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Where The Boys (And Girls) Are

December 2, 2014

by:

Joe Patti

Since we are in the middle of the holiday shopping season, I thought it would be a good time to draw attention to a Business Insider article from October on the digital behavior of teens.

On the assumption that there might be a chance of engaging today’s teens in live performance as they get older, I thought I would offer the following for consideration:

Compared to last year, a greater percentage of teens boys say they prefer to shop online than in stores.

Meanwhile, teen girls seem to be reverting back to stores to do their shopping.

This behavior likely shows boys’ preference for the convenience and privacy of e-commerce, while girls are more likely to shop socially in stores. In nearly every Piper Jaffray survey since spring 2012, more male teens have said they shop online than female teens.

There has already been an acknowledgment that women are generally the ones that primarily motivate the decision to attend live performances. If current behavior and preferences perpetuates itself as these teens get older, (and is transferable from shopping to participation at events), arts organizations may be well advised to place a stronger emphasis on designing programming, advertising and promotional deals to appeal to women.

Other observations made in the article are that females are attracted to a variety of content heavy sites like Pinterest and Net-A-Porter whereas males pretty much prefer the one stop shopping convenience of Amazon. (Since I hated to go store to store in the ancient pre-Internet age, this basically appears to be an Internet age manifestation of the eternal differences between the genders.)

Again this reinforces the sense that providing a visual and tactile experience is important to engaging women as consumers.

It won’t come as a surprise that teens are streaming a lot of video and playing a lot of video games. These forms of entertainment have always loomed as a threat to location based events since they allow people to remain in their homes.

One small glimmer of hope might be in the fact that there has been a significant increase in the number of teens who are hoping for a Go-Pro camera for Christmas. (Significant in that it went from no mention to 1%, which granted is still very small, but bears watching.)

These cameras were designed to be used by practitioners of extreme sports as they surfed, flipped, jumped, etc. The fact that they are gaining mainstream appeal could be a further reflection of the desire to record oneself engaging in different activities.

Though we may hate the idea of people pulling out social media devices to emphasize themselves over the event, it bears considering that the best opportunities may exist in the future for events that cater to that desire to record oneself participating.

[No slight intended to women by the post title. Clearly the post is focused on the importance of the female consumer, but no one made a song entitled “Where the Girls Are.”]

http://youtu.be/iDcvmrHV9Jc

Arts in an Age of Technology, Audience Relations, State of the Arts

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Honest Planning Isn’t A Game

December 1, 2014

by:

Joe Patti

One of the common elements between the non-profit arts world and the gaming industry are the long, dehumanizing hours for little to no pay. There is actually a web comic dedicated to satirizing the work conditions at gaming companies. It allows people to submit their horror stories. Incredible as it may seem, if the stories are true, working in the gaming industry might actually be more dehumanizing and exploitative.

There is one post that sounds hauntingly familiar as it recounts comments from friends and family along the lines of “you are doing what you love, how can it be work?”

Makes me think the arts need a web comic/war story board to gather around.

Last month we had a video gaming conference in our theater. One of the speakers was talking about the stages of putting a game together from pre-production through testing and release.

What he said was, if you did your planning right and maintained discipline so that you didn’t get sidetracked trying to integrate some new cool technology or idea someone had, you wouldn’t end up doing a lot of 60-80 hour weeks of crunch time.

He said it was important not to allow your or your team to put in too many 16+ hour days because when it came to planning out your next project, you would forget/ignore the true cost in time the project would require. Yes, you were able to complete that stage in four weeks last time, but it involved your team working 80 hours a week during those four weeks.

And guess what, the new project will require everyone to work 80 hour weeks for a month as well. By trying to adhere to a reasonable schedule, you will inevitably recognize that you really need 6 weeks to complete that stage (not 8 weeks because your team will likely be more effective well rested than exhausting themselves every day.)

I often hear theater staff talk about the fact that renters often underestimate the amount of work their event will require because everything appears to occur so effortlessly and simply. But the truth is, a lot of theater staff don’t really acknowledge the true effort either because they push themselves over long hours to get a project done or people are pulled in from other departments to lend a hand.

Often this results from the gradual push to do more with less as the organization tries to maintain the same level of service as their funding gets cut.

Just as often, if not more often, this practice has been part of the organizational culture from the beginning. Everyone happily worked the long hours or stepped in to lend a hand on that first show and no effort was ever made to evaluate the planning process to create a schedule that was more conducive to good physical and mental health.

Then either the number of projects increased or new people joined in who weren’t part of the original core group and they start feeling a little resentful about the work load.

Those who have been around longer start complaining about the work ethic of youngsters these days, never really noticing that the founding culture might have been fine at the time, but it really wasn’t a sustainable planning and working model.

There is a lot of talk about work-life balance these days. The solution you may came up with is to allow people more time off. What you might really need to do is pause for a second and think about whether the assumptions you are bringing to your timeline planning is flawed.

If giving one person more time off means you are shifting more responsibility to someone else, that can be great in the short term if it is helping someone develop new skills. However, if in their enthusiasm over being trusted with new responsibilities they start working longer hours, it just hides the problems with the planning process until they get burnt out or the person who replaces them complains.

A good, hard, honest look at the true cost of time and resources being expended in order to fulfill annual or project plans may be required if you are going to effectively provide a good work-life balance to everyone.

Leadership, Management Philosophy, Working In The Arts

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People Are Talking (Just Not To Me)

November 26, 2014

by:

Joe Patti

In the last day or so, Howard Sherman tweeted a story on CNN about the number of websites choosing to shut down the comments section on their websites in favor of social media interactions due to the number of abusive and spammy comments that appear in the comment boxes.

I momentarily panicked wondering what the implications might mean for my efforts to collect audience feedback as grant support if people got out of the habit of leaving comments on webpages.

The I realized–nobody is posting comments on my organizational website, just on my blog. All the feedback about the performances at my arts center already comes through social media.

But that actually brought another issue to mind for which I hope, dear readers, you might have some suggestions. (And in the spirit of Thanksgiving, I will certainly thank you.)

While we do get some nice comments on our Facebook and Twitter pages, I find that most of the really good comments are being made on my staff and board members’ personal Facebook pages. I have encouraged them to take screenshot, send me links, etc, but everyone doesn’t always remember.

The problem I have is that these comments made by people who attended a performance to board and staff members are pretty high quality, with a much more sincere and detailed feel than responses on surveys.

And I don’t know they are being made.

I have keyword searches on Google and Hootsuite for my organization related terms and all the shows we are doing each season, but these comments don’t appear in the results.

With Facebook saying they will throttle Facebook Pages content starting in January, I am concerned that even “What did you think of the show” posts might get filtered out of our followers’ newsfeeds making it more difficult to gather feedback and making me more dependent on the goodwill and memories of staff and board members.

In fact, I wonder if the throttling has already begun because we didn’t half the reach or responses to the follow up post for a sold out show two weeks ago that we have gotten for shows with half the attendance.

Any one have any ideas and thoughts on how to gather the good comments and prepare for less social media exposure?

I should note that board members receiving better comments than the organizational social media site presents an opportunity rather than a problem. It provides something of an obligation to provide them with sufficient information and support to be good brand ambassadors for the programs. I won’t have as much control of the message as I would through our organizational social media accounts, but I can enhance the value of what the board members are already doing naturally and willingly on and offline.

Audience Relations, Marketing/PR, State of the Arts

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Lies of Restraint

November 25, 2014

by:

Joe Patti

Non-Profit Quarterly recently tweeted a link to a really insightful article they ran in 2005 about the lies organizations tell themselves as a result of group behavior.

The author, Erline Belton, starts out by acknowledging that our basic instinct is for safety and well-being and so we tend to either lie or restrain our comments when confronted with conflict and risk. We often want to maintain a stable environment against our personal better judgment and comfort.

The problem is when people are avoiding conflict, nothing get changed because the problems with the organization are never brought out and discussed. Belton lists different ways these things manifest from groupthink where everyone goes along because they don’t want to rock the boat; imaginary conflict where people imagine consequences and act to avoid them regardless of whether it is based in reality; and hidden agendas where people fail to disclose what they believe is true.

Perhaps the reason this article resonated so strongly with me is my grad school memory of organizational behavior class where we discussed the Abilene Paradox where everyone participates in an activity no individual wanted to do. I have always tried to remain alert for those sort of situations.

Belton goes on to list all the ways everyday lies can infect discussions and weigh down the company. She goes on to list practices that support the truth and build a stable working environment.

Belton provides a particularly potent illustration about how groupthink hampered the work of a non-profit (I broke up paragraph for ease of reading):

In one organization I know, the staff was asked about the biggest lie inhabiting the organization. After much hemming and hawing, one man finally blurted out, “The lie is that we provide good services that the community wants. We don’t and we treat any client who complains like a troublemaker.” He went on to provide examples. Everyone else around the table nodded agreement immediately.

Consider the enormous cost of having kept this silent for years! This was a key organization, serving an isolated immigrant community. Unfortunately the dialogue group did not include the executive director or board members who later did not allow the conversation to progress further. This was seven years ago, and to this day, funders see the organization as “chronically in trouble.”

While it is a rather provocative question, asking about the biggest lie inhabiting your organization seems to be an effective way to cut right to the topics you wish to address. Since it is one of those things that makes you wonder, do I dare ask this, you almost have to in order to prove you aren’t succumbing to the type of thinking you are trying to eliminate.

This reminds me of something Peter Drucker said about decision making:

“A cardinal rule in decision-making is that you don’t make a decision until there is disagreement. If everyone agrees, you can’t tell what the decision is about. Maybe there is no decision to be made at all. So get disagreement.”

I have seen this quote or something similar related to the idea that if there is not disagreement, you probably aren’t getting everyone’s true thoughts on the matter and need to solicit opinions until someone does voice a conflicting view.

Leadership, Management Philosophy

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