Stuff To Ponder: Process and Pitfalls Of Cultural Facility Construction

by:

Joe Patti

If you are planning new building construction or a significant renovation, you would do well to check out the Set in Stone research project performed by the University of Chicago. When I first heard about the site and the research which looks at the construction of cultural arts facilities from 1994-2008, I thought it might be a thinly veiled indictment of overly-ambitious construction of arts centers.

But in fact there is far less failure reported than I expected, (though plenty of struggle), and the site is designed to be a resource for both research on the topic as well as guidance about the whole process. Prominently placed on the page is a six minute video that provides some quick advice about under taking a construction campaign.

Basically, it says people underestimate the project costs and over-estimate their ability to generate the revenue to operate the building upon completion. The video also notes that there are a lot of factors and constituencies with expectations contributing pressure to the project and suggests four questions to continually ask at all stages to keep things on track–or help ultimately decide to terminate the effort.

Four case studies illustrate the impact of these pressures on new facility construction. My favorite is the case study for the Art Institute of Chicago. It really provides some detailed insights into how the ambitions of the board, fundraisers and architect interacted to shape the construction of their new Modern Wing.

There is a quick overview of the study available but you may eventually want to take the time to read the full report. The full paper discusses construction and funding trends around the country and explores the impact of population shift and GDP on some of these trends.

There were some surprising and interesting situations they uncovered like the Pittsfield, MA metropolitan statistical area has the highest per capita spending on construction projects in the country, trailed by San Francisco; Appleton, WI; Madison, WI and Lawrence, KS. Who knew?

Interestingly, the construction during the boom period they researched didn’t seem to be in response to demand from the cultural sector.

This suggests that, in the boom period, increases in the supply of cultural facilities may not have responded to demand increases in the cultural sector. In fact, the evidence suggests that the relationships were negative during the boom period; either there was overinvestment in the supply of facilities relative to cultural sector demand for facilities, or facilities investment may have been responding to something else altogether.

What I also found interesting was that population size didn’t impact how much a city invested in the cultural infrastructure but rather how fast the population was increasing or decreasing. If the population started increasing, so did the investment in infrastructure.

What I found most informative was a comparison of the construction processes of different types of cultural organizations. There were assets and liabilities generally common to each type of cultural organization: producing theatres, museums, non-resident performing arts centers and resident performing arts centers.

Producing theatres seemed to have the easiest time with the process going from conception to completion in a relatively short time (7 years). Producing theatres were motivated to advance their mission and were able to keep that front and center throughout the process. They had the biggest cost overruns at 92% higher than the initial budget, (my emphasis)

“However, the starting budget was usually an internal figure and these projects’ managers were clever about when to announce their budgets publicly so that the escalations did not appear outrageous to the community. Interestingly, the publicly perceived escalations were often much lower—an average of about 19 percent. More importantly, the escalations that did occur often had a clear connection to organizational needs and were seen as helping the organization pursue its artistic mission.”

Museums also had a relatively short conception to completion time (about 9 years). One of the biggest challenges the report says they face is strong boards who often meddle with the plans often blurring a clear sense of leadership and leading to a fairly high rate of turnover on project boards. Cost overruns were only about 46% but were due to non-mission critical additions. Also museums were not able to be as flexible about generating revenue and often had to cut staffing and programming to deal with budget shortfalls.

The construction of Non-resident performing art centers were often strongly motivated by service to the community. (my emphasis)

“However, more often than not, community need for the nonresident PAC was not accurately determined. For example, a large majority of these projects used economic impact arguments as rationales for building. Included in these arguments was the implicit assumption that by building a cultural facility in a blighted area, it would automatically attract and sustain a substantial audience who would not otherwise have ventured there. Nine times out of ten, these assumptions were not accurately tested, and when the facility project was completed, the desired swarm of activity never materialized…Since the motivation for the project was so strongly centered in the desire to culturally enrich the broader community in a necessarily general way, a specific organizational artistic mission (if there was one) was often swept aside or obscured by a general enthusiasm for the idea of building a new arts facility for local residents.”

This situation resulted partially because these projects were organized by groups operating from a shared leadership model which meant there is often no clear stated central vision. Cost overruns of 62% were attributed to delays and lack of organization in the decision making process. Non-resident performing arts centers were generally flexible in their ability to absorb the overruns thanks to their low operating costs. Unfortunately, because most of the costs came from presenting performances, the preferred option to reducing expenses is usually to reduce programming.

Resident Performing Arts Centers have the hardest time getting started, mostly due to the need to serve the disparate requirements of multiple resident companies which often represent different arts disciplines. Because the founding organizations are often well-established, each with their own board of directors, a single clear, consistent leader is often difficult to identify.

These projects averaged 12 years from conception to completion, which doesn’t include the feasibility study period preceding the project proposal. Influence of the various groups can wax and wane quite a bit in that time. The constituent groups may be unwilling to cede authority even to the performing arts center executive once the facility begins operations. Changes in plans and leadership often means opening dates are frequently rescheduled.

“First, resident PACs were the costliest among all the different categories of projects. On average, they cost approximately $109 million to build and went about 64 percent over their initial proposed budgets. On a per seat basis, the median dollar per seat for resident PACs was $37,527, compared to $12,155 for nonresident PACs.”

The need to serve many resident organizations means that the resident PAC has less flexibility to use its spaces to generate additional revenue for the facility. Also, all the organizations are in the same boat together. If one organization faces a distressing situation, it impacts the future of all.

There were some other interesting observations that resulted from the study that I will address in a later entry. As I said, the Set In Stone site provides some pretty good resources and information to help you recognize and perhaps avoid problems others have faced with their major construction projects.

Info You Can Use: Outside Audits And You

by:

Joe Patti

During the summer many non profit boards of directors suspend their meetings due to the difficulty of scheduling meetings around members’ vacations. When meetings start up again in the fall, it may be a good time to think about revisiting organizational policies.

Using the Sarbanes-Oxley Act, which currently only applies to publicly traded companies, as a guide Independent Sector (IS) and BoardSource have drawn up a checklist of good governance practices to implement.

There is also a link to a more expansive discussion of the topics in the checklist you may wish to read.

While the act currently only applies to public companies, financial impropriety in the non-profit sector has lead many to explore how sections of the law might be applied to non-profits or to suggest the creations of similar rules for non-profits.

The bulk of the rules apply to auditing and financial disclosures though some deal with conflict of interest, record retention policies and whistler blower protections.

One of the biggest challenges in applying the recommendations from the law is that while publicly traded companies have to pass certain milestones in terms of size and assets before going public, non-profits come in all shapes and sizes. An outside audit is really only practical for some large non-profits (and required for those receiving more than $500,000 in federal funds.)

Most non-profits should at least have an independent audit committee, but as the article notes, many smaller non-profits will have difficulty finding a qualified people to be treasurer, finance committee and audit committee and good governance requires there not be significant overlap.

For those who do use an outside auditor, though the Act only requires the lead partner of the auditing company change every 5 years, IS suggests the company be changed every 5 years and that the company not provide any other services, except tax return preparation as pre-approved by the board, to minimize conflict of interest.

For those organizations using an audit committee, it is suggested none of the members of the committee have any financial/business interest with the non-profit.

The very bare bones, basic criteria for a board that IS suggests is that they all receive training to become literate enough to understand the organization’s financial documents. IS says it is important that when the organization signs off on their 990 that: 1- the 990 is actually completed comprehensively and accurately, something that is infrequently done; 2- that the signature actually reflects an understanding of the organization’s financial condition.

I have talked about conflicts of interest policies in the past and the IS document doesn’t really discuss this in as much detail as the financial disclosure.

One thing I was not aware of and wanted to share is the whistler blower protections. You may be aware that it is illegal to take any retributive actions against those who report misconduct: firing, demotion, harassment, passing them over for promotion. What you may not know is:

“Even if the claims are unfounded, the organization may not reprimand the employee. The law does not force the employee to demonstrate misconduct; a reasonable belief or suspicion that a fraud exists is enough to create a protected status for the employee.”

I wasn’t aware that the criteria to achieve whistle blower protection was based on a reasonable belief rather than requiring some sort of evidence. Perhaps I have been watching too many crime dramas–or perhaps not enough of the right types.

In any case, it is important to have good clear policies about employee conduct, financial and accounting practices, conflicts of interest, records retention (which includes email and voicemail) in place long before any of these things become issues.

When Guilt Is Good

by:

Joe Patti

Research by the Stanford Graduate School of Business had some surprising results suggesting that even more than extroversion, a sense of guilt may be a strong indicator of leadership potential.

Although “guilt” and “shame” may seem quite similar to most people…psychologists recognize a crucial distinction between the two: Whereas someone who feels guilty feels bad about a specific mistake and wants to make amends, a person who’s ashamed of a mistake feels bad about himself or herself and shrinks away from the error. Everyone tends to respond to mistakes according to one or the other pattern…

The researchers administered a test to measure how guilt prone people were and then put these people into a variety of situations. When they asked the participants to rate each other’s leadership qualities, those who scored higher for guilt were ranked highest for leadership.

According to the research article, participants weren’t picking up on people’s guilt but rather the behaviors that manifested from those feelings “making more of an effort than others to ensure everyone’s voice was being heard, to lead the discussion, and generally to take charge.” Similar research was conducted outside the lab at businesses surveying employees, clients and coworkers and produced similar results.

The key thing to understand is that guilt prone people feel responsible for the group at their own expense in contrast with shame prone people who tend to feel responsible for protecting themselves.

It should be noted, however, that guilt prone people are also most likely to support layoffs. While they feel bad about firing people, their sense of responsibility for the company as a whole will lead them to seek ways to fix the problems the organization faces. And good leadership abilities doesn’t guarantee good decision making abilities.

These results made me wonder about the qualities of non-profit leaders. A streak of martyrdom always seemed to be a prerequisite to work long hours for little pay. I don’t think it takes any great leap in logic to think it is motivated by a sense of guilt and responsibility to insure the organization is successful in providing its services to the detriment of oneself.

If this is actually a good thing according to the Stanford research, do people drawn to non-profit service actually have the best leadership potential and simply lack the training and resources to more effectively fulfill this potential?

No Simple Solutions

by:

Joe Patti

While I was out in the middle of the Mongolian steppes gazing out from my yurt, I happened upon a copy of the Oxford Business Group’s report on Mongolia in the dining hall. I put aside the novel I was reading and devoured the report. It was intensely interesting to me to read about all the factors that contribute to the emergence of a developing nation. In many respects, I saw some parallels to the arts and culture sector.

As I mentioned yesterday, one of Mongolia’s greatest assets is its land. The people are largely nomadic and their large herds of horses, sheep, goats and cows benefit from the grazing land. Tourists such as my friends and I come for the natural beauty. And the country has large mineral wealth.

There are many factors that must align for the country to be economically successful in each of these areas. The banks must have enough capital to support investment; insurance companies must have the resources to insure the industry; the government must be stable and generally unified in its vision; people must be confident that laws will be fairly applied and agreements honored; work force must be well trained and industrious; a quality transportation infrastructure must be in place.

This is no small task for a country that moved from Soviet style communism to a parliamentary republic in the early 1990s. The report mentioned that even countries like Canada which has a more mature and practiced economy and political system were challenged in trying to exploit their mineral wealth.

One of the things the report made clear is all these elements are interrelated. Success depends on addressing deficiencies in all theses areas and that balance is necessary. For example, there is a growing concern that the rise of the mining industry with its good salaries not develop to the detriment of other industries like manufacturing and tourism leaving the economy too dependent one segment. The impact of copper prices falling sharply a couple years ago is still fresh in people’s minds.

In the same respect, problems faced by the arts and culture sector in the U.S. and elsewhere won’t be simply fixed solely by achieving one of the following: more government funding, better cultural policy, more corporate donations, better board governance, changes in foundation policy, arts education in schools, new business model or marketing to younger audiences.

Its all of these and no one thing. We all generally know there are no simple answers, but it is difficult to remember when we are told the solutions to our problems can be achieved with a simple pill; in as little as 30 minutes a week; or just cutting/raising taxes.

Certainly when you are operating in perpetual crisis mode, or at least a low grade state of emergency as seems to be the case in the arts and culture sector, thinking the solution lies in achieving progress in one fairly significant goal provides the hope you need to carry on.

While it shows the reality of the situation to perhaps be more overwhelmingly complex, in the context of the factors necessary for developing the Mongolian economy, it is obvious that a more holistic and balanced approach to improving the operating environment is necessary.

It only makes sense that financing, infrastructure, law, education, etc are all important to a developing country. Progress won’t be made if one area is deficient. Trying to convince others to stop trying to advance conditions and policies in other areas and devote their time to what you think is important may ultimately be counter-productive.

Something to remember if you are making the rounds of conferences and such this summer and you are getting a lot of messages about what is absolutely the most important thing to do.