Tag Archives: risk

Feedback from You (yes, you): 9 Words That Describe the Nonprofit Arts Issues That Are Placing You at the End of Your Rope

rope

This blog, as most are, is pretty much one-way.  I share experiences, advice, consultation, and observations; you read ’em.  I can discuss 1,000 issues that affect nonprofit arts organizations.

But that’s me.

What keeps you up at night?

What concrete issue (not just “there’s no funding for…”) is fraying your rope?  Or better, what issues are figuratively tying a noose around the end of your rope?

Here’s your assignment.  In 9 words (no more, no less), write that issue and send it to info@137words.com.  That’s it.  Beginning in August, we’ll periodically take each issue and I’ll give my take.  Then we’ll open up the discussion to everyone who reads 137 Words.  Let me know if you’d like your name in or if you’d like to be anonymous.  And if you’d like my help privately, let me know that, too.

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Nonprofit Arts Organizations Without Flexibility Present a Disconnect When It Really Matters

Orlando

On September 12, 2001, we issued an internal memo at our nonprofit arts organization.  We proffered the notion that standing by our programming and “moving forward” was the best way to fight back.

We were wrong.  Putting on blinkers never helps.

On June 12, 2016, after one attack in Orlando and a foiled one in Santa Monica – key nonprofit arts organizations are right now readying memos rationalizing the same advice.

Move forward.  That’ll show ‘em.

At what tipping point do we scrap activities to reflect the damage inflicted on people?  Why must we wait for a year to see the first artistic responses?  Why not now?  Why worry about the production quality of said response?  As nonprofits, when do we sacrifice our comfort zone to provide leadership to our communities for some resolution?

Or should we just move forward?  Yet again?

Transformational Persuasion: Muhammad Ali, George Foreman, Donald Trump, Hillary Clinton, and Why It Matters – Especially When You’re Running an Arts Organization

ali

Muhammad Ali died last week.  A quote from a Zairian in “When We Were Kings.”

“George Foreman? We had heard he was a world champion.
We thought he was white, then we realized he was black, like Ali….
Ali said [about Foreman], you’re the out-of-towner here.”

Nonprofit leaders that manage organizations, programs, and people well can be quite successful.  But not transformational.  Transformational leaders effortlessly persuade with passion about the mission, not the statistics.  Their material requires no script, just practice to remove the “ums” and “uhs.”

Trump, for example, vigorously (and effortlessly) transforms experienced opponents into “out-of-towners.” Clinton relies on effective policy, experience, and “being right.”

Passion KOs policy every time.  Ask George Foreman.

Doesn’t your arts organization’s constituency deserve the most transformative experience you can offer?  Or do you settle for production excellence and competence?

Talk to Me Like I’m 10: a Lesson in Long-Term Planning for Artistic Directors and Board Chairs

talk to me like I'm 10.jpg

Does long-term planning cause a rift between your artistic director and those other people?

Does it cause discord between your board chair and those other people?

Seen all the time among arts charities:  carefully (and successfully) executed annual development plans reduced to rubble after the board institutes a high-priced capital campaign.  The capital campaign sucks up all in its path, causing 5 years of stakeholder repair.  Indispensable Chair happy.  Staff leaves.

Artistic directors substituting their taste for vision and their personal and professional relationships for core values.  Idiosyncrasy obviates mission.  Indispensable AD happy.  Board leaves.

Both cases: company imperiled, stakeholders leaving.

Time to create an action plan, written at a 5th grade level.  Make it about impact rather than income.  Test the theory that your arts nonprofit is indispensable.  Make sure that your most important stakeholders don’t leave.

Nonprofit Arts Executives: After the Ask (for anything, actually), It’s Fast “Yes,” Slow “No”… Try a Slow “Yes” Instead

nofrog

If you don’t hear right away, it’s probably “no.”

That goes for asks, offers, hiring, and anything else you require.

And that goes for you, too, when your stakeholders ask, offer, hire, and anything else they may require.

Reflection is the predictable path toward rationalization to the “no.”  This is why the phrase “upon reflection” is almost always followed by a version of “we’ve decided not to change.”  After all, as a rule, it’s easier not to change than to take a risk.

Many arts charity executives preach the glory of “managed risk” (an oxymoron, of sorts) and value fiscal responsibility above social impact.  To be clear, social impact is central to the success of the mission; fiscal responsibility is a valuable business practice.

If “yes” leads to greater impact, then stop saying “no”… especially upon reflection.

Artists and Non-Offensiveness: The Tyranny of Over-Sensitivity, Feelings, and Participation Trophies

safespaces

There’s a troubling trend.  There’s an absurd unwillingness to offend that seems pervasive among arts creators.

Not that creators are creating “Pleasant Art,” per se.  Writers and artists are creating lots of work that is designed to make audiences uncomfortable.  Which is good.  The work may be about single issues and not terribly complex, but it’s good.

However, there are too many artists raised in atmospheres where everyone wins, even when they lose.  In the name of inclusion and self-esteem, they live in a world where, like toddlers, “feeling bad” is simply unacceptable.

They believe they’re special.

To these artists:

  1. You are not special.
  2. You do not deserve success.
  3. Sometimes you lose.

It’s what you do with that information that defines you.

If you believe that nobody should ever have hurt feelings, you’re not doing your job.

Arts Organizations: 137th Post, 137 Thanks, and 137 (of Other People’s) Words That Guide Inspiring Leaders

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“We must reject the idea — well-intentioned, but dead wrong – that the primary path to greatness in the social sectors is to become “more like a business.” Most businesses…fall somewhere between mediocre and good.” (Collins)

“If a man does not keep pace with his companions, perhaps it is because he hears a different drummer. Let him step to the music which he hears, however measured or far away.” (Thoreau)

“People don’t buy WHAT you do, they buy WHY you do it.” (Sinek)

“When they say things like, we’re going to do this by the book, you have to ask, what book? Because it would make a big difference if it was Dostoevsky or, you know, ‘Ivanhoe.'” (Anderson)

“‘To be is to do.’ (Socrates)  ‘To do is to be.’ (Sartre)  ‘Do be do be do.’ (Sinatra)” [Vonnegut compilation]

How You Can Solve Diversity With Your Nonprofit Arts Organization!

race

You can’t.

Arts organizations challenge, reflect, and engage.  They don’t solve.

And remember, race is only one small bit of cultural diversity, not all of them.  Just as the opposite of love isn’t “hate,” but “indifference;” the opposite of diverse isn’t “white,” but “homogeneous.”

I read a political blog recently about the Democratic Party presidential race.  What troubled me were these words:

“What I’m crossing my fingers for is that in ten years or so we’ll get… a young,
charismatic democratic socialist who runs for president. (Preferably this
candidate would be a woman or a non-white person or, ideally, both.)”

Isn’t that parenthetical statement just as intolerant as one where “not” had been inserted after “would?”

Diversity isn’t only about race or gender or any of myriad other categories.  It’s about power, shared equally, with specific impact.

Ils pétent plus haut que leur cul. Marketing Intellectual Pursuits to an Anti-Intellectual Public, Right-Cheer In These You-Nited States of Murrica

Shakespeare Marx

In the arts, we want to attract more people. Or do we just want more us?

We’re asked to produce vision, impact, and engagement.  We embrace entertainment, but only if it’s at a 120+ IQ level.  Even abject silliness on stage is only acceptable if it’s “smart.”

Case in point:  the brilliantly entertaining, best-people-in-the-world-to-hang-out-with, fucking funny Reduced Shakespeare Company.

When another company produces an RSC script, they almost apologize in their marketing:

RSC: “it’s not the length of your history that matters – it’s what you’ve done with it!”

Other: “Between the rampant nationalism and the recent election, we think it more vital than ever for us to show we’re capable of laughing at ourselves. It, too, is part of the healing.”

Populism in the arts is an open path to success.  Risk being fucking funny, not drolly meaningful.

Life on the Unraveling Nonprofit Arts Fringe: Why Hiring Experience and Guile Trumps Everything Else

Actor Hugh O’Brian is said to have coined “The 5 Stages of an Actor’s Career;”

  1. Who is Hugh O’Brian?
  2. Get me Hugh O’Brian.
  3. Get me a Hugh O’Brian type.
  4. Get me a young Hugh O’Brian.
  5. Who is Hugh O’Brian?

We’re in contact with hundreds of highly-experienced, resilient people who have made a career in the arts – and they’re having difficulties getting back into the field.

Some of it is ageism. Boards use headhunters to find smart young guns to lead departments or organizations — only to find that instead, they’ve hired brilliant 2-year placeholders with few people skills, entitlement issues, little flexibility, and quick parachutes.

Studies show those >50 stay longer than those under <40, are more productive, have better improvisational skills and flexibility, and are likelier to bring success.

Forget headhunters.  Do your own search.  Hire someone better than you.

Nonprofit Management Counter-Intuition 2 — “Throwing Out the Baby with the Bathwater” Might Be a Better Risk than Listening to the Sirens

There is a Siren-like fatal lure to “almost there” for some charity leaders.

Let’s say that despite success in other programs, a few of the more ambitious risk-reward programs are flailing. The Sirens entice you to put more time, more effort, more personnel, and more money into the flailing programs.

When you explain to them that by moving time, personal, and financial resources away from the programs that are working into the programs that are not, the company risks the success of the working programs, the Sirens entice you to do it anyway.

Sirens are evil.

Why not take this opportunity to refresh your organization’s ambitions, goals, and programs? The smart move might be to throw all the programs out (at least on paper) and build a new list of activities that support the mission from scratch.

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