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Lower Rates For Loyal Customers? How Novel!

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A couple days ago, Sam Reich, CEO of Dropout TV announced an $1/month increase in the subscription rate for the service. However, he made it very clear that this increase was for new and returning subscribers.

“Charging more for existing subscribers? Who do you think we are? Netflix, Apple, Disney, Amazon, Peacock?”

Source

He basically goes right to the heart of a big pet peeve of mine. Even though he cites current streaming sites, the practice of offering lower introductory rates to new subscribers goes back decades. All through my youth I would hear pitches from long distance phone services, cell phone carries, cable companies, cable channels like HBO, Showtime, etc., which would offer discounted rates to new users while maintaining higher rates for loyal long term users. The message was clearly that your loyalty wasn’t valued.

In the two minute video, Reich spends over half emphatically reinforcing the fact that they haven’t raised the price in three years and that this increased price only applies to new and returning subscribers. Since the new rates don’t go into effect until May, interested folks have a month to become classified as an existing subscriber. Meanwhile, he reminds viewers that the cost of their Netflix subscription has jumped twice in the time it took to watch the video.

The rest of the video he discusses that Dropout has increased their spending sixfold in the last three years to create more product, that the increase will help pay the staff a fair wage, and that as the CEO he does not own a boat.

While I first assumed he was implying he did not receive an exorbitant salary I later realized he might want to buy a boat. (Given that Dropout is comedy content the intended message may be both.)

So in this spirit, I will close by suggesting folks might want to consider using the analytics function of their ticketing system to identify people who have regularly attended over the last 3-5 years and send them a coupon code for a discount or some other benefit to thank them for their loyalty.

To Thine Own Tactics Be True

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Seth Godin recently made a post warning people against adopting the tactics of those you view as successful as your own.

The problem is simple. You don’t have a tactics problem. You have a strategy problem.

Borrowing tactics from someone with a useful strategy isn’t going to help because it’s their strategy that’s better, not their tactics.

And using tactics from someone who got lucky isn’t going to help either. Someone needs to get lucky, and it was them. It’s not their tactics that made it happen. Going to the same bank as Charlize Theron isn’t going to make you a movie star.

When in doubt, focus on your strategy. The tactics will follow.

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This reminded me of a quote from Joseph Campbell about the Knights of the Round Table embarking on the Grail quest

“‘They thought it would be a disgrace to go forth in a group. Each entered the forest at the point that he himself had chosen, where it was darkest, and there was no way or path.’

“No way or path! Because where there is a way or path, it is someone else’s path.”

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Apparently this quote has stuck with me for awhile. In searching for the 2007 post I originally used this quote in I found at least two more instances I used this quote, including in conjunction with another of Godin’s posts.

Perhaps I have used it so much because this is sentiment comes up often in relation to things like copying bylaws from other non-profits or using the same marketing and advertising techniques.

Every organization and community is different with different relationship dynamics. At one point in our lives I am sure we all realized that we couldn’t have the same close relationship with a friend that they seemed to have with another person in their social circle. On paper there may be no difference between you and that third person, but for some intangible reason your friend and they seem to share a significant affinity for one another.

The same is true to a greater or lesser degree on a community scale except some individuals may feel a stronger affinity than others. As Godin says, in relation toa collective you are targeting your tactics need to emerge and be informed by your strategy rather than borrowed. Otherwise the disconnect between the two will feel inorganic and inhibit the relationships you seek to develop.

Oregon Arts Commission Making Grants Easy For All

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A professional grant writer had a piece on the Oregon ArtsWatch website where she expressed her disbelief at the Oregon Arts Commission’s (OAC) new grant guidelines.

But it was all in a good way. Claire Willett writes that not only did they make the process simpler, they also made the use of the money flexible and unrestricted. For years now there have been calls for funders to support operational and administrative expenses rather than excluding them as permitted areas. Oregon Arts Commission is allowing funds to be used for that or pretty much anything else.

OAC also simplified the process significantly. Willett said she would typically write 7-10 pages of narrative for her clients. This year OAC’s goal is to make the application process simple and accessible for organizations who don’t have the capacity to hire a grant writer.

Apparently they made great progress in this direction:

….the week the new system went online, a friend texted me, “Um, I just logged in to look at the new OAC streamlined process and instead I just filled it out and submitted it in less than ten minutes???” 

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They also eliminated grant review panels. The grant staff at OAC Willett spoke to said that they instructed panelists to focus on the quality of work being done rather than the quality of writing, but they were concerned an unconscious bias toward those who could afford a professional grant writer might exist.

They also eliminated the long narrative sections from the application. (Personally, I was excited to learn they had allowed 5000 characters given most applications ask for a comprehensive review and allow 500 characters. But on the other hand, not having to write a comprehensive review in the first place is awesome.)

Three narrative blocks of five thousand characters each is an intimidating hurdle for applicants facing barriers of education, language, literacy, or simply lack of experience in this specific form of writing, which could mean that really exciting artistic work wasn’t getting taken seriously. The shift, then, was twofold: simplifying the form itself to something anybody can do without professional assistance, and moving the decision-making process in-house to focus on strengthening relationships between the OAC and the organizations they fund. 

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The OAC sees many of the changes they have made as moving toward the goal of developing and strengthening trust with groups throughout the state. They have even removed the requirement to operate two years as a non-profit from the eligibility criteria for a smaller grant program in recognition of how lengthy the IRS non-profit application process can be.

Strippers Organizing, But Not Unionizing In Minneapolis

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Earlier this month I saw a news piece about strippers in Minneapolis organizing to form a guild in that city. Stories about people organizing to take collective action and engage in bargaining in industry segments you might expect often catch my eye. I have written about the unionization efforts at a strip club in Los Angeles that saw people join the Actors Equity union.

What is interesting in this case is that while the dancers in LA were fighting against being improperly categorized as independent contractors, the members of the Minneapolis Stripper Guild, which has more than 200 members and counting, values the independent contractor status. In their view, it is the dancers customers are loyal to and not the clubs. They value being able to choose where and when they work.

Among the Stripper Guild’s top issues:

-Increasing advocacy among dancers, who are all independent contractors working largely for national strip club chains.
-Educating dancers about their rights under Minneapolis’ Adult Entertainment Ordinance, passed in 2019.
-Exploring ways to collectively purchase health insurance.

[…]

The guild deviates from the traditional union structure because strippers value their independent contractor status and don’t want to become employees of clubs, Snow said. The freedom that comes with being a contractor allows dancers — many of whom are managing various disabilities — choose their workload.

“We think it’s super important for stripping to stay accessible, because it’s one of the safest forms of sex work,” said Snow. “Anyone who is excluded from being able to work at the clubs, that means they’re just working in more marginalized, less safe spaces.”

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Securing collective health insurance is a big issue for the members. Because they are operating as independent contractors they can’t get employer provided coverage. Wearing high heels all night and performing athletic movements physically stresses their bodies leading many to seek massage and chiropractic care which they need to pay out of pocket.

Seeing Opportunities To Diversify Revenue

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I was recently drawn to the story of Rock School for Dance Education in Philadelphia opening a retail dancewear store out of their location. They spent $150,000 renovating a space that used to contain two offices into a street level store space. The director of the school noted most dancewear stores stock up to $150,000 in pointe shoes alone and they haven’t reached that level of stock quite yet.

Business Insider had an interesting video in December about the London based pointe shoe maker that supplies the NYC Ballet and the staff at the ballet that maintains the stock.

Rock School made the decision to open the store based on success they have had selling to their own internal constituencies and the fact that a number of longstanding dancewear stores had closed. Those stores had not only supplied the dance community, but also the intricately costumed participants of Philadelphia’s Mummers Parade.

They saw an opportunity to diversify their revenue stream in what they anticipate to be increasingly challenging financial times.

“There’s this perfect storm of already having a successful boutique, seeing the need in Philadelphia, and the potential for a new revenue stream to enable us to do our good work,” he said.

[…]

As a nonprofit, the goal is not to make money, but to cover expenses including maintenance of the buildings. It can be a struggle, says Stark.

“We are anticipating that struggle could get more challenging with what we’re seeing in some of the proposed changes on a federal level,” he said. “We want to be ahead of that, and we don’t want to wait until there’s a problem. We want to proactively step forward and have a solution so that we can keep doing our good work.”

[…]

“Really we’re trying to monetize our asset to support our mission and to support the scholarship and the outreach programming that we do,” he said.

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No Print At Home & Added Will Call Charge Increasing New Barriers To Entry

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Over the weekend I received a comment on a post I made in October 2019. The post dealt with the theory that the response that an arts and cultural experience was “not for me” might be based in technological barriers people might experience. I had titled the post “How Long Before You Can Only Participate If You Bring A Phone?”

In her comment, Lady Jane said she couldn’t attend a performance because she didn’t own a smartphone. While she didn’t mind picking up tickets at will call, you apparently couldn’t enter the venue to get to the box office without some feature on a smart phone.

I had run into a similar situation twice in the last two months. A day after buying tickets for my niece and nephew as a Christmas present, I was informed there was no print at home option for the show so neither I or my sister could receive the tickets in that manner. The only option was to download a proprietary app to a phone and receive them that way. If we wanted to pick up tickets at will call, there was an extra charge.

Last month, when I was going to another performance, again there was no option to print at home and an extra charge to pick them up at will call. Because I have a pretty good familiarity with ticketing systems I was able to finagle a way to print at home rather than having to download an wallet app to receive my tickets. (This is a totally different venue than the one I purchased tickets for my sister’s family.) Had my gambit to circumvent the lack of print at home options not worked, I was going to grumble at the executive director with whom I have a relationship.

In the end there was no problem but most people don’t have the tech savvy to do as I did, nor the confidence of having a professional relationship to lean on.

My original post was made about 6 months before Covid concerns accelerated the need to have touchless interactions, (though there are just as many germs, if not more, on a phone passing a scanner than on a piece of paper undergoing the same motion), so it may have taken longer to reach this point had the pandemic not occurred.

I am not sure what is driving the move to no print at home option. The only thing I can think of is an effort to cut down on ticket resellers who transfer print at home tickets by email on the secondary market. It definitely appears to be creating a new barrier to participation for people. Especially if there is an additional charge to pick up tickets at will call.

It Takes A Village To Get Everyone To Take Vacation

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Another interesting research piece that Bill Byrnes included Management and the Arts was related to burn out in non-profit organizations. A brief excerpt recounting the efforts the behavioral design firm ideas42 embarked on in 2018 appeared on Behavioral Scientist website in September 2024.

What the ideas42 team found was that staffs were engaging in a lot of performative work activity. They would address tasks that were easy to tick off lists or engage in work that made them look busy. The result was that by the end of the day, they were just starting to address the big project they were supposed to be working on.

There is probably a lot in the article that reads like an argument for allowing work at home. Among the things that were slowing people down were calls, emails, and people just dropping by to chat. It took workers an average of 23 minutes, 15 seconds to reset and refocus on their work after being interrupted. Another issue was getting called into meeting that weren’t necessary.

Among the factors contributing to performative working was the mistaken impression that co-workers and supervisors were working as much, if not more, than themselves and they needed to keep up. In fact, others may have been taking lengthy breaks from work and were checking in hours later.

 At work, all people see are others working. When they see late-night emails or texts, they often assume that their coworker or boss has been working all day and night without interruption, when in fact they might have been walking the dog or having dinner with their families. That life outside work doesn’t register because they don’t see it. (Often people don’t want to share their lives outside work with coworkers and bosses to preserve the busyness myth that they’re always working.)

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The folks from ideas42 worked up a number of initiatives to shift the work culture of the organization. One of the things they found was that the interventions that worked least were focused on solving work-life balance issues for an individual whereas the ones that worked best were focused on solving the issues for the whole organization. Essentially, the work-life balance doesn’t get better for the individual if they perceive they are out of synch with the overall behavior of the whole.

Among the things they implemented were having supervisors model they behavior they wanted for the whole organization: visibly going to lunch, taking vacation time, talking about the time they are spending with family and friends. Eliminate the late night emails and texts. Similarly, the number of meetings and those needed to attend the meetings should be reduced.

People should be encouraged to schedule more slack time in their weeks to allow for the fact that tasks will take longer than expected. That way you don’t feel like you are behind because there is unscheduled time in which to make progress. Along the same lines, people were encouraged to schedule vacation months in advance when the future calendar is not cluttered with projects and meetings. Those scheduling time off a couple weeks in advance often try to do so around things already populating their calendars and will either take less time off or feel anxious about doing so and work from their vacation.

Along those lines one of the most interesting intervention ideas mentioned in the article was “vacation roulette.” Everyone that hadn’t taken vacation in a 90 day period would get a note copied to their supervisor listing their vacation balance and encouraging them to take time off.

They then sent them an invitation to take a random Monday or Friday off and signed the note, “From your vacation fairy godmother.” Often, the managers would encourage workers to take a break. 

[…]

….during the “vacation roulette” intervention—where managers were copied on an email encouraging employees with high vacation balances to take a day off—participating organizations saw a boost in days off for over 20 employees, and the highest rate of vacation taking for India-based employees in 5 years. 

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There Will Always Be A Few Successfully Operating At An Elite Level. As For The Rest?

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Seth Godin made a post about elite vs. elitism a couple months ago. His argument is that people can operate on an elite level (i.e. Olympic athletes, surgeons, teachers, etc) but that this doesn’t automatically result in elitism.

Elitism is a barrier, where we use a label to decide who gets to contribute and who is offered dignity. A law firm that only hires from a few law schools is elitist–they have no data to confirm that these recruits are more likely to contribute than others, they’re simply artificially limiting the pool they draw from.

Opening our filters and seeking a diversity of experience undermines elitist insecurity and creates the possibility for even better solutions and connection.

[…]

The scientific method isn’t elitist, nor is a stopwatch used to record the 100 meter dash. Seeking coherent arguments, logical approaches and a contribution that leads to better outcomes isn’t elitist, in fact, it’s precisely the opposite.

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I need to make my usual observation that just because you can measure it, doesn’t mean the number you arrive at has validity to a claim you are making. Sports fans will happily speak for hours on the fact that a high scoring game or high win record doesn’t mean a team is operating at an elite level if they have been facing weak opponents.

Generally his thoughts align with a general conversation among cultural organizations in terms of removing the filters of tradition and past practice to explore other options. Similarly, there is a lot of conversation around making data driven decisions.

As Godin says, elitism often results from limiting the pool from which you draw after defining those pools as the source of the best product. That is one of the challenges arts and cultural organizations face today. There is a self-reinforcing definition of what is superior, but not a lot of evidence gathering about whether the product they offer has any perceived value in the community.

For a time during the pandemic I would see a number of videos of farriers shoeing horses. It was fascinating and somewhat satisfying to watch horses have their hooves cleaned and repaired so they could move about more comfortably. Many of these farriers are among the elite in their trade, but most people don’t keep horses these days so the market for their skills is fairly small. Fortunately, the supply of good farriers probably reflects demand.

A similar thing is happening with piano tuners. As I wrote in 2023, there is definitely an unmet need for piano tuners among arts organizations and the lack threatens performing arts organizations’ ability to host concerts. At the same time, people can’t give pianos away and many are ending up in the dump.

Much of this is due to changing lifestyles and expectations. So while it is likely that there will always be some arts and cultural organizations operating in traditional ways which will always find they are in high demand, the number of organizations are likely to dwindle if they are not responding to the changing lifestyles and expectations.

Springboard Into An Ice Rink?

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I have been a big fan of Springboard for the Arts and the work they do for a number of years. I look forward to their annual reports which have been depicted as infographics for the last decade or so.

They recently released the infographic for their 2024 annual report.

There is a short written annual report that accompanies this graphic which discusses the success of their programs. Among these were the expansion of their basic income program to include 100 artists for five years and their efforts to support the arts in rural locations which included supporting placemaking leaders in rural and Native Nations, hosting a Rural Futures summit, and expanding their Rural Regenerator Fellow program to include artists in Nebraska and Kansas.

Despite the claim that I could read the report to find out more about the programs depicted in the infographic, there was no mention of the 450 square foot mini-ice rink! You can’t tease us with such things and make no further mention of it!

A quick search turned up their Springboard on Ice page which lists some programs and open skate opportunities at the ice rink they set up at their new headquarters.

Seeking Outsider Staff With Outsider Ideas

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The last two days I have been covering some of the responses the National Endowment for the Arts received in the dozen listening sessions they conducted with theaters in spring and summer of 2024.

The full discussion can be found in their publication Defying Gravity Conversations with Leaders from Nonprofit Theater.

The overall theme of the responses seemed to be that theater leadership doesn’t have the education and training it needs to address the challenges it currently faces. This held true in the section regarding workforce.

Staff members have new expectations regarding their work environment. They are no longer willing to work long hours and flirt with mental and physical burn out. A number of theaters already began to move in this direction 2-3 years ago, but:

Multiple participants said that many theaters and other arts organizations are poorly run, and that this mismanagement exacts a considerable toll on theater workers and artists. As one way to address this need, listening session participants said they would like to see more training and education for new entrants or even those currently in the field.

Defying Gravity page 10

A number of participants discussed outsourcing some functions or exploring combining back office functions with other arts organizations. Because many people left the arts industry during and after the pandemic, many organizations are looking to hire people from outside the industry and are finding these new hires are bringing new perspectives and ideas. Similarly, theaters are exploring ways to lower barriers to entry for those that don’t have the economic means and network to support themselves through low paying jobs as they seek to develop a career.

One participant said, “We’re trying to get creative in terms of how we look at job descriptions and try to hire outside the industry and train people such as, like, expert project managers or data specialists to come into development or come into our production industry

Defying Gravity page 10

There was also recognition that those in mid- and advanced career positions need some form of continuing education program for their own career development.

One strategy mentioned was to extend accessible opportunities for professional growth across different theater roles through accreditation or certifications in specific areas of expertise. This could be achieved through theater service organizations focusing on theater development by providing support for “accreditation and professional development in a higher-skilled way

Defying Gravity

In that same vein, some participants suggested theaters could host training programs in their own communities to teach people the different tasks required to put on a show (i.e. costumes, lighting, set design, stage management, and technical direction).

I have actually tried to offer these sort of training modules in different communities in which I have worked, mostly focused toward community arts groups and renters who might be looking to improve the quality of their work and facilitate their preparation and planning process. With few exceptions I wasn’t able to get buy-in from the groups. 

Those that did avail themselves were mostly renters and only interested in specific areas. But let me tell you, things got a lot easier for both the organization and my staff once they started using what they had learned.

Need More Education And Time To Absorb It

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Today I am following on yesterdays post about the National Endowment for the Art’s report on a dozen listening sessions they conducted this past spring and summer, Defying Gravity: Conversations with Leaders from Nonprofit Theater.

Yesterday, I focused on theater leadership’s perception that they didn’t have enough time to digest research on promising practices* and a desire to have access to big thinkers on systemic change from outside the theater world.

The sense that theater managers were feeling lost and unsure about how to tackle the challenges they were facing seemed to be the subtext of the responses the listening session participants provided. On an individual basis, I am sure these professionals generally felt they are competent at their jobs and secure in the knowledge they possess. In aggregate the responses almost painted a picture of a group that is struggling and didn’t feel equal to the task.

While the image of a harried, overworked staff has been a stereotype for theaters for decades if not centuries, some of the quotes the report includes about needing to have good manners when speaking with donors doesn’t do theater professionals any favors. I hope it was taken out of context.

As one participant said, “We’re finding it difficult to keep up with foundations or our state agencies and what their requirements are in terms of changing what panelists are looking at.”

Similarly, there was a recognized need for financial consultative services in many topic areas. These areas included how best to use existing funds, how to become financially stable, and how to price services or tickets. “Perhaps an area of expertise that we’re struggling with is that we are quickly having to learn how to be a single ticket shop,” one participant said. Another remarked: “It would be nice to also get funding for support in terms of financial advisement.”

…“If you’re asking people for money, you … have to have the good manners to speak their language,” one participant noted, “that’s something that would be helpful … if you can help teach or give our organization resources on the language that you need to keep your donors and your boards happy.” This service might help theaters to become transparent about their financial needs and current fiscal standing and, therefore, to communicate more effectively with employees, donors, boards, and other funders.

….Participants proposed using technological tools such as AI, electronic tip jars, ticketing apps, management apps, and fundraising software to help theaters increase and manage their financial resources.

…“We want investment from the tech sector to fix this, one participant said. “I wish we could do better because it’s hard enough … even to get working internet in our theaters so people can check the QR codes that we’ve given them already.”

Defying Gravity, PDF pgs 8-9

As I mentioned in my post yesterday, there are already people addressing many of these issues but there is definitely a need for more robust and widespread education and resources on finances, ticket pricing, technology, communication, programming design and philosophy etc., in order to effectively respond to trends and expectations.

But again, as I suggested yesterday, does the availability of these resources do any good if those who might benefit most don’t feel they have the time and bandwidth (and money) to receive and use them?

*Want to give credit to Anika Tene from CreativeWest for introducing me to the term “promising practices” instead of best practices. Although it was a quick mention in a webinar she was leading, I immediately realized that the term relieves pressure on organizations to immediately implement new practices at the most effective level. Also, there is a suggestion in promising practices that these practices are not one size fits all organizations. They may be beneficial, but the value may not manifest in the same manner or degree for everyone.

NEA Report Suggests You Won’t Have Time To Read And Digest It

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This morning the National Endowment for the Arts (NEA) released Defying Gravity: Conversations with Leaders from Nonprofit Theater. The result of the report are based on conversations during 12 virtual listening sessions the NEA conducted with non-profit theater staff in spring and summer 2024. The composition of each of the listening session cohorts may be found on PDF page 27 or in the image below.

Among them were freelance artists, journalists, Theaters for Young Audiences, Leadership Alumnae and Interim Managers, Black, Indigenous and Theaters of Color. Perhaps most interesting and most appropriate given the recent theater operating environment was a session composed of Recently Close Theaters. The report authors cite the responses of the recently closed theater participants with some frequency.

The image below gives a sense of the operational challenges focused on by each of the 12 listening session cohorts

The report is only 28 pages, but I intend to highlight different topics over a couple days to keep things bite size. I am also going to largely skip over discussion of issues that seem widely known like financial difficulties, diminishing donations and ticket sales for some more focused and nuanced observations. I encourage readers to take a look at the full report if they want deeper insight.

While I often encourage people to read research and highlight how short the document is and/or how easy a read it is, we all know that arts professionals rarely can find the time to do so. And that comes up in the NEA’s report:

One participant referenced a bandwidth issue, saying, “The ability to monitor, intake, synthesize, regurgitate, [and] present on data is just something that always moves to [the] sidelines.” Research investments should include supporting the personnel required to conduct and translate it.

Another type of investment is to bring in voices from outside the theater industry to help address larger issues facing organizations. One participant said, “I would love if there was a way to bring some brilliant systematic thinkers in … who are not involved necessarily in theater, but who are working with extreme systematic change.” This approach could afford theater organizations the opportunity to engage with a more objective, external view on how to address challenges.

Listening session participants wanted to know what is or has been successful for other non-theater art forms to see if those practices could transfer to theater. As one participant asked, “What are the opportunities that are seeing dramatic growth beyond our discipline? And what might this mean?”

Defying Gravity, PDF page 17

I almost feel like there is self-reinforcing vicious circle here because there are a number of people talking about systemic change from outside the arts using frameworks and terminologies that make the concepts relatable to arts professionals. But I am aware of these people because I read a lot of research and discussion where others haven’t created the bandwidth to do so.

Even if these arts insiders discussing these non-arts industry concepts aren’t able to provide the guidance for full extreme systemic change the listening session participants ultimately seek, they can probably provide a transitional frame of reference that would allow arts professionals to more effectively translate this change into theater practice.

Seems Like The Kitchener-Waterloo Musicians Deserve A LOT More Credit Than First Appeared

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A few weeks ago I wrote about how the Kitchener-Waterloo Symphony appeared to have found a path to return to activity, albeit tenuous, after the musicians were blindsided by a bankruptcy announcement.

In my post last month, I cited the board chair as saying the musicians invested a lot of effort in helping to save the symphony.

But let me tell you, after reading an additional piece in The Globe and Mail, I think that may have been an understatement. From the account on the newspaper site, it sounds like not only did the musicians raise $500,000 to support the out of work musicians and put on their own concerts, they also did the research and formulated the plan through which the symphony could be restored.

{French horn player Kathy] Robertson and a group of other musicians began to wonder what was salvageable from the original orchestra. If very few potential creditors would get paid from bankruptcy proceedings given the multimillion-dollar shortfall, the musicians reckoned it wouldn’t affect creditors too greatly if they avoided bankruptcy entirely and still didn’t get paid.

So they went to the Canadian Federation of Musicians, who connected the musicians with lawyers – who in turn confirmed that if they could find a way to satisfy creditors, it might be possible to save the orchestra.

Source

New board members contributed expertise and represented the orchestra in negotiations with creditors, but it sounds like the musicians provided the impetus and significant amounts of sweat necessary to get things back to a tentative footing. I am not sure what the laws in Canada allow, but it seems like the new Kitchener-Waterloo Symphony should be constituted as something of an employee owned and operated entity.

Yes, Customers Are Paying Attention To Online Fees

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Colleen Dilenschneider and the folks at IMPACTS experience released some more great research last week. This time regarding tolerance for online transaction fees. (subscription required)

High-propensity visitors to cultural organizations will likely tolerate online transaction fees up to $4.95…provided the organization charging this fee has been deemed competent and successful in terms of the guest experience, the online purchase experience, and favorable reputational equities. Critically, these data may be more insightful for market leaders considering implementing transaction fees than for those organizations which could be struggling to meet their audiences’ expectations.

Before you click away having decided that is all you need to know. There is more to consider. Number one, notice they use the term high-propensity visitors which means people who already have an inclination to attend exhibit or performance based experiences. Tolerances can differ for people who have less of an inclination for the experience. The other thing to note is that the organization must have already earned the confidence of audiences in terms of quality of difference experiences and reputation.

There are other factors like perceived value —which they take pains to note is not the same as price. An experience can be viewed as expensive while also being perceived as having high value. Readers may recall a post I made in August where IMPACTS found that free and low cost organizations often receive lower satisfaction score and intent to return responses. So low price does not always result in high satisfaction or perception of value.

Looking at perception of value, willingness to recommend to others, and intent to return, intent to return seems most impacted by online fees followed by perception of value and willingness to recommend.

Overall, intent to return begins to decline at the $3.00 mark, value perceptions begin to decline at the $5.00 mark, and willingness to recommend visiting to a friend starts to decline at the $6.00 mark. Depending on myriad factors concerning content, programming, reputation, the online purchase experience, and broad value perceptions, the ill-advised deployment of a transaction fee may risk a negative impact on an organization’s market potential and its ability to attract guests.

One other thing they called out – labeling additional fees as “convenience fees” elicits increased negative perceptions. Purchasers don’t necessarily see it as convenient for them.

There is a lot more nuanced analysis and cross-refencing to earlier posts they have made in this recent post so it is probably worth taking a closer look if you want to know more.

Better To Adjust Price Vs. Discount

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Dave Wakeman’s appearance on Angela Meleca’s ARTS Redefined podcast was making the rounds of LinkedIn last week. One section in particular where Wakeman discussed his opposition to discounting caught my attention. (Starting at 27:10, the index in the video is way off for some reason)

Wakeman says people tell stories about themselves –what type of person they are, what value they have in the world. He says discounts do the exact opposite – it removes the value narrative and says you are a commodity and suggests you don’t believe in the value you are offering.

Wakeman recalls one of his marketing professors taught him that for every 1% you discount, you can lose up to 40% of your profit. Wakeman acknowledges it is an extreme example and the typical loss is around 10-11%. He cites additional research on the other side that shows for every 1% you raise your price, you gain 10-11% in profitability.

He says that the first time you discount, you might get good results but then people learn to wait for the discount. The better approach is to just recognize you set the price too high, change the price and continue with that new price.

Without naming names, Meleca gives Wakeman the example of an arts organization that makes all their tickets $11 with the expectation that people will enjoy the experience and come back again at a higher price.

This is clearly a reference to Opera Philadelphia’s  $11 pay what you want campaign that was introduced at the end of August. I suspect the podcast episode must have been recorded around then because Wakeman doesn’t seem aware of this and I am reasonably confident I saw him comment on the story in early September.

I will say that based on Opera Philadelphia reported ticket revenue being generally 13% of their revenue, I don’t necessarily think they were depending on people returning at a much higher price point in the future. Fundraising is probably at the core of their plan to stay in the black.

Interestingly, Wakeman brings up a “not going to name name’s” example of a sports team that did the same thing. He characterizes the belief that people will come back at a higher price as just stupid. He says it is much tougher to raise a price when you have lowered it.

He goes into detail about the approach of just changing the price and how to communicate it in a way that is positive for you. Announcing a whole new block of seats at $20 Vs  20% off ticket price is a more constructive framing. The discount raises questions about the value of the show and how it is selling.

That said, I want to point out you can only do that so much. There were a lot of concerts this past summer where people had purchased tickets at $300 or more several months out only to find them selling at around $50 dollars a couple weeks out from the show. Based on what I saw unfold on regional concert venues this summer, I am pretty sure some of that is attributable to 3rd parties buying up all the tickets, ratcheting the price,  and then trying to unload them when they wouldn’t sell.

Whether it was 3rd parties or the venue themselves, there were a lot of pissed off people making videos and comments on social media because their perception shifted from being smart for getting tickets early to being cheated of the hundreds or thousands of dollars difference between their purchase price and the current sale price.

Wakeman talks about this shift in perceived value in regard to discounting as well. He suggests having a strong data based process in place for price setting so that you have the best chance of creating an accurate price in the first place.

He says pegging it to the actual cost of presenting the show is bad because that often doesn’t align with perceived value.

Once you set the price, don’t be timid or apologize for it – promote it confidently and proudly.

 

Economics Of Broadway Show Breaking Broadway Formula

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Freakanomics did a two part show about how the Broadway play Stereophonic came together. The first part is broadly about the 11 year creative process playwright David Adjmi went through to make the show. The second part focuses a bit more on the economics behind a Broadway show.

If you have been involved with the performing arts for any length of time, you can probably predict the process Adjmi underwent – cobbled together funds from two commissions and a grant, plus had two architects let him live in their house rent free for years while he wrote. He had to put some pressure on Playwrights Horizons to consider the show and the cost of over $1 million was a lot for an off-Broadway production.

But it became a hit based on essentially breaking the formula of Broadway shows – a straight play about music, but not a musical, no stars in the cast, and runs long at 3.25 hours. Apparently it has a strong appeal to men based on the observation the men’s restroom line is longer than the women’s.

There is a lot more to the story than that. The first episode is 70 minutes alone and the second about 55 minutes.

Being the arts management nerd I am, I was even more interested in the second episode which talked about the economics and decisions that were made. Everything from the cost of putting on a show in NY vs. London, who can and how to invest in shows in both cities, what the actors got paid off-Broadway vs. after the move to Broadway, decisions about pricing tickets, and the marketing mix they used.

In terms of the pricing tickets, the producers say they can now get up to $349 for a ticket though they re-evaluate their pricing three times a week, but they started out much lower during previews:

We had preview pricing that was $40, $80, $120 to start, for the month of April. But you have to catch up to it, because now we can get $229 for them. You kind of play a game of chicken with yourself and with your audience. For something like Stereophonic, because it’s an unknown title — obviously it’s getting more well-known — but two, it does not have a major mega-star in it. It has a group of incredible rising stars, but they’re not household names. The way that we get there is by getting people in the door, and really building to that moment.

Thanks to improved audience analytics tools, the producers have changed their marketing mix from what it once was as well:

Oh, it’s almost entirely all digital now. It’s all mobile. It’s all through Meta — it’s all through Instagram, Facebook. We do still take the traditional behavioral banner ads that follow you around the internet. We still do some prints, but not a ton. We have dabbled into television, but we’re taking specific ads. We’re not taking giant flights with multiple spots on Good Morning America or the Today Show, which was always your bread and butter.

[…]

The R.O.I. is much easier to figure out because you can actually track people. Our zip code reporting is way more sophisticated now than it was before, whereas you had to blanket the market with something and then you didn’t see a direct correlation. Now it’s less things, but you can still see how your wraps jump due to specific things of press, like a C.B.S. Sunday Morning piece, or if your stars are on Morning Joe. There are fewer things that give you that pop, but at least you know, “If I’m on Morning Joe, then we’re going to have a good day at the box office.”

If this sort of information interests you and you have the time, I recommend giving the pieces a listen. Host Stephen Dubner says they are working on a longer, more involved series on the economics of making theater so I am going to keep an eye out for that as well.

Models For Staving Of Artist Displacement By Gentrification

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Interesting story in Bloomberg about what some arts organizations are doing to resist being displaced by gentrification.  The article focuses on Alma Weiser who formed Equity Arts as a Perpetual Purpose Trust (PPT) to buy and operate a building in Chicago. The PPT format allows Equity Arts to have for-profit projects which benefit the non-profit/charitable activities of the operation.

Once Weiser closes on the building, Future Firm founder and architect Ann Lui says they will begin work to bring the building up to code and rehab the basement, first and second floors. Half of the 12,000-square foot first floor, which has been a furniture store since the 1960s, will become an anchor market-rate retail tenant; rent from the tenant, Weiser said, will pay the building’s mortgage and allow grants and philanthropic donations to go further.

With an LLC and 501c3 working in tandem, Equity Arts opens up to other opportunities for funding beyond philanthropy and grants alone.

Among Weiser’s motivations for creating the trust wasn’t just to retain occupancy in a building in which she and others had been operating for many years, but also to avoid perpetuating the cycle where artists move to a new neighborhood and create a dynamic where gentrification begins to displace the long time working class residents.

The article also mentions San Francisco’s Community Arts Stabilization Trust (CAST) which helps artists secure space using knowledge and a combination of resources most arts organizations aren’t aware exist. They describe it as a long and complicated process:

CAST negotiates property acquisition, and invests their dollars into the purchase. After their client reaches stabilization through fundraising and programming, CAST maintains a small ownership percentage over the building to address asset maintenance and management. “It is an incredibly complex and unpredictable journey of time. These things can take five to 10 years on the larger scale projects,” CAST executive director Ken Ikeda says.

The Ujima Project in Boston is described as a very democratic and participatory funding organization focused on empowering artists as investors:

A Black and artist-led organization advancing collective economics, Ujima operates the nation’s first democratically controlled investment fund, according to executive director Nia Evans. Anyone, with any income, can invest in their fund; residents help craft and vote for a list of businesses that receive investment. Artists are business owners and entrepreneurs, Evans says, and should be part of institutional and financial mechanisms that can protect them from rising real estate costs; some of the new businesses Ujima is ratifying right now include artists seeking space.

Benefits Of Incorporating Your Arts Career

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h/t Artsjournal.com for linking to a really valuable article on Observer about considering creating a limited liability corporation (LLC) if you are an artist.  I recently created a post on ArtsHacker summarizing some of the ways in which an LLC protects artist’s personal assets in the case of lawsuits and in some cases, divorce proceedings.

This excerpt from Observer article summarizes how an artist would operate after forming an LLC:

….but most artists operating as one-man shops set up limited liability companies, according to Powers, where the LLC is the employer and the artist is technically the employee. When a sale or commission is made, the money is paid directly to the corporate entity, which then pays the artist, either in a lump sum or in increments (as a salary), and the artist pays taxes on that money as ordinary income. But not all the money transfers directly through to the artist. The corporate entity retains some cash to purchase art supplies, health insurance, workmen’s compensation to protect employees who may get injured during transit or installation, commercial premises and liability insurance—and, assuming the artist is successful enough, to hire employees or consultants.

The article discusses a number of legal scenarios an artist might find themselves in which the buffer of an LLC would be beneficial. More than just providing legal protection, they also note that forming an LLC would allow the artist to solicit investment to support their work.  Take a look at the ArtsHacker post or go straight to the article to learn more.

 

Should Your Work Be Protected By An LLC?

Filling Freed Up Space With Generosity

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Seth Godin often posts on the theme of generosity.  Looking back at my past posts, I quickly came up with a handful I made about his discussion of the links between generosity, creativity, and leadership.

He recently made another post on the theme of fear being self-centered and generosity allowing you to overcome fear.

Jumping in the water to save a struggling swimmer stops us from worrying about how we look in our suit or whether the water is cold. And if you’re worried about the customer instead of your quota, making a sales call is easier too.

The key scene at the climax of the Wizard of Oz happens when Dorothy intercedes on the scarecrow’s behalf. Once again, she finds the courage to overcome her fear when she’s generously supporting a friend.

It’s more than a shift in narrative. It’s a shift in intent.

His reference to a sales call actually reminded me of the early days of my career when I worked in a ticket office or supervised people in a ticket office. Because there was always a deluge of calls and people standing at the window, there were often instructions about who to prioritize (e.g. phone before in-person, in-person before phone, alternate between the two). Likewise there was often discussion about techniques to move conversations along to attend to the next customer so that people weren’t waiting in a queue either physically or over the phone.

Overall it was a matter of providing a good customer experience over wanting to sell as quickly as possible. However, I would really get anxious as I saw a queue growing. There was a certain degree of fear in being perceived as not effective and efficient at processing the orders. In most cases, it was the immediate customer that had questions or was indecisive that was holding things up. But the anger and frustration was likely to fall upon staff rather than the departing customer.  And the mentality that you had to move a person along quickly probably wasn’t conducive to creating a positive interaction.

Since the increase in the use of online ticketing, that sort of situation has greatly abated allowing staff to take a little more time to answer people’s questions and allow them to mull their choices. In some respects, it may not be a really effective use of time to allow people to monopolize your time, but there is more opportunity to allow customers to feel attention is being paid to them.

Technology like online ticketing allows people to select the level of attention they need. Obviously, there are two sides to this situation. Technology makes it easier for businesses to ignore customers and force them to navigate confusing processes. Likewise, in the absence of past demand, live staffing of box offices is often scheduled for shorter periods of time.

But even at times immediately prior to a performance, the fact that people can pull up their tickets on their phones or flash a piece of paper they printed at home, the demands on ticket office staff are less than they once were. There may be problems with online orders that need to be resolved and people who requested the ability to pick up tickets at the door, but the ability to take more time to address these requests is comparatively greater than it once was.

While this doesn’t illustrate Godin’s point of making a decision in the moment to be generous to help others allows you to overcome fear, it is helpful to consider that we have more tools at our disposal that free us up to be generous.  There is more opportunity to fill that vacuum with generosity and attentiveness rather than reserve it for our own use.

Need To Create Promotional Content Competes With Need To Create Creative Content

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A few years ago I wrote a post about how actors were discovering that how many followers you had on social media was being taken into account during casting decisions. Vox recently had an article talking about how the same dynamic exists for authors and musicians.  Your book or music might be great, but the publisher may not be willing to take you on if your social media engagement is low.

It used to be that record labels wanted to control all aspects of promotion and prohibited the artist from taking their own initiative. Now it is the other way around where the publishers and record labels put the entire burden of marketing on the artist. The Vox article contains a couple Tiktok videos of musicians talking about this issue. They feel their artistic practice is suffering because they constantly have to be worried about whether they are posting too late in the day to get good reaction. Another said she had to use a spreadsheet to keep track of when and what she should be posting.

One of the big challenges about social media is that you have to balance looking interesting and polished, without looking too polished lest you appear to be engaged in inauthentic self-promotion. The musician Ricky Montgomery alludes to his video where he mentions that you can’t go into the woods to record for three months because you need to be posting “candid” video and photos from your sessions–his air quotes around candid.

To compound the issue as the article points out, consolidation of media and publishing has eliminated competition so writers are being paid less. Similarly, the prevalence of platforms like Spotify for listening to music means musicians are paid less as well. So the rewards for all this effort are less than before even as more people are able to participate as creators.

It wasn’t long ago that many people, myself included, were talking about the need for artists to become more business minded. This is still true in terms of things like better understanding the market in which you wish to sell your work, knowing how to speak to those without insider knowledge about your work, not getting cheated in contracts and payments, etc. But in some respects, the pendulum has perhaps swung in the other direction to far and too quickly where the burden of knowing all these things and more is required on day one without the space to transition into the knowledge and expertise gradually as your career grows.

 

Music To Your Beers

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I was kinda thrilled to hear the melodious voice of conductor Bill Eddins on the Marketplace Morning Report this morning. Bill had written the Sticks and Drones blog here on Inside the Arts alongside Ron Spigelman for a number of years.

Bill was on Marketplace talking about MetroNOME, the brewery he started in St. Paul, MN. Their goal is to funnel proceeds from sales into local music education programs.

Eddins and his co-founder, Matt Engstrom, aspire to grow their business to the size of a small regional brewery. When their goal is realized, they plan to filter funding from the brewery toward local music education programs.

“We believe that we would be able to funnel as much as half a million or even maybe a million dollars a year into the local music education programs here in the Twin Cities metro,” said Eddins.

MetroNOME has already racked up close to 400 performances at their brewery, including a concert with jazz legend Wynton Marsalis. True to his music education philosophy, Eddins recruited a trio young musicians, two of whom were too young to drink his product, to play with Marsalis.

Eddins admits he and his partner don’t necessarily have the acumen and experience to take the organization to the level it needs to in order to generate the funds required to support local music education, but he believes there are people in the Twin Cities area that can help make it happen.

They do, however, have a secret ingredient that provides a competitive advantage. I encourage everyone to watch the video on their homepage. It starts out looking like a typical brewery video, but it takes an entertaining turn. My thanks to Drew McManus for nudging me to watch the video.

Isn’t It Better To Be Damned If You Do Try

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Chad Bauman, Executive Director at Milwaukee Rep made a post on LinkedIn today where he acknowledged that making a change in a business model can threaten the existence of an organization, but that changing times and expectations often leave you no choice.  While he is talking about the current challenges performing arts organizations face, he cites a series of decisions Milwaukee Rep faced in its early years that nearly saw the end of the theater.

Milwaukee Rep had a similar crisis nearly a decade after its founding. In its earliest years, it built a large audience based on the star system bringing big stars to Milwaukee to perform. In 1961, the star system was abruptly ended and a resident acting company was founded. In less than a year, the theater lost 60,000 patrons, or two-thirds of its audience. It took seven years for the theater to rebuild its audience and it nearly went bankrupt on multiple occasions. The decision was a correct one as the theater would eventually grow to more than 150,000 patrons, but it almost collapsed along the way.

The star system was common practice in theater in the late 19th century that waned rather than something Milwaukee Rep specifically was doing and decided to end. While the star system is most frequently associated with film studios, they adopted it from theater which apparently borrowed the concept from P.T. Barnum.

I have seen stories similar to this in which arts organizations made decisions 10-15 years ago to make changes in their business models or change their programming mix to include segments of their community which were underrepresented in their audience and casting. They too came to the brink of closing.

There is obviously a bit of survivorship bias to some of these cases. Those that didn’t succeed in the shift weren’t around to talk about it later. With all the closures, downgrading, layoffs, etc that arts organizations are undergoing, we are hearing of many more stories of arts organizations who are having difficulty continuing their existence than we did 10-15 years ago. Some of them were in the middle of trying to effect change, others were trying to stick with what worked in the past so there is no clear indication about which approach may be better in these times.

Some that haven’t closed completely may reorganize and continue on as Milwaukee Rep did. I am sure no one wants to be faced with the prospect of it taking seven years and several brushes with bankruptcy to make a successful transition.   From one perspective though, it might be better to fail while trying to do better for your community rather than attempting to preserve the status quo for as long as possible.

Sunk Cost Psychology Reinforces Added Hidden Ticket Fees

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A survey found that in the UK, 93% of event ticketers add “drip fees” on to transactions.  As you probably suspect, those are the undisclosed added fees that pop up as you go through the purchasing process.  They appear in more than just event ticket transactions. Though in the UK, event ticketers had added the fees at double the national average.

Drip pricing occurs when consumers are shown an initial price for a good/service (known as the base price) while additional fees are revealed (or “dripped”) later in the checkout process. These “dripped” fees can either be mandatory (e.g., booking fees) or optional (e.g., seat reservation on a flight). This practice means that consumers may be “baited” into choosing a product because of its (low) base price, yet possibly have to pay a much higher price to complete the purchase as consumers do not become aware of dripped fees until they have already started the checkout process.

As the article notes, one of the challenges to getting rid of the fees is that no one wants to be the first to provide the honest total price up front for fear of losing out to their competitors. If you see a flight for $99 and another for $250, the psychology of sunk cost will keep many people from abandoning a transaction in favor of the more honest airline after realizing the $99 ticket is $300 after fees because they have already spent a fair bit of time choosing seats, putting in address and credit card information.

Seeing that there is little benefit to being honest about the cost up front, many companies will resort to advertising a low price and then having add on fees for every choice you make.

Essentially what is required are rules to force people to reveal fees up front, or no one will do it. The danger is that unless the rules are particularly well-written, there are always opportunities label added fees in a way that slips through the cracks and then the whole practice starts over again.

Not A Good Sign When People Are Googling How to Shutdown A Non-Profit

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In a sign of an alarming possible trend, the For Purpose Law Group blog cites an observation by the CEO of the National Council of Nonprofits that (my emphasis):

….an “ominous sign” is that “… the most popular page on NCN’s website for the last few months has been an article on how to shut down a nonprofit.” It’s a “kind of burnout at the highest level …. Leaders are beyond fried,” explains the head of the nation’s largest group of nonprofits. “They’ve been trying to hold things together with baling wire and chewing gum.”

The full piece goes into depth about the factors at play, prime among them are decreases in philanthropy in the face of increasing inflation and compensation expectations.

On the arts side, we are already seeing this manifest with the closures and layoffs by major arts entities. This week the Brooklyn Academy of Music announced layoffs and shortening of their season of programming. A couple weeks ago, the Center Theater Group announced layoffs and the closure of the Mark Taper Forum. Earlier this month, the Public Theater announced the end of the Under The Radar Festival.

There are grumblings on social media about unsustainable business models, but the fact is everyone is pretty much using the same general business model as these places are. Last week I wrote about how Oregon Shakespeare Festival is experiencing a similar crisis, partially due to a heavily restricted endowment.

People who know theater history know these shifts in business models have occurred before. But we have the comfort of hindsight to know how the transition transpired so that theatrical practice continued. But when you are experiencing the transition, you don’t know if things are evolving toward a format more suitable to the times or heading to extinction.

Water, Water Everywhere, But Not A Drop To Drink

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A public radio station’s report on the Oregon Shakespeare Festival’s (OSF) finances is a good illustration of how restricted endowments can imperil the health of a non-profit organization. OSF recently had to make an appeal for $2.5 million in order to keep their doors open. This despite the fact the organization has $96 million in assets.  About $32 million of that is in property and equipment which are generally illiquid assets. Of course it would be difficult to mount of festival if they sold off all the property and equipment.

The crux of the problem for OSF is that only 15% of the approximately $39 million endowment fund is unrestricted which is roughly $5.8 million.   The remainder of the assets totaled around $25 million in cash and equivalents, but their annual expenses are around $18 million. Their business model has been to make about 70-80% of revenue from ticket sales according to the article. That worked well enough until Covid hit and audiences were subsequently became less willing to attend as restrictions eased.

While being able to access more of their endowment wouldn’t completely eliminate their woes,  the combination of lower ticket revenue and an inability to access more than $5.8 million from their endowment for unrestricted use have been contributing factors

 

Does Your Real Estate Serve Your Current Strategy?

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Bloomberg recently had a piece about how the Girls Scouts of Colorado recently opened a space in Denver known as DreamLab, envisioned to be a third space for girls.

As spaces for young people to hang out grow scarcer, and the mental health of young women, especially, reaches unprecedented lows, the Girl Scouts is investing in properties girls can make their own.

“We really want the Girl Scout DreamLab to be their third place,” after home and school, said Anne Smith, senior vice president of property strategy for Girl Scouts of the USA

Two other DreamLab spaces are under construction in NJ and LA and more may be on the way based on how Covid has apparently impacted Girl Scout operations and use of physical spaces.

“Troops found that the traditional public spaces they’d relied on to host meetings, like church basements and libraries, were getting harder to access. Girl Scout staff were embracing remote work like the rest of the workforce, leaving offices empty. Some Girl Scout councils started selling properties, as membership dues dropped.

[…]

Data showed that the best-utilized spaces were those within a 20 to 30 minute drive from the majority of their membership, for example. “There were a lot of different data points that show that our current model wasn’t meeting the needs of our girls,” said Smith.

The Denver DreamLab occupies about 4,000 square feet of leased space in a new property chosen for its prime location: It’s within 15 miles of nearly 30% of Girl Scouts of Colorado members as of 2020, and by 2026 it’s projected to be within 15 miles of more than 150,000 girls between the ages of 5 and 17.

I wondered if this might serve as an example or inspiration for arts organizations in some way. I don’t know exactly how at this point.  Back in January 2022, the Long Wharf Theater announced that after nearly 60 years operating in permanent spaces around New Haven, CT they were going to pursue being an itinerant company so that they could provide services closer to the communities they hoped to serve.  So there is something of a precedent for arts organizations disinvesting themselves of their spaces.

While there are performance, rehearsal and offices spaces that have been offered to arts organizations similar to how it seems DreamLab is being offered to Girl Scout groups, I don’t know that many arts organizations who have utilized these resources have done so with the intentional goal of being itinerant so much as adapting to the opportunities being made available.

It may not seem like a big distinction on paper, but you could say the same about Vine, Instagram, and Tiktok. While Vine seemed to be everywhere for awhile, it fell out of favor relatively quickly while other similar apps thrived.

 

Taking A Look At A Good Old Fashion Case Study

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The blog for Master of Management in International Arts Management had a case study post by Donna S. Finley and Vijay Sathe examining how the Calgary Philharmonic Orchestra (CPO) and Alberta Ballet (AB) had revamped their business model in an attempt to stabilize their finances.

Feels like it has been awhile since I covered a good old fashioned case study.

One of the first things that Finley and Sathe discuss is that both organizations recognized they were already essentially serving the bulk of their core markets and that growth would only come from identifying new market segments:

At CPO, audience research led to the identification of two new audience segments: those attracted by the flexibility of single-ticket sales, and those seeking to enjoy classical music in non-traditional environments in a variety of venues within and outside of the city.

At AB, research revealed numerous new audience segments that all indicated a strong desire for before- and after-performance receptions, dining opportunities, special events for youth to meet dancers and purchase products and memorabilia, and alternative, more personal and customized venue experiences.

While these are programming and ticketing choices that have been identified as areas of opportunity for a large number of arts and cultural organizations, there was an additional area of growth Finley and Sathe mentioned that left me wanting to know more:

At CPO, new and unusual settings were found and facilitated both the renewal of traditional repertoire and the introduction of new works. New business focused on joint community programming initiatives, whereby revenues and expenses could be split between CPO and a community group such as the Rotary Club or the South Asian Association. The Orchestra found an immediate new revenue opportunity within services it had historically undervalued.

I was curious to know how this manifested. It sounds like Rotary or South Asian Association were co-sponsoring or partnering with CPO on producing new and traditional works in novel locations, but I wanted to know more about how the programming was executed, what attendance was like, if there was revenue sharing between CPO and the community organizations. Basically, all the stuff an arts administration and policy nerd gets excited by.

Another major point touched upon in the case study was both organization’s attempts to stabilize the cycle of engaging in capitalization campaigns, spending the money, then engaging in another campaign, all in the face of decreasing donations and funding. Especially while faced with the impacts of Covid. One of the things they did was outsource administrative functions to third party services providers with far more expertise which apparently saw a great deal of cost savings. When I first read the post, I thought perhaps both organizations had consolidated their back office functions in partnership with each other, but that doesn’t seem to be the case.

Unfortunately, they also realized savings by cutting artists contract weeks:

“…reducing musician weeks from 46 to 40 per year and dancer weeks from 42 to 36 per year; and, at CPO, reducing staff salaries by 20% while simultaneously introducing an incentive pay component with upside potential based on the entrepreneurial success in tapping new markets.”

The description of the entrepreneurial programs of both organizations were pretty general. (Granted, the title of the article does include “abridged.”) Apparently, for CPO the success of those efforts “more than made up for the 20% decrease in their base salary as part of the cost-cutting measures.”

What caught my eye was an apparent admission that for both organizations:

“… The artistic side, comprising the Artistic Director and their respective teams of artists, made its plans and decisions in isolation – disconnected from all or most aspects of the business operations.”

As a solution, both organizations are working toward streamlining their planning and reporting structures

Less Attendees=Increased Satisfaction

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Last week when I was writing about the ticketing trends being forecast for the coming year, I accidentally omitted an additional point from the article I found pretty interesting.  Apparently, during the pandemic, many attractions like  zoos, aquariums, museums and theme parks found that customer satisfaction increased when capacity restrictions were in place.

“Guests readily adapted to new procedures, which does not surprise us because it is consistent with what we have seen in our practice for many years,” Digonex’s Loewen says. “[Operators] also realized some of the business benefits. For example, when you limit the number of folks that can get into the attraction at a certain point of time, they saw all their guest satisfaction scores go up, and many of them saw all of their other per-cap revenues grow significantly. When it is less crowded, when people are having a better time, when they are feeling better about their visit, they tend to spend more on food and beverage and at the gift shop and on ride tickets.”

There have already been signs of these trends. Disney has apparently indicated they won’t go back to pre-pandemic attendance numbers. Similarly, the Louvre Museum is reducing admissions from 45,000/day to 30,000/day ““in order to facilitate a comfortable visit and ensure optimal working conditions for museum staff…”

Some US National Parks are requiring timed entry reservations from April 1-October 31.

So there is a good possibility other entities may start to use restricted admission as a customer satisfaction strategy in coming years. For some there may be a benefit to positioning their organization as an alternative activity for those who can’t gain admission to such places.

Creativity For Solving Problems, Not Monetizing

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Diane Ragsdale recently made a post about the design and intent of the Masters of Arts in Creative Leadership program she is leading at Minneapolis College of Art and Design (MCAD).

In answering the question about why one would study leadership at an art and design college, she writes:

Creativity is consistently ranked as one of the most important skills for navigating the complexities of the 21st century….Creativity was equated in business schools with the scaling of innovations towards the ultimate goal of stimulating economic growth. I didn’t want to hook beauty onto that value chain. I would sometimes quip: This beauty course is not aimed at putting beauty in service of business. My aim is the opposite. I want leaders to put business in service of beauty.

[…]

The creation in creative leadership as we are interpreting it at MCAD is based in a foundational premise that there are ways of being, doing, and knowing that are inherent to artmaking and design that are both undervalued by society-at-large and incredibly valuable at a moment in which we are looking at the “end of the world as we have known it” and the need to make a new one

I have often written in opposition to the prescriptive approach to the arts as a way to solve problems, similar to how Ragsdale alludes to the interest of businesses to monetize creativity for the future. Essentially viewing it as a tool to be used and thus if it doesn’t yield expected results within an expected time frame, the problem must be you are using the wrong type of creativity for the job.

As most in creative fields know, it is something you practice over a long period of time rather than learn in a seminar and then go home trying to apply. No one thinks you can become highly effective at an athletic pursuit without a lot of practice, analysis of performance and negotiating bottlenecks. People focusing on employing creativity need to go through a similar process, including possibly getting past a mental wall no less imposing than one a marathon runner may need to push past.

In my post yesterday about improv helping people tolerate uncertainty and reduce social anxiety, I took pains to call attention to the fact the people conducting the study intentionally engaged professional theatre artists to teach improv to students. This is not to say that therapists and counselors can’t effectively teach students to use improv. As the study authors allude to, there is a difference between the approach of someone teaching you improv to fix something about you and the approach of people who practice and teach improv in order to get better at improv.

Yes, the theatre artists likely knew they were there to help prove improv can help people better cope with uncertainty and anxiety, but the whole study gets contaminated if the scientists are frequently talking to them about expected outcomes. So it is likely the theatre artists were jazzed to be getting paid to teach and share about improv for 10 weeks and the prospect that it might provide a model for improving the mental well-being of kids made the experience all the more satisfying.

80 Years Before TKTS – The First Discount Ticket Booth In Times Square

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Little trip down memory lane to an entry I did referencing Joe LeBlang, the owner of a tobacco shop whose entrepreneurial mind created NYC’s first Times Square discount ticket service in 1894, long before the 1972 opening of the current TKTS booth. (h/t again to Ken Davenport)

At the time shop owners would be given tickets if they agreed to place show posters in their windows. LeBlang collected the tickets his neighbor shop owners weren’t going to use and resold them at a discount and split the profits with the other shop owners. He became so successful, not only did theatre owners come to him with their unsold tickets, but the US post office had a special division dedicated just to his business.

Despite the fact they were providing him with tickets, show producers had a love-hate relationship with LeBlang, though they shared a mutual dislike for ticket brokers (Yes, apparently secondary market resellers have been a problem for over 120 years):

Leblang and the Producing Managers’ Association

Today it’s known as The Broadway League, but in 1905 it was called the Producing Managers’ Association and Leblang’s relationship with them rotated between adoration and contempt. Most Broadway producers were personal friends of Leblang, but loathed his business model, which they charged lessened the value of their product.

They made a number of attempts to run Leblang out of the business, but as Leblang went on to save a number of Broadway shows from closure he became an integral part of the Broadway show landscape.

Leblang’s War on Ticket Brokers

Leblang and The Producing Managers Association made no secret of their dislike of ticket brokers, which they agreed alienated the ticket buying public. Leblang devised a way to limit ticket speculation; his proposal in 1919 wasn’t readily accepted, but later on elements were used by Actors Equity as a barter to begin Sunday performances.

Adding A Throwaway Option Can Solidify Decisions

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Many arts organizations are seeing a drop in ticket sales and subscriptions this year which got me to thinking about a TED talk Dan Ariely did about how unwanted options helped helped people make a decisions, in some case spending more than the cheapest option.  I had done a post about it some years ago and thought about how it might be applicable to subscriptions.

Offer people options that don’t have value to nudge them toward purchasing more a bigger subscription package than they might have. I don’t know that it would transform a lot of single ticket buyers into subscription buyers unless we are wrong about flexibility being more important than price. A mini-subscription that offered flexibility and appeared to be a great value might have some success in getting single ticket purchasers to commit.

I also wonder if offering non-premium options with your show helps make them look more attractive than your competitors’. Ariely talks about another experiment where they offered people the option of an all-inclusive trip to Rome or Paris. In this case it is really apples and oranges since the two cities are in different countries have have so many different attributes to value. Once they add the option of going to Rome but having to pay for coffee in the morning, suddenly people preferred [all-inclusive] Rome over Paris by a larger degree due to the lesser option being available.

It doesn’t seem logical to me to think that given the option between the symphony and a free cocktail at intermission and the opera and a free cocktail at intermission, that people would flock to the orchestra if a no cocktail option for the same price was offered. But as Ariely points, out the decision being made are not entirely rational.

Do Factors Underlying Desire To Work From Home Herald An Increase In Creativity?

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Back in 2009 I wrote about a TED talk Dan Pink did on motivation. In particular, he discussed how monetary rewards was successful at motivating people in mechanical tasks, but when it came to problem solving and creative solutions, in many cases the greater the reward, the longer it took people to solve a problem.

At the time I wrote:

This may explain why arts people are able to create in the absence of monetary reward.

I wouldn’t let this get around lest people insist that paying you more may rob you of your creativity.

[…]
Pink says the new operating model should be based on:

“Autonomy- Urge to Direct Our Own Lives
Mastery- Desire to get better and better at something that matters, and
Purpose- The Yearning to do what we do in the service of something larger than ourselves.”

It seems like these concepts are beginning to increasingly manifest themselves as people start to consider work from home as an option and seek to embrace greater degrees of autonomy, mastery and purpose in their lives.

Pursuit of Low Overhead Ratio Is Starving Cultural Org Of Success

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For a long time now pursuit of a low overhead ratio has been viewed as a benchmark of good governance in the non-profit sector. There have been arguments against that view, but the perception doggedly persists. Recent research specifically focused on arts and cultural non-profits indicates that these organizations actually need to be spending between 30-35% of their budget on overhead in order to be successful.

I wrote a post for ArtsHacker on the topic recently highlighting this:

As we explained in the academic journal Nonprofit and Voluntary Sector Quarterly, we found that when arts nonprofits devoted 35% of their budget to overhead, they fared best in terms of attendance.

Attendance declined, by contrast, for organizations that spent extremely low and high amounts of their budget on overhead. Groups that spent far too little saw their attendance decline by 9%. Attendance for arts groups that spent way too much on overhead fell by 30%.

While there spending too much is definitely detrimental to attendance, a sizeable portion of non-profit cultural organizations are expending far below what is beneficial.

Hop over to the Arts Hacker post to get more detail about why pursuit of a low overhead ratio sends cultural organizations into a downward spiral as well as why the researchers insist there shouldn’t be a one-size-fits-all rule of thumb about expense ratios.

You Probably Need To Be Spending More On Overhead

Org Culture More Important Than Artistic Reputation

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A couple weeks ago Aubrey Bergauer hosted a LinkedIn conversation with Karen Freeman from Advisory Board for the Arts (ABA) to discuss what mattered most to arts professionals as they sought jobs in the arts. Freeman discussed a survey ABA conducted where they asked people to prioritize between different situations in order to drill down to what really mattered. An example Freeman gives is would you rather have great pay, but so-so benefits or a lower pay rate but with better benefits.

Among the criteria people had to prioritize were things like artistic reputation, work from home, diversity, equity, and inclusion (DEI), shared governance, professional development, etc., They had over 1500 respondents from organizations around the world, though with a slightly larger representation by U.S. based groups.

Freeman shared four findings among the many that she found most interesting. The first one revealed that respondents felt their current organization had medium healthcare benefits, good management, good job security, middle of the road flexibility with work hours, fairly good progress in diversity and equity and selective transparency. Freeman notes that a majority of respondents felt their organizations operated at the highest level of artistic quality which she attributes akin to a Lake Woebegone view that everyone is above average.

The second finding is perhaps the most interesting one because it provides insight into what arts organizations can do to retain employees (~13:30 in the video). In terms of what people valued most, Inclusive Culture was valued most and Other Office, which encompassed office space and technology fell at the lowest end of the range. Inclusive culture encompasses transparency, accountability, inclusive decision-making along with diversity, inclusion and equity.

Second most important was flexibility which includes flexible hours and work from home. Next is advancement, including opportunity to advance and supervise. Next is Manager which involves good manager, professional development and internal recognition. Health care and leave came next. Second to last was artistic reputation and community import.

This raises some interesting questions. There are already surveys that indicate trumpeting artistic excellence, while important, isn’t a top draw for audiences. Now we see it is almost at the bottom in terms of what organizational staff value. So perhaps it is time to examine the amount of emphasis being placed upon it.

I should note though that it isn’t clear how many of the respondents were creators and performers. Those groups may rate artistic reputation much higher than administrative staff.

Skipping to the fourth slide (~19:25) provides a little insight. When broken down by job role, people in the C-suite (aka highest paid person’s opinion) care most about artistic reputation (even more than artistic department) along with job accountability, manager quality and transparency. C-suite place least emphasis on job schedule flexibility, work from home and DEI.

When broken down by generation (~16:40), the starkest differences were that artistic reputation was most important to baby boomers and DEI was most important to Gen Z respondents.

Freeman also mentioned that they ran some simulations to make up for some potential flaws inherent to the surveying methodology they used to get the above results. In those simulations, when choosing between higher pay or artistic reputation, 54% of people would take the job with higher pay at a place with no reputation for artistic quality.

A second simulation they ran provided the choice between a place that had high pay, but hierarchical decision making, low transparency and accountability, and performative DEI against an organization with better culture on all these dimensions, but lower pay. In that case, 63% of people would take a job with the better work culture at the expense of better pay.

This was some new data for me insofar as what I thought were the start of trends are far more deeply held values than I anticipated. If you are similarly surprised, take a look at the video.

How Will Non-Profit Law Change To Meet Shifting Expectations?

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Gene Tagaki raises some interesting thoughts over on the Non-Profit Law blog on the question of how legal concepts and structures may need to adjust to reflect changing values in the non-profit sphere.  He lays out some thoughts in regard to Charitability, Philanthropy, Governance, Technology, Fundraising, Advocacy, and Employment.

I provide this list with the intention of sparking enough interest in folks to read more deeply because I am only going to touch on a few ideas that popped for me.

One question he raised was whether the IRS would need to adjust its definition of 501(c)(3) entities:

“Would relief of historically discriminated groups of individuals without regard to poverty or distress now qualify as charitable? Would the sale of alternative energy sources for personal use be charitable even if at market rates?”

Tagaki also points out that there is a growing shift in how fundraising is accomplished and how the work of social good is being framed. He notes that crowdfunding focused on supporting a specific project or individual versus organizations which help many. He also cites corporate efforts to “charity-wash” their activities by positioning themselves as reducing social problems.

“Fundraising trends also raise other legal concerns as nonprofit fundraisers face competitive pressure from those raising money from crowdfunding platforms to help specific individuals rather than charities, businesses proclaiming to do more social good than nonprofits, and entrepreneurs looking to both help charitable causes while creating for themselves an opportunity to earn substantial amounts of money.”

Finally, Takagi observes there is a trend not only toward remote work, but also shared leadership of organizations. This approach is likely to exist in tension, if not complete conflict with a hierarchical board governance model legally required of nonprofits in the US.

“Many organizations are struggling with this movement as there are clear and proven benefits with traditional hierarchies and the law is built on boards having ultimate responsibility and authority over the activities and affairs of their corporations. But there are shifts in power that are possible, and laws or regulatory guidance that confirm the appropriateness of certain delegations of authority may be helpful. What are some of the distributed leadership systems that would be helpful if recognized by sector leaders as good practice and by lawmakers and regulators as acceptable?”

As always, many things to think about for the future.

More Europe Performing Arts Orgs During Covid

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Last week German arts administrator Rainer Glaap made a Facebook post linking to the first ever study of theatres across the European Union (EU).  Additionally, some of the survey participants were non-EU members of the Creative Europe program.  Readers may recall I had made a number of posts looking at how various governments across Europe were providing financial support to artists during the height of the Covid pandemic.  So I was interested in seeing what this report had to say.

One of the biggest difficulties faced in putting the study together was all the differences that exist between European countries in terms of number of theatre, definitions of performing arts activities, funding policies, training practices, etc. There were numerous times the report noted the difficulty in making and apples to apples comparison.

However, there were a number of interesting things I pulled from the report. For instance, apparently France and Germany are the primary models for presenting/touring versus producing.

The so-called ‘French oriented system’ is based on productions, touring and selling plays to other venues making international co-production easier to fit in a programme. In a ‘German oriented system’ whereby theatres operate as production houses with in-house established ensembles, international co-production is less natural since the programme is set for the season.

Since the degree to which European governments subsidize the arts is a frequent topic of conversation in the U.S., having a EU-wide report on this number is obviously of some interest (recall this is an average from 39 participating countries):

“ticket sales in public funded theatres usually amounts to about 25% of the theatre budget. Commercially-oriented private theatres and independent companies however rely mostly on revenues generated from the box office and other commercial activities. Among the surveyed private theatre venues and companies, revenue from sales (tickets, admissions) constituted around 40% of their budgets before the COVID-19 pandemic.”

During Covid, many of the measures taken in European countries were similar to those in the U.S. Many shifted to streamed live or archived performances, with results ranging from innovative to downright disappointing. Others found ways to perform in outdoor or non-traditional spaces. Companies in a number of countries started working with hospitals, retirement homes, schools and universities to offer performances. Some organizations experimented with the drive-in theatre experience where people remained in their cars. There was an account of a festival in France which replaced the cancelled Avignon Festival which provided press exposure to smaller arts organizations which normally wouldn’t get it and apparently enabled the organizer, Theatre 14 to reach audiences not used to attending theatre. I am not sure how it was organized to encourage that. I assumed it might be outdoors in public spaces, but it appears the performances were held in physical performance spaces.

There were examples of efforts to provide better support for artists, both in terms of government policy:

Good practices are emerging, such as negotiating a minimum wage for artistic work in the theatre, also for people working on other terms than an employment contract e.g. in Austria or Finland. In some countries, such as Poland, new legal acts and wide-ranging regulations are created to support this professional group. In Belgium, the situation of artists resulting from the pandemic pushed the creation of a new type of ‘fair trade’ contract, in order to improve the contractual relations between artists and cultural operators. As a result of such a contract, a play can either be postponed or cancelled, but in the latter case part of the fees must be paid to the artists.

[…]

….The project was funded via the European Commission’s DG Employment and Social Affairs budget line for Information and Training Measures for Workers’ Organisations. It helped the unions to train and put in place a strategy in relation to organising, with a focus on freelance, self-employed and otherwise atypical workers in the Media Arts and Entertainment sectors.”83

As well as acts of solidarity:

Nau Ivanow, a cultural residence space in Spain that has a venue, decided that all income from ticket sales during the COVID-19 pandemic will be given to the performing companies and artists.
Also, since the beginning of the COVID-19 pandemic they decided to offer their two rehearsal spaces for free for the interested artists/companies.

[..]

Some of the [Romanian] public cultural institutions (National Dance Centre, National Heritage Institute, Clujean Cultural Centre, National Museum Complex ASTRA Sibiu, Studio M Theatre in Sfantu Gheorghe) announced that they did not attend this funding session in order to show their solidarity with the independent cultural operators, whose resources have been drastically diminished, and who were less eligible for support than state funded institutions.

The report also made some recommendations for the future which I will probably cover in my post tomorrow.

Arts Orgs Are Shifting Approach Post-Pandemic, Will Grantmakers?

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A link to a video presentation about a study the Michigan Arts and Culture Council commissioned of SMU DataArts popped up in my feed last week. I am not sure what inspired me to listen all the way through because I am glad I did. There were some small unexpected revelations that popped up.

For instance, right around the 30 min mark director of SMU DataArts Zannie Voss discusses how Michigan arts organizations have a higher median working capital than the national median, however the average working capital was quite a bit lower than the national average. (Reminder of median vs average) But both the median and average were close together which Voss says is unusual. After some investigation she found this was due to Michigan arts organizations having smaller budgets than the national average.

This carried over to organizations who primarily served BIPOC communities versus those who did not primarily serve BIPOC communities. Overall BIPOC serving groups in MI had the same liquidity as non-BIPOC serving groups in MI, whereas nationally BIPOC serving groups are more liquid than non-BIPOC groups.  This is due to the fact that in MI the budget size of both groups are closer to each other than their peers nationally.  Generally smaller organizations tend to be more liquid than larger ones.

Voss delves more deeply into this factor by noting that smaller BIPOC serving organizations especially tend not to grow large because there is a lot of unrecognized sweat equity being invested by people. This is one of those “you have to have money to make money” situations. If an organization can’t show a cash expense because so many people donate their effort, they don’t meet foundation/donor funding thresholds to receive more money.

She the moves into recommendations for funders as organizations try to recover from Covid restrictions. The first one is to “support grantee defined strategies for recovery and adaptation” and to “place bigger bets on BIPOC serving organizations who have been disproportionately by the pandemic and racial injustice” on the scope of decades rather than a couple years.  Another is to provide capacity building by supporting salaries and benefits for staffing and other operational expenses.

Specifically she encourages funders to focus on capacity building over organizational growth.  Instead of pushing organizations to add programs, granters should encourage organizations to set down deeper roots to ensure stability.

Likewise she advocates for the exploration of different business models, multi-year grant commitments and encouraging arts organizations to build cash reserves.

None of these suggestions are particularly new, but the pandemic reignited the discussion of many of the issues and created a context for implementing policy changes going forward.

Wait, Top MBA Programs Block Grade Disclosure?

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This post might go a bit on the cerebral side, but bear with me it should go along pretty quickly. Thanks to Marginal Revolution blog I learned that top MBA programs have a policy of grade non-disclosure (GND) which prevents students from revealing their grades or grade point average to potential employers.  This only applies to full time MBA students, not part-time students even if they are taking the same classes taught by the same professors.  This provided something of an opportunity for researchers to do a study  by making comparisons between the two groups.

What they found was:

We study the effects of grade non-disclosure (GND) policies implemented within MBA programs at highly ranked business schools. GND precludes students from revealing their grades and grade point averages (GPAs) to employers. In the labor market, we find that GND weakens the positive relation between GPA and employer desirability. During the MBA program, we find that GND reduces students’ academic effort within courses by approximately 4.9%, relative to comparable students not subject to the policy. Consistent with our model, in which abilities are potentially correlated and students can substitute effort towards other activities in order to signal GPA-related ability, students participate in more extracurricular activities and enroll in more difficult courses under GND…

What most interested me was the idea that while student effort decreased when they knew their grades wouldn’t be reported to potential employers, they were more likely to engage in extracurricular activities and take more difficult courses. (It should be noted most part time MBA students are already employed and taking classes for promotional opportunities. If their employer is paying, it is often contingent upon maintaining a certain GPA)

I recently made a post about how classroom grades are not an accurate reflection of future performance or capacity, extrapolating that to comment that not all metrics are meaningful to decision making. This is a similar situation. While they may prefer to have GPA revealed, employers will hire MBA graduates from top programs due to reputation, networking and the fact one was admitted to the school signals something about their economic, social and educational background.

Similarly, the work of top arts organizations in communities is perceived as valuable due to reputation, networking, and status of people attending associated with it. Like economic impact, none of these factors can be used to measure the quality and value of the work in the community.

Organizations with resources can afford to pay for product created by the highly skilled and provide a great experience. If that attracts people from out of town so they spend in restaurants, shops and hotels, then a lot of people are happy for its presence.

But if people within walking distance of the space don’t feel welcome there, does the organization have value to the community?

Neighbors feeling welcome may be just as problematic a metric as others, but why is economic impact the standard against which all cultural organizations are measured?  I feel like there is a growing trend on a local level toward valuing sense of welcome, especially post-Covid. Though I would argue given the mission statements of most non-profits, welcome should be more important than economic impact.

To a large degree we make conscious decisions about what is most important when we choose where to live, work, and play based on myriad personal and social criteria.  But we like to eliminate the nebulous factors and hew to lists created using arbitrary criteria. Which is why you can see five Best Places To Live articles a week where only a few places overlap. It is fun to see your favorite places on the list, but is that information helpful for decision making?

Would You Pay For News In Return For Tax Credits?

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There was a story last month on Nieman Lab looking at how successful a tax credit for digital news subscriptions has been in Canada.  The intent was to help news organizations stay in business and according to the article, there is a similar bill being considered in the U.S.

Unfortunately, the number of people taking advantage of the program, which allows you to write off 15% of your subscription, has been pretty small. Only about 1% of Canadian taxpayers claimed a credit and some news organizations didn’t apply to be part of the program.

Some news orgs that may have qualified have declined to apply. A number of those that were deemed qualified Canadian journalism organizations have pitched the tax credit to existing subscribers, and used it as a perk to entice new ones.

At The Logic, … information on the tax credit was sent to all existing subscribers and advertised to potential subscribers, …

The end result was “negligible,” Skok said.

Rather than prompting new subscribers to sign up, Skok said, “the people who would have subscribed anyway are using the credit.” Skok suggests that subscribers weren’t swayed because they wouldn’t see the benefit until tax time and because the 15% credit was too low to change many minds on paying for news.

That doesn’t bode well for the corresponding bill proposed in the US which covers 80% of the subscription cost, but requires a multi-year commitment.

…cost of a local newspaper subscription or donation to a local news nonprofit in the first year, and 50% in the subsequent four years. So in order to earn the full $250 credit, you’d have to spend at least $312.50 on subscriptions or nonprofit news donations in the first year, or $500 in the following four years.

That’s a lot more than what most Americans pay for local news currently. Just 20% of people living in the United States say they pay for online news of any kind,…

However, the news outlet doesn’t need to be digital print media. It could be a local television or radio station as well so presumably NPR and PBS stations could benefit by seeing larger donations over multiple years.

Unfortunately, since this is a tax credit, people in lower income brackets who don’t pay taxes wouldn’t benefit if they made an attempt to support local news outlets.

What caught my eye in the article about the US bill is that it incentivizes small businesses to increase their advertising. My first thought was that this would benefit arts organizations until making the obvious realization that most arts organizations don’t pay taxes. On the other hand, it might allow arts organizations to promote activities which generate taxable unrelated business income and bolster an additional income stream.

A tax credit of up to $5,000 for small businesses that buy ads in their local publications. Small businesses could use this tax credit to advertise with local news sites, newspapers, television, or radio. As with the tax credit for individuals, local businesses would foot 20% of the costs the first year and 50% in the following years. So a local business could quintuple their current advertising in Year 1 and double it in Years 2 through 5 at zero net cost. Under the Senate bill, to qualify as “small,” businesses must have no more than 50 employees.

From what I can tell, the House version of the bill went to Ways and Means committee last June. Unless it got wrapped up in another bill it may be languishing there.

As great as this bill, which has bipartian support, may sound in terms of reviving local journalism, the article notes that most local news outlets have been bought up and drained of assets by hedge funds. So a lot of the money would end up being channeled to large corporations despite the limits on employees in the bill’s definition of local news entity.

On the other hand, the opportunity to garner greater support may see the emergence of new news outlets on the local level.

Art Reflects Life. So Should Your Mission Statement

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Scott Walters made a Twitter post yesterday that suggested organizations start their existence with a Quality of Life Statement rather than Mission Statement or Values Statement.  Intrigued about where he was going with this, I popped over to his blog post on the subject.  He starts with a brief criticism that non-profit mission statements are usually so broad they are meaningless and pretty much interchangeable with those of other organizations.

He moves quickly into discussing the concept of quality of life statements (QoLS) proposed by Shannon Hayes. Hayes focus is mostly on use of QoLS by individuals and families to determine how they want to conduct their lives and relationships.  Walters does a good job of showing how answering the questions Hayes suggests for developing these statements can be applied to arts organizations.

For example:

2. “List the people that you want to populate your daily life.

…I sincerely believe that, if this question had been discussed long ago, the 6-day/8-performance week of most professional theaters would never have happened. The current theater world is notoriously hostile to families and extremely difficult on relationships. It can be very difficult to just have a life outside the theater. How might your theater support growth and happiness of members’s whole lives, not just their artistic lives?

3. “Describe the home and land surrounding you as you want it to be

…For instance, are kids welcome to hang out at rehearsal, even if they are not quiet like a mouse? Is there a theater cat? When a spectator opens the door, how are they greeted? What about after the show–is there a place for the spectators to gather to have a refreshment and talk about the show? Do the performers join them? If an audience members encounters a company member at the grocery store, how do you want them to talk to each other? How is that embodied by the way you lay out your space?

There are five points in total that Walters cites and comments on similarly. Now as we move into a next normal environment and recognize the need to do better in serving our community and meeting diversity, equity and inclusion, even established arts organizations would do well to use these questions as guides to their introspection.

While QoLS are focused on a family/organization’s internal members, Walters implication that the resulting conversations should inform external facing statements of mission and values that reflect the specific existence of the arts organization is valid.  Even if you don’t go through the practice of answering questions to develop a quality of life statement, a mission statement should grow from the reality of who you are rather than from a boilerplate form.

Monopolies, Not Lack of Curiosity May Have Killed American Theater

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Scott Walters is a blogger I started following 15+ years ago. His work has gone through various focuses and iterations, but is always very interesting and insightful. He recently returned to the blogosphere with posts on Theatre Inspiration. He started out with a series on the wrong turns theater has made in the United States. Just as you will often see articles about how classical music concerts weren’t always the staid, rule-bound affairs they are today, Walters points out we didn’t always do things  in theatre the way we do now.

Walters says the first wrong turn theatre made was the birth of The Syndicate. While it no longer exists its influence is deeply entrenched in current practices.  One of the first blow your mind facts he lays on readers is that there used to be TONS of performances spaces around the country from which artists made a relatively good living.  In 1900 Iowa alone had 1300 opera houses. I looked it up, the population of Iowa was 2.2 million in 1900 and about 3.1 million today. I think it is safe to say there are far fewer venues now than there were then despite the increase in population. This somewhat belies the notion that a lack of interest and investment in the arts is the result of the United States’ founding by stoic Puritans.

Walters writes:

The same was true across the country. Often, one of the first things that was built in towns as they were founded were “opera houses” (i.e., rooms for performances to take place). They weren’t necessarily elaborate, but they were important to townspeople. Music, theatre, dance were all important to communities, no matter how small, and performers were able to support themselves providing that work.

Basically actor-managers would travel the country with their troupes arranging for gigs for themselves. This changed in 1896 when a group of six men who owned a string of theaters across the country got together and formed The Syndicate, in part to cut down on competition with each other and increase efficiency so that a tour didn’t show up to the same town ready to present the same show. However, as they gained power and influence they were quickly able to squash competition and require artists that wanted to perform to contract with them for whatever price they decided to pay.

If you are thinking, with thousands of performance spaces scattered throughout every state how could they have possibly ended up controlling them all? The very decentralized nature of venue ownership should work against them, right? Well that was the same thought about the internet, wasn’t it and look how that turned out.

But the reality is, they didn’t need to control it all. Walters quotes Landis K. Magnuson:

Although the Syndicate controlled the bulk of first-class theaters in the major metropolitan centers, the fact that it controlled the theaters in communities located between such theater centers provided its true source of power. Without access to these smaller towns, non-Syndicate companies simply could not afford the long jumps from one chief city to another. Thus the Syndicate actually needed to own or manage only a small percentage of this nation’s theaters in order to effectively dominate the business of touring theatrical productions–to monopolize “the road.”

The Syndicate used their power to drive artist managed groups and rival venues out of business. Many tried to resist. Sarah Bernhardt would only perform in tents in an attempt to avoid Syndicate controlled theaters. The Syndicate would tend to book lighter, entertaining fare instead of serious drama. Walters quotes writer Norman Hapgood who observed this suppressed the work of many talented playwrights and actors.

Since The Syndicate was based out of New York City, that was where the tours originated and therefore where all the shows were cast. The impact of this persists today and people have long wondered why it is necessary for actors who live in NC need to move to NYC so that they can return to NC to perform.

Walters writes:

If all this sounds familiar, it’s not surprising–little has changed since 1900. Theatre is still controlled by risk-averse commercial producers and theatre owners who are interested only in using theatre to make a tremendous profit through the production of shallow, pleasant plays. And theatre artists still feel pressured to live in New York in order to have a hope of making a living, because regional theatres across America do most if not all of their casting there. Artists are thought of and think of themselves as employees who must ask permission (i.e., audition) in order to do their art, and are told who they will work with, when they will work, and where they will work.

Walters’ work is deeply interesting in a time when the performing arts industry is considering what changes will be necessary to adapt to changing expectations and operational environment. Take the time to read it and reflect on some of the forces and events that have gotten us where we are today.

What’s Been Learned So Far About Offering Virtual Theatre

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American Theatre released results of a survey about virtual theatre offerings during Covid this week. Respondents represent 64 organizations from 25 states.

As you might already imagine, the bad news is that virtual programming was not financially viable for nearly all organizations.

Many experienced a promising initial swell of audience interest in the early months of 2020, but also a disappointing and steady subsequent decline in interest over the past year or so. Companies that sold tickets at pre-pandemic prices almost uniformly experienced a significant dip both in number of tickets sold and box-office revenue compared to the outcomes of similar in-person plays produced during previous seasons; some companies experienced only moderate drops, while for others, the change was drastic.

[…]

Theatres that conducted their own surveys to gauge audience feedback on virtual offerings found that while the quality of the work was typically quite appreciated, audiences consistently expressed a strong preference for live, in-person theatre and saw the virtual version as a better-than-nothing alternative to no theatre at all.

Some theatres found their production costs were less than live performances, mostly due to having smaller casts, production and support crews. Others found it was actually more expensive to create virtual content.

There were some upsides reported, including expanded and increased access:

Many noted that virtual offerings served as an important way to engage their core audience base and maintain donor interest during a time when this would not be possible without the internet, producing ripple effects that cannot always easily be quantified: Most theatre companies reported increased donor support in the early months of the pandemic, and it’s possible though hard to measure whether a sustained virtual presence may have bolstered donor interest. Other companies who may not have seen an overall increase in ticket sales nonetheless reported a promising increase in viewership from younger virtual audiences.

…more than a third of respondents praised virtual theatre for increasing accessibility for those not able to attend in person, whether due to disability, health issues, transportation barriers, or living in rural areas far from the nearest theatre company. As Liz Lisle (she/her), managing director of Shotgun Players in San Francisco, put it, “For us, it is not an economic question—it is an accessibility and engagement question.” Measuring by revenue is “the wrong frame. Virtual theatre brings greater engagement.”

There is a great deal more detailed observation discussed in the article that can offer insight to organizations of multiple disciplines. One thing that seemed to be clear to most respondents is that providing virtual content isn’t simply a matter of putting cameras and sound equipment near a performance executed in a generally conventional way. The quality often compares unfavorably with professional video & film production.

Many respondents seemed to feel the best course was to provide content which supplemented or complemented a live performance. The value added element seemed more suited to achieving goals and fulfilling expectations.

Though that approach leaves people who have difficultly accessing physical spaces without the option of experience the full production. There is certainly an opportunity for those with the resources and expertise to meet an unmet need of providing virtual performances to this segment of the population nationally and perhaps internationally. I wouldn’t be surprised if people are already pursuing further experimentation with the virtual theatre form.

The American Theatre piece bears the title “The Jury Is In on Virtual Theatre,” but I think it is a little too early in the process of exploring virtual theatre offerings to make that claim.

Do Me A Favor And Get The Word Out?

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Seth Godin recently made a post where he noted that while at one time asking someone for a favor involved a personal, one-to-one appeal, email lists and databases have made it easy to make a more impersonal appeal to a broader range of people.

While you may be thinking that posts about the evils of spam is so early oughts, there is a distinction in that a lot of spam is delivered to people with whom the sender has little, if any type of relationship. Godin is noting that technology has made it easier to degrade more established relationships.

If you ask 100 people for a favor to “get the word out,” then of course you don’t care so much if 80 or 90 people decline. The problem is that you’ve just hurt the relationship you had with these people (as thin as it was) as well as made it more difficult for the next person, the one who actually put some effort and care into making a connection.

The honest first line of the programmatic ask is, “I’m using you to get what I want right now, because I didn’t plan ahead, care enough or show up with enough generosity to do it the old way.”

[…]

Just because you are in a hurry, know how to use mailmerge and have figured out how to hustle people doesn’t mean it’s a good idea.

At the risk of sounding stupid for stating the obvious that the post-Covid world has new expectations, there are signs that a lot of people didn’t get that message and are returning to their offices, dusting off their desks, starting their computers and picking up where they left off.

Do me a favor and get the word out?

How Much More Tolerance Left For Crushing Summer Internship As Career Starter

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When I was an undergraduate, and even after I graduated college, I applied to work at the Williamstown Theater Festival, one of the most prestigious summer theaters in the country. Recent reporting makes me think I may have dodged a bullet when I wasn’t accepted.

You may have seen that back in July, the sound crew all walked off the job to protest long hours and unsafe working conditions at the festival. This week additional reporting by the L.A. Times revealed a greater extent to which these conditions existed, impacting the well-being of interns and apprentices.

Seffinger spent the summer rigging and focusing lights by hand for up to 16 hours a day. While crawling in the restricted space above a Williamstown stage to hang a power cable, he hit the back of his head on a horizontal metal support pole and suffered what doctors later diagnosed as a concussion.

He said he had been explicitly instructed during orientation to remove any hard hats when climbing in this area, or any stage space at height; according to Bagwell, Seffinger’s supervisor, the festival’s hard hats did not have chin straps and could potentially drop into the house and hurt someone. Seffinger used his own health insurance coverage for the hospital visit, otherwise, he would have had to pay out of pocket with no assistance from the festival. And he was ineligible for workers’ compensation, as interns were categorized as unpaid festival volunteers.

Those interviewed for the story cited fear of career impacting reprisals and concern about the strength of claims kept them from filing claims with OSHA and the state of Massachusetts. As well that:

Without money, major credits or other benefits to fall back on, young theater artists were not in a position to speak up against safety issues, overwork or lack of opportunity without risking retribution. Those who did make in-person complaints to supervisors and schedulers were either ignored or instructed to grin and bear it,…

One woman interviewed for the story said her parents took out a loan to cover the $4000 apprentice program fee which was supposed to provide her education and experience toward an acting career, but required so much work from her that there were no opportunities to learn or perform.

It was made clear that “festival needs” — a shorthand for the litany of tasks required by the star-studded marquee productions — came before any educational or creative opportunity. Many times, Ayala found herself ditching her acting classes to save her energy for her next shift or recover from her last one.

“It was hard when the projects that were supposed to be my opportunities felt like the bottom of an endless list of tasks,” said Zeftel. “No one has time to be a collaborative artist because they’re being utilized as cogs in the machine to make the festival’s biggest priorities happen.”

Apprentices’ chances to act were scattered across smaller, one-night-only projects that rehearsed and played at odd overnight hours, but they could do so only if they weren’t assigned to other, more menial tasks. Three sources told The Times that it was not uncommon for an apprentice to go an entire summer without acting in anything.

I definitely worked long hours for little pay at summer theaters, (as well as year round theaters, for that matter), and while the culture has long demanded that the individual subsume their lives to the needs of the production, I was never in a situation as bad as described in these articles.

I was certainly miserable at times. When the conversation about kids today needing to pay their dues, I don’t wish the same experience on others. Learning the ropes of any job will always be difficult and frustrating. Just as we need to let our physical body rest to recover from endurance and strength building exercise, so too do we need emotional and mental rest so we can develop and employ our additional capacity.

As business journals try to analyze the motivations behind the current Great Resignation, it would behoove the theater world to note that people have left jobs that were far less onerous than the internship/apprenticeship conditions that exist. If any sector needs to change their business model quickly to respond to the times, it is arts and culture.   These practices were never the most constructive element in the career pathway in the best of times, it would be surprising if they remain viable at all going forward.

Running An Intellectual Property Rights Grabbing Contest Isn’t A Good PR Move

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Laura Zabel, Executive Director of the awesome Springboard for the Arts posted a important Twitter thread on being mindful about the way you solicit creative work from the community.

Read the whole thread, it is short but she makes the important point that you may be asking creatives to do a lot of free labor on spec and if there is only a couple winners, most won’t see any sort of reimbursement for their time. She suggests that a request for proposals (RFP) might be more appropriate. She likewise reminds readers to make sure the planned remuneration, whether it is contest prize or fee for services, is appropriate for the level of effort people will need to invest in your project.

Perhaps most importantly, she urges people not to use any language which claims all the intellectual property rights for anything that is submitted. She notes that many templates have this language in it so even if it isn’t your intention, you could be making a “rights grab.”

Manspreading Of Buzzwords

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Apropos to Monday’s post on Jargon vs. Lingo, a link came across my social media feed yesterday featuring an interview with Anand Giridharadas by Mariana Mazzucato, a professor at the University College of London on the topic of philanthropy .

There is a moment right around the 23:00 mark where Giridharadas refers to a situation where the “…manspreading of certain languages which render native speakers in various institutions illiterate.”

Basically what he says happens is that advisors or consultants come in and start challenging practices, wielding terms like “leveraging synergies” and “boiling the ocean” to make it seem like the shorthand language you use internally to accomplish things is not sufficient to achieve success.  Giridharadas says this allows people to come in from outside and make people feel inadequate in their familiar home environment. It shifts the power dynamic by establishing their expertise while positioning natives as no longer credible.

He points out that people who have achieved relatively high levels of success in industries like education, arts and aviation don’t tend to decide this expertise can be applied to other industries, but people in the commercial business world will feel they are qualified to direct the efforts in other realms. Giridharadas specifically mentions charities, non-profits and the arts as industries often feel their commercial skillsets will transfer to.

Now none of this is to say that non-profits and the arts don’t have issues like insularity and diversity, equity and inclusion, among others that need to be fixed. But with some exceptions, the solution to these problems can be achieved with plain speech and the native jargon of the organization without the necessity of introducing buzzwords.

Mazzucato also made an interesting point about the commercial world employing a paradigm adopted from a now outdated physics worldview. She says economics finds it convenient to employ Newtonian view of equilibrium to justify a laissez-faire policy–the idea governments shouldn’t interfere because the system will self-correct. However, she notes that physics has moved on to the quantum physics model where there are higher degrees of uncertainty and randomness. These are factors probably a more appropriate paradigm for economics since individuals, social structures and behaviors do not easily conform to the predictability of an equal and opposite reaction.

To be clear, she is not saying economics should look to the quantum model to figure everything out. She just makes the point that scientific models have shifted as observations about the world have been tested and economics seemed to glom on to a convenient metaphor/model that conformed to a desired outcome.

 

 

The “You Didn’t Pay Enough Last Time” Approach To Fundraising

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Nod to Artsjournal.com for posting David Rohde’s examination of how viewing new ticket buyers as donors immediately after their attendance experience is extremely detrimental to arts organizations. He specifically addresses how the Metropolitan Opera’s use of telemarketing in this manner is leading to its demise, but they are not the first or last arts organization to employ this approach.

There have been others who have written about what it says when I person who has just seen a production for the first time gets a call or email asking for a donation or to become a subscriber a day or two later. However, I don’t recall anyone invoking quite this perspective:

From the patron standpoint, the problem here is three-fold. First, name another product or service that announces after it’s won a new customer that they underbilled you and you’re not welcome back until you fork over more dough for the first time.

He goes on to say that Metropolitan Opera ought to be playing up the benefits it has over its Broadway neighbors:

The Met’s goal with any new patron should have been to get them to tell five friends about how exciting it was to attend the opera and bring them all the next time….

The seating in the theater is more comfortable than in the typical Broadway theater, where the audience rows are often jammed up against each other. There’s no chance of missing the story in an opera because of the English titles on the seatbacks in front of you, compared to Broadway’s blasting of amplification that often seems disconnected from whoever’s singing or speaking on stage.

And the opera intermissions are longer and can be more of a party, especially at the upper balcony/bar level that inevitably attracts a fun crowd on La Bohème nights, compared to the rushed crush of bodies in a Broadway intermission that always ends in a mad scramble back to the seats for Act 2.

Rodhe’s overarching point is that relationship building is what will enable organizations to endure through the next crisis that may emerge and telemarketers just aren’t equipped to create those relationships.

TikTok As A New Employee Training Manual?

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Daniel Pink made a tweet today that I immediately bookmarked so I could go back to it.

I hadn’t noticed at the time that this was year-end summary type article that reviewed the best advice entrepreneurs had given in 2020. There are a lot of interesting bits of insights covered here, some of which are more applicable to arts organizations than others.

The “What Would Your Replacement Do?” question referenced in Pink’s tweet was one of those with broad application. It refers to a mental exercise Upstart co-founder Dave Girouard would use to keep himself from getting too complacent:

…what would happen if tomorrow my board got together and fired me,” says Girouard….And if they bring her in and she starts at Upstart — what would she do differently than what I’m doing? I think about that for a while, and then I tell myself, ‘Why the hell aren’t you doing those things?’ It’s just this weird game I play to get myself to recognize that while I’m doing some things okay, I can be lulled into a place of feeling good about myself when I’m probably not doing some other things very well.”

The first bit of advice on the list caught my eye because it was a list of 40 questions to ask on interviews. The list is obviously written for the commercial sector and pretty heavily geared for start-ups there were still quite a number that would easily suit non-profit arts.

Things like: “What’s something that would only happen here but wouldn’t at other organizations?”, “When you’ve done your best work here, what about the culture has enabled you to do that?”, “What would 1:1’s be like with my direct manager? What types of topics would we discuss?”, “What is the title of the most senior underrepresented person at the company?”

“If I asked your investors what they’re worried about, what would they say?” –this one caught my attention because I immediately thought to replace “investors” with “board” which got me thinking about how well the organization might be communicating issues with the board and if the board was paying attention.

An article about Job To Be Done (JTBD) also caught my attention based on the statement: “People don’t simply buy products or services, they ‘hire’ them to make progress in specific circumstances.” This is often the case with people and arts and cultural experiences. People value the experiences across multiple dimensions.

Sunita Mohanty, who was interviewed for the article said she often uses the following prompt in relation to product development.

Which she says translates into the following: “Peloton JTBD: When I need an option to workout, but I can’t go to my favorite studio, help me to get a convenient and inspiring indoor workout, so I can feel my best for myself and my family.”

Off the top of my head, the way this might translate for an arts situation might be: “When I am seeking opportunities to spend time connecting with my family and friends, but I have trouble identifying places we feel completely welcomed, help us see ourselves and our stories so we feel acknowledged and valued in the broader community.

There is a lot of really valuable advice about hiring, evaluation, office culture, and diversity and inclusion listed in the article. As tempted as I am to cover them all, I don’t want to make this post super long. Many of the ideas intersect with other posts I have made or other articles that are out there.

But one idea that never came to my attention before was use of asynchronous video tools as a form of communication and new hire training.

In the early days of building Drift, I was using WhatsApp all the time. It was easy to record and send videos quickly. And so I started to communicate to my senior leadership team mostly asynchronously through video and audio messages,” says Cancel. “If we have a problem, we’d make a quick video on what we sucked at, how we fixed it, the results, and what we learned.
[…]
But Cancel has also noticed other benefits. “It allowed me to really think through what I was saying, versus just getting in a room with someone or having a back and forth in text messaging or a phone call,” he says. “It was the sharing aspect that really made it an effective tool for us — all of a sudden we had old videos on different topics that we could share with people who were starting their journey at Drift in their onboarding process…getting everyone focused, and helping folks understand why we were making decisions, giving us an ability to be transparent in a way that we couldn’t before.”

Given that so many people feel comfortable making videos of every little move they make, this struck me as a pretty viable practice in arts organizations and one that might even inform creative works.

Going Corporate

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Drew McManus came out with a really strong entry in his Shop Talk podcast today. He talks about transitioning from a non-profit arts career to a commercial career with guests Marc van Bree and Ceci Dadisman, who shifted from orchestra/opera to companies which handle e-commerce shipping and real estate, respectively.

Some of what they say is a little hard to hear. Van Bree and Dadisman talk about the lack of investment/mentoring in employee skill and professional development in non-profits and the low tolerance/preoccupation with failure and mistakes. While this can definitely be attributable to lack of resources and the recording could support a plea to funders to allow money to be used in this area, the guests suggest there are fundamental practices non-profits are failing at that no expensive CRM can fix.

While he was reluctant to use the word “regret,” van Bree said he wonders how much further along in his career he would be if he had started in the commercial sector rather than non-profit.

As the conversation moves on the guests, acknowledge that a corporate environment can be extremely toxic and pretty callous, especially when it comes time to “right-sizing” the employee base. Van Bree makes the observation that work culture follows results, not the other way around. Ping-pong tables and free beer won’t yield great results, but great results can create a positive work culture that doesn’t need ping pong tables to feel fulfilling–a situation which is not exclusive to either commercial or non-profit environment.

The conversation turns toward the difference between an entity focused on creating value vs. generating profits. In the commercial world the latter can manifest in a company whose focus is to look so good on paper they get bought out. Things can go to hell quickly if the company isn’t bought out–and can go to hell immediately after the buy out when that impetus is removed.

Near the end Drew asks what his guests felt they brought from the non-profit world that they wouldn’t have had otherwise. Both mentioned that having a broad skillset, both theoretical and practical, and vocabulary that allowed them to speak the language of other departments was something that their colleagues who had been on a more narrowly focused track didn’t possess. (Though Van Bree says knowing how to fix everything and being tempted into doing it may have gotten him in trouble a couple times.) Van Bree said that having to interact with so many different non-profit stakeholders from audience to board members provided him with a very broad range of social skills and savvy.

There is a lot of really poignant reflections and observations made so it is worth paying close attention as you watch/listen. Especially if you are a sci-fi/fantasy fan and understand the Star Trek and Lord of the Rings metaphors at the end which are particularly spot on.

One quibble I did have with the guests comments. After Van Bree wonders about his career path had he started in a commercial career, he suggests that had he gone into non-profits in his 60s after a commercial career it would have been an atypical career arc. I actually think it is all too frequent a path and may be the cause of some of the non-profit arts world’s current woes. So many times we see someone appointed to the top executive position of an arts organization having come from health care, energy sector or other corporate environment.

Dadisman and van Bree said they face some skepticism transitioning to commercial jobs about whether they had the capacity to work at that level, but there doesn’t seem to be the same barriers for people going straight to the executive suite of a non-profit without much prior experience in the field.

I am increasingly beginning to believe that may be adversely impacting the artistic missions of many organizations.  While protecting monied interests from being offended has always been a factor, in these times when the importance of equity and inclusion has been brought front and center, I have observed two separate executives violate their most publicly stated core value about equity in the face of very mildly controversial content (i.e. akin to child perceiving parents divorce is their fault when the facts may be otherwise). Even when this lack of consistency has been pointed out, they stick to their decisions and then continue to publicly announce their core value about equity without any sense of irony. I feel like this comes from a very corporate focused cover your ass and keep repeating slogan mentality.

 

Two Shows, Three Trucks

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I was talking with an agent for some Broadway show tours this week in order to get a sense of what things might look like for productions in Fall 2021/Spring 2022.  I was intrigued to learn that they were considering sending out two shows in repertory.

What that means is the same cast and crew rehearse so they are capable of mounting two different shows. This was once a common practice in theatre, and is still not terribly uncommon, especially among Shakespeare festivals.

I have seen some smaller touring productions offer this option, but never heard of it on the scale of a Broadway touring show. Given that you can do so much with projections these days, they can cut down on built set pieces to allow the tour to go out with the same number of trucks a Broadway tour of a single show would.

I am not sure if this is the right solution, but this is the first group I have spoken with that seems to acknowledged that times have changed and touring productions need to adopt new approaches.

This offers an opportunity to be more responsive when it comes to routing a show. Usually the tour of Show A will have one schedule and tour of Show B will have another schedule. It doesn’t help either me or the production company if Show A is touring near me but I want to see Show B.  The repertory approach means they can send one tour out and perform one show 150 miles away and then another show in my venue.  Since they are only sending one tour out with one set of cast and crew, there is a potential to save money vs. sending the two shows out separately.

If they were particularly well-organized and a venue had the space to shift and store things, they could feasibly do one show one night and the other show the next night and have the labor costs involved in doing so be economical for the venue.

How this might impact the quality of the show and the production values people expect, I don’t know. It is absolutely possible to execute a high quality experience with the investment of enough attention.

I suspect the first year or so of post-Covid touring will be an environment that will see even tours of single productions stumbling to find their footing and how well they handle that will be the biggest factor in the success and quality of their product.

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Butts In The Seats by Joe Patti is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License.
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