the casting authority.

[…]

You will not be asked to audition more than 3 times for this production;
You will not be kept at any audition more than 3 hours; or past 11pm;
You will not be asked to disrobe, or perform any intimate contact or violence as a part of your audition;

Even without sexual content and violence, the interminable, anxiety-inducing audition environment has long been a source of complaints by performers. One element of the code that appears frequently is that the performer has the right to refuse to audition or refuse a casting offer without fear of future reprisals.

The code doesn’t just stipulate that you need to tell people that the roles they are auditioning for will include sexual content, staged violence or place them in physically precarious situations, it also insists that a clear plan about how these things will be handled be communicated and provides guidelines about how to address them. (i.e. at what point in the rehearsal process is full nudity implemented and how the environment should be managed.)

Cultural appropriation and stereotypes in performance has been a frequent topic of discussion and the code includes that as well.

“…actors have the right to make inquiries about how the producer plans to use their cultural personhood…

…participants have the right to speak up if…

Costume pieces that can be reasonably understood as culturally demeaning are not disclosed at audition/casting.

Staging (culturally based violence or abuse not disclosed at the time of auditions/casting)

Accents to underscore a cultural presentation not disclosed…

Make up that can be reasonably described as “blackface” or “brown face” not disclosed…

Some elements of the code are attempts to create some parity with union situations. For example, appointing a Non-Equity Deputy as an extra set of eyes too make sure the physical, social and emotional elements of the production are being handled appropriately. Included in this is addressing an environment of harassment or intimidation, be it based on sexual, gender, racial or ethnic identity; age, ability, citizenship, etc.

Again, one of the frequently mentioned aspects of the code is a clearly defined complaint path for any issue that may arise.

Reading the Code of Conduct a number of thoughts struck me. First, there is fair bit in the document that has long been part of the rules Actors’ Equity union contracts. The code is essentially asking that all performers enjoy the same basic level of consideration that union actors have received.

At the same time, there are decades old unaddressed issues here that have long bedeviled the arts community regardless of union affiliation. These are problems that everyone has talked and complained about, but nothing has been done to rectify.

Of late, many of these complaints have been addressed by action thanks to the conversation being picked up by larger constituencies. In this I see some hope that even if this specific code of conduct is not adopted, practices may change to achieve the ends the authors seek.

As they note on the project homepage, they seek to engender a cultural shift, not construct a legal document.

Community Theatre, Beijing Style

Before traveling to Beijing, I took the opportunity to arrange to meet with Beijing Playhouse Executive Director, Chris Verrill.  Beijing Playhouse describes itself as “China’s English Broadway Theatre.” It is essentially a community theater that casts ex-pats from various English speaking nations. Though anyone with sufficient skill in English can audition. Looking through some of the playbills, I saw people from the U.S., British Commonwealth countries, Africa, Japan, India and China.

While the Beijing Playhouse does conduct kids’ theatre camps and classes, they only just mounted their first children’s theatre performance this Spring. I got to meet up with Chris Verrill after a performance of Rapunzel at a new theater space they were trying out. Unfortunately, the house staff quickly locked the theater up after the performance so I didn’t get an opportunity to see inside.

Verrill has been running the Beijing Playhouse for 10 years now. The Playhouse was founded when he was traveling in Beijing and decided to mount an English language production seeing that no one else was. People were so pleased, they urged him to stay develop a permanent theater company.

As you might imagine, running an English language theater in China has its own set of challenges, not the least of which is the fact that the Beijing Playhouse is categorized as a performing arts consulting entity rather than a theatre and needs business partners to help them produce shows.

Technically, they aren’t supposed to sell tickets so they can’t use China’s online ticketing equivalent of Ticketmaster. (The seat numbers on the ticket samples Verrill gave me need to be filled in by hand.) Nor can they do much marketing via print and broadcast media.

They also have to be careful about the content of the shows they present. Not all of the problematic subjects are political. The ghosts in Dickens’ A Christmas Carol tread a fine line.

This isn’t to say Beijing Playhouse is furtively darting into theaters. Verrill invites Communist Party members to all the productions and events.

Verrill also strives to remain in favor with the merciless powers of Western theater–dramatic and musical rights licensing agents. While it might be easy for a company in China to fly under the radar, the Beijing Playhouse pays all due royalties. As a result, they have run into the same frustrating problems faced by theaters in the US–having rights blocked due to an incipient tour.

Verrill said his request for the rights to Sound of Music were deflected for six years before the tour actually came through Beijing.

Beijing Playhouse supports itself by soliciting corporate support from a variety of sources. They can’t really engage in  fundraising.

One of the interesting things I learned was that the average age of theater audiences in China is about 25 years old. Beijing Playhouse audience tends to be a little older. Theater is viewed as cutting edge given that the Cultural Revolution had sought to eradicate it.

Most of Beijing Playhouse’s performances are presented with projected Chinese supertitles. Verrill says it can get entertaining when the subtitles get a little out of synch because there will be two sets of laughter–the first from those who understand English and the second moments later from those who are just getting the joke in the supertitles.

Verrill noted that Chinese audiences tend to be  poorly behaved by Western standards. They get up and move around, chat with others, potentially climb up on stage from time to time. He said after 10 years they had gotten their audience to modulate their behavior quite a bit. A higher than average ticket price helps to deter some people as well.

However, he said, the Children’s Theater performances of Rapunzel were pretty chaotic between normal kid behavior and a new audience segment that wasn’t familiar with the expectations of live performance attendance.

Now lest you think they are adherents of the philosophy that audiences should watch quietly until it is time to laugh or clap, Beijing Playhouse performs many shows using the British Pantomime style which takes children’s stories, mixes in people in drag, innuendo and double entendre, and audience participation.

Verrill swears by it and encourages theaters in the U.S. to include it in their season. He said the first time around, people might not understand that they are expected to participate, but thereafter they will jump in and participate whole-heartedly.

Verrill is also an advocate for Readers Theater. Beijing Playhouse will frequently engage in an intensive week long rehearsal process to put a show together for a single performance to benefit charity. They use this format to introduce audiences to slightly edgier content than might be found in their main season. For example, this June they are planning to perform One Flew Over the Cuckoo’s Nest.

Since Beijing Playhouse ends up performing in spaces all over the city, we got to talking about the quality of different places both around the city and the country. One thing I had been aware of was that many cities were building big grand performing arts centers without sufficient programming available to fill a calendar even before considering whether the shows are of interest to audiences.

Verrill noted that one of the things that China lacks is the regional development system the US has where shows get developed and refined before going to Broadway. As a result, some times things are mounted in the big houses before they are quite ready for prime time.

I wonder what sort of structure might evolve over time in response to this need. Without a doubt it will be particular to China and may not ever really occupy the spaces currently constructed for performances.

My thanks to Chris Verrill for taking the time to meet with me. Also, for quickly responding with verification and clarifications on the content of this post.

Do People Support Tax Status Or Results?

Whew! Memorial Day is past which means we are officially in summer. Finally some time to relax a little and gather our strength for the next season. (Unless you run a summer festival in which case you’re just getting busy.)

This may also be the time for a little introspection to examine how you are operating and presenting yourself to your community.

Something I have often mentioned is that by and large most people aren’t aware of a cultural organization’s non-profit status. However, I didn’t have any hard data to show exactly what those numbers were.

Back in January, Colleen Dilenschneider at Know Your Own Bone addressed this issue with some hard data and a helpful summary video. (Should I be worried that every time I visit the site there seem to be more bones in the picture? Could she be related to Alferd Packer?)

In a survey of 98,000 people barely 40% of non-attendees knew a particular organization was non-profit. Of attendees, not even 50% knew the organization was non-profit. The highest percentages in both cases were in relation to history museums. Other museums, zoos, orchestras and botanic gardens had lower recognition rates.

Regardless of the reason for the misperceptions, more than half of visitors to ALL cultural organizations do not believe that they play any role in keeping these organizations healthy or alive after walking in the door. Beyond paying admission (to what they consider a business) or paying their taxes (to an organization with free admission because their taxes fund a government-operated entity), the majority of visitors risk believing that there is no further need for their support.

In the accompany video, Dilenschneider notes that with corporate social responsibility becoming a new norm, the differences between tax statuses becomes even more blurred. The defining factor is effective execution of mission to make a difference vs. tax status.

In her post Dilenschneider argues for focusing on difference making vs. a “come visit us” appeal. (my emphasis in green)

..There are countless articles on the importance of for-profit companies “doing good.” It is a key tactic for gaining more customers. And that’s interesting because there are still some cultural organizations that do this weird, outdated thing where they try to overlook their social advantage and exclusively promulgate “visit us today!” messages (and even offer discounts that devalue their brand and cause even more sector confusion for cultural organizations). It’s like some of them are trying to be like Disney World…

Being good at your mission is good business. Data demonstrate that organizations highlighting their missions outperform organizations marketing primarily as attractions. Perhaps, in all of our “But we are a nonprofit” excuse making, we missed the true differentiator that has provided us that tax status in the first place: Our bottom line of making a difference.

Our key differentiator is not our tax status, but that our dedication to making a difference is embedded in the very structure of how we operate. There’s a thought that we need to run “more like for-profit companies” (and in some ways we do, but the blanket directive is an ignorant miss). But look around. For-profit companies are actually trying to be more like us in the sense that they want audiences to know that they stand for something that makes the world a better place.

As the summer unfolds, think about how you can make little changes in your regular messaging that includes how you are making a difference. Difference-making can’t dominate the message because that can obscure the details of how people can participate in your activities. If difference-making is effective at attracting more participation, it is going to be more constructive for the organization than focusing on discounting to attract audiences.

Exploring The National Art Museum of China

Last day of my China trip travelogue. There are some issues that I plan to cover in the future, but they will be more focused on policy than showing off pictures. Lord knows, I have tons more pictures of temples and other sights I could feature.

One of my trips was to the National Art Museum of China which offers free admission if you show your passport and limit attendance to around 6000 tickets a day (4000 at the door and 2000 online from what I can understand.) That attendance limit may seem a little strange until you see pictures of various sites around the country during holidays. (Believe me the crowds can be pretty oppressive on normal weekends as well.)

I felt lucky in that a number of new gallery shows opened two days before I attended. I have subsequently learned that they post virtual tours of closed exhibits online so if you see something interesting in my photos below, wait a couple months and visit the website for a better look.   The virtual tours are more than just a walk through the galleries, they take pains to provide detail views of each piece. I have already done some exploring of the puppet carving exhibit they hosted last January.

I admit I was initially jarred by the amount of ideology expressed in the self-introduction written by artist Wen Lipeng who spoke of his father being assassinated for the democratic cause; how in 1947 he and his friends “passionately went to the heaven of democracy and freedom, the [Communist held] liberated areas;” and how after the great leaders died in 1976, “the liberation of thoughts opened up my conservative thinking patterns.”

Upon a little reflection, I quickly recognized that in the US we have our own conspicuous expressions of orthodoxy centered on patriotism, national imagery, the military and religion that appear in artistic expression and seem just as discordant to foreign visitors.

None of what Wen Lipeng wrote kept me from enjoying and admiring a lot of his work.

In the gallery below, I apologize for lack of crediting on many of the images. I took pictures of the name plates associated with each piece but most came out illegible.

Bonus image - from a series of bas relief works in a Beijing subway station
Bonus image – from a series of bas relief works in a Beijing subway station

Wandering The 798 Arts District

One of the big visual arts attractions in Beijing is the 798 Arts District. If nothing else, the story of the district proves that artists face the same issues in every country: The abandoned factories were inhabited by artists; it became a hub of activity; it was decided the area was good for other things (including a highway) and artists were pressured into leaving (including turning off the utilities and services); international attention, interest and investment helped preserve the area; gentrification set in and many artists had to move elsewhere in the face of rising rents.

The district is a fun place to visit, especially since many of the buildings retain elements of the original East German factory design. Many online articles about the district feature pictures of the gallery below where machines remain amidst the display of works and faded slogans adorn the ceilings.

One of the more significant galleries in the district is the Ullens Center for Contemporary Art which was established as a non-profit gallery. (Though non-profit status is a much more nebulous, still developing concept in China). I was taken a little aback when I went in and I saw what was essentially a massive BMW ad.

A large area of the gallery space was devoted to a lounge surrounded 360 degrees with screens showing a video in both English and Chinese that talked about BMW’s commitment to renewables, fuel efficiency and how awesome their cars were. Beyond that area was a showcase for their cars, including Rolls Royce and Mini, that included a bar with refreshments.

I was prepared to write a lengthy post about commercialization and debate the differences in expectations between US and Chinese gallery patrons. The fact that admission to the gallery was free on a Friday (Thursday is the posted free day) lead me to suspect that BMW was subsidizing admission to help sell/hype their cars to the Chinese market. I was also a little suspicious of the fact that they don’t list the BMW show at all as an exhibition on the website, only Wang Yin’s The Gift, show. (There was barely anyone in Wang Yin’s part of the building.)

I since learned that founder Guy Ullens divested his interest in the center some years back and Chinese partners are running it. Also, the BMW show was only in there for 10 days.

None of this means the center isn’t heavily commercialized and wouldn’t come under heavy criticism for claiming to be non-profit were it in the US. I think the philosophy and approach to art of the European baron who founded the organization are probably different from those of the Chinese partners who assumed control.

There is a difference between a week long BMW adverting showcase and an event simulating an art show that occupies the space for months. Even if it didn’t fit your mission, if BMW wanted to rent your space for a week to show themselves off, what would your reaction be?

Granted, I would question whether the other visitors to the gallery would understand the distinction between the status of BMW show and the Wang Yin’s paintings in the adjacent space. Before doing a little research, I certainly thought the BMW show had been there quite a while given the amount of equipment and technology packed into that area. Now that I know they spent so much for such a short time, I am a little envious of the amount of money they have to throw around.

For your general enjoyment, here are some pictures of other works I took around the district and in various galleries.

Will We Pay A High Price For Our Neglect?

(Sorry about the late posting. I had some issues with inserting images.)

The last couple weeks I have been in China on vacation. I will be writing about my trip on and off for the next couple weeks as I am able to sort out my notes.

A friend invited me to join her in accompanying her father as he returned to his hometown near Tianmu Lake to celebrate his 90th birthday. While we were in the area, we visited the site of a Buddhist temple complex being built nearby. With the support of the local and central government, the temple, surrounding access roads, dormitories and other buildings have been constructed very quickly.

Great Awakening Buddhist Temple, Yixing, Jiangsu Province, China
Great Awakening Buddhist Temple, Yixing, Jiangsu Province, China

My friend noted that the government was very happy to have the temple there because the head monk had fled to Taiwan during the Cultural Revolution but had agreed to return.  The fact that the temple will attract the monk’s predominantly Taiwanese followers probably factors well into the central government’s long term goals to remove relationship barriers with Taiwan. Apparently not long before we visited there was a large pilgrimage/gathering of about 40,000 people.

While we were there, my friend made a comment that China had made a mistake in rejecting its culture and alienating/persecuting the practitioners and scholars and now was paying a large price to get it back.

That comment got me thinking about about cultural policy in the United States and whether the country might be in a position at some time in the future of paying a high price to reclaim what it has rejected/neglected.

China’s 5000 years of history gets mentioned so often by Chinese that it is almost a meme. Except that it pre-dates memes, so I guess along with everything else, China also invented memes.

In that context of such a long history, it can seem horrifying that a country would decide it needed to essentially reject 5000 years of culture in order to advance. Granted, this is a gross simplification of a tumultuous time, but was encapsulated during the Cultural Revolution by the call to destroy the “Four Olds” – Old Customs, Old Culture, Old Habits, and Old Ideas.

Actually, though it had never been done to such an extreme degree as the Cultural Revolution, destruction of literature and killing of scholars is  part of China’s 5000 years of history and culture. The very first emperor burned books he considered subversive and purported buried 460 scholars alive (the latter which may have been a bit of revisionist propaganda written 100 years later).

The Cultural Revolution sought to replace old art, culture and literature with proper, approved material that included everything from new songs, plays, names and architecture. However, 5000 years of culture doesn’t go quietly and easily. Just as every conqueror of China ended up being assimilated into the culture rather than importing their own, the country’s cultural heritage appears to be reasserting its presence and influence.

So contrast that with the United States. Instead of actively trying to destroy our own arts and culture, there seems to be more of an attitude of neglect. There is a sentiment that arts/literature/cultural careers aren’t worthwhile. There is a belief that the arts have no value in ones life. (Possibly attributable to the fact people don’t perceive themselves as having the ability to participate and create.)

We have probably all heard the idea that the opposite of love isn’t hate, but indifference. In this context, I wonder if the philosophical approach to arts in the US may ultimately prove more destructive than the active rejection that occurred in the Cultural Revolution. While it may have been dialectical and replete with propaganda, the Cultural Revolution at least recognized the need to continue to create works of art and literature.

Of course, it is often noted that there is no lack of literature, art and culture being created every day in the United States on social media channels, Hollywood, bedrooms and backyards. Just because it may not match the classical definition of art with which we are comfortable and accustomed and just because it is difficult to make a living practicing it doesn’t mean there aren’t more opportunities than ever to generate it.

Going back to my original question, does the current activity represent authentic expression of our culture or will we regret neglecting/rejecting things 40 years down the road and end up paying a high price to reclaim those things?

Is the Cultural Revolution idea that the old is not appropriate for the future any less of a utilitarian view of art than the expectation that arts organizations need to be self supporting?

A book could be written on the subject and not come to a satisfying conclusion so this blog post sure as heck isn’t going to resolve even a fraction of the factors and forces that need to be taken into consideration.

We so often compare the arts and culture in the US to Europe, it may be worthwhile to make an effort to ponder the same questions in relation to the longer history and culture of Asia.

You Probably Don’t Know Just How Good You Are

Over the years I have read a lot by Peter Drucker on his ideas about leadership and organizational management. I would probably do well to go back and think on what has said again.

With that in mind, I wanted to draw attention back to an entry I wrote about his short essay, Managing Oneself. If you have to choose between them, read Drucker’s piece.

One of the things he says is that people often don’t really know what their strengths and weaknesses really are. The first step one often needs to take is to discover these things for themselves.

As I wrote in my entry a number of years ago,

“Drucker gives a number of interesting examples of how men like Patton, JFK, Eisenhower and Churchill were hampered by situations which emphasized their weaker areas.”

Many tests, especially those administered in schools, measure our skills according to a very narrowly defined set of standards that may not have any relevance to our post-graduate lives.

Knowing that, it really is often incumbent upon ourselves to discover what we are good at, how and in what situations we work best, what our values are and how we can contribute. Managing Oneself strives to teach you how to do just that.

Cleaving The Executive Director In Twain

In plumbing the old archives to find some entries that might stand the test of time, I found an entry where I cited a suggestion made by The Non-Profiteer that social service non-profits follow the example of arts organization leadership structure.

What she was praising was the practice of having an executive and artistic director focused on different aspects of the organization’s activities. The thing was, even at that time arts organizations were moving in the opposite direction consolidating leadership under a single person in order to save money.

Reading The Non-Profiteer’s post, she presents an argument against using overhead as a measure of effectiveness years before it was the topic of conversation it is today.

Wouldn’t social service agencies operate better with someone at the helm whose expertise was effective service to clients and someone at the rudder whose expertise was squeezing every dime til it shrieked? These are not identical skills–they’re not even complementary–and for charities to insist on combining them into a unitary Executive Director means one part of what they need done will almost inevitably be done badly.

And if donors are serious about wanting to see rigorous metrics of charities’ effectiveness, they’ll recognize that it takes two: one leader to innovate, experiment and rethink client services and another to measure, evaluate and assess the results.

Since evaluation of organizational effectiveness is shifting toward outcomes over time, ensuring the organization is adhering to their planned arc of progress and collecting requisite data will require an investment of greater attention.

Think about your arts organization, are the top executive(s) able to provide the appropriate leadership to accomplish both the programmatic and administrative goals? Are the top people in charge of these areas invested with appropriate authority to accomplish these things? (In other words, does the program manager really need to be at least a director or vice-president?)

Return To The Valley of Intrinsic Impact

A few weeks ago, I wrote about the important thoughts Carter Gillies had about the concept of the intrinsic value of the arts.

In light of that, I wanted to look back at where the idea of intrinsic value of the arts all began. Well, at least for me.

The first attempt to measure the intrinsic value of the arts I was aware of was a study by WolfBrown on behalf of the Major University Presenters consortium.  I wrote about WolfBrown’s presentation of the study results, Assessing the Intrinsic Impacts of a Live Performance at the Arts Presenters conference back in 2008.

In writing about the report at that time, I related the concerns expressed by then president of Arts Presenters, Lisa Booth,

And while she was glad that there was a new metric of success being developed that wasn’t based in dollars or butts in seats, she was also concerned that in the eagerness to justify the value of the arts in some quantifiable way, the arts community was trying to measure what can not be measured.

This last bit was very interesting to me because Lisa Booth seemed to recognize the inevitable if these measures became widely used. If foundations and governments start basing their funding on the intrinsic value a performance has for a community, arts organizations will probably try to measure everything imaginable to show all the levels on which a performance meets funding agendas. Just as the arts aren’t well served by showing economic impact, they probably will be equally ill-advised to create numeric values for changes in things like self-actualization, captivation, social comfort level and questions raised.

I am not sure if it is fortunate or unfortunate that funders aren’t focused on improvements in intrinsic value measures.

If you want a quick primer of WolfBrown’s process and how they define things like readiness to receive, self-actualization, captivation and social comfort level, you can take a look at the website they have created for the intrinsic impact portion of their consultant work. (It looks like they have refined some of their terminology in the last 8 years.)

In terms of whether one can accurately assess any of these things so that it results in a meaningful measure of intrinsic impact, I don’t know. Even if it does, it is likely to lack the relevance to policy makers and others who are not involved and invested in the arts that Carter talks about.

What I do think their process does is get closer to bridging the communication gap between why arts people like the arts and those who don’t see any value in the arts. When you are having conversations with people where you are paying attention to things like Emotional Resonance, Captivation, Intellectual Stimulation and Social Bonding, you can start to find common language that communicates value beyond economic stimulus and cognitive development.

Measuring Manager’s Worth In Those Who Don’t Want To Be Left Behind

Years ago, I wrote about a FastCompany article, Ten Habits of Incompetent Managers.

Even though it was written in the context of a for-profit company, I wrote most of the rules are universal and pretty much common sense – “afraid to make a mistake, keeping too many problems secret from employees, afraid confronting a problem will hurt people’s feelings, focus on picayune details to hide general incompetence, heavy use of consultants and problem with deadlines.”

Of course, one of the big ones for the not-for-profit sector is long hours.

Long hours: In my experience, bad managers work very long hours. They think this is a brand of heroism but it is probably the single biggest hallmark of incompetence. To work effectively, you must prioritize and you must pace yourself. The manager who boasts of late nights, early mornings and no time off cannot manage himself so you’d better not let him manage anyone else.

Though this may just as easily reflect poor prioritization of resources, funding and over commitment to doing more with less by the organization leadership.

The one habit that caught my eye then and still does today -Inability to hire former employees.

The idea here is that if a person has been working in a line of work for a long period of time and hasn’t mentored/collaborated with someone who would be interested in working with them again, you need to beware.

Even though most non-profits are concerned about having the funding to hire one person, never mind fantasize about poaching workers from other companies, this seems like an interesting hiring criteria.

Those doing interviews and hiring generally concentrate on calling supervisors of job candidates, but rarely talk to subordinates. It may be prudent not to.

Supervisors may be concerned about lawsuits if they say something negative and the person doesn’t get a job. Subordinates may fear retribution if their supervisor even suspects they said something that scuttled a job prospect.

Still, a question to a supervisor or even candidate along the lines of “is there anyone with whom you have worked in the last five years that would be interested in changing jobs if it meant continuing to work with you in some capacity,” might provide some interesting results.

On the performance and technical side of the arts it is fairly common for people to bring those they have worked for previously along with them, but I can’t think of too many instances in my experience where that has happened in administration, marketing, development, etc.

The Few Times The Audience Is Too Demonstrative

Around 9 years ago I wrote about a response someone had gotten from the head of a dance program while trying to revive an annual dance festival.

The head of the program said he didn’t want to expose his students to our audience whom he compared to the crowd at a football game. I had followed up to see if there had been miscommunication or misunderstanding. As I wrote at the time:

He felt the audience, which is generally comprised of family and friends of the dancers, needed to be educated about how to behave. He admitted he didn’t know how that might be accomplished as lecturing folks before a performance on decorum would probably make people resentful.

Reading that, I got to wondering if that type of attitude might have changed in the nearly decade since. Given all the conversations about changing the general environment in performance halls to allow audiences to feel more actively involved and less passive, has anything changed?

This is one of those rare occasions when new audiences aren’t intimidated by the thought of disapproving looks from those more experienced and knowledgeable than themselves.

Since I am not longer working at an arts organization with a dance program or a reputation for presenting dance, I need to throw this question out to the readership. Have there been any changes?

In the situation 9 years ago, the person objecting lead a university based training program conferring graduate and undergraduate degrees. The approach such a program might take to dance is likely to be different from that of a dance company that was started by someone who received their training at Urban Dance Camp.

If you want to respond to this, give us a little context about your practice or the expectations you recently experienced.

There is also the issue that an overly boisterous environment can create an unnerving experience for people who are participating in their first public performance after having just started learning dance. Often the cheering is a much about the audience member calling attention to themselves and their connection to the performer as it is about supporting the performer.

The other question is, how do you communicate the need to keep it dialed back without offending people who are making a rare visit to a performing arts venue whom you want to see more frequently?

Creativity Shouldn’t Be Euphemism For Doing More With Less

Continuing on the theme of employee turnover that I wrote about last week, I wanted to harken back again to an early post I made about Johns Hopkins study saying that the non-profit sector wasn’t having as big an issue with turnover and recruitment as had been widely reported.

I checked and they haven’t seem to have done a follow up report specifically on this issue since then.

At the time I took a pretty skeptical view of some of the responses collected. I don’t doubt that those were the responses, they received, it was just that the responses themselves seemed a little dishonest.

In particular, I questioned the responses reported in figure 6 on page 5 where those surveyed claimed the largest benefits to employee turn over were to the budget and creativity.

In my post I wrote,

The positives about the budget are obvious. Not having to pay someone helps save money. I am uneasy about the staff creativity result because I think the go to position for so many non-profits when they face staff shortages of any sort is to smile and determine to work harder and smarter.

I suspect creativity claim is actually a ploy to cope with the increased workload and is a facade for the damage to morale and feeling of burnout. Having been in similar situations, I imagine that the creativity manifests itself in penny pinching steps akin to my grandmother washing aluminum foil and hanging it on the line to dry so it can be reused.

Everyone stands around and congratulates each other on how clever they are to be so thrifty. Then go back to their offices and skip lunch so they can get all their work done, their hunger pangs temporary dulled by the recently shared optimism over how creative the staff has become.

Cynical as you may think this is, the same chart seems to provide some support to this idea given the largest negative impacts are to staff productivity, burnout and morale, in that order.

Why People Leave Jobs, It Isn’t What You May Think

I am going to be on vacation for the next couple weeks. As is my practice, I will be featuring some of the more interesting/thought providing posts from my archives while I am away.

At the risk of making my employer worry that I am not coming back, I wanted to draw attention to an entry I wrote nearly a decade ago about why people leave their jobs.

In that entry I quoted an article by Matthew Kelly where he noted,

“The #1 reason people leave a job is not because they have a dysfunctional relationship with their manager or because they don’t feel appreciated. They leave because they cannot see the connection between the work they are doing today and the future they imagine for themselves.

When employees believe that what they are doing is helping them to accomplish their personal dreams they can tolerate quite a bit. I am not saying that they should, but they can. Without some understanding of the connection between their daily work and their future, employees will leave for the most trivial reasons”

This sentiment is more commonly acknowledged as motivator now than it was back then. In addition to talking about what motivates people to stay or leave, Kelly also lists the costs of employee turnover which include recruitment, training, lost business and productivity.

Values Don’t Come Cheap

Creativity Post had a good piece last week about simple business rules that complements Vu Le’s recent Nonprofit With Balls post on developing organizational values. Both pieces caution against making facile declarations and assumptions about how you will operate.

For example, Vu relates how he and his staff took months

“…developing a list of five core values and the team agreements associated with each one. Many of these behaviors came at great costs to the organizations, results of lessons learned from terrible experiences, some of which were due to my own leadership failures for not institutionalizing our values.”

He goes on to relate the deliberate process they used to create these values, encouraging others to use it as a model.

On Creativity Post, Greg Satell, address how meaningless it is to declare you are making an effort to “win the war for talent,” “focus on your core competencies” and “enhance shareholder value.”

But by relying on those simple rules and slogans, we often fail to think things through. If we merely say, “we have to win the war for talent,” we are less likely to think about what kind of talent we want to develop. Reducing decisions to “focusing on the core” negates serious analysis of threats and opportunities. Shareholder value is basically a license to do anything.

The truth is that the real world is a confusing place. We have little choice but to walk the earth, pick things up along the way and make the best judgments we can. The decisions we make are highly situational and defy hard and fast rules. There is no algorithm for life. You actually have to live it, see what happens and learn from your mistakes.

Given that last line, it may not be a great coincidence that the “operating rules” that Vu Le and his team created were born of lessons learned from mistakes and mistypes.

Only Those Who Understand Humanity Are Qualified To Sell It

It recently struck me that when people encourage students to go into STEM or business as careers, they may be underestimating the importance they place on daily human interactions and are taking them for granted.

Last month, there was an article in the Washington Post suggesting that people with liberal arts backgrounds will be hot commodities for technology companies. The value these people bring is their ability to help technology simulate human interactions.

Personal assistants like Siri, Cortana and Alexa are increasingly becoming an area of focus of development. The personality development teams work on backstories for the assistants and are responsible for evaluating whether flaws in speaking patterns in syntax make them more relate-able or too informal for their purpose.

The personalities for the artificial intelligences can’t be too perfect, but they also can’t be so flawed that you can do things like trick them into cursing. (Of course, people have been tricking kids toys into cursing for years, so nothing is perfect. NSFW)

There are thousands of subtle decisions that go into shaping the “personalities” of these assistants.

At a recent meeting of Microsoft Cortana’s six-person writing team — which includes a poet, a novelist, a playwright and a former TV writer — the group debated how to answer political questions.

To field increasingly common questions about whether Cortana is a fan of Hillary Clinton’s, for instance, or Donald Trump’s, the team dug into the backstory to find an answer that felt “authentic.” The response they developed reflects Cortana’s standing as a “citizen of the Internet,” aware of both good and bad information about the candidates, said Deborah Harrison, senior writer for Cortana, and a movie review blogger on the side. So Cortana says that all politicians are heroes and villains. She declines to say she favors a specific candidate.

The group, which meets every morning at Microsoft’s offices in Redmond, Wash., also brainstorms Cortana’s responses to new issues. Some members who are shaping Cortana’s personality for European and Canadian markets dial in.

Given this context, you can see why so much effort is invested into shaping the personality of the virtual assistants. Whether you use them or not is potentially lost revenue, even if it is just a matter of Apple/Amazon/Microsoft’s ability to sell data about your habits and interests to others.

The importance of whether you use it is definitely more than just a matter of selling aggregated data. Some of the uses mentioned in the article include life coach to lose weight, reminders to take medicine or collect medical data, calm anxieties, poll employees, arrange for meetings, etc.

The value of these applications/programs/whatever is as much about the user experience as it is about accurately identifying the closest Thai restaurant near your location.

But by and large, if you notice something about the user experience, if your experience isn’t seamless, the designers have probably done something wrong. This is also one of the core precepts of design and technical execution for live theater.

I imagine this contributes to the general sense that STEM and business careers are worthwhile versus more arts oriented careers. So much about STEM and business endeavors are quantifiable. You write X lines of code, generate X dollars in billing, run X experiments today.

You wrote jokes to give Cortana a sense of humor and suggested adjustments so people didn’t anthropomorphize the program as a subservient female?  More likely than not, people would slip into the “they pay you to have fun all day, I could do that” mindset.

Except making those decisions and creating plausible results isn’t really as easy as you think.  While the idea of “selling one’s humanity” is a common accusation directed at movie villains, in a very real sense only those who have invested time into understanding humanity are able to generate simulacra of humanity to sell as a commodity.

Let P.T. Barnum Be Your Guide To Business Ethics And Industry

Via Kotte.org is P.T. Barnum’s short book, Art of Money Getting. If you are like me in thinking Barnum said “there’s a sucker born every minute,” (he didn’t), you may be surprised at how forthright and industrious his advice is.

I was interested to note just how little has changed since 1880. Barnum’s first piece of advice is along the lines of doing what you love.

Unless a man enters upon the vocation intended for him by nature, and best suited to his peculiar genius, he cannot succeed. I am glad to believe that the majority of persons do find their right vocation. Yet we see many who have mistaken their calling, from the blacksmith up (or down) to the clergyman.

His second bit of advice is location, location, location.

Number 6 includes the value of failing early and often.

“…and he will find he will make mistakes nearly every day. And these very mistakes are helps to him in the way of experiences if he but heeds them. He will be like the Yankee tin-peddler, who, having been cheated as to quality in the purchase of his merchandise, said: “All right, there’s a little information to be gained every day; I will never be cheated in that way again.” Thus a man buys his experience, and it is the best kind if not purchased at too dear a rate.

Number 7, Use the Best Tools he applies to investing resources to retain the best employees, but Drew McManus also just talked about the same thing in a recent interview. Drew related it to not trying to skimp and get by on scaled down student or trial version of software

If you think it is difficult get your marketing efforts to connect with people amid all the things vying for their attention, Barnum says in 1880 a person has to be exposed to your ads or mention of your product/service seven times before they buy.

He has 20 rules in all that include many sound bits of advice like treating your customers well; being charitable; not gossiping; not falling prey to get rich quick schemes; preserving your integrity; working hard; being focused; having sound processes but don’t become enslaved to them; and being both hopeful and practical.

Barnum was definitely a showman and hard charging promoter that was eager to perpetrate hoaxes in order to make money. The more I read about him, the less smarmy he appears to be. He did a lot of work in public health and safety, for example.

There seems to be a tendency to blame him for random unattributed cons. The 2001 episode of The West Wing that claims he was able to sell white salmon by claiming it will never go pink in the can may actually be the first time his name is connected with an apparently widely cited, likely apocryphal, 100 year old tale.

Great Expectations For Middle of the Road Food

It is probably no surprise to learn that food brings communities together. CityLab recently had a piece about a group in Tallahassee, FL that received a grant from the Knight Foundation to support a project called “The Longest Table,” intended to bring 400 strangers from all parts of the city,

“…to use the dinner table as a medium for generating meaningful conversation among people of diverse ethnic, religious, and political backgrounds.”

I was thinking this sounded a lot like a project I wrote about last fall that occurred in Akron, OH that also set up tables down the middle of the road in order to bring 500 people together for a meal and discussion about how a highway that was being closed down might be re-purposed.

It turns out on closer investigation, not only was that also sponsored by the Knight Foundation, there was an earlier iteration of the Tallahassee meal that occurred last October within a week of the one in Akron.

I think this is secretly a plot by the Knight Foundation to identify the best cooks around the country for some nefarious end!

Actually, an element of that was central to the Akron 500 Plates project. (the identifying good cooks part, not nefarious plotting)

The artists and collaborators collected recipes from each of the 22 neighborhoods in the city and printed them on each of the plates so that everyone went home with a recipe from someone in the community. Then they built tables and distributed them to each of the neighborhoods to provide a gathering point at which conversations and community meals could continue.

500 Plates has made the recipes and toolkit for replicating this in the neighborhoods and other cities available on their website.

The participants in both projects talk about how the format lends itself to discussing somewhat sensitive topics because the environment sets people a little more at ease. This type of event may help arts organizations come in contact and start a conversation with the elusive demographic of people we never meet in order to learn what their barriers to involvement are.

Contemplating The Claw Back

I frequently write about the need to have a donation acceptance policy. In addition to not having the resources to handle non-cash donations, some donations come with conditions that do not correspond well to organizational missions. Recently many donors have required institutions and buildings be renamed as a condition of their giving.

Sometimes there are problematic issues surrounding the way in which donations are handled or evaluated as well as with the people making the donations.

An article on Non-Profit Quarterly today falls into this latter category and should serve as a cautionary tale for non-profits.

Long story short, two company executives made large donations to Oregon State University and University of Oregon. After an investigation, the Securities and Exchange Commission characterized their business model as a classic Ponzi scheme.

As a result,

…a receiver has been appointed by the federal court to rescue as much of investors’ funds as possible by closing dozens of Aequitas-created subsidiaries and investment funds. And when that happens, there is every possibility that the court will also try to “claw back” some of those donated dollars.

My first reaction upon reading about the claw back was, “they can do that?” Obviously, given a second to think, if you were one of those bilked investors you would certainly respond, “Hell yeah they can!”

Unfortunately in this case, in order for someone to be made whole, someone else has to lose. NPQ reports that University of Oregon has already spent the money. How things might proceed in trying to recover the funds, I am not sure.

There was also a little lesson in the NPQ article about crisis management communications. Author Ruth McCambridge had a little criticism for an Oregon State spokesperson who was trying to downplay the impact of one of the donor’s involvement on the many advisory committees his largess garnered an appointment to. (my emphasis)

He was on the college’s Entrepreneurial Education Advisory Board, the Austin Entrepreneurship Program Advisory Board, and the “Dean’s Circle of Excellence,” which is made up of large donors.

In short, the relationship is pretty intimate, but OSU spokesman Steve Clark says that is essentially no big loss. “A businessperson or business representative on a board like that is one of many voices,” Clark said. “They don’t actually establish a course, a direction or a philosophy for the college—in this case the College of Business—but they provide advice, guidance and support to the dean. Their involvement, or their lack of involvement in the future, would not affect the direction of the college.”

Way to go on making the surviving donors feel special, Steve.

Now if I am being honest, I probably would have said something even worse. Assuaging the concerns of one group of people without insulting another is a tough line to walk.

And lest you think financial malfeasance like this doesn’t occur often, this is the second time this particular bolt of lightning has struck the University of Oregon. Back in the 1990s they ended up returning $850,000 to the court appointed receiver and removed the name of the donor from their law school.

I have to think these people weren’t only donating to large universities. The only consolation a smaller organization might have is that the amount donated to them may not be worth trying to recover. On the other hand, in aggregate even relatively small donations can add up to a significant amount.

While it is probably close to impossible for most non-profit arts organizations to identify donations that may potentially boomerang, it can be useful to consider how you might respond in that situation. Even the question of the timing and effort you might put into returning or retaining the funds one year after vs 5 years after it has been spent can be important to contemplate.

Music To Repel, Redeem and Raze By

You have probably heard stories about how people blast classical music to scare drug dealers out of their neighborhoods, homeless out of train stations and teens away from convenience stores.

There was recently a story in the Wall Street Journal about a town in India that is using drummers to shame people into paying taxes.

Among my first thoughts were that it is pretty awful for a guy who has been playing drums since he was two to have his performance used to punish people. Thinking of my post yesterday, it occurred to me that this may be another manifestation of the disconnect between people who value the arts and those who see little value at all. Assumptions are made about the utility of the arts as well as about how undesirable elements of society will react when exposed to them.

There is a little more nuance to the story than that. The drummers play the same music they are hired to play at weddings and birthday parties. So as the article suggests, the drumming may indeed be more about calling attention to scofflaws than torturing them. (Though the classical music being blared in train stations to scare kids away is the same music chamber groups are hired to perform at weddings, so that isn’t proof in itself.)

Also the inclusion of the musicians is accompanied by an effort to create a safer environment. Often tax collectors are beaten up. The musicians and the collectors are accompanied by security guards bearing a banner with the city coat of arms.

On the other hand, since 1/3 of the population doesn’t pay their taxes, they assume the effectiveness of the drummers will wear off soon. They next plan to send transgender women, who are believed to be able to impose hexes on people, to perform mocking dances in front of houses. Again, using a group to shame others solely on the basis of their identity or practices makes me a little uneasy.

It is difficult to begrudge those who need money for their participation in efforts aimed to force social compliance.

It really does say something about the way the arts are perceived that people think it can be used in a prescriptive way to separate the desirable from the undesirable; improve cognition and behavior and a host of other things.

Would Walter White suddenly find stores and other places he frequented that played classical music repulsive after he started cooking meth and dealing drugs?

Of course not. If we have learned anything, its that every James Bond villain or psychopathic killer is attractive, cultured, loves classical music and wants to watch the world burn.

Clearly then, while classical music keeps riff-raff away from train stations and 7-11s, it attracts megalomaniacs to concert halls in droves.

Gives you second thoughts about Drew McManus looking so suave and sophisticated in the pictures on his orchestra consulting website, doesn’t it?

(Yeah, he only wishes he was filthy rich enough to have sharks with freakin’ laser beams attached to their heads.)

Do You Love Opera For It’s Economic Impact?

In addition to responding to comments he makes on the blog, I have had some email exchanges with artist Carter Gillies. Many times in the course of our correspondence, he will say “I think we are talking about the same thing, just in different words.” I am not always sure that we are, but I often get the impression he is operating a few steps ahead of me.

That feeling of disconnect is actually a central feature of a guest post he wrote nearly a month ago for Diane Ragsdale’s Jumper blog.

Since it was a long piece, I bookmarked it for later reading. I am somewhat embarrassed it has taken me close to a month to read it, but I encourage everyone to do so, even if it means coming back to your bookmark a couple months hence. Having read it, a lot of what he was trying to get at in our correspondence became clearer to me.

What Carter does is take a really deep look into the way we define the value of the arts. In doing so, he bolsters the argument that we should avoid talking about the value of the arts in relation to economic, social, educational, developmental etc., benefits.

To heavily summarize what he says, he notes that people in the arts have a clear sense of the value of the arts. People who are not aware of this value and even perceive the arts as valueless, do not share the same language and metrics for evaluating the arts. Communicating the value is therefore as difficult as the challenge of describing a color to a person who in unable to perceive that color. (my emphasis)

The way we mostly talk to these people is we have found that our ends, the things we value in themselves, can be the means to their own ends. They value the economy? Well, the arts are good for the economy! They think that cognitive development is important? Well, the arts are good for cognitive development! We make our own ends the means to their ends.

But this never teaches them why we value the arts. It is not a conversation that discusses the arts the way we feel about them. Its not a picture of the intrinsic value of the arts, because in talking about instrumentality we always make the arts subservient. That’s never only what they are to us. Sometimes we just have to make the case for a lesser value as the expedient means to secure funding or policy decisions. It’s better than not making any sense at all.

I don’t wake up excited to go to work to stimulate the economy. I am not eager to go to a museum opening so I can have my cognitive abilities developed. In this context, it almost sounds ridiculous.

This illustrates the disconnect between shared metrics and terminology. As an arts person, I can understand the argument that I need to pay taxes to help stimulate the economy and contribute to the cognitive development of others, but I can’t convince the government to provide funding for the arts based on why I value the arts. I get them, but they don’t get me. I need to talk about economy and cognitive development to be able to receive that tax money.

Of course, this doesn’t just apply to the arts. When we talk about why we love our parents and siblings, we may talk about how well they treat us but that doesn’t truly explain why we love them. The reasons are just external metrics we know others can understand and identify. The real reasons are ineffable. There will be people with whom you become romantically involved who may treat you much better by those same standards than your family ever did, but you will never love them the way you love your bratty sibling.

Citing Archimedes famous quote, “Give me a lever long enough and a fulcrum on which to place it and I shall move the world,” Carter notes:

In the arts we have thrown facts together, constructing the longest possible lever, but have seemingly forgotten we also need somewhere to place it. Those facts need to rest on values that can act as a fulcrum. The facts without value, or the wrong value, will simply have no leverage. They will fail to motivate.

He suggests what is needed is a change of perspective rather than trying to change minds. While this might be accomplished via the proposal to create public will for the arts that I often cite, Carter also notes that the arts community needs to change its perspective as well.

The confusion we are mired in is thinking that our difficulty is practical when in fact the impediment is structural. We need to better understand this to make appreciable headway. We can celebrate both the good art does and the good art is, a structural difference, the lever and the fulcrum. That is the value of intrinsic value for the arts.

I should note, whether you agree with the practice or not, use of taxes for economic development and education weren’t foregone conclusions. It required a change in perspective to implement both.

It’s Easier To Destroy The Building Than Fix The Roof

For over a decade now there has been a conversation about how detrimental it can be if an arts organization decides to add new programs in order to qualify for foundation grants and funding. Usually the negative issues revolve around conflicts with core mission and placing additional strain on staff and resources.

Until recently, I hadn’t heard about arts organizations feeling they have gotten caught in a vicious cycle of needing to build multi-million dollar expansions in order to attract more money.

According to a Non-Profit Quarterly piece referencing an article in The Art Newspaper, that is the very situation facing museums. Even in the deepest throes of the recent recession, museums were spending billion on expansions. (my emphasis)

The museums say they need to expand to attract new donors, and that requires enough space to display enough work to pique the special interests of individual prospects.

“If there isn’t room to show these works, you are hamstrung when you want to make the case to a private collector that a particular object would have a suitable home in the museum,” says Neal Benezra, the director of the San Francisco Museum of Modern Art. The Art Newspaper agrees, saying, “Patrons are also more likely to stump up for a splashy expansion than for a lower-profile renovation or acquisition.”

In fact, in the article, new galleries, buildings, and wings are described as grounds for friendly competition among the ultra-wealthy. But after the expansion comes expanded operating costs, of course, and…well, the monthly nut becomes bigger and more formidable.

[…]

But large institutions have ended up being in constant capital campaign mode, creating bigger sustainability issues in the long run unless the donor money continues to expand and those donors fall in love with funding operations—a doubtful prospect. Too few capital campaigns and major gifts are structured to include endowments or other funding to sustain the buildings over time.

Not only is there a sense in both articles that there is quite a bit of vanity involved, there was also a suggestion that museums would “become a dumping ground for speculative investments in the art market.”

With the existing concerns that museums are becoming too closely tied to commercial efforts, it may not be unreasonable to fear that people may seek to burnish the value of their collections by having it shown in prestigious museums. Having taken on greater operating costs, wouldn’t museums feel pressured by influential donors (and concerned board members) to accept?

You may be thinking, none of this applies to you because you don’t work for a large, prestigious museum. However, this situation illustrates the dangerous cycle and potential for conflicts of interest, writ large.

Not only that, the sentence I emphasized is related to the more encompassing issue of funders in general not providing support for overhead and operational expenses. There is an implicit suggestion that capital campaigns and major gift solicitations be structured to include support for operations and long term infrastructure maintenance.

It may not be as sexy, but it is necessary and needs to be seriously considered by arts non-profits of all sizes. It is probably easier to carve out a portion of a major capital gift for these purposes than to solicit for it directly.

Maybe Art CAN Support Your Retirement

One of the more intriguing ideas I have written about here is the Artist Pension Trust. It was started 10 years ago with the goal of providing retirement benefits to the 2000 participating artists, each of which commit to “depositing” 20 works in the trust over 20 years. The trust then sells the works to provide benefits to the members.

When I first wrote about it 10 years ago, the plan was to evaluate the state of the trust at this year. According to a recent piece in the NY Times, the Trust decided to start disbursing funds, in part to reassure participants that it works.

Since its founding, the trust has evolved significantly. This month it will make its first distributions, rather than wait to make a large payout at the end of a 25-year period as originally planned, along the lines of a pension fund.

“This was built as a pension, but we decided to pay as we go along so people can see the model works,” said Al Brenner, a board member. “Also, it’s been 10 years, and in some cases it was right to sell. But we’re extremely cautious and don’t want to sell too soon.”

As I wrote two years ago, some of the participants have withdrawn over the years due to needing money, but the trust still has more applicants than it planned to accept and is looking into creating a new global grouping.

To put this in context, there are 8 regional groupings of 250 in which artists’ works are pooled, plus one global group of 628. So they are looking to accommodate more artists in a 10th group.

I was encouraged to learn that the Trust, recognizing that it has the capacity to provide additional services to artists, doesn’t solely see itself as a money making enterprise.

Along with changing its distribution plan, the trust no longer defines itself as a financial product but as a kind of artist cooperative, providing services as varied as free storage and transport, or a loans-and-exhibitions program that promotes the work of artists internationally.

Indeed, some artists have joined more for the community support than the financial advantages.

“I’m aware the ultimate goal is financial security for the future, but it’s not the reason why I joined,” said Alicia Paz, a Mexican artist who lives in London. “I’m more interested in the networking and the support structure for the now.”

Of course, the real validation of the concept won’t come for another 15-20 years when a large number of participants start to depend on the Trust’s distributions to support themselves in retirement.

This Radio Story Sounds Familiar

There is a really interesting piece on Slate telling an all too familiar story.

Seeing that the median age of its listeners has been creeping slowly up from 45 to 54, NPR is in the throes of trying to make itself relevant to…yes, you know this one…a younger audience.

In some respects NPR’s problem is worse than that of the non-profit arts. In one case, the person telling NPR’s Foundation they need to appeal to a younger demographic had, unbeknownst to them, been hired away by Amazon subsidiary Audible. He is only one of many that were hired away or choose to strike off on their own.

Just as there is a recurring conversation in the arts that they are too beholden to a narrow segment of stakeholders, NPR also finds itself conflicted between innovation and catering to the demands of its funding sources.

The tumult was touched off in late March, when an NPR executive announced that the network’s own digital offerings—most importantly, its marquee iPhone app, NPR One—were not to be promoted during shows airing on terrestrial radio.

The ban was widely viewed as proof that NPR is less interested in reaching young listeners than in placating the managers of local member stations, who pay handsome fees to broadcast NPR shows and tend to react with suspicion when NPR promotes its efforts to distribute those shows digitally. After the gag order was made public, dozens of public radio and podcasting people set about picking at an old scab—discussing, spiritedly, in multiple forums, whether the antiquated economic arrangements that govern NPR’s relationships with its member stations are holding it back from innovation.

I was totally unaware of the NPR One app but according to Slate author Leon Neyfakh, it is pretty awesome and replicates the car based NPR listening experience- “it makes me wish my commute to work was longer.”

If you have read or participated in any conversations about the problems faced by the arts, you will find that NPR is wrestling with many of the same issues: Trying to appeal to too wide an audience versus focusing on specific segments; losing audience to other media channels (podcasts in this case); addressing serious topics vs. providing entertaining content (which is not to say you can’t do both, but there are some serious topics that require a serious approach.)

In other respects, NPR is way ahead of the non-profit arts in general. They may be playing a little catch up with podcasts and losing talent to other companies, but they are gathering valuable data about their audience behavior via the NPR One app. One of the things they have learned is that people skip the serious news content fewer times than anything else. People see value in one of their core activities and they have the data to prove it.

Certainly thanks to the efforts of many research projects, the arts also have data about what audiences value. The data collection method just isn’t as nimble yet.

Since there are a number of NPR and aligned radio shows/podcasts that take to the road for live shows, I wonder if there is any opportunity for adoption/sharing/development of data collection techniques.

Stuff To Ponder: Cultivating Creativity For Corporations

I frequently advocate for arts organizations to find ways to help for-profit companies instill creativity and energy in their employees. Last month, the Partnership Movement of Americans for the Arts posted an essay with some case studies illustrating how this might be accomplished.

The Partnership Movement post talks about the benefits of partnering with arts organizations in the context of employee retention and engagement, providing statistics about how companies with engaged employees tend to have better revenue growth and lower employee turn over.

In general, the case studies provide some conceptual starting points for identifying a need and designing partnership programs to meet them.

The Arts & Science Council of Charlotte, NC created a Cultural Leadership Training (CLT) program to help cultivate new board leaders for the non-profit organizations in the region. At one point in the year long program, they hold a “speed dating” session to match participants with arts organizations seeking new board members.

Over the last 10 years participation in the program has become highly competitive and is a tool that the businesses themselves have used to identify potential leaders.

This self-selection process sometimes helps companies to identify ambitious and talented employees whom they might otherwise have overlooked. “Firms absolutely use CLT to identify potential leadership candidates,” says Mooring. “We had one law firm tell us that they would not have picked a certain employee as leadership material, but they transformed their opinion of that employee’s potential within the firm after watching that person go through our program and serve successfully on an arts board.”

Alternatively, companies can use CLT as a low-risk way to test whether an employee who is already identified as “leadership material” lives up to his or her potential by watching how that person performs during CLT and post-graduation on an arts board.

This case study helped assuage some of my concerns about how receptive employees of a business might be to participating in a hands-on practical arts experience. It sounds good in theory, but how do you put it into practice with people who may not see themselves as artistically inclined?

“The first time we tried asking the CLT participants to participate in art, we were kind of terrified,” she admits. “The people in our classes are bankers and lawyers and accountants. What if we put violins in their hands and they freaked out and just refused to participate?”

In fact, just the opposite happened. It turned out that everybody not only wanted to play music—they wanted to try every instrument!

Not only did the executives enjoy the participatory and creative elements of the CLT program, it turned out that the experiential aspects of the program actually made the education part “stickier” or more memorable.

Of course, one caveat to remember. The CLT participants were all self-selected. Mandatory or highly encouraged employee participation may result in a different experience.

The other case study, COCAbiz, a program created by Center of Creative Arts (COCA) in St. Louis is more along the lines of what I initially envisioned when I started thinking about how arts organizations can help businesses cultivate creative practices and thinking in their employees. COCAbiz works with teaching artists to help them create and deliver programs businesses find effective for their employees.

Depending on its partners’ needs, COCAbiz uses teaching artists from a variety of artistic disciplines including choreography, set design, theater, and poetry. Working with the business facilitators, these teaching artists help business people discover new skills and approaches in areas such as leadership, collaboration, communication, risk-taking, creativity, and presentation skills.

A number of the participants have found these classes invaluable to shifting their mindset and practices to be more constructive.

One part of the workshop consisted of improvisational theater. “These improv exercises helped me realize that to be an effective influencer, you really have to listen to other people and incorporate their ideas,” says Boland….Rather than just pushing my own agenda, I had to figure out what the other person wanted to get out of the skit and incorporate their ideas, too.”

[…]

“Much of my job involves synthesizing observations and then analyzing data to create strategies,” says Wurth. “Experiencing how actors and directors use the See-Think-Wonder method showed me a really powerful way to communicate and offer suggestions in a way that promotes dialogue rather than shutting it down.”

When people from COCAbiz talk about how they developed and delivered this program, collecting feedback and revising comes up frequently as an important part of their process. There was a sense that the business community with which they worked had high level of expectations of the program so they couldn’t leave any part unexamined.

You Can’t Min-Max Board Membership

I have a post about board recruitment over on ArtsHacker today where I call attention to a webinar Non-Profit Quarterly recently conducted on the subject.

My focus in that article was on how the webinar is a good resource for thinking about how you recruit for and structure your board. But there are a lot of philosophical issues raised in the webinar that I wanted to call attention to as well.

Presenter Anasuya Sengupta noted that when the responsibilities of board members are listed, duty of care, loyalty, fiduciary stewardship and compliance are standards across the entire non-profit sphere. She opines that this list sounds as if a lawyer wrote it up. This made me realize that while the purpose of a non-profit is generally service to a cause or community, that isn’t among the standard criteria for responsible governance.

Sengupta also suggests legality can be a low bar for ethics and risk aversion and compliance can be a very low bar for decision making. She notes that risk aversion and compliance are largely reactive orientations rather than the proactive approach non-profits should be taking. She says that these things, along with the legalistic list of responsibilities should be considered basic practices rather than best practices.

It occurred to me that this could be one of the results of the “run it like a business” philosophy we have seen espoused lately. Reduce costs, increase revenue, avoid risk, do the least possible for the most gain (aka low overhead ratio) all seem to be symptoms of this idea.

When your purpose is to deal with people on a social level rather than as consumers of goods and services, things are less apt to be neat and tidy.   The whole endeavor of trying to involve under served audiences requires interactions with people who don’t know all the rules of behavior and possess basic knowledge of the usual audiences. Almost by definition, someone is likely to be discomforted in the process.  Additional time and effort may be required to accommodate and educate them, including providing your services in a non-standard time, place and format entirely customized to the needs of the groups with which you are working.

Another presenter, Ruth McCambridge, said that even if you perfectly followed all rules for diversifying your board, your efforts might fail. This is because the underlying premises are flawed, most of which seem to be based on the idea that filling certain slots automatically solves that problem.

I go into a bit more detail in the ArtsHacker post, but briefly the problems are:

-recruiting members of under served communities:  the person you recruit may be a member of that community, but not representative of that community.

-recruiting people who can raise/give money: In Human Service Non-profits, studies show recruiting board members for ability to raise money actually negatively impacted their budgets. In the arts, it does help build the finances.

-recruiting to fill a skill slot (lawyer, accountant): the person assumes they were recruited to provide that skill, doesn’t focus on general governance, working cohesively with entire board

The other bad assumption McCambridge mentions is that fund raising boards and working boards are mutually exclusive and you can only have one or the other.

Put in this context, I got the sneaking suspicion that the concept of a board of directors emerged during the Industrial Revolution because there seems to be an underlying utilitarian philosophy. So much of board composition seems to be based on the idea that if you find the optimal mix of skills or insights to match your institutional mission, you will realize success. If you are not successful, you must have the wrong mix.

Despite optimism about Millennials being more meaning and purpose driven than their predecessors, I don’t see this changing without focused, intentional effort. The prevalence of video gaming and the attendant Min-Maxing approach to gameplay will only serve to perpetuate this as an ideal.

Undiscerned Value Hidden In The Cracks and Corners

There have been a lot of library closings in the UK over the last few years so VICE went around and asked people what libraries meant to them and how they were using them.

People they spoke to valued libraries as quiet, distraction free study spaces; as a location to organize meetings; resources for learning and internet access; and as a plain old place to get reading materials and fire the imagination.

This reminded me of a post I wrote around 18 months ago about how the Columbus (OH) Metropolitan Library surveyed patrons asking what libraries meant to them in their youth and what they anticipated it would mean to them in the future.

By and large, the responses from Columbus were similar to those in the UK in that people valued the ability to access information and conduct the important activities of their lives.

As I quoted from a CityLab article in that post:

“The physical library will become less about citizens checking out books and more about citizens engaging in the business of making their personal and civic identities.”

One obvious question I didn’t raise in my earlier post is whether arts organizations can effect a similar change in the relationship the community has with their facilities. A frequent criticism of performance venues and stadiums are that they are only used when there is a performance resulting in a type of waste whereas museums are used more consistently.

While the location of some performance venues is not conducive to easy use due to the lack of sidewalks, foot traffic and general environmental dynamics, there may be other opportunities that would position the venue as more of a resource to the community.

On the other end of the spectrum, sometimes it is difficult to know if trying to improve the environment might be counterproductive. For example, I noticed an increase of people hanging out in our lobby sitting/laying on benches reading and listening to music on headsets. I had considered getting some cafe tables and chairs people could sit at so they had a surface to work on. Since people have mentioned they value the quiet, I wondered if adding more amenities might attract more activity and ruin the environment people had sought out.

In the last two years, I started noticing people hanging out in strange locations that I couldn’t imagine were comfortable to sit in. Even though there were outlets in these places, the people who consistently staked them out as their own didn’t often have devices plugged in. I think it was the fact it was even more quiet and private than the lobby.

Then there is the woman who occupied a slightly more private, though still visible nook to practice yoga.

If someone came by and asked for a room to meet/study in or a place to hold a yoga class, that would be difficult due to the level of activity in the building. But if someone only needs a corner for themselves and a few others, it is available, provided they aren’t picky.

It is in those minute, almost imperceptible circumstances that an arts facility can have the opportunity to alter the manner in which they are useful to the community.

Stuff To Ponder: Who’s Volunteering? Who’s Not Volunteering?

VolunteerMatch’s Engaging Volunteers blog recently drew attention to a Bureau of Labor Statistics report (BLS) that shows volunteer rates are continuing to drop.

As the post author Tessa Srebro notes, the BLS report gives us a lot of statistics about what demographic groups are more likely to volunteer than others, but-

What don’t we see? We don’t see the why.

There’s an endless supply of reasons that could explain why volunteer rates are falling. Last year, upon seeing the results, VolunteerMatch President Greg Baldwin argued that volunteer rates are falling because we as a nation don’t invest enough resources in the nonprofit sector. Without resources, nonprofits simply don’t have the capacity to effectively engage volunteers.

Someone in the comments of that post argued that the falling rates can be attributed to the fact that more people are overworked with less time on their hands. Others say people are simply lazier than they used to be.

I personally think it could be attributed to a shifting trend away from community involvement, due to the emergence of online communities, young people moving more often, and other factors.

There were a good number of comments to the Engaging Volunteers post and the number continues to grow. A large number of the commenters express frustration with the organizations they approached being un(der)prepared to train or employ them. Another common complaint was that the organizations wanted them to fulfill menial tasks rather than ones that challenged and engaged their interest.

I am not sure what the percentages have been in the past, but in this recent survey by BLS, the percentage of people who started volunteering after they were asked (41.2%) is almost exactly equal the number who were motivated to volunteer on their own (41.6%).

Given that this latter number represents those who are actively volunteering, it is possible that the percentage of people who are self-motivated to seek volunteer experiences is far larger than those who are motivated by the request of others. That 41.6% doesn’t include self-motivated people whose efforts were frustrated and are not volunteering.

As I have mentioned before, effectively utilizing free labor requires a significant investment of money, resources and attention.

There is a lot in the Engaging Volunteer’s post and the BLS report to consider and so much we don’t know about volunteers’ motivations. There seems to be an increasing desire to have a volunteer experiences be meaningful.

Thinking back to the Hewlett Foundation report I wrote on last month that suggested non-profit CEO’s were looking to continue working for a longer period of time with their organizations, albeit in a diminished role, perhaps it is not too far a reach to extrapolate that skilled professionals in general might desire to continue to apply their high level skills in a volunteer role after they enter retirement.

One last thing I wanted to point out for consideration is the breakdown of areas of interest for different demographic groups the BLS report shows. Knowing this might help your organization better design volunteer experiences for people. (Though you don’t want to stereotype.)

For example, while “Collecting, preparing, distributing, or serving food was the activity volunteers performed most often” according to the BLS report,

…main activities differed among men and women. Men who volunteered were most likely to engage in general labor (12.3 percent); coach, referee, or supervise sports teams (9.3 percent); or collect, prepare, distribute, or serve food (9.2 percent). Female volunteers were most likely to collect, prepare, distribute, or serve food (12.9 percent); tutor or teach (10.6 percent); or fundraise (9.9 percent)

There are similar trends based on education level, marital status and whether people have kids.

Social Status: Where Cold Rises and Warmth Flows Down

I was really intrigued by the results of a recent study coming out of Princeton’s Woodrow Wilson School of Public and International Affairs that shows “managers play down their competence to appear warmer to their subordinates while the subordinates hide their own warmth in an effort to appear more competent.”

According to the researchers, because people are uncomfortable with discussing/acknowledging the differences in social status in the workplace, they tend to match a stereotypical image they have of the other person in an attempt to connect by trying to act against the stereotypical image of their own status.

Past studies have shown that managers are typically seen as competent and cold, while lower-status employees may be seen as warm, but not entirely competent.

[…]

“In doing this, people might actually talk past each other, making people have more of an awkward misunderstanding,” said Jillian Swencionis, lead author and doctoral candidate in psychology and social policy at Princeton’s Woodrow Wilson School of Public and International Affairs.

[…]

The stereotypes people hold about others may not necessarily be true, so when they’re trying to ‘match’ the other person, they’re matching what they think the other person is like. These kinds of diverging impression management strategies may be one reason for misunderstandings or otherwise awkward situations people have in these interactions,” Swencionis said.

The researchers intend to do the same study with students in higher and lower ranked universities to see if they get similar results.

The study made me wonder if the same thing might be in operation in the arts.

  • Do arts organization personnel who interact with audience members and donors they perceive as higher status try to mirror a stereotype they hold about the patron, but end up making a poor impression?
  • Do audience members of lower social status do something similar when they feel they are interacting with other audience members, staff and perhaps artists that are of higher status?
  • What about in the opposite direction, do audience members, donors and staff who perceive themselves of higher status change their behavior when they are interacting with people of lower status?
  • What are the stereotypes each seeks to embody about the other? Do people of lower status in an arts environment try to appear reserved, refined and educated when dealing with someone of higher status?
  • Do people of higher status make an effort to be enthusiastic, effusive, warmer and solicitous when dealing with someone of lower status?

Does any of this contribute to/reinforce the image of the uncultured poseur vs. the snooty and condescending?  Those trying to embody higher status stereotypes may come off as inauthentic and trying too hard. Those trying to be warm and welcoming to people of a lower status may come off as condescending.

As the Princeton researchers note, competence and warmth are not mutually exclusive traits (nor are incompetence and cold personalities). These are all interesting questions to think about and to observe in our own behavior in respect to employee and audience intra-actions and interactions.

Can Non-Profit Arts Orgs Be Better Friends?

Seth Godin recently posted that it is good to share our “give up goals,” the things we are going to give up in order to improve ourselves. The idea is that if we backslide, our friends will keep us honest.

On the other hand, he says, common wisdom encourages us to keep our “go up” goals a secret:

Don’t tell them you intend to get a promotion, win the race or be elected prom king. That’s because even your friends get jealous, or insecure on your behalf, or afraid of the change your change will bring.

Here’s the thing: If that’s the case, you need better friends.

This came to mind today during a conference call when someone mentioned that while some arts groups are good about collaborating with others on planning to their mutual benefit, many are very proprietary about discussing their performance seasons.

I don’t know why groups would take this approach. I am 90% certain that a comment I made to a colleague last December helped sufficiently firm up the routing of a touring group we are presenting next year. The tour might not have come together or it may have been more expensive had I not discussed what groups we were looking at.

Yesterday, even though it wasn’t covered by the radius clause in our contract, I got an email advising me a group would be performing in the region six months prior to our date and asking if we had any issues. Again, we didn’t really have any basis upon which to object, but the our relationship with the artist and agent is such that they were sincerely ready to take our concerns into consideration.

Right now I am working on a capacity building grant that encompasses two other arts organizations in the community.

I can understand where organizations might feel protective of donors and funding sources. Funders will decide they have invested enough in a certain geographic region. Mergers and shifting priorities among businesses and foundations or even the emergence of more non-profits in the area can result in dwindling funding capacity and willingness.

But in terms of being reticent to talk about your general “go up” goals of growth and doing exciting things, I agree with Godin, we need better friends.

As much as I grind my teeth every time I read about how millennials are wonderful and everyone should devote slavish attention to them, I will say that I would welcome their reputed tendency toward collaboration.

Don’t get me wrong, I am not saying organizational leadership should leapfrog Gen X.

Clearly, GenXers are wiser, more grounded, intelligent, attractive, funny, capable, sexy, sweeter smelling, awesomer unicorns (get the shirt!) than Millennials. (Not to mention, I think many possess the requisite collaborative mindset.)

I just feel that the presence of Millennials who value collaboration and meaning in the work they do can have a positive influence in shifting the outlook of some arts organizations in a positive direction.

When The Tenors Are Sixers At Best

My interest was recently piqued when I read a piece in The Economist which reported that two opera conservatories in Sweden declined to admit male singers because they were not up to standard.

The conservatory decided that even though it would make for skewed student productions, it could not admit male singers on the grounds of gender alone. The Gothenburg University College of Opera has found itself in a similar position. Of the 45 singers who auditioned this year, nine were men, but as the Dean of Studies Monica Danielsson tells Prospero, “none of them reached the level of admission”. Consequently, none of them won a place.

As a comparison, the article cited Indiana University Jacobs School of Music which,

…receives a similar ratio of female to male applicants. But unlike Swedish conservatories, the school admits a weighted student body. In effect, sopranos have to score much higher marks to gain admission. “We have to strive for a balance between the voice parts,” explains Professor Mary Ann Hart, chair of the school’s voice department. “You can teach singers repertoire but at an opera school, at some point, they have to act on stage.”

It should be noted that there is no mention about whether the men admitted to Indiana are up to standard or not, only that there is much more competition among women than men due to the ratio of applicants.

I have never really viewed myself as much of an activist when it comes to the subject of the gender imbalance in arts job opportunities. But I feel that whether what is happening in Sweden is isolated or indicative of a trend, it bears attention.

When the argument a male is more highly qualified evaporates and the criteria for admitting or casting a male is based on a piece written hundreds of years ago needing one, it is probably past time to start creating new works with more roles for women.

When it comes to the performing arts, I am always going to lean toward high level of skill as a criteria. Arts careers are difficult to pursue so if someone only has the capacity to be mediocre at the end of their training, they shouldn’t be lead to believe they can compete at a high level. If the guys can’t meet an objective measure of this ability, then it may be for the best if they are cut.

Is it fair to women who entered the conservatory at 8 striving to raise their proficiency 9 if they are forced to perform beside a man who operates at 6 and was admitted so that a performance could be mounted?

Admittedly this is a tricky question. Working alongside others who force you to bring your best everyday is important. Yet as the professor at Indiana says, practical experience, not theory, is the ultimate goal of the training. Right now the male voice is needed for that purpose when it comes to opera.

This isn’t just an issue with opera, musical theater and acting programs, with some exceptions, face a similar ratio of female to male applicants.

I have seen training programs where there are 300 theater majors and you are lucky if you get on stage once in all the years you are there. That type of arrangement sucks. What would be worse is if there were a similar situation where you would be lucky to perform before you graduated if you were female, but averaged a role every other semester if you were male.

If it was just a matter of more women applying to programs than men, that would be one thing, but if there is a large number of very highly skilled women applying to programs (or even just auditioning based on the skill they have been able to cultivate), then there is a demand for challenging roles to suit them.

Ideally, there would be more roles written with built in flexibility so that choosing to produce a good show didn’t have added baggage of the gender mix. I suspect currently there would be a tendency to cast men rather than women in those roles. I can’t see how a blind audition process like orchestras use could be devised that would mask gender and still accurately evaluate ability in singing and acting.

Leading 1.25 Days A Week

By and large I keep things general and relatively low on direct criticism in my blog posts. However, since the goal of  this blog is to engender better practices in arts organizations, I feel like I need to address a topic that is under discussed –writing effective, accurate job descriptions.

I see a lot of poorly written job descriptions but there was one that came across my Twitter feed last week that was particularly egregious. Even after a weekend, it still bothered me. I won’t name names, but I am going to pull some lines from the description rather than obliquely referencing it.

The job is for an executive director. The one line that left me incredulous was:

Responsible in developing and executing a management plan where within two years the role of Executive Director will spend 75% of time on fundraising.

To put that into context, 75% of your time is 3.75 days a week. Now you may say the executive director wouldn’t be doing this every week, some months would be more focused on fundraising than others but that is still 9 months out of the year. No matter how you slice it, 75% of a person’s time is still a significant amount of time. If the Executive Director takes 2 weeks vacation, that means leadership and other functions get the 2.5 months that are left.

The amazing thing is, this is listed as number 8 of 8 primary responsibilities. How can something that is expected to take up 75% of an executive director’s time be listed last in a list of primary responsibilities?

Now, I will admit if you read the whole description the fact the person will be expected to do a lot of fundraising finds its way into pretty much every line:

• The position works within a team environment and is responsible for ensuring strong working relationships across the arts and grantor community;
• Plays a central role in fundraising including individual donors, corporate sponsorships and writing and obtaining grants;
• Executing a strategic plan including: education and outreach goals; development of a donor engagement plan including annual giving, events, corporate and volunteer relations; establishment of a major gifts program; and execution of a technology initiative including both hardware and software;
• Financial oversight including drafting and meeting a detailed annual budget;
• Ability to create and nurture relationships with new and existing funders, as well as write and secure grants to underwrite new and ongoing initiatives and general operations;

It would be better if the 75% commitment to fundraising was listed first and then what followed illustrated how that would manifest itself.

But this is more than just a matter of poor formatting and organization of ideas. Overall, I felt like there was a misunderstanding of the role of an executive director and a large mismatch in expectations.

Among the qualifications listed of the applicants are:

• Bold and creative thinker to lead a talented staff;
• Demonstrate good governance, financial oversight, and best non-profit management practice;
• Comfortable with traditional and emerging media;
• Proven leadership skills identifying profitable opportunities and growth within the communities we serve;
• Preferred demonstrated passion for the mission of arts, arts education and outreach to all communities;
• Familiar with STEAM and the maker movement;
• Experience and enjoyment in managing multiple challenging initiatives concurrently;

There was one line in the expected qualifications about possessing fundraising skills, but the primary responsibilities are replete with references to fundraising and grant writing. The qualifications and responsibilities don’t seem to be in synch with each other at all.

The expectations outlined in the qualifications are in line with an executive director, the expectations expressed in the responsibilities are generally more appropriate for a development director.

Where is there time in the 1.25 days a week or 3 months not dedicated to fundraising to devote to leading the staff, focusing on good governance, identifying opportunities for increasing revenue and growing the organization, pursuing a mission of arts education and outreach?

One of the primary responsibilities listed does call for “examining and evaluating the role art plays in the communities we serve and subsequently installing new, progressive and sustainable arts initiatives,..”

I have a suspicion that they started with the qualifications list and then started brain storming about responsibilities. As that list came together, whomever was contributing came to the realization this person would have to work on fundraising a lot and may have arrived at the 75% number without thinking about how that really broke down time wise.

That said, if they really do need someone to devote 75% of their time to fundraising, it would be better to hire a separate development person who only focused on that. If there isn’t money to hire two people then either expectations need to change or priorities need to be evaluated. Does the organization have a greater need to raise money or for focused leadership?

If the answer is money, then hire the development person and the board needs to decide on some sort of ad hoc leadership structure shared between the other staff and board members.

An executive director definitely does participate and contribute to fundraising efforts, but theirs is a leadership position. That leadership can not be exercised 25% of the time and still meet the expectations that staff, funders, business people and community partners have for a person with that title.

A person spending 3.75 days a week/9 months of the year soliciting support is going to be making significant commitments on behalf of the organization. Who is going to be setting the standards, researching best practices, creating policies and leading the staff to meet those commitments? The executive director in the other 1.25 days/3 months?

Who is going to make sure those commitments are met, gather supporting data and materials and do the follow up reporting? That is part of the executive director’s 75% time attending to fundraising you say?

Okay, yeah, maybe, but in the process something is going to suffer. These tasks are time consuming and reporting requirements are increasingly out of scale with the funding received.

There are a lot of factors at play here. Many aren’t specific to this job description. The description just reflects a lot of poor practices that have permeated the non-profit arts. If there is an Everyman, much of this description is Everyjob.

The questions I raise are among those that really need to be considered when writing a job description. Every organization is different so it is close to impossible to borrow sections of other company’s job description and do a good job generating your own.

I am willing to give the organization the benefit of the doubt and believe (even hope) that this description (and other like it) doesn’t match the reality of the position and more attention needs to be paid in making it accurate.

If it does reflect reality, bless the person who takes the job.

A Future Without A Ticket Office Window

When I read a post on Marginal Revolution blog about high end stores hiding cash registers in favor of roving sales associates with mobile checkout devices, I immediately wondered if there might be some type of benefit in eliminating or diminishing the physical box office for the arts attendance experience.

As such this is largely an intellectual exercise. I don’t pretend to have thought through all the benefits and repercussions.

Tyler Cowen makes the following observations about the Wall Street Journal article that described this retailing practice. There seemed to be an idea that not having to stand in line was one element that gave online retailers a competitive advantage.

1. Waiting in line is described as “unenlightened.”

2. I enjoyed this remark: “We’re downplaying that last transactional part of the experience…” And this: “”Researchers have identified a concept known as “the pain of paying,” said Ziv Carmon, a professor of marketing at Insead, a business school with campuses in Europe, Asia and the Middle East. “Doing away with the queue and even with the register makes the upcoming pain of paying less salient,” he said.”

3. When customers are not waiting in line but rather having their purchases processed “privately,” salespeople are encouraged to socialize with them and get to know them better. And: “Stores say sales associates are expected to sense when a shopper is ready to pay.”

Positioning staff to socialize with customers and get to know them better is definitely a plus for arts organizations.

I did see a couple factors that would make it difficult to replicate the experience of a retailer.

First, unlike retailers, people are looking to make a purchase the moment they walk through the door at an arts event. On the other hand, the fact that many may have already purchased tickets in advance means that when service reps aren’t busy they can engage patrons in conversation in a manner they couldn’t behind a ticketing desk.

Second, the physical design and experience of performance spaces means a person is likely to have to stand online at some point- getting in/out of the theater, buying food at concessions, getting out of the parking lot.

In terms of benefits for performing arts environments, one of the first applications I thought of was for admission to outdoor music festivals. Since people people often queue up early, roving sales people can allow the people who showed up at 3 am stay at the very head of the line without needing to pass through the box office position.

Multiple delays can be avoided if people are able to purchase tickets while waiting to pass through a security checkpoint, rather than waiting on the ticket line and then the security line, etc.

The other thing I envisioned for arts facilities was having large monitors mounted off to the side and overhead similar to how airports have the flight status boards. That way people can gather around them and view up to the second seating status and discuss where they would like to sit. If they have questions or have made their decision, they can gesture to a sales person hovering at the fringes. (Ideally, the sales person will have read their body language and approached them already.)

When the sales experience is designed in this way, those who know what they want aren’t held up in line behind people who are debating the relative benefits of different seating arrangements. This can also help further physically separate the will-call line from the purchasing line.

It would probably be best for cash sales to occur at a physical box office since staff pocketing thousands of dollars while wandering the lobby is both awkward and a huge security risk. There might be some issues if the wifi signal carrying credit card authorizations wasn’t secure, but on the whole a larger number of cash less transactions and mobility of technology can eliminate the annoyance of yelling through plate glass to buy tickets.

By Abesty (Own work) [CC BY-SA 3.0 (http://creativecommons.org/licenses/by-sa/3.0)], via Wikimedia Commons
By Abesty (Own work) [CC BY-SA 3.0 (http://creativecommons.org/licenses/by-sa/3.0)], via Wikimedia Commons

Now, of course, this requires a certain level of technology. In order to sell tickets in this manner, a sales person would have to have access to a small printer they could carry around that printed a sales receipt and slips of paper the purchaser could use for admission. Or a small kiosk/pedestal nearby that they could retrieve the receipt and tickets from.

You wouldn’t necessarily need large monitors mounted in the lobby if the roving ticketing staff could check ticketing status on a tablet computer and point out available seats on it or a printed seating chart.

It also assumes the lobby is large enough to accommodate these sort of activities. On the other hand increased mobility could allow for sales in parts of a small or strangely shaped lobby that a full box office and associated line wouldn’t be able to fit. That in turn might open up the flow of people through the lobby and make the experience more welcoming. (Especially if congestion in the lobby previously force people to stand out in the weather.)

Any insights, inspiration or concerns about this idea?

Artistic Ability Is As Much A Birthright As Language Ability

Jason Gots, editor and creative producer over at Big Think recently wrote about “The Upside of Amateurism.” He is troubled by the perception that so much value is being placed on expertise that it is stifling curiosity and creativity, a concern shared by many in the arts, business and education world, among others.

…I fear that the present day is a place/time where expertise is so valued and specialties so specialized that people are shamed out of experimentation and curiosity, the only two impulses other than love that (as far as I’m concerned) make life worth living. In the 18th century, Benjamin Franklin could be a printer, fiction writer, inventor, scientist, and statesman and end up a hero of the age. Today he’d be an eccentric dilettante with branding problems.

Let’s take the example of music. The Japanese educator Shinichi Suzuki (1898-1998), creator of the world-famous Suzuki method of music instruction, believed that we do violence to children when we teach them that music is a “gift” you’re either born with or not. We ought to be teaching music, he believed, the same way we teach language — as a birthright.

[…]

But we don’t teach kids to worry about whether or not they’re “talented” in their native language. Or to give it up by adulthood if they haven’t yet won a scholarship. Yet how many adults do you know who play, sing, or write music on a regular basis? If it’s more than a handful, you and your friends are a cultural anomaly. And that’s a real shame, isn’t it?

I have often heard about the Suzuki Method, but I really wasn’t aware of the philosophy before reading this article.

When Gots pointed out that we don’t worry about whether kids are talented in their native language, (grammar and spelling criticisms on social media notwithstanding), it immediately reminded me of Stephen McCraine’s “Be Friends With Failure” webcomic I wrote about a few years ago.

In one of the panels of that comic, McCraine says we don’t tell kids to give up if they don’t master language immediately so we shouldn’t tell ourselves to give up if we don’t master some artistic form within a short time.

I was also reminded of Jaime Bennett’s TEDx talk where he notes that we easily identify ourselves as tennis players and golfers, but not as having artistic talent.

“why we can so easily see ourselves on a continuum with Serena Williams and Tiger Woods, but we don’t think anything we do has anything in common with Sandy Duncan.”

This all ties back to the general effort by organizations like the National Endowment for the Arts (NEA) to disseminate a message that everyone has the capacity to be creative. In the case of the NEA, one of the steps they have taken toward this is widening the definition and scope of what constitutes participation in an artistic experience.

To a degree, the idea there is too much focus on expertise ties into the Hewlett Foundation study I wrote about yesterday that reported there was a concern that the professionalization of the arts management field may be narrowing access to those jobs.

Arts Leaders Plan To Be Buried With Their Desks

Today the Hewlett Foundation released the results of a study on a question I have regularly written about over the last 7-8 years– When will non-profit executives retire so the younger generation can move into those leadership roles?

As before, the answer given by the report, Moving Arts Leadership Forward, was: Not any time soon despite all the predictions that mass retirements were upon us.

However, a ray of hope comes in the form of a qualification that hasn’t appeared before (my emphasis)

Sixty percent expected to remain in the paid workforce at least until the age of seventy, and eight percent said they did not expect to ever stop working for pay. Most late-career leaders are Baby Boomers, and the field can expect a durable Boomer presence through at least 2034, when the youngest Boomers will turn seventy. However, these late-career leaders weren’t looking to continue in the same positions indefinitely. Many were looking for capstone projects or positions and wanted to work in ways “where they are less in charge and have more flexibility and less responsibility

That bit of news made me wonder if this desire may have been part of the decision by the executive director of Forecast Public Art to step down after 38 years to take on the role of Director of Community Services for the organization.

The research report mentions that while it was once a concern about whether there were enough qualified people to replace the anticipated mass retirement, now there is a concern about whether enough early and mid-career professionals will patiently wait for executives to retire or if they will move to find careers in other areas beside the arts.

I should mention an important difference between this research report and ones I had previously cited. Where the others encompassed the non-profit field in general, this one specifically focuses on non-profit arts. Rather than trying to make general assumptions about what was likely to happen in the arts based on what was occurring in the non-profit field as a whole, we can get a more accurate picture from the responses of arts professionals.

One of the recent issues that seems to be specific to the arts is the term “emerging leader.” There has been a fair bit of discussion and a little controversy over the term because it has tended to be associated with age rather than career stage. As the report notes:

However, our data also found that the categories tend to associate age with career development needs, which does not reflect the realities of nonprofit arts leaders. And, late-career leaders can feel excluded by the terms, hindering the development of cross-generational connections that are vital to the health of the field.

In the report they use emerging leader to refer to people between the ages of 18 and 40, but in the future they say they will use different terms to delineate between people in early, mid and late career stages of leadership.

Another issue that emerged as fairly arts specific is the growing prevalence of arts management training programs over the last 20 years that have served to professionalize the sector. In the discussion of the consequences, they indirectly reference the ongoing conversation about who has the opportunity to participate in internships.

They also suggest that professionalization may lead to degree inflation that permeates most job descriptions, regardless of industry.

But professionalization of the sector has had unintended consequences. It creates an especially challenging environment for individuals with less formal education, raising questions about who has access and what resources are needed to realize a career in the arts today. Increased competition for positions of authority drives some early-career leaders to seek employment in sectors that offer more immediate opportunities for elevated responsibility, rapid career advancement, leadership status, and better pay. And increased professionalization, combined with a more crowded workforce, means that organizations can demand professional credentials for more mid-career positions, feeding the cycle of professionalization.

A concept I had not really seen discussed before was the necessity of mastering internally facing leadership and externally facing leadership.

“Internally facing” leadership includes the skills and knowledge that are needed to develop and align the resources (including people) within an organization to advance its goals. Professional development for internally facing leadership involves traditional opportunities, such as attending a conference dedicated to one’s field or bolstering one’s fundraising skills. “Externally facing” leadership extends beyond the walls of a single organization. It often focuses on field-level or cross-sector leadership, and embraces working for the good of something larger than one’s own organization.

What I found most appealing about this were the terms “field-level or cross-sector leadership” because I feel that this orientation will be important in helping arts organizations grow and develop.

The report notes that far from covetously grasping at their authority and historical practices, many executive leaders would like to create a more inclusive, cross-generational organizational culture. They “just lack models and the support for doing so.”

In an attempt to provide some useful guidance, starting around page 18 of the document, they make recommendations for moving toward more constructive organizational cultures which encompass everyone from foundations, boards and arts organization staff and leadership.

On page 21 they have a quiz to “help non-profit arts organizations identify and reflect upon the ways in which they currently practice leadership, and structure leadership opportunities across generations.” The quiz asks about adaptability, culture of learning, participation and decision making.

Following the quiz is a conversation guide to help with further reflection.

“If Only…” Only If You Are Committed

One of the most interesting This American Life shows that I have come across and have listened to a couple times is about an auto manufacturing plant that Toyota and GM built in partnership.

When Japanese cars were outselling American cars by a wide margin, people wanted to know why. What was it about the way the Japanese made their cars that made buying one preferable to American cars.

Toyota told GM everything holding nothing back. (from the episode transcript)

Frank Langfitt Schaefer says when he realized how much of the Japanese system happened off the factory floor, it answered something that had never quite made sense to him. Why had Toyota been so open with GM in showing its operations?

Ernie Schaefer You know, they never prohibited us from walking through the plant, understanding, even asking questions of some of their key people. You know, I’ve often puzzled over that– why they did that. And I think they recognized we were asking all the wrong questions.

We didn’t understand this bigger picture thing. All of our questions were focused on the floor, you know? The assembly plant. What’s happening on the line. That’s not the real issue. The issue is, how do you support that system with all the other functions that have to take place in the organization?

If you listen to the episode or read the transcript, you can learn about the exact details. The bottom line was that GM didn’t have the will to implement all the changes to their procedures and corporate culture that would allow them to replicate Toyota’s successes.

The same applies to any effort to effect change in any group, company or organization. The words “If only…” are often uttered implying if a simple change was made, everything else would fall into place. If only we hired/fired a person. If only we had a little more money or a different opportunity.

While a simple change often can change the entire dynamics, the will or natural inclination to reach a certain goal already has to be present. In organizations and groups where there is truly one bad apple souring things among others who are already making positive efforts, a single change may result in an immediate and significant improvement.

Otherwise, you can get rid of a person who is poisoning the work environment, but the environment isn’t going to get any better if there are still 10 other people making disparaging comments and undermining each other. Hiring a charismatic leader who has brought constructive change to other organizations isn’t going to be effective if the board or employees aren’t committed to following the leader’s plan for improvement.

Much like the This American Life episode, the solutions to many of our problems can be found in business journal articles, blog posts and conference sessions, no secrets withheld. Without the will to commit to the full range of changes necessary to implement them, those strategies, procedures and techniques aren’t your solutions.

I do a lot of preaching here on the blog about what people should be doing better, but I don’t necessarily do them myself. I don’t see anything criminally inconsistent or hypocritical in that because I am clearly aware that some of those techniques are not suited for my current situation or is there the will to make them manifest.

It is all worth talking about because it raises awareness for other people and cultivates and evolves the general perspective about the arts. There are things that we weren’t ready to undertake in the past that we started to grow into.

Got Stagefright?

In the process of trying to convince people of the value of attending a live event, performing arts people will often cite the opportunity for chaos. They will say something along the lines of a recording will be the same every time, but in a live performance, anything can happen.

I wonder if this is really fair to the performers and crew that worked on the show because it essentially tells the audience they should be rooting, just a little, for something to go wrong.

It may seem relatively harmless, especially if you aren’t out there loudly proclaiming the certain death of the lion tamer or acrobat who operates without a net. There are a lot of performers out there who (mostly) quietly suffer from stage fright and even just a little hype can exacerbate their anxiety.

A book review in the New Yorker last August recounts some of the more famous/infamous instances of stage fright suffered by Daniel Day-Lewis,  Laurence Olivier and Glenn Gould, among others. It talks about the different things that weigh on performer’s minds, no matter how hard they try, including whether they can live up to the legend that has been attached to them.

The audience rooting against them or judging them is among the anxieties they suffer:

Some performers displace this cruelty onto the audience. The pianist Charles Rosen believed that the spectators were out there waiting for the performer to slip up: “The silence of the audience is not that of a public that listens but of one that watches—like the dead hush that accompanies the unsteady movement of the tightrope walker poised over his perilous space.”

[…]

Baryshnikov believes that it is the feeling of obligation to the audience that triggers stagefright: “Suddenly the morality kicks in. These people bought a ticket to your show.”

The problem of stage fright may be more widespread than we are generally aware. In addition to silently coping with the problem, the New Yorker article notes that many artists use beta-blockers to help them deal with their fear. This is not without some controversy.

Some people said they resulted in “phoned in” performances. Some raised the ethical question, asking whether the use of beta-blockers by pianists was any different from the use of steroids by athletes. (There is an important distinction, though. Steroids add to the body, increasing muscle mass in order to improve performance. Beta-blockers remove something from the body—the flutist’s lip tremors, the cellist’s hand tremors—in order to permit the person to produce the kind of performance he has already shown himself capable of, outside the auditorium.)

This reminded me that Drew McManus had written about the issue of “performance enhancing drugs” for musicians a dozen years ago for The Partial Observer.

I briefly thought that a more constructive use of the “anything can happen” phrase might be to associate it with idea that you may see a breakthrough performance or a moment of inspiration and synchronicity that transcends the normal experience.

I quickly realized this approach may increase the anxiety for the audience. “Am I witnessing a transcendent moment? How do I really know? I wasn’t really bowled over, but maybe I missed it. I should probably join the standing ovation just to be sure, right?”

The truth is, live performance has the potential for witnessing some crises and participating in moments of transcendence. To ignore that these opportunities exist does a disservice to the experience. Regardless of whether these factors are mentioned, performers are still going to experience stage fright and audiences are still going to wonder if they are missing something everyone else seems to get.

Not to mention, these experiences aren’t unique to the performing arts. Athletes fear they will lose the edge that makes them great and many spectators find themselves unable to figure out what is going on or why anyone gets excited by the sport in the first place.

While it is generally acknowledged that the arts have to be sensitive to the barriers that may exist for audiences, the same isn’t really true for the performers.

In many other fields of employment there are coaches, counselors and human resource personnel available. Granted, many of these resources are less than perfect. A highly paid athlete is going to get a lot more support and guidance from the team’s infrastructure if they fall into rut than a fast food worker will from their company.

How many theater companies, dance companies and orchestras have a program in place to provide coaching for a performer who has lost their edge? (Actually, the dance company practice of having regular classes might count as that.) Or acknowledge that people might have debilitating stage fright, much less provide help for people who are experiencing it?

I am left wondering how prevalent it is since it isn’t often discussed. Given that seven people, (a fairly large number for that column), commenting on Drew’s Partial Observer admitted to using a drug to deal with anxiety, I suspect it is more prevalent than we imagine.

Becoming Queen of Classical Music Culture

I was listening to an interview with Chattanooga Symphony and Opera Concertmaster Holly Mulcahy today and there were a couple things said that jumped out at me.

(Not the least of which was interviewer Hugh Sung declaring her “Queen of Classical Music Culture.” Tireless dedication, seeking out exciting new works, blogging, awesome themed dinner parties, she has earned the title)

But seriously, when she was talking about the perennial question about what to wear to the symphony, she made me realize just printing “Whatever you are comfortable wearing” on websites and in program books doesn’t really assuage anxieties people have about that subject. She suggests that people who are making an effort to put themselves out and experiment with a new experience may do everything they can to insure they don’t stand out. They really want to know what everyone else is going to be wearing.

Holly has written more detailed guide that still emphasizes “wear what you want,” but goes on to say “but if you are still worried about what everyone else is wearing…”

As she also points out in the podcast interview, often people view attending an event like a symphony performance as an opportunity to strut out in clothes they don’t often get to wear. Telling them jeans are okay is too low a bar in their eyes.

Back in January, Drew McManus posted about a video a woman created showing how she and her friends made an occasion of attending the symphony.

[vimeo 127883928 w=500 h=281]

Holly also talks about the role of the concert master (around the 16:30 mark). I was aware of some of the things she talked about already, but when she mentioned sometimes she had to make up for a lack of numbers in the string section by playing to create a fuller sound, I wanted to know why. Is the lack due to budget cuts? Could they not find enough available substitutes to fill out their numbers?

One of the more compelling things she talks about is why she walked away from a full time position with one orchestra, turned down a similar position with another orchestra and gave up playing for two months, in part due to the unhealthy environment that she experienced. (~34:00). People thought she was crazy for doing so since competition for any position is so fierce, gaining one is akin to a miracle. Giving one up is akin to apostasy.

These are stories that we seldom hear that we need to hear more of in the arts. Nothing is ever wrong unless contentious contract negotiations go public.

There has been more self-examination in the arts of late which I partially attribute to the fact that the Internet allows people to get their stories out, allows others to realize their experience isn’t unique and allows people to have a conversation about it all. There needs to be more conversation and examination. I expect there will be.

One of the stories Holly told that was most interesting to me was how she got her violin. (~46:00) Since violins are often passed down over centuries, they tend to gather interesting tales around themselves. In her case, she had about given up on finding an instrument that suited her when she happened to run into Eugene Fodor at a violin shop as he was coming in to sell some of his violins.

She describes how Fodor urged her to play Brahms on it and then paced between a couple rooms shouting corrections to her. I think I would have been a wreck, but she loved the instrument and walked away satisfied she had purchased the right violin.

But, We Will Be Careful #FamousLastWords

The one activity related to performances that regularly is a source of frustration for my staff is getting certificates of liability insurance from people.

This is one of those requirements common to both contracts for venues one is renting to mount a performance and contracts venues/promoters send artists requesting they provide some sort of performance.

I wrote a piece covering what liability insurance is and how to go about getting it for ArtsHacker.

Since the goal of ArtsHacker posts is to provide a relatively quick reference about topics, I didn’t really get too deeply into WHY the coverage is important.

Just a quick explanation for those who don’t want soak in more of my genius on ArtsHacker. Liability insurance,

“protects you (and the spaces in which you work) against lawsuits from the public resulting from accidents, injuries, insults etc. Note: this insurance does NOT cover you or your employees.”  (Source: National Performance Network)

People generally accept that they have to pay to use a space and equipment just like they have to pay for costumes, set pieces, props, musical equipment, etc., all these things make for a better experience. Insurance just seems like an extra unwarranted expense that doesn’t contribute to the success of the event so they resist the requirement to obtain coverage.

About 15 years ago when I first started managing a performance hall I insisted every renter carry this insurance. The first group this applied to grumbled that they were never required to carry it before, but complied. In one of the performances one of their stage hands wasn’t paying attention and lowered our rear projection screen on a row of strip lights melting a lovely long gash right across the screen.

Since that day, I have blessed my insistence that they carry the insurance because that is what paid to get the screen replaced.  Neither the renter or my department could have afforded it. Since then I have never wavered in my determination to require that every renter carry it. I have shown up before load-ins on weekends when I could be relaxing if it was necessary to play the bad guy and refuse a group entry due to lack of insurance coverage.

Fortunately, I have never run into another situation that required an insurance claim to be filed. But there have been dozens of instances where renters damaged something they elected to replace out of pocket. There have been plenty of close calls as well.

For many of the same reasons, it is becoming an increasingly common practice to require performers one has contracted in for an event to carry the insurance. They are bringing in equipment that you are not familiar with. You don’t know how well-maintained it is. They may insist that no one else touch certain equipment. While that prevents you from being blamed for breaking it, you also don’t get a chance to inspect it closely.

So what happens when a speaker stack they built falls into the audience? What happens if a singer starts swinging the microphone overhead and it flies off the cable and someone gets hit? If a sword slips out of someone’s hand during a combat scene? If the lead singer elbows someone in the face while crowd surfing? If a member of the stage crew anchors a hammock to the mechanism that releases the fire curtain in an emergency and takes a nap? (true story)

Do you as the venue want to be responsible for things you have no direct control over like poor condition of equipment and poor decision making?

Many artists’ require that the venue or promoter reciprocate and carry various types of insurance to protect against these exact same issues on their part.

Large shows usually have the liability insurance set up because they know it is going to be required. Smaller groups may not be as familiar with it and don’t carry it as a practice. There can be a lot of negotiation and conversations between all parties involved in these situations.

Occasionally we may waive the requirement for groups we contract to perform if we don’t think there will be much danger of damage. But if you are going to do that, my advice is to have a complete understanding of what the performers are going to do. Don’t just blithely assume classical musicians aren’t going to do something extreme. I have had people raise the lid and remove the music rack on a grand piano so they could set glasses of water on the strings or strike/pluck them with various objects.  (If God wanted a piano played with a claw hammer, he would have designed it that way.)

 

The Secret Magic Power Called Repetition

While I driving around recently, I heard an interview with This American Life creator, Ira Glass, talking about the early days of his career (from about 16:00-20:00 minutes)

The main thrust of that segment was a combination of the brief comments he made in 2009 on storytelling and creativity and the myth that people are essentially born proficient geniuses that I have addressed before.

As in his comments from 2009 (illustrated below in kinetic typography), Glass says when he was first starting out his working at NPR HQ in Washington, DC, the quality of what he was producing was bad to adequate.

As he looked around, he felt like everyone around him had some magical power to know exactly what was needed to make something good- emphasize a point here, edit something out there, etc. He didn’t think he would ever learn that skill. He even resorted to paying people around the office at NPR $50 to look at his work, figuring it was cheaper than going to graduate school.

Ultimately, he realized that obtaining proficiency was a largely a matter of experience, logging the hours and making mistakes.

It may require making mistakes for a long time. In the same 2009 segment that the kinetic type video above is excerpted from, Glass plays a piece he wrote in his eighth year of reporting and critiques it. He admits he doesn’t even understand what his point was and then gives a one sentence description of the situation which is interesting and comprehensible.

I bring up this idea periodically on my blog because I think it is important to be reminded that just because something/someone amazing seems to pop out of nowhere, that success may have been decades in the making.

The interviewer at WOUB was of the same mind. He specifically prefaces his request that Ira Glass talk about this experience “because we have a lot of students that listen…” Glass agrees noting that whenever you see a movie about an artist, they are always depicted as being great and inspired from the beginning, but that isn’t true to life.

In an early part of the interview, Glass notes that they kill around 50% of the stories at This American Life–not the ideas, the actual stories they are in the process of working on or have completed. So even as acclaimed as he and his team are, they are regularly making mistakes or producing work that falls short. Glass says their success is as much attributable to being ruthless about cutting as it is to being capable story tellers.

The idea that you shouldn’t become so emotionally involved with your work that you can’t let it go is not a new one, but it is a lesson that is worth revisiting from slightly different perspectives.

What’s My Personality Got To Do With It?

Last week I was sent a link to an infographic purporting to list what arts careers were best for what personality types.

I offer this as a bit of fun and entertainment for your Monday. Generally, the Myers-Brigg Personality Type test isn’t viewed as particularly valid. Also, while they list seven personality types associated with arts careers, on average they connect five or six personality types with a job. In the case of art director, they list nine.

There is little danger that you will have to do some soul searching about whether your personality type is suited for your job.

The list is primarily focused on visual artists so you can also entertain yourself hypothesizing the best personalities for classical musician versus jazz musician; ballet dancer vs. contemporary dancer; stage directors vs. choreographers; executive directors vs. artistic directors, etc, etc.

(Yes, I know these distinctions are about as arbitrary as anything else here.)

Art Careers By Personality Type
Source: CollegeMatchup.net

Leave A Question, Answer A Question

14 years ago today, I started writing this blog. I really never think of myself as a writer, but looking back to some of the earliest posts I see proof of just how important constant practice is to improving the quality of your writing.

I wanted to take this opportunity to throw things open and ask my readership if there are any questions they have or if there are any topics they might like to see covered in the blog.

I have the impression there may be university classes that include my blog as suggested reading because there are a number of Northern Arizona University and University of Martha Washington email addresses among my subscribers. (Hi all, thanks for reading!)

I am pretty sure there may be a fair number of students from other schools reading as well.

If you have any questions, let me know.

But I also have a question of my own for you.

A few weeks ago, one of our game design faculty was being interviewed on a podcast. The faculty member said he often asked his students what they thought the future of video games was going to be. He asked the podcast host what he thought the students answered. The host said, Virtual Reality.

The faculty member said even though he expected virtual reality to be the answer as well, his students were actually interested in seeing hologram games like the one depicted in the original Star Wars movie. (It also appears in the Force Awakens, exactly where it leaves off in the original movie.)

https://www.youtube.com/watch?v=cZE_gN4hB44

So my question to all the university students out there (and anyone else can respond as well) is what you envision will be the future for the way people experience the visual and performing arts.

So Many Emails That Snail Mail Starts To Distinguish You From The Crowd

A bit of harsh truth here that I think is pretty much widely recognized, but also generally remains unspoken.

A lot of the correspondence I get from artists and agents goes directly into the trash. It isn’t just me. There is a fair bit of conversation among colleagues I meet at conferences and meetings about the sheer volume of promotional material we receive.

I hate to make such a summary judgment on people’s pitches. I would like to give each due consideration and respect. But the amount of material I get each day is close to overwhelming. The first thing I do in the morning and upon returning from lunch is delete blocks of email that have come in. When I think about the fact that we are not a major presenting organization, I can’t imagine what it must be like for the people in corresponding jobs at other venues.

The solution isn’t as simple as just unsubscribing from email lists or blocking senders because there have been some interesting performances that have come to my attention via email. It is just that the percentage of productive emails received in a year out of the hundreds I get a day is pretty minuscule. There are definitely people out there ruining it for everyone else because the volume they send out eats up the attention I might spend checking out the person who makes a single disciplined, focused bid for my attention.

Drew McManus suggested I set up a dedicated email address just for pitches and politely direct people to it so that I can set aside time each week to evaluate them.

But believe it or not, I am not writing this post to complain or as a bid for sympathy but to acknowledge the effort and expense some performers have to go through to get themselves in front of programming decision makers. I am not ignoring the travel and other expenses artists have to bear to attend conferences and showcases, but I am going to focus mostly on correspondence today.

The reality is, since it is so easy and cheap to send email these days, there is actually some benefit to sending physical mail nowadays. It may also end up in the trash, but there is less of a crowd that a mailed piece needs to stand out from.

That was the case with a piece I got in the mail last week from Greg Kennedy who bills himself as an innovative juggler. For various reasons I decided it wasn’t something we were interested in and I was thinking about whether I wanted to throw the mail away or pass it on to another arts organization that shares our building when the quality of the envelop paper and the presentation gave me pause.

As you can see below, it has a pretty interesting mailing label. You might also notice it cost $1.64 to mail. The contents were pretty substantial.

envelop

Inside was a brochure that had special cuts so that it could be assembled into a theater.

brochure theater

He had a little card for each of his shows that you could place into the theater.

theater with card

This is a pretty damn expensive piece to put together and mail out. If you notice, the line of the curtain and the grain of the floor on the card insert corresponds to the theater you place it in. There is some attention to detail there. I wondered what the return on investment was. Couldn’t he have made a piece that was less expensive and time consuming that would have garnered the same return?

(I should note that since he talks about his engineering background and his show heavily uses boxes, a constructed brochure definitely ties in and illustrates his thought process.)

He may have gotten more exposure for having sparked enough of my interest that I posted about him on my blog, but he couldn’t have counted on that. (By the way, I have been writing this blog 14 years as of tomorrow and this is the first time I have posted about an artist’s brochure. Don’t go sending me your brochures in the hopes I will feature them.)

It didn’t escape me that arts organizations face many of the same challenges getting ticket buyers to pause and read their printed and mailed materials as artists and agents do with performance buyers. Everyone complains about being as deluged by emails as I did at the beginning of this post.

It is just that my particular deluge comes from a particular category of email lists I didn’t sign up to be on. While I do feel a twinge of regret for discarding mail and email so quickly, I am being paid to do more than just evaluate emails.

One of the big challenges for any promotional effort is to determine where the cost-benefit ratio has transitioned into unfavorable territory. Spending too little effort and money yields a result of such poor quality that it doesn’t effectively communicate the value of your product. If you have spent money and effort in great excess of any possible return, you have wasted resources.

In terms of Greg Kennedy’s piece, regardless of how nice it is, his show probably still isn’t a good fit for us. However, I will pass the materials on to someone else (and I have posted it here) so there is still potential for a return on his effort.

The Need For More Marketing To Older Audiences

Last week there was an article on Salon with the click bait-y title, “Stop buying old Bob Dylan albums: “Every time somebody buys a reissue, they’re just taking money away from new musicians.” I started to get a little worked up thinking that money not spent on reissues wasn’t automatically going to be redirected to newer releases.

As you might have inferred, the argument being made was a bit more complex than that. The article was an interview with Wall Street Journal pop music critic Jim Fusilli who suggested one of the reasons why you think the music of your youth was better than the crap they are playing today is that:

I don’t think the industry knows how to market music to grown-ups. When you reach a certain plateau in life and you have family and a career, when you’re involved in your community, you measure things in a different way and your affiliation with pop culture doesn’t matter as much anymore. So music ceases to be a part of your identity. It’s just music. You’re not looking for heroes at a certain stage in life. You’re just looking to hear something that excites and stimulates you. And I don’t know that the industry knows how to talk to those people. I don’t think the industry knows how to hand a grown-up a piece of music and say, This is really good for the following reasons, and none of those reasons has anything to do with clothes or hair or who they’re dating or whatever.

[…]

Maybe this is an unfair example. I don’t know the guy, so I’m not picking on him. But Don Henley put out that album last year, and it got a lot of buzz. Why did it get a lot of buzz? Because he used to be in the Eagles. Anybody who follows Americana and traditional country can tell you that there are 50 better albums than “Cass County.” Totally accessible work, with traditional storytelling, great vocals, great arrangements, absolutely proving that the art of songwriting is still alive. But then there’s Don Henley everywhere. Maybe this is harsh, but maybe the industry thinks it should throw a bone to grown-ups. Rather than saying this is an excellent album by a new artist, they just say, Here’s the new Don Henley.

If nothing else, Fusilli’s arguments deserve some consideration and reflection to determine how valid they are.

When I was thinking about this interview over the weekend, I wondered, with all the complaints about how arts marketing and programming are so focused on the older generation, did I really want to write a post saying the music industry needed to do more to connect with the older generation?

In some respects, it makes good sense and might be beneficial for arts organizations. If you can raise interest for recent music in your current, older audience demographic, it is easier to make a case for those groups to boards of directors/programming committees. Maybe this results in programming that is attractive to the wider age demographic everyone says non-profit arts orgs should be serving.

Frequently the conversation about marketing the arts is about attracting a younger audience to works enjoyed by an older audience. Or the focus is on providing programming that the younger generation can connect with.

What I think may be the unspoken thought behind these idea is wanting to have programming that our current audience likes that also has an appeal to younger audiences. How often is the converse employed as a programming philosophy– what the younger audience likes is what we try to make appealing to older audiences?

Being realistic, it is safer economically to try to supplement your core audience with those that may have related interests than the reverse. You can also find success by deciding to focus an event entirely on a non-core audience without any attempt to involve your core audience.

But deciding you are going to start to do a little programming for a non-core audience and try to generate buy-in from your core audience? That can be risky and scary. Not to mention it might force an examination of the double standard behind expecting young people should be open to experiencing ballet but not expecting older audiences to be open to experiencing b-boying/b-girling.

How the shift in music marketing implied in the interview might be accomplished, I am not entirely sure. I feel like it could be more easily accomplished nowadays when distribution channels and gatekeeping are more decentralized than in the past. However, those same conditions also provide the opportunity for a greater focus on appealing to a specific niche to the detriment of uniting the larger community behind an artist.

Arts organizations would still need to change aspects of their marketing in order to correspond to the larger effort to attract a wider audience. My guess is different aspects of an artist would be magnified for different audiences. As Fusilli points out, grown-ups identity isn’t as tied to music as it is for young adults.

I wonder if there were any lessons for music companies to be learned from the attempts arts organizations have made to attract wider audiences. I suspect there are a lot of excellent ideas out there that have suffered from lack of both resources and ability/will to commit long term.

This Painting Best Viewed From Downward Facing Dog

With the news that people are increasingly valuing a degree of interactivity in their cultural experiences sitting in the back of my mind, I have been keeping my eyes open for interesting practices.

One thing that recently came to my attention was a program the Spartanburg Art Museum is creating for “art-savvy senior.”

Yeah, everyone is concentrating on attracting younger audiences, but you can’t ignore the fact the Baby Boomer generation is retiring and looking for things to do.

There is much to like about this new Classic Contemporaries program. Perhaps one of the most appealing aspects is that there really isn’t any of the usual cliche terminology in the name that implies it is for senior citizens. This may impede some of their communication efforts, but for those who feel 70 is the new 50, it may resonate more closely with their self image.

The first event connected with the Classic Contemporaries program is the museum’s Cognitive Dissonance show.

“Four main components within the Classic Contemporaries program bring education, socializing, and creative exploration together. Participants will take part in a presentation that gives some historical background to the medium of ceramics, followed by a tour of the current exhibition, Cognitive Dissonance. Lunch is served, and for those feeling encouraged to stretch their creative muscles, there is time to learn about working with ceramics in an informal studio setting.”

Their planned activities include elements things that people value in an arts and cultural experience – expanding knowledge, socialization, opportunity for hands on participation and food.

Poking around the rest of their site, I was interested to see they offered a class in making ceramic sushi serving trays, plates, soy sauce dishes and tea cups culminating in a sushi party at the last class meeting.

Apparently every other Wednesday, they hold yoga classes in their gallery amid the art works. If nothing else, Uttanasana pose will give participants a new perspective on the works around them.

I am sure there are a lot of arts organizations out there offering a lot of fun and interesting activities that I haven’t heard of. My guess is that many readers haven’t heard of them either so please feel free to share some ideas and examples.

Artists Make Great Tour Guides

A couple days ago, CityLab had an article about a fledgling sharing economy start up called Lokafy that pairs tourists with local residents willing to act as tour guides to the “real” areas of their city. Lokafy is so fledgling that it is only in Paris and Toronto with plans to shortly start the service in New York City.

What grabbed my attention about Lokafy was that they value people with artistic temperaments as guides.

Samra recruits “Lokafyers” through the “creative gigs” section on Craigslist. “I think it’s really great for travelers to meet the artists in a city because artists are the ones who kind of step back and interpret life and soak in what’s going on around them,” she says. She views the local guides as something between a tour leader and a friend.

Travelers can expect to see the hidden gems, says Samra. In Toronto, one Lokafyer took her guests to St. Lawrence Market by way of side streets so that they could see street art they may have overlooked.

This concept appealed to me on many levels. It provides a little flexible employment for people, especially artists. It exposes tourists to the work of local artists and helps them become invested in the city in ways they might not have on the usual tourist circuit.

It also gives creatives an opportunity to practice talking to regular people about art, allowing them to make mistakes and get feedback in a relatively low stakes environment.

As with other sharing economy services, I wondered in the back of my mind if this service would be able to scale up and still maintain its intimate connection with tourists. Just as real estate companies have come to dominate AirBnB listings in some cities, tour operators may end up taking advantage of the Lokafy’s image to the point where tourists frequently find that their local tour guide has ushered them on to a full tour bus.

It occurred to me that the value of this idea goes beyond tourism. Even if Lokafy doesn’t take off or spread to smaller cities around the U.S., a similar service sponsored out of the chamber of commerce, local arts council or convention and visitor’s bureau would be great for new residents.

Just moved to Columbus, OH; Birmingham, AL; Chattanooga, TN and want to get to know your city but don’t really know where to begin?

What if you could get a pre-screened personal guide to take you around to many interesting corners of the city, point out hidden treasures and provide historical insight into things you see everyday on the way to work, deepening your appreciation of your new home in ways the printed/web visitors’ guides can’t?

Only problem I see with this program becoming popular is that either: 1) You become good friends with the person who hired you as a tour guide. So should you be charging them to hang out tomorrow? or;

2) Your current friends think you are so awesome they want you to give tours to their friends and family for free, or;

3) Just like with your art practice, people think you shouldn’t need to be paid to have fun, ignoring the fact that you have spent time scrupulously assembling notes and plans for different neighborhoods.

If you have been reading my blog for the last year or so, I see this as an extension of the general “talking to strangers” concept I have been collecting and making attempts to implement.

Is This Organization Big Enough For The Two Of Us?

I don’t recall what originally brought it to my attention or caused me to read it more closely, but the Executive Director job search announcement for Forecast Public Art struck me as interesting.

Forecast is looking for a new executive director because the founding executive director is stepping down after 38 years to become the Director of Community Services. At first, I thought this might be part of a leadership succession plan where the former executive director would be around as a resource as he transitioned into retirement.

However, after reading the press release on the matter, the narrative I was making up in my head about the situation changed. Based on the statement that Forecast has “seen an increase in the demand for its public art community services,” I started to think that executive director Jack Becker decided that community services work was where his passions really lay versus the other efforts Forecast pursues.

The truth may be a combination of both or something else altogether. If anyone has any additional information, I would love to know.

Regardless of the real reasons, how arts organizations handle leadership issues is an area of interest for me so I would like to see how things turn out. It may require a fair bit of discipline on the part of many people to look (or direct others) to someone else for leadership decisions after 38 years of one person holding the executive position.

Just two months ago, I wrote a piece for ArtsHacker that dealt with conducting searches for non-profit executives. In that post I included a link to an excellent Nonprofit Executive Succession-Planning Toolkit put together by the Federal Reserve Bank of Kansas City.

While useful in every succession situation, it may be particularly applicable in the case of Forecast because it contains a self-reflection questionnaire designed for the departing executive. One of the things it asks is what the departing executive envisions their relationship with the organization to be in the future, a question which covers everything from a complete split to emeritus status to a continued daily role such as the one at Forecast.

There are also tools and advice in both the toolkit and other resources I link to in the post to help guide the board of directors through various different scenarios that sees the executive depart.

Stuff A Computer Programmer In Your Arts Hole

Possible evidence of what I suggested yesterday regarding the need to discuss all the career paths available to arts grads comes in a post last week by Alex Tabbarok Marginal Revolution blog.

Tabbarok opens by reviewing graduation data he used in a book he published showing more students graduated with a bachelor’s degree in visual and performing arts in 2009 than in “in computer science, math and chemical engineering combined.”

So what has happened since 2009? The good news is that enrollment in STEM fields has increased dramatically. The number of graduates with computer science degrees, for example, has increased by 34%, chemical engineering degrees are up by a whopping 49.5% and math and statistics degrees have increased by 32%.

The bad news is that we are still graduating more students in the visual and performing arts than in computer science, math and chemical engineering combined. As I said in Launching nothing wrong with the visual and performing arts but those are degrees which are unlikely to generate spillovers to society.

In the comments section there is a lot of discussion about the relative usefulness of different majors. The following observations about the mix of proficiencies one needs to create a successful product in computer science caught my eye.

Floccina February 4, 2016 at 10:04 am

The CS majors could be made easier. There are hard programming tasks and easy programmings task, there IMO are even programming where less intelligent people can do a better job by making interface that is easier to understand. Some programing task require less intelligence and more art. So perhaps there should be an easy Computer programming major. And perhaps it would make us all better off by increasing total production.

Fill disclosure I am a programmer who not so smart. When I have a difficult algorithm to write that I cannot look up I get help from a smart person.

Andy February 4, 2016 at 11:09 am

I agree. I’m a liberal arts major in English and Information Studies (not programming), and lucked out by finding a job that trained me in administrative computing. CS majors are really needed for software engineering but for programming for basic business processes they can really screw things up, often because their communication skills aren’t that great. The setup we have at my university – train liberal arts majors in computing – has worked well because they draw smart people from areas and occupations that emphasize communication and critical thinking. I’m always hearing horror stories of young CS majors who overengineered systems to the point of unmaintainability and can’t be reasoned with.

An inch below that, someone comments that Apple was able to produce a successful product because Steve Wozinak was a genius at writing effective code and Steve Jobs knew that the user interface needed to be simple and attractive to users.

The problem with Tabbarok’s view, which is generally shared, is that it assumes a computer science major gets plugged into a computer science job hole and a psychology major gets plugged into a psychology job hole and if there are no corresponding jobs needing to be plugged into, then those majors are useless.

This ignores the fact that the value of computer programs, chemicals, medicine, etc., don’t become self-evident upon creation. Like it or not, marketing, advertising and design communicate something that draws attention and causes people to value those items. Whether that thing deserves to be valued is another conversation altogether.

Would you have even known of the existence of the original Macintosh 128k, much less wanted to buy the boxy thing if it weren’t for the iconic 1984 Super Bowl ad? Why did VHS trump Beta when the latter was the superior format? Acai berries always had the same nutritional qualities so why were they miracle berries one year and barely mentioned the next?

The value of something isn’t completely dependent or proportionate to its usefulness.

From a certain point of view, the computer science, chemistry and biology degree really only has value because the creative team at a marketing firm has made the software, artificial sweetener or drug important. Even then, the product may fail for intangible and unexpected reasons just as high budget movies do.

To some degree, more computer science jobs create more creative jobs and creative jobs help create more computer science jobs. This sort of interdependence is illustrated by the success of Amazon, Google and Facebook. Nobody would be hired in one group of jobs if the other area was deficient. (Lord knows, whoever keeps updating the TOS for Facebook has nearly screwed things up a number of times.)

This gets back to what I was saying yesterday. Everyone is done a disservice when they are told actors can only act, violinists can only be in an orchestra, psychologists can only get jobs in clinical, counseling and school psychology.

God help us if a tuba player starts a technology company!

This isn’t to say that there is no value in pursuing a discipline toward a highly specialized end. There is a lot of training, study and practice behind orchestra musicians, surgeons, major league baseball players, ballet dancers, etc. It is widely acknowledged that there are only a few such slots available to the tens to hundreds of thousands of practitioners (except surgeons, of course, I hope there aren’t that many people practicing surgery for fun).

Those who don’t have the ability and will to operate at an elite level shouldn’t have other options closed off to them by a siloing mentality if they have skills that overlap well into other areas.

A Real Artist Wouldn’t…

Throughout my life I have frequently seen articles about all the careers you can pursue with X major. Some of the options seemed a little far fetched and based on individual outlier examples. (Though philosophy majors have racked up some interesting achievements so perhaps it is I whose vision is limited.)

Over the last few months it occurred to me that when it comes to arts careers, the “if you are not suffering, you are selling out” philosophy might be influencing mentors and educators when it comes to providing advice to young students and practitioners. More accurately, it may be less about starving as purity of practice.

I haven’t assembled enough examples to really support this thesis, but I thought I would toss the idea out there to spur some thought and draw attention to how career options are being communicated, including in one’s personal practice.

I started thinking along these lines last Fall when I was attending the Society for Arts Entrepreneurship in Education SAEE conference. One of the research presentations found that music conservatory graduates felt they hadn’t been prepared for anything but a career as a member of an orchestra or as a soloist.

This isn’t necessarily groundbreaking news. It has long been observed by both faculty and students of all disciplines, including arts, science, business and law, that more people are being graduated than there are open positions. One of the goals of SAEE is to find ways to train students to better manage their careers and make their own opportunities. It is still a fledgling effort, though.

A little more recently, I was listening to faculty from the video game design program at my university on a video conference talking about the program and career opportunities. It wasn’t until a prospective student asked what other career options existed for the degree that the faculty members mentioned there were some graduates that had gone into medical imaging and simulation and were actually making quite a bit more money than those who went into the gaming industry.

I was surprised to learn that there were good options in the medical field. It had never occurred to me that such opportunities existed. I don’t think they were intentionally hiding that fact, especially with all the other things they needed to talk about. Still, there was something in the way they spoke about the medical field careers that made it sound like the less preferential option versus the core focus of the program. Given that the program is pretty competitive and rigorous, it could only raise the profile if they touted a range of career options.

It is natural that we are all biased toward what we perceive to be the pure practice of our discipline. The question remains, are we telling the broadest, best and most interesting range of stories about the opportunities our disciplines afford?

It isn’t enough to convince people that what the arts and culture represent and create have resonance and meaning in their lives with an eye to making them consumers. There is also a need to mention the diverse ways these skills can be manifested and practiced even if they lack some elemental of idealized purity. Or if we feel some practitioners are bastardizing and demeaning an art form with lack of skill and discipline.

At the very least this would create a growing awareness of all the ways artistic vocations are practiced and improve the perception of the arts as a career path.

The Water Balloon War Final Exam

I was listening to some Big Think videos this weekend when I was struck with an insight about educational philosophy. I am pretty sure it isn’t a new insight, but the metaphor that occurred to me might help a little bit with the conception of the problem.

At the tail end of an interview with psychologist Laurence Steinberg, he says that there is no problem with teaching to the test if the test is measuring something that you want kids to achieve.

Sir Ken Robinson and others have pointed out that our goals for education are based in Industrial Revolution thinking where education was meant to create a competent workforce. (Robinson’s words are entertainingly illustrated in the Zen Pencils cartoon I shared last week.)

As Robinson has pointed out elsewhere, we barely know what the world will look like in five years time, much less what skills will be needed in 15-20 years time when students being educated today start to enter the job market.

The thing that struck me, perhaps influenced by the Super Bowl this weekend, was that our current education system is akin to having the evaluation of effectiveness measured by success in a football game at the end of the year.

People complain that the approach is brutal, damaging, favors certain genders, races and physical types (or learning styles in the case of education), and doesn’t really confer the skills required for employment or even college.

The counter example that occurred to me was having a water balloon fight as the end of year evaluation. Even though both football game and a water balloon fight would be informed by history lessons in battle tactics, geometry and physics, a water balloon fight lends itself more widely, creatively and easily.

There are many more lessons to be learned preparing for a water balloon fight about the use of terrain and technology in battles that would bring history alive. With options of hand throwing, catapults, slingshots to launch water balloons, geometry and physics have to be factored in constantly by participants.

Chemistry class can be devoted to investigation of whether adding gelatin changes the ballistic properties of the balloons and whether the stickiness upon explosion will be sufficient to gum up the works of enemy weaponry and thwart hand launching attempts.

Biology class can include investigation of using biodegradable materials for balloons so the battle doesn’t ruin the environment. Literature classes would study speeches, poems and stories that inspired people to great feats from Beowulf to Shakespeare to Martin Luther King.

On the whole, a water balloon fight final exam promotes greater creativity and inquiry, exactly the type of skills we want to engender in students. It is fun and engaging and doesn’t heavily favor gender, ethnicity, physical or mental ability.

If you haven’t guessed by now, water balloons in this metaphor are arts and creativity in the classroom.

The reason why, literally and figuratively, few school districts would move from a football final to a water balloon final despite the exciting opportunities it affords, is because no one views water balloon fighting skills as marketable but football skills are viewed as such.

As we know, the same perception exists for education today. Even though few people can be employed solely based on their football skills/K12 education, those skills are still the main focus because there are a handful of people that achieve great renown.

Just as it is easier to cut arts programs than sports programs in schools, politically it is very difficult to shift away from teaching what is quantitatively measurable to what is qualitatively measurable.

Yet we still know what the results are. When students enter universities, even if they don’t require remediation, effort is still required to move students from regurgitation of facts to an inquiry mode of thinking.

Even upon graduation from university, businesses are saying their biggest need from employees is the creativity to help their companies move forward.

Integrating creativity into the classroom and returning arts classes to schools won’t solve all the issues with the education system any more than a water balloon fight is automatically superior to a football game.

Though really, wouldn’t you be more excited to learn if you knew it was connected with the Great Water Balloon Fight?

Like the water balloon fight, the inclusion and advocacy of arts and creativity has the potential to change the dynamics of the learning environment, level the playing field and increase accessibility for a wider range of people.

The reality is, there is nothing idealized, impractical, theoretical or metaphorical about my water balloon example. Winter weather aside, you could use water balloons tomorrow in connection with different subject areas in the ways I have suggested and see a lot of investment from students.

Inspiring Comics Break

If you are looking for fun, inspiring thoughts to start your day, I would direct your attention to Zen Pencils. It is not updated every day, but given the time cartoonist Gavin Aung Than invests in creating each one, you wouldn’t expect it to be.

Along with illustrating the words of prominent figures like Dalai Lama and most recently, Jane Godall, he tackles issues near and dear to the hearts of creatives.

Among some of my favorites, (and I haven’t yet read them all); are animator Chuck Jones assertion that “creative work is never competitive;” Richard Feynam on how science adds to the appreciation of art; director Kevin Smith noting, “It costs nothing to encourage an artist;” director Shonda Rhimes reminder that dreams require work; and Sir Ken Robinson talking about how education needs to encompass both body and mind.

One comic that I appreciated was his own “The Calling,” which depicts the some of the possible consequences of heeding the call for an artistic vocation. No one wants to have things go poorly for artists but I was glad that the comic reflected reality rather than trying to be overly optimistic.