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Arts & Job Crafting

September 4, 2012

by:

Joe Patti

Apropos to yesterday’s Labor Day holiday there was a blog post on the Harvard Business Review site back in June about job crafting, basically changing aspects of your daily activity to make your job more enjoyable.

I thought many of the suggestions cited by the author, Amy Gallo, were particularly applicable to arts organizations. Arts employees are apt to feeling burned out and unfulfilled due to wearing many hats and having a large workload.

But compared to many other types of businesses, employees of arts organizations generally have a fair bit of freedom about how they accomplish tasks. Employing a little creativity in the process isn’t likely to be viewed as disruptive and might even be applauded.

One of the first suggestions Gallo mentions is examining oneself to assess whether the problem might be that you are simply prone to being dissatisfied all the time. Another is to think about ways to change your outlook about your job and perhaps form emotional connections with colleagues and co-workers.

Next is to look at restructuring the job itself:

“Spreitzer and Wrzesniewski suggest using a job crafting exercise to redesign your job to better fit your motives, strengths, and passions. “Some people make radical moves; others make small changes” in how they delegate or schedule their day,…For example, if your most enjoyable task is talking with clients, but you feel buried in paperwork, you might decide to always speak with clients in the morning, so you’re energized to get through the drudge work for the rest of the day. Or you might save talking with your clients until the end of the day as a reward.

If it’s not the work you dislike but the people you work with, you may be able to change that too. Wrzesniewski says she has seen people successfully alter who they interact with on a daily basis to increase job satisfaction. Focus on forging relationships that give you energy, rather than sapping it. Seek out people who can help you do your job better”

In some respects, the fact that just about everyone performs multiple functions in an arts organization can be an asset to job crafting efforts. Lacking concrete job boundaries, people can swap some of their duties a little bit. What is mind numbing to one might provide a refreshing respite to someone else. One thing I have appreciated about the arts jobs I have had has been the ability to get up and away from one task to do essentially all of the things Gallo mentions.

I have been able to attend artist outreaches to see the impact of our work on people in the community. I can talk with colleagues and patrons and develop connections with them. I have been able to get up from my desk to stick my nose in on rehearsals and classes to get some inspiration. Walking around to inspect facilities and equipment or setting my hand to some physical task often provides the distraction my mind needs to find a solution that wasn’t coming sitting in front of my computer.

creativity, Management Philosophy, Working In The Arts

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If You Meet Mozart On The Road, Kill Mozart

August 29, 2012

by:

Joe Patti

Back in June there was an interesting piece on The Creativity Post about the Mozart Myth.

The Mozart myth goes something like this. Some people are born with talent so tremendous that music and other cultural products spring from their minds fully-fledged, as if by magic. Mozart, so the myth goes, would compose his symphonies in one sitting with nary a revision through a single act of inspiration. The more generalized myth, popularized by writers such as Arthur Koestler, is that all creative people work this way.

The authors, Michele and Robert Root-Bernstein, recount a story about a student they had who had made it big with a rock song in his first year of college, but when it came time to do a follow up, he felt his creativity was blocked. He took their class in the hope they could unlock his creativity again.

They had this student examine his creative process and he eventually came to realize he had actually worked on his first big hit over the course of 6 months. Finally, he had a eureka moment where everything gelled. The reason he felt like he was blocked was because he was waiting for another eureka moment to drop the next masterpiece in his lap, not recognizing the first hadn’t done so.

This story is a good reminder not to mistake the frisson experienced during that eureka moment as the whole creative process. How many times have we heard that genius is 90% perspiration and 10% inspiration but continue to value only the inspiration part?

We may be able to dash off some inspired prose or music in a few moments forgetting that there were years of reading, writing, listening, watching, thinking and practicing that have brought us to that moment. More to the point, there were probably long periods of mistakes, lack of comprehension and frustration involved along the road.

Having a solution come to mind so quickly can provide such a sense of relief and joy that it is easy to forget incidents like the anxiety of having to write a book report each week in third grade and the effort involved in that college paper that you still got an F on.

Yes, talent is still distinctly important and can significantly shorten the supposed 10,000 hours of practice to achieve mastery, but the effort and process is still required.

What is actually probably more damaging than self-recognized creatives buying into the Mozart Myth is everyone else believing it. Believing there is a hard and fast line between those who are blessed with the ability to create and those who are cursed with a lack, is what contributes and reinforces the perception of the arts as elitist.

There is not only the concept that an elite few are granted the talent and inspiration to create, frequently there is a message that there is only a select group that can understand it all, too. It can be difficult to understand that the ability to create and to appreciate are both cultivated over time.

As Michele and Robert Root-Bernstein note, we really only ever focus on the results rather than the process. Bands tell stories in interviews about how they completely wrote a song on the tour bus between Indianapolis and Cincinnati, but no one credits the 15 years spent in 4 different bands no one ever heard of as the incubator in which the requisite abilities were developed.

For the most part, however, our educational institutions tend to do just the opposite: we hold up for scrutiny only finished products, strip them of the processes, tools, skills, histories and personal stories that gave them birth and, intentionally or not, discard and erase creative know-how.

creativity

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Info You Can Use: Telling Your Boss What You Really Think

August 28, 2012

by:

Joe Patti

One of the challenges non-profit organizations often face is in relation to personnel evaluation. Many organizations don’t have a formal human resources department and don’t often engage in a constructive evaluation process. Even if they did, so many companies are so small it may be a little difficult to speak candidly without fear for repercussions.

I became aware of a website, Tell Your Boss Anything, which provides a tool that can help with this process a little. The site allows employees to submit feedback anonymously. This can be used by employees who want to tell their bosses something, but also by bosses who want to solicit feedback from their employees/team about programs and situations.

The service can be set up so that upper management in the organization can monitor what people are saying about a manager, though the anonymity of the commenter is preserved and the lower/middle manager apparently doesn’t receive direct access to the feedback.

There is a cost involved with the service but it seems pretty reasonable. A manager can solicit unlimited feedback for $20/month. Larger companies can get plans to solicit feedback for multiple managers.

There doesn’t seem to be a cost involved for an individual providing feedback to their boss. I suspect there is probably some mechanism which monitors and limits how much feedback is going to a particular email address in a given period to thwart an attempt to avoid paying for an account.

There will still be challenges using this tool in smaller organizations since it can be difficult to avoid providing information that makes one identifiable. Unless everyone in the office is openly disgusted with the boss, it may be easy to deduce who is complaining about lack of opportunities, the sick leave policy, or that big project with which only three people were involved.

Whatever feedback is submitted goes through a moderation process. I initially assumed it was to prevent people from using anonymity to issue a stream of explicative laden invective, but perhaps they would also suggest changing elements that might make it easy to identify an individual.

If nothing else, the tool can be useful to solicit feedback from employees on many topics where perceived expectations and peer pressure might keep them from more publicly voicing their true thoughts: the board’s proposed capital campaign plan; health insurance and retirement plans; reflections on how a controversial decision might have been better handled.

Info You Can Use, Leadership, Management Philosophy

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When Good Ideas Occur To Lazy Readers

August 27, 2012

by:

Joe Patti

Occasionally I get a sense that I have a bunch of interesting ideas percolating in my subconscious because I will occasionally misread the title of an article and have a whole slew of assumptions about the article which don’t bear out. It makes me think my subconscious has these ideas but is just waiting for someone else to do all the hard work of proving they are viable.

This occurred with an piece in Fast Company about how Minnesota based Artspace (not to be confused with ArtPlace) prevents artists from being displaced from communities due to the gentrification they helped encourage.

Artspace has done this by building all types of artist housing/work spaces in the Twin Cities (as well as 21 other cities in the US). Because Artspace controls the housing, the artists aren’t as apt to be priced out of the neighborhood as they have been in so many other place.

But the article title which included the words “artists revived an old warehouse district–and got to stick around to reap the benefits of what they helped create” and “Give Artists Their Own Real Estate Developers,” made me think someone came up with a plan where the artists received some increasing financial benefit as the neighborhood improved.

I imagined there might be some sort of version of the 1% for art for the neighborhood where artists received a share of every real estate transaction that occurred–every time a construction project began; every time a property was sold or leased to a new business; every time an apartment was rented and re-rented–artists actually benefited financially from the improving fortunes of the neighborhood.

Since all this came flooding into my mind when I caught sight of the titles, I am not quite sure how it would work. But I wonder if a city would be willing to license an organization like Artspace or create a sort of investment fund which would receive a cut of all transactions for 25-30 years. I am not sure at what stage this might happen. Gentrification of a neighborhood often starts when artists move into spaces they aren’t really supposed to be inhabiting so they wouldn’t want to call attention to themselves too soon.

All charter artist members of the organization/fund would get a payout every so often which would help diminish the impact of the gentrification and benefit those responsible for inspiring the improving conditions. If the money was going to a non-profit like Artspace, perhaps they would use a portion of the funds to develop low cost artist accommodations and seed similar artist beneficial gentrification efforts in other cities.

Imagine artists having a piece of every Starbucks lease, every high rise luxury apartment construction project, every boutique shop renovation, every bar and restaurant opening, every skyrocketing apartment rental or sale.

And if having to pay that percentage inhibits this sort of development–well that is all the longer that artists can actually afford to live there. It would actually be good if companies started moaning publicly about paying a percentage because it would start to illustrate the real economic impact of the arts.

Just think if rather than just real estate, every transaction, from cups of coffee and shoes sold to parking fees and haircuts, within a district was charged even a quarter of a percent in support of the artists there. At the end of every year you would have some real hard data about the economic growth the presence of artists initiated in that neighborhood.

General Musings, Government Relations, State of the Arts

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