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Resource Sharing in Theatrical Communities
January 15, 2009 By: Nick Keenan Category: Butts in Seats, Community Building, CTDB
The League of Chicago Theaters brings up the big issue itself today on their blog: Is Chicago Theater ready and willing to share resources for the overall health of the community?
As you could probably figure out from the comments, I've been thinking about this question and how to break down the natural resistance to the idea of sharing resources for about as long as I've been writing this blog. Here's some of the misconceptions about theaters working together – some which I think I've actually perpetuated through my cheerleading – and the reality of what I've seen so far:
MISCONCEPTION 1 – Sharing Resources takes money.
Almost never (or if it does, we're talking about minor administrative costs like the cost of web hosting.) One easy way to break up any relationship, whether it's between two people or two organizations, is to get financially entangled before you're ready for a permanent committment. Fundraising in particular is one place that I think will likely never be a shared resource between theaters, since it has the potential to make us so cagey as collaborators. Resource sharing is about recycling and reusing energies that are already being spent to help conserve future energy. Any project that requires money to conserve money – like say, a shared storage facility – should probably be set up as an independent and self-sufficient body with its own community-serving mission.
One area in particular with the money discussion worries me on a gut level – too often the discussion of collaborative projects turns to funding the project before the real needs and mission of the projects are fleshed out. Remember that both government and corporate forces tend to take action with money rather than the more non-profit actions of dialogue, initiatives, and begging for money from governments and corporate forces to be able to do the right thing. When we're talking about funds on the community level for things like arts centers or programs, there is a great need to have the organizations doling out those funds to be overseen by the community and be accountable to public transparency. This is going to matter a lot when we start talking about Community Development Block Grants and how they are administered. I think we've all seen what an arts boondoggle looks like, and I think given the history of NEA funding in this country, it's important to be more demonstrably responsible with all public and donated funds than the arts have been in the past. In my opinion, that means investing in growth infrastructure — rather than new buildings with people's names on them, it means creating new ticketing systems, experimental programs that generate money over time, and new partnerships that connect new audiences to the art and connect the arts to the needs of those audiences.
MISCONCEPTION 2 – Theaters and individuals want to share resources.
In practice, theaters and the individuals that make them up are ready to participate in programs like this, but they tend to be resistant to actually setting them up. The fact is, collaboration is a lot of work and creating programs of the scale we're talking about require first collecting a great deal of input, then processing that input into a proposed program, and then getting notes about that proposal and gently shaping and shepherding the program through its launch and early use. Sound familiar? Exactly. It's just like putting on a play, and just like plays, you can have a resource sharing program that responds to its audience and one that operates independantly in a bubble and goes nowhere. While theaters and individuals want to share resources, their primary goal – at least right now – is to fuel their own artistic agenda by asking for help.
I think this document may change that. Americans for the Arts and the Obama administration are already engaged in a very high-level dialogue about specific leveraged programs that they want to see implemented. These are all programs that could have a huge effect on the way the arts relates to the American people, and I highly encourage you to read and react to them.
MISCONCEPTION 3 – Theaters are too busy to share resources.
This one is so very close to true. Since theater tends to occupy that place in our lives reserved for obsessive hobbies, most people engaged in theater have literally five minutes of spare time that they often reserve for things like… sleep. Or combing one's hair on a regular basis. Initiating a resource sharing program often means investing time in getting to know other theaters and how other theaters work, seeing if the two theaters are a good fit and where overlap occurs. I'd say we're already talking about five hours of high-level discussions that get to the core of our theater operations before any benefit can even be proposed. I get that.
Here's where the time crunch is moot, though: The entire idea of sharing resources should lead to discussions and partnerships that almost immediately enrich the skill sets of each theater. Let's say one theater has a great production department, and the other theater knows how to market shows like nobody's business. By discussing operations, comparing notes, and making some resources available to other companies, you make your own company more equipped to make quick innovations.
I've seen this work on the ground: New Leaf and the Side Project have been engaging in various types of resource sharing for three years, often through me since I'm a company member with both theaters. This is at times hugely time consuming and draining for me, it's true. However, look at the mutual benefits that these theaters have generated for each other in the past year:
New Leaf –
– Needed seating risers for Touch to achieve specific sightlines. Side Project runs two spaces, and loaned them.
– Needed cheap rehearsal space over the holiday season. The Side Project, which owns space in Rogers Park, didn't have tenants during that time.
The Side Project –
– Needed talented designers and stage managers for the huge and all-consuming Cut to the Quick Festival – New Leaf is well-connected to the design and technical world in Chicago and recently worked with newcomer SM Amanda Frechette to hone her rehearsal and performance management skills in the context of storefront theater. Designers, technicians, and run crew hired.
– The Side Project doesn't have a large production department, and technical projects often need to be postponed based on company energy. New Leaf restored, reinforced, and repainted the aging seating risers in exchange for their use, which both companies needed to do anyway.
Both companies –
Have participated in a program ad exchange for several years. That's cake. On a more human level, we're often committed to each other's work… New Leaf's artists talk about the side project a lot and vice versa. This is the most basic kind of visceral marketing: The two companies care enough about each others' work to see it, evaluate it, and recommend audiences go see the good stuff elsewhere and we work to feed the other company more talent when we uncover a weak spot.
The individuals in both theaters –
– Get to work more closely together and increase the number of opportunities they have. New Leaf company member Kyra Lewandowski directed a show in the Cut to the Quick Festival after collaborating in the companies' relationship, and the aforementioned Amanda Frechette got to network her way into her second Chicago theater relationship. You might not like the word 'networking,' but the action itself still can be exciting, challenging, and nourishing to the work.
– Learned new skills. To date, I have trained members in both companies how to use graphics programs, email blasting software, and even running a facebook page. I have learned so much about press relations, an area I'm particularly sketchy in, by watching Side Project Artistic Director Adam Webster, who I mentioned in yesterday's post. That's just me… I'd wager the simple act of collaborating on a granular level in both artistic and administrative duties has taught each individual in both companies dozens of valuable skills.
MISCONCEPTION 4 – Resource Sharing is a no-brainer. We've gotta do it.
There are a few potentially disastrous pitfalls to a relationship of resource sharing like this.
One is imbalance. When you're talking about resources that aren't as quantifiable as money, there can be disagreement and hurt feelings about the relative worth of what each party puts in. As I say on the League blog, I think the way to most effectively short circuit this natural human response to being screwed or used is to encourage a sense of ownership and participation in the community itself rather than individual companies.
The other is lack of traction. You can create the smartest resource sharing strategy in the world, but if you don't get people to sign up and buy in, it ain't worth nothing. I can say this with some level of certainty, as the Chicago Theater Database is absolutely in this teetering zone here, and I think most people with their eye on it are aware of that possibility. Either it takes off, or the time invested isn't worth the results.
Early in the history of this blog, the incredible programmer Chris Ashworth (creator of qLab audio playback software) wrote in the comments:
I'm inclined to think that starting with the whiteboard (i.e. always doing the simplest thing first, and the next simplest thing second) is the sanest way to try to ease our way up to that line without turning people off from the whole thing.
Which I suppose is another way of saying that the problem should drive the solution rather than having a solution ("web 2.0″) in search of a problem.
This post was sponsored by Elizabeth Spreen at Ghost Light, who bought me the cup of Dunkin Donuts coffee required to write this post. Thanks, Elizabeth!
Tags: Audience, Audiences, Chicago, Chicago Theater Database, Chicago Theaters, Collaboration, Community, connect, data, database, Design, Development, Discussion, facebook, Management, Marketing, Media, Mission, Networking, New Leaf, partnership, qLab, rehearsal, Set, Sound, storage, Storefront Theater, Theater, Transparency, Web
Wonder Twins Activate! Form of: 2008-2009 Season Launch!
August 18, 2008 By: Nick Keenan Category: Collaboration, projects, Uncategorized
Holy crap. August is inevitably a crazy month for a theater company, isn't it? Time to get our acts together!
This two-week block marks the first real test of my retooling of the web presences of three storefront companies – not necessarily the graphics or layout of those sites, but the custom content management systems that makes the sites theoretically easy to update. Why bother? Well, my thinking goes: if a website is a mouthpiece for a company, you'd want to attach the mouth directly to the brain, not to some troll like me banging on his binary keyboard and mumbling something about "hexadecimal ftp bandwidth mumble grumble." Blogs are a nice and easy way of making it easy for companies to speak about their work, but it's the non-bloggable events in a theater company's summer preproduction that really necessitate quick turnaround on the ol' website: When a cast member has to leave a production because of a plum gig, when you confirm a space and production dates at the last possible minute, when you have to rearrange your season due to, oh, a rights granting service that isn't communicating with another rights granting service.
All hypothetical examples, I assure you.
So I'm trying to delegate and train other folks in these companies a bit, because I'm beginning to realize that NOT everyone is comfortable with the webby language of things like FTP – and I'm seeing a need in theaters to have some training in this area. (I'm tossing around the idea of putting together some screencasts on this site for some of the basics, as I've been hugely indebted to the excellent Ruby on Rails Screencasts out there and want to share the love a bit. Post a comment if you're interested in any topics in particular…)
Last week I met with Libby Ford and Rebecca LaDuke of Greasy Joan & Co., to train them to be able to update the company website as, well, the gods tend to laugh at our hubristic pre-season planning, and at some point they're going to need to do it. And it's been clear from the past year that you don't want a lone webmaster in those moments, as they're often unavailable.
The training session went really well, and it was like: Relief. On all sides. Libby and Rebecca are much more intuitive when it comes to the mission and the voice of the company, and hooking them up with direct access to change the language on the site was like blood returning to a limb that has fallen asleep: A little awkward, a little painful, but oh my god RELIEF.
Meanwhile, in Rogers Park: The Side Project has ALSO been running on all engines in preparation for the coming season. A major cleanup operation is underway thanks to our new production manager, Jeremy Wilson, including the furnishing of an improved green room in the upstairs space and a massive Yard Sale to clear out furniture from the storage space. (There is still some available, I'm sure, if you're in need of chairs, tables, or artistically broken window casings) This past weekend has been about designing a big 'ol brochure that highlights the FIVE resident companies doing work there this year: The Side Project, LiveWire, Idle Muse, Blackbird, and Rascal Children's Theater, as well as Point of Contention, which is mounting one of my favorite social-responsibility-themed plays, Radium Girls. The brochure also highlights the emergence of a new approach to selling a season on a storefront level: A cross-company flex pass. Along the lines of the Looks Like Chicago season deal, it's kind of a grab bag of theater. TSP will be offering two packages this season: A Side Project Flex Pass that gets you into one show each from Side Project, Live Wire, Idle Muse, and Black Bird, and a Rogers Park Flex Pass that gets you one show each from Side Project, Lifeline, Theo Ubique, and Bohemian Theatre Ensemble.
The challenge with that amount of programming, obviously, is keeping the dates straight. The Side Project's new space has always been scheduled to within an inch of its life, but this year it feels like: Let's make a template for production. Let's make a template for marketing. Let's make a template for box office. Let's make a template to get the word out. Let's use technology as a lever. So that we reinvent ourselves in our work, not in how we present that work to the world.
This theory seems to be working well for New Leaf this year as well. We're seven over-booked people and so historically those kind of last-minute surprises have always felt like real damage rather than simple conditions in which we must work. This year, it's about efficiency and agility and this word… "Leap."
So today was about making the final decision about performance venue and announcing our season to the press and to the world via our website. There is always that last minute flurry of proofreading and copy polishing, like something out of The Front Page. Here's my philosophy on writing marketing copy: I ultimately don't like doing it, I'm not the best at it on my own, but I consider it a skill that I must cultivate to be able to invite people to see my work. In fact, I don't think of it as marketing, since that kind of bursts my bubble. I think of it as language that is a public extension of the performance. And there's thankfully a simple test for when copy is good and when it is bad: Adjectives and Adverbs = bad, Verbs = good.
Verbs leap off the page. Verbs distill meaning and pump your heart. Using descriptive adjectives in your copy is equivalent to using descriptive indication in your performance — audiences don't believe TELLING, they believe DOING and LIVING.
So New Leaf tends to vet copy through the group, and as a group we're starting to get excited about that part of the work: Finding the right language, the right verbs, the right articulation of this energy we feel as a company. No, it's not the same kind of excitement that we have about the performance, but it's a warm up to that performance… It's like the trumpets blowing as we roll our pageant wagon into town, signaling that the players are on their way. We have to bring our energy and wits to that work as well. And since rolling the pageant wagon around is something we do all the time, often with moderate results, you sometimes get the urge to try a completely new tactic, to axe the wagon into little itty bitty toothpicks and buy something a little more snazzy. But you don't, because this is the wagon you can afford. So it's about finding the right crowd to roll the wagon through, the right thing to say as you walk through. And the only way to find that real and lasting connection with the crowd is to approach them with informed honesty. To be honest, to ask that one question you really want to ask, and hope that it is their question as well.
I felt this fear and excitement as we edited the website copy of New Leaf's season announcement over Google Talk today, and we chose words that described how we felt about our final show of the season: An original work that we are developing as a company of performers and designers, The Long Count. It's a leap of faith for us to trust our storytelling abilities and aesthetic to the extent that we promise to create a compelling story from our own framework. Since the voice of New Leaf at least for the moment is one of transparency, and honest self-analysis with our audience, we looked for words to communicate that fear but also our trust in our own abilities as artists. And we came up with:
"The Long Count will invite the company and our audiences to leap into the myriad possibilities revealed in the future we can't foresee."
There's that word again. Leap. A Verb. A Verb that moves.
There are a billion choices like this that pop up every day in August. Where can we host our fundraiser? ("How about the Holiday Club?") Who can we get to donate raffle prizes? ("Didn't our pal DG just get an iMac and has an IPod touch he wants to give away?") We need music. Where can we find music? ("My friend Mark Dvorak is a folk roots musician and he's interested…") And so we're working this year on making those choices faster and with less trepidation: Trusting our instincts.
So good luck making your own choices as the season winds up… Like a spring with just a little too much tension.
Oh, and yeah, I was serious. Come to the New Leaf fundraiser FRESH! on August 27th for your chance to win an iPod Touch. It's all the fun of an IPhone without a $90/month service plan.
Tags: Audience, Audiences, awkward, Chicago, connect, connection, content, Design, iPhone, mac, Management, Marketing, Mission, moment, Music, New Leaf, storage, technology, Theater, Transparency, Web
Creative Transparency in Action
May 30, 2008 By: Nick Keenan Category: Uncategorized
Laura at Trailing Spouse Blues tuned me into this article which is just a wonderful working example of the theory at the core of this blog: that an open sharing of information leads to a "bigger pie" – more influx of thought, funding, and participation in theater, which leads to a reinvigorated and strengthened theater community.
When you share your knowledge you strengthen your industry and gain unexpected rewards.
I'm certainly not suggesting Coke publish the secret formula on their web site. But for a creative person sharing knowledge, especially business knowledge, will help the community has a whole.
The more knowledge amateurs, students or beginners have the greater their ability to make quality decisions. People can't be forced to follow best practices or charge a professional rate for their work. But, more often it's a lack of knowledge and experience that leads to such poor decision-making.
It's hard to let go of the knowledge that we think is at the heart of our success. The note-taking system I detailed in the last post is an example of something that I do to help keep me as organized a sound designer as possible. I think it makes me better able to cope with the demands of a sound designer – where you must overlap many shows at a time in order to pay bills. At those times, it's important to remember that our knowledge – which is the sum total of our history of choices, experience and conclusions of that experience – is both valuable to a newcomer, but it is also build and really only works for our brain. People can take your open-source knowledge and they necessarily will reshape it to their purposes. Virally, new thoughts and solutions will be created that you wouldn't have dreamed possible. At the same time, those new thoughts wouldn't have been possible without the seed of your own knowledge.
Sharing your best practices extends the collaborative ethos of theater into your business, not the other way around. It doesn't guarantee the success (or domination) of a particular individual or a particular company, because it doesn't guarantee 'credit' – it strengthens the entire industry first.
Tags: Chicago, Community, Design, Sound, Theater, Transparency, viral, Web
What was that Geena Davis Movie again?
February 20, 2008 By: Nick Keenan Category: Community Building, projects
About six months ago, I had enough. I was a company member at three theaters and serving as the web master for all three. What was astounding to me was the sheer repetition of the tasks and conversations all three companies were having:
"What kind of mailing list management software can we use to e-blast our patron list?"
"What ticketing service should we use, or should we build our own?"
"What should our process be for recruiting board members?"
"How can we more effectively distribute postcards?"
"Are posters worth the price?"
"Is being a member of the League of Chicago Theaters worth the annual membership fee?"
Deja vu became a way of life.
And I thought: There's a reason why this is happening. Our theater companies aren't communicating and sharing best practices with each other. Why not? The League question especially really bothered me. I looked up their mission – have you read their mission? It goes:
The League of Chicago Theatres (LCT) is an alliance of theaters which leverages its collective strength to promote, support and advocate for Chicago's theater industry locally, nationally and internationally. The League of Chicago Theatres Foundation (LCTF) is dedicated to enhancing the art of theater in the Chicago area through audience development and support services for theaters and theater professionals.
Hot Damn! That's what I was looking for. But why wasn't it working? Why wasn't the League providing leadership – or the right kind of leadership – for storefront theaters?
I really tried to figure it out. I got it in my head that structurally they just couldn't do it, because inevitably in a mix of LORT-sized theaters right down to itinerant theaters, representing the interests of individual small theaters just becomes overwhelming and frustrating. Storefront theaters are strapped for cash, self-centered and often very, very green in terms of how they administer themselves. They also can turn their organizations around on a dime and what they need one day is very different from what they need the next. That's a recipe for Chaos Soup. It's hard to get a small theater to even ask for help in a clear way, let alone ask for help in a way that can be provided.
So what would work? I got some friends – trusted colleagues with mutual respect – together over some take out thai and we brainstormed up some structures that would actually work to help storefronts learn faster and incorporate infrastructure more completely and lastingly. We talked about the possibility of splitting storefronts off from the league, and starting something new that simply represented and worked for storefronts and the specific infrastructural needs that storefronts represented. It would need to be built as more of a grassroots organization that could listen to the stated needs of companies and use experienced individuals to interpret solutions that could fix multiple problems with a minimum of effort.
It was at this meeting that the fatal flaw of such an organization became clear. There were five of us in the room, and we couldn't agree on a flipping thing. New ideas were proposed, and then shot down emotionally. Babies were thrown out with bathwater because we had a room full of passion for change, but we didn't have a clear survey and picture of the entire theater landscape. We had different priorities, and only enough time to deal with our own agendas.
I refocused. The passion that I discovered in the group was good, firey stuff, but the lack of traction was killing the momentum. We needed a better road map, and the initial idea to build momentum slowly by adding trusted colleagues and building a critical mass coalition was the root of a flawed concept. We didn't need secrecy and safety, we needed a big, public call to action, and pretty much total transparency every step of the way. People don't trust people or organizations that carry hidden agendas – no matter how benevolent those agendas may be – and that lack of trust will kill any traction that a movement has before it even begins.
So I started a blog. And others have already been blogging. That's the clarion call right there. And having an open public dialogue has worked as a strategy – long-time bloggers are noticing a change in the tone of dialogue, increased readership and coverage.
One of the most regular readers has been Ben Thiem of the League. Last week he and I sat down to compare notes and see how we – and you – can pool our efforts to build something better for the community.
What became clear immediately to me in our meeting is that the League is willing and even eager to improve and streamline the resources they offer, but the financial and human resources are not there to back it up. The last few years of the League has seen its staff shrink considerably, and marketing budget dry up to almost nil. The initiatives keep trickling, but without time or the money to buy time, they falter before they have time to build up steam. Making that worse (and Ben's the first to say so) is a closed and bottlenecked system for providing the most valuable resource that the League supplies – information. What Ben does all day now is answer individual emails from theater companies and manually copy their information over to a website database, or look up the answer and get back to someone. In the era of dynamic web services and collaborative content management, that crap has got to end.
That was the second thing that Ben made very clear to me – the League wants and welcomes help and input, but doesn't currently have a mechanism other than email blasts and their website to spread and build information. That's why the information coming from the League can seem weak – because it's bottlenecked coming up, and bottlenecked going out.
That's where we all can help. The biggest idea that came from my Storefront League pals is that Storefront theaters are rich with a single resource – volunteer time. As projects like Dan Granata's uber-list of Chicago Theaters and Missions has demonstrated, a lot of us have a reasonable amount of free time on our hands that can be used to create or compile useful knowledgebases and information that can help a lot of people. What we are lacking is coordination. In the last week I've been invited to three different (and all well-intentioned) Ning groups and facebook pages and blog comments feeds that are all trying to do the same thing in a different back corner of the internet. We need a system to pool these individual initiatives and hours of volunteer time into a coordinated, accessible, and centralized resource. And we need that system of collaboration to not generate animosity and degrade our willingness to cooperate. It needs to be open, public, and built on a foundation of inclusion, and that will make it less likely to fall apart like previous initiatives that go back to the founding of Second City.
Blogs alone don't succeed here, because they are not a collaborative tool. They are mouthpieces, or in orchestral terms, trumpets. They're useful to get attention on a cause, but if we have any hope of getting this marching band rolling, we're gonna need some other instruments and we're going to need to use them for what they're designed to do.
The League gets this, but isn't currently built with grassroots momentum and coordination in mind. It has several major programs in the works, including a long-term plan to overhaul their website and create a "web 2.0″ site featuring user-updated content. This is where I kind of went all giddy, because to me the goal is to let the computers and the internet duplicate our work, not the league. I'm so sick of forms filled out in triplicate it's making my eyes cross – it's a waste of everybody's time. What I'd eventually love to see is a single place where the community buzz can build up and people can share their news and coordinate with each other on their own terms. A Moveon.org / Facebook / IMDB / Wikipedia for Chicago Theater. A network of RSS news feeds that allow theaters to update their website and the league website in the same keystroke. A place where audience members can check out the collected works of artists and thereby become more involved and engaged in following their future career. A place where theaters can coordinate and enlist help from new-to-town volunteers who need inroads into the community. Something that generates excitement, knowledge, buzz, and community involvement in one place, for everyone in the community regardless of budget.
The first step is going back to the initial need – we need to build a place where theaters can discuss, develop, share and implement best practices. Right now. At the same time, I think we need to learn to dance the collaborative dance with each other again, in an environment that isn't as combative as the blogosphere. We need an initiative that can prove to ourselves and to the League that storefront theaters and the artists that work in them are capable of creating incredibly valuable infrastructure for the whole organization, simply by talking and capturing our ideas in a centralized resource. Best of all, I think that resource already exists, and is only missing our involvement: The League of Chicago Theaters Wiki.
Do you know about something that some people don't know about? Write it in the wiki. Do you have a question that you can't seem to find the answer to? Ask it as a stub article in the wiki. Have you fastidiously compiled a list of resources that could be valuable information for other people? Plop it in the Wiki. Want to help, but don't know what you could contribute of value? Write a comment below, and I'll tell you specifically what articles you can get on, or talk to your theater colleagues and come to an agreement about what your company could spend some time on that could benefit us all. Make it a habit to donate 15 minutes of your time a day or an hour a week updating and adding useful information during your boring day job. Go through pre-existing articles and add footnotes and support materials. If something is just plain wrong, give your own perspective, or learn from the other perspectives out there. Think about what things would make a knowledgebase useful to you and your theater, and make sure that the wiki has those things. Develop the information, and encourage anyone who is new to town and eager to start their own company to learn the context of their new enterprises by going to the wiki and doing some good ol' one-stop-shopping research.
To get you started: Last night, I saved a list of League Member Theaters complete with [[wiki links]] to create summary pages for each of these organizations. I'm also reorganizing the Resource Guide page to match a more traditional theater administration structure – Marketing, Development, Production, etc. If you regularly work as say, a props designer, this gives you a logical place to create pages for Thrift Store links and a link to the props designer list serve. When in doubt, save yourself some time by linking to external sites that you know to have quality information. The idea of a wiki is that the information is alive, and the community powering it keeps the information current and honest – and therefore valuable. It shouldn't burn you out – if it's working it should actually generate excitement and possibility for you and your organization. Many hands make light work.
If we're successful, our work will open the eyes of the League and bigger players in town. Connections will be cemented. If we succeed in creating a valuable resource and they still can't value our collective time, we'll still have that resource – the mechanism of collaborative action, not the wiki – and we can take it with us and build what we need. My suggestion to Ben, which he obviously can't sell to the League until an alternate income source is generated, is a time trade for young theater companies – rather than paying a hefty membership fee, young theaters should be able to earn League membership through volunteer service. I think we can convince them that that's a good idea if we can demonstrate that our volunteer time is valuable, and that the wealth of the community isn't at all about cash flow. The wealth of the community is everyone in it, including the people who aren't connected yet.
The wiki is also a logical next step to developing and exercising the dialogue that has been generated on theater blogs in the last few months. It's where the rubber starts to meet the road, and there's more on the way once we see what falters and what works. I think the current dialogue is getting bogged down in theoretical policy discussions, because blogs encourage theoretical policy discussions. Wikis and forums encourage other kinds of dialogue – A wiki is a knowledgebase, an online library with no due dates. A forum is a place where ideas stick, can be picked up and developed, but nothing gets forgotten in the ol' RSS news cycle. If you'd find a forum to be useful, I'll put one together tomorrow, but again, my goal is to unify the conversation rather than fracture it further.
To those of you reading this from outside Chicago – I don't think I'm excluding you here. I think developing a lasting infrastructure works best from the bottom up, so I think it's good practice to start local. The things we learn here in Chicago have the potential to quickly change the way theater is done in the entire country.
There's so many other programs that are in the pipeline and several upcoming initiatives from the League that you'll want to hear about. I think this post is long enough, but keep your ears to the ground, and stay involved.
Tags: Audience, Brains, Chicago, Chicago Theaters, city, Collaboration, Community, connect, connection, content, Critic, data, database, Design, Development, Discussion, facebook, Flow, IMDB, international, Knowledgebase, Management, Manual, Marketing, Media, Mission, moment, Storefront Theater, Theater, Transparency, Tribe, Web, Wiki
Follow Up: The Tribe vs. the Macroeconomy
February 10, 2008 By: Nick Keenan Category: Community Building, Tools
I'm pumped for tonight.
This evening, New Leaf is embarking on something very different for us – we're going to begin developing a play from scratch, using our lives, fears, and individual perspectives as source material.
The project originally began from a difficult point in New Leaf's history, a night after a particularly difficult run through of The Permanent Way where we sat around a table at Ranalli's and wrote our greatest fears as human beings down on the paper tablecloth in crayon. We're kind of like kids when we get together, and crayon drawing is one of the most powerful ways we're able to express ourselves.
Expressing our fears to each other gave them weight, and enabled us to gain insight into each other's actions and the undertow of insecurity that led to those actions. It allowed us to become mentors for each other, and know when to push each other forward and provide encouragement or challenge. Expressing the fears also gave us some foothold against those fears, and plenty of raw material for our work. Knowing what was going on in each others' inner lives allowed us to navigate each other more effectively and reduce the amount of confusion and unnecessary conflict in our company. It focused and sharpened the ensemble.
Personal lives often complicate a professional relationship, and that's the reason creative tribes are difficult to put together. They only function on a foundation of profound trust and mutual respect. The way we are taught to operate is to hide our weaknesses, while the strong artistic choice often is to offer your throat to the world and dare the world to cut it. It's surprising and exhilarating to display your identity and your perspective bare – the one you hide even from yourself – and it's the core function of art. The tribe provides a collaborative environment that enables artists to do this and still maintain just enough safety net to keep pushing forward through the crushing insecurity that is generated by that level of honesty.
The support provided by a tribe is incredibly reassuring, because it has to be – it's based on a family-type relationship that allows room for healthy and honest criticism based on years of shared experience. It also creates a people-centric co-prosperity that's better than any pension plan you could ever hope for — Recessions come and go, but human beings, if they stay connected to each other, can maintain a stable existence of growth, pain, loss and happiness through harsh economic times. The tribe finds each other work and opportunities through lean times, and feeds resources, hopes, dreams and energy back to each other during those times when the manna rains from heaven. A tribe culture appreciates and understands your work from many perspectives, and they act as ambassadors of your work to find new clients and even new applications for your work. They find the doors that you haven't been able to look for and they open them for you. It's a culture that works for people more than the corporate model, because it places value on people rather than assets. It doesn't have to convert human value into a monetary value first.
Scott over at Theatre Ideas has been plugging for a new model for a theater organization that will function more effectively to create exciting work than the regional theater model, and it's a problem I've been trying to wrap my head around on the micro and the macro level. As excited as I am about the bottom-up approach of the tribe, there's potential pitfalls for a tribalistic mindset in a globalistic environment. The potential price to pay is in the danger of groupthink and the difficulties involved in establishing a tribe of diverse backgrounds. It's true that global environments like the American economic indicators like GDP haven't been historically good at calculating the value of humanity because science and statistics haven't really been able to develop solid objective calculation for subjective experiences like "happiness." This flaw results in some pretty nasty side effects, like the artificial propping up of industries like Oil and Gas production or diamond mining which don't accurately weigh in the costs of the human suffering involved in procuring them.
But a humanistic tribal mindset doesn't completely solve the problem either: In 1972, Bhutan's king decided to address the flaws of the GDP model by introducing his own Buddhist-influenced economic indicator: Gross National Happiness. For a country with few resources, a miniscule GDP, and no desire to modernize, this was kind of a no-brainer. GNH purported to measure and therefore encourage national wealth based on four indicators:
Promotion of equitable and sustainable socio-economic development, preservation and promotion of cultural values, conservation of the natural environment, and establishment of good governance.
The problem with this model (and the tribal model) is that it doesn't have an built-in incentive to include everybody. Wikipedia continues the story of a dark underbelly that can accompany these utopian visions of freedom:
Critics allege that because GNH depends on a series of subjective judgements about well-being, governments may be able to define GNH in a way that suits their interests. In the case of Bhutan, for instance, they say that the government expelled about one hundred thousand people and stripped them of their Bhutanese citizenship on the grounds that the deportees were ethnic Nepalese who had settled in the country illegally. While this would reduce Bhutan's wealth by most traditional measures such as GDP, the Bhutan government claims it has not reduced Bhutan's GNH.
On a personal level, I can see the potential for New Leaf to revel in its own ideas and backgrounds and not seek out those diverse opinions into the tribe because they don't resonate in the "right" way. I'm happy that we have a pretty progressive male / female mix and a long history of producing plays by lesser-known female playwrights without making a big brou-ha-ha about it, but at the same time I've been ashamed that as an organization committed to renewal we deal very little with the issues of poverty, segregation and gentrification that face Chicago. Part of that is that the neighborhood we serve is right in the center of high-income and overwhelmingly-white Lincoln Park, but that of course has historically been how tribes have protected themselves – by not interacting with the people that do not fit the mold of the tribe.
I think there's a middle ground here that I desperately want to find. The tribe brings with it an innovative energy and the old "many hands make light work" approach to problem solving. But the top-down, GDP-lovin', LORT approach knows exactly how difficult and draining it is to really represent an entire community. They get the angry letters, they pay the salaries, and they see the trend of a drying-out subscriber base. I think their history and their heavy infrastructure makes it difficult to redirect the sinking ship, even if they desire to do so.
But word-of-mouth movements can have an impact on these top-heavy systems that don't quite work. What I think is possible is a way to focus bottom-up grassroots energy and access with high-level thinking and coordination that promotes cross-pollination of ideas and culture and transparency all around. A way to unite the tribes into coordinated strategy and continue to value their independence. I'd like to see a double-decker strategy for change that gets it done with a minimum of burn out. If that thought makes you tired, you need to get yourself a tribe to help you keep moving through the fatigue.
The first step for me is tonight… To lose all my marbles and lay it all out on the table and see where our hearts are, where our brains vibrate, and to see what images, music and text we can layer and mold to tell this story with all our being. The framework is as ugly as a blog post that compares storefront theater to the economics of Bhutan, but the final product… The final product has got my heart beating faster.
Tags: Brains, Chicago, Co-Prosperity, Community, connect, Critic, Critics, Development, mac, Music, New Leaf, playwrights, Promotion, redirect, Science, Set, Sound, Storefront Theater, Theater, Transparency, Tribe, Wiki
Taking some time for the big picture
February 03, 2008 By: Nick Keenan Category: Teachable Moments
I was told that I needed to see Atonement (which will be one of like, three films I see in the theaters in a typical year). The sound design / composition was, as promised, exquisite (I think Marsha and Jess, who told me this had to be one of the three, saw a kind of combination of the musical concepts from The Dining Room and Girl in the Goldfish Bowl).
But what struck me was the same feeling I had felt after seeing Saving Private Ryan: this sense of guilt for everything, for being alive in a time of surplus, this deep regret that my grandparents' generation had to fight for these basic necessities and barely escaped with their lives. It made me want to call them again, to talk with with all of them and relive their memories with them, and be thankful for their surviving: my grandfather Phil, a pilot in the CBI theater of WWII, who I was lucky enough to see a few months ago, and the grandfathers I can't speak to anymore, Charles Keenan who also served, and my Japanese homestay "grandfather" Masami Ueno, who grew up on the other side of the war. There are fights that our forefathers fought then and since then so that we wouldn't have to. They are fights of violence against aggression and injustice, and they are also fights of rebuilding that constructed the infrastructure of our lives. It is very difficult not to take the fabric of your life for granted.
The baby boomers also contributed a kind of violent and righteously indignant intellectual shift – a second major reaction that formed our world to day. The 60s developed this kind of revolutionary approach to everything, a new dogma that held that old infrastructure must necessarily be rebuilt from scratch in order to be truly new and truly equal and truly free. This kind of intellectual violence, like WWII, was absolutely necessary but also had side effects – it bred equally violent reactions that served to perpetuate some of the same attitudes they were trying to squelch. See also: Fundamentalists of all stripes.
I don't believe that our future can be won with violent reactions on the geo-political front or on the socio-intellectual front anymore. What I do believe in is a taoist kind of sustainable and constant change and adjustment – short bursts of energy and readjustments that use the momentum of past actions, but that don't get stuck and mired in blind conservatism, habit, dogma or laziness. A change that is cooperative and flexble, like a river wearing down rock. It will take enhanced awareness and diligence on our part in our daily lives and in our relationships, and an open-eyed acknowledgment of our collective past. It will take a willingness to engage in small acts of creation to counteract the destruction of the past and the constant decay and death that is a part of living. It will take stories of life and growth to encourage the life and growth itself. It will take…
Atonement.
(groan)
So back to our corner of the world. A few weeks ago Artistic Director extraordinaire Jess Hutchinson forwarded me this white paper from a study on what the young leadership of non-profit organizations are up against.
It might be a bit dry, but I find it to be quite palate-cleansing after a week of blogosphere mud wrestling and theater URL cataloging, all mixed in with an ugly guilt over the sacrifices of the past. Given all this, reading the paper felt like downing a bottle of shaved ginger.
I'm going under for a few days while we tech How I Learned to Drive at Backstage Theatre Company, and then it's back to developing a few more of these collaborative projects that we've been working on in the last few days. Sorry if I'm at all leaving you hanging, Dan, but I'll pick up as soon as I can. So for now, I'll leave you with some of the study's general findings that are resonating with me like a Model-T with two bad spark plugs and a hangover:
Once young leaders gain entry and standing in their organizations, they are confronted with the realities of structure, power, accountability and culture that define organizational life.
Decision-making in non-profit social change organizations often lacks clarity and transparency.
Young leaders grapple with developing good models for exercising leadership, power and accountability.
Power and structure: who is accountable – and to whom – is part of the responsible exercise of power and leadership.
Young leaders are often disenchanted when there is a gap between an organization's external values and its internal culture.
Balance between work and personal life remains a daunting challenge for young leaders in a culture still steeped in sacrificing all one's time to the work.
Good mentors are hard to come by – and urgently needed – as we look toward the future of movement building.
There are specific complications in mentoring and support when leadership is being transferred from one generation to the next in organizations that include family members [e.g. some unions].
The lack of adequate mentorship and broader intergenerational dialogue means that important lessons of history and experience are inadequately transmitted, or are lost to a new generation.
[Young] leaders seem particularly eager to be good mentors to the next generation coming up after them.
Young leaders feel that the Baby Boom generation has cultivated relationships with funders that are not being passed on – and that they need assistance in making those connections.
In some regions of the country, funders were perceived as biased toward certain models of work to the detriment of new models, especially those conceived in communities of color.
There is no infrastructure to support the transition of older leaders, and no roles into which they can readily move.
The culture of transition should be supportive and affirming, not blaming and punitive. Smooth transitions can be helped by personal and organizational planning.
As they evaluate the lives and legacies of the Baby Boomers, and consider what their own lives and legacies might look like to subsequent generations, younger leaders are offering some new insights based on their own aspirations and experiences.
Young leaders are looking for balance and reconciliation with older generations.
"In the '40s and '50s, despite the oppression, there were things in place to rejuvenate the community that don't exist now…we're scrambling to create those mechanisms."
"Our issues are always incredibly difficult to win. You have to be in it for the long haul if you ever want to see
a victory. I was just updating our victories and it stopped at 1999. And I was calling all my colleagues saying, 'Didn't we win anything in the last four years?'"
"Are people seeing results from their work? I mean, I know you see it to a certain extent but when you look at, kind of the societal issues and the kind of fight that's out there, it's kind of very disenchanting. And it's like well, is this making a difference?"
"Everybody in nonprofits is talking about how this is the most difficult time they've ever seen. It's a lot of pressure on us – and I have to talk to a lot of people to remind myself it's not me – it's not my fault."
It wasn't their fault either. That doesn't mean it's not our responsibility.
Tags: apple, Chicago, Community, connect, connection, Design, moment, Music, Networking, Sound, Theater, Transparency, Wiki
The Glacier Shifts
January 25, 2008 By: Nick Keenan Category: Community Building
First of all, a thrillingly honest perspective today from Dan Granata on the old inter-community feedback question, and the specifically difficult challenges facing performers on that front. Also of note is that funny way that theater lifers seem to get a little cracked as they hammer away over the years. This hit me most of all as I've been making steady moves this year towards becoming a Chicago theater lifer, for better or worse. Who knows if that'll stick over the next decade, but sometimes you just see when you've arrived home, and it's time to go "all in."
Can you hear the ground shifting?
Two recent announcements made me check my seismograph.
The first was the League of Chicago Theatres' announcement of the finalists for the second ever Emerging Theatre Award, which is awarded to theaters that "have been in existence at least 3 and no longer than 10 years, and have demonstrated artistic excellence and fiscal responsibility in business practices."
This years' finalists are:
ADVENTURE STAGE CHICAGO
DOG AND PONY THEATRE
SILK ROAD THEATRE PROJECT
THE GIFT THEATRE
T.U.T.A.
And the deadline for voting is in one week, February 1st.
Yes, no New Leaf, but that's cool. We're going to be a much better candidate next year, that much I can say, and this is a solid list of finalists. It's really great to have another grant in town, this one specifically to be used to enhancing a theater's marketing presence in the company. It's even BETTER that this has been organized as a community-offered grant, with League member theaters offered a vote in the process. The one criticism of the award that some leveled in its first year was that it went to the House, which seemed to be a theater that certainly met the criteria but didn't really need the marketing help. Even more eyebrow raising was the possibility that the award was being used to provide Broadway in Chicago with cheap artistic labor to produce the next blockbuster Broadway hit (not a bad thing at all for storefront theaters with a marketable product, but check out this Parabasis article on the potential ramifications of the increasingly common practice of enhancement. Which is essentially generating or even test-driving a for-profit production in a non-profit theater. *SpArrOw*. Excuse me, did some one cough?)
Happily, I think this list allows me, at least, to put to rest any doubt I had about the program.
So who would I vote for? Well, I've only had the privilege of working with Dog & Pony, and I've directly seen the work of Silk Road. I've talked in depth with company members and freelancers who have worked with every theater on this list, so I know at least a bit about how each company works. So I'm aware of the excitement surrounding each company. So then for me it becomes a question of: Which of these theaters is best for the community at large, and who could use the help the most?
For me, that becomes a tossup. I see Silk Road as one of the only theater companies in town creating theater for and about a huge and underserved demographic in the population. That's important work which brings new audiences to theater, and I think they do an amazing job with it. (Merchant on Venice was one of the most delightful shows of the year this season). On the other hand, Silk Road's upcoming partnership with the Goodman means they have several developmental and marketing hands pulling them up already. And thanks to designer Andrew Skwish, their marketing materials are already the best in town. THE BEST.
Dog & Pony does really gutsy work that really excites me. From Jarrett Dapier's stagings of the works of Sheila Callaghan, who I think could prove to be one of the most gifted playwrights of our generation,to Devon DeMayo's balls-to-the-wall promenade project As Told By the Vivian Girls (a nine-room exploration of the works of eccentric Chicagoan Henry Darger) to be staged at Theater on the Lake later this season. This is also a theater company that has strong relationships with the city and potentially has the infrastructure for big growth along the lines of Redmoon that brings a new audience to see other storefront shows. But what they don't have is money and a strong enough brand to carry that growth. I think if you want to invest in a company at a time where it could make all the difference, Dog & Pony's your company.
This is not to slight TUTA or The Gift. They're fine companies that value their artistic staff well and are true to their missions, but I don't see them building communities on the scale of Silk Road or D&P, and I think community-building is what will eventually help us all. The Gift, in particular, already has a particularly savvy marketing plan, an ensemble of savvy movers and shakers, and friends in high places (check out their list of close artistic advisors) that are serving them well, so I'm not sure if their need is as great as some of the others on the list. I'm sure they make a great-looking candidate for Broadway in Chicago, of course, and their need is definitely greater than the House's.
The one theater on the list that I feel a little queasy about is Adventure Stage Chicago. Not because of the work they do – I've heard it's great, and many of the artists working there are excited about the company. I also think a healthy children's theater has been really important to the overall growth of the theater scene here – the work being done by the well-funded, well-managed, and city-supported Chicago Children's Theatre is some of the most exciting work I've seen for any audience in recent memory (we still sing songs with glee from A Year with Frog & Toad up here in the Owen booth). The tricky thing about ASC's candidacy for this award is that they aren't necessarily "emerging." I don't know much about ASC, which means I don't know how completely they reformed from the preexisting Vittum Theatre, which had been in operation for over a decade. (I'd love any enlightenment from all you commenters out there). Was it simply a mission change or is it an entirely new theater and new staff that is capitalizing on the existing Vittum brand?
All told, it's a good list, and I'm excited about this annual award again. I think it'll be a great opportunity for industry folks to really get to know all the great theaters in town and get some positive cross-pollenation going.
I told myself this would be a short blog post, but I need to also mention the other announcement that came in the mail today… The Jeffs are auditing their brand.
and don't forget the
In a letter to Chicago theater companies, the Jeff Committee announced the results of a preliminary Brand Audit process (conducted by Patricia Heimann & Associates and Peak Communications) which will be followed up with more discussion and feedback from within the organization and throughout Chicago.
New Leaf went through a complete brand overhaul a few years ago, and when done right rebranding isn't just about a change in logo. It's like organizational therapy. It means focusing some inter-organizational scrutiny on the entire process and culture of how the Jeff committee works and how it is perceived in the community. It means refocusing the mission and removing the bad habits that sometimes develop when you're trying do something crazy in scope – like providing the valuable service of seeing and evaluating very nearly EVERY show in Chicago. It looks like one of the big things on that agenda is finding a way to introduce a little more organizational transparency:
Because Committee members are positioned as judges with the power to influence success or failure of a performance, respondents want to know the selection criteria for judges. Respondents felt they should be informed how committee members are selected, the committee's extended relationships and define more fully the committee's overall role in the theatre community.
Given what folks have been saying about the odd lines between theater practitioner and theater evaluator (see Dan's final paragraph), I think that improving organizational transparency is a FANTASTIC step. The kind of step that makes me want to hug the Jeff committee members one at a time. Because it's not going to be an easy road.
It goes to show that public discussion of perceived problems helps address those problems. Duh, nice insight, Nick. Making your voice heard is the first step in creating common techniques and public policy that creates solutions. Developing solutions that are both reasonable and new creates value for everyone in the industry. As Dan says and David Alan Moore backs up, our chosen profession has a way of making reasonable people leave the discussion, and that's a clear hurdle to building a more healthy community culture. I feel the burn too, and it's a battle with myself to keep writing and designing and periodically checking in with myself to make sure my actions aren't making things more difficult for the other folks in the boat with me.
At the end of the day, the Jeffs are us – committee members are picked from theater practitioners and appreciators in the community – and they already have a record of serving the community that far exceeds the record of organizations like the Tonys. Their institutional health and vigor should matter to us, and we should help them to make their vision and mission clearer and more achievable. The better our process for quickly recognizing quality work being done in town, the more our fair city can be seen by the rest of the world as a place where that quality work is nurtured. And that will mean that there will be more quality work to go around for us to work on and for our audiences to enjoy.
Tags: Audience, Audiences, Brand, Broadway, Chicago, city, Community, content, Critic, Design, Development, Discussion, Marketing, Mission, New Leaf, partnership, playwrights, Public Discussion, Storefront Theater, Theater, Transparency, Wiki
December 30, 2007 By: Nick Keenan Category: Community Building, In a Perfect World
I finally got around to catching up with Chris Piatt's PerformInk analysis of the year in Blogs, Blogs, Blogs!, which is highly recommended reading for both theater community watchers and theater community builders. One paragraph struck me in particular:
Yet, despite its (at least for now) comparatively small readership, everyone in power fears the blogosphere for a different reason. Journalists can be scrutinized without sanction and—their source of real terror—their social station could eventually be taken by unpaid, untrained writers. Meanwhile, theatres and artists fear bloggers their P.R. machines can't control. In this weak era for journalism, in which publicity and marketing departments are accustomed to driving news coverage, this is tantamount to Dodge City circa 1873.
I have been thinking a lot lately about the fear that most people have (and I share, to some extent) of engaging in public dialogue. Especially my theater friends who look at me funny when I say I'd like to show audiences the crazy argumentative design conversations we have. It feels like that fear is a part of a more general trend in America these days. The increasingly engaged blogging community has developed during a period of weaker-than-normal debate in the political sector and a good eight years of journalism that could-have-been-but-wasn't. We've lost the habit of sorting through our values in public debate. Now, minds are made up before the conversation begins.
And as far as this blog goes, the impulse to write a blog that really analyzed the mechanism of theater seemed to awaken in me an overpowering and paranoid fear that my various employers and students and other theater companies would then know my thoughts and use them against me. Or lose faith in those ideas. Or find me in conflict of interest and blacklist me. There's that fear that a transparent dialogue and open exchange of ideas will result in gossip, hurtful language and infighting. And it does, sometimes.
But that's not the community that I moved across the country for – past New York, I might add. We're capable of generating model theaters, and model theater organizations, and trend-setting work, so we should also be capable of vibrant blogging and reporting about that work. I agree with Chris here about the dubious character of anonymous posters – If a thought has value, it needs to be shared and tested with constructively critical thought, so that the idea can be strengthened and refined. Mutually beneficial conversations can be had when people take some ownership of their opinions and stand for something. With most critics' wordcount limit, I think that the blogapalooza might be the place where these more complex ideas can be discussed, so I'm glad that theater reporters are among the first to jump into the game and provide some detailed analysis. It's their game too.
That's of course why none of us should be worried about this new public forum ripping our livelihoods away – there's a difference between transparency and unfiltered opinionating, and that difference has value. Drawing connections and providing analysis that others are not equipped or unwilling to do has value. No matter what form we work in, or what our readership level is, if we are committed to creating the best work that we are capable of, we will always be rewarded by that work. If fear is allowed to get in the way of the work, the work will always suffer, and maybe that tells us something. Gapingvoid sums up the fear of transparency nicely:
Transparency's a tricky one. Transparency relies on human beings, and human beings are generally a frickin' nightmare.
But forget the hardcore mechanics of running a company for a minute. Let me ask you another question instead:
At the company you work for, how afraid is the average person of making a mistake? Of not being right? Of backing the wrong horse and being found out later?
And then there's your answer. The less afraid he or she is, the more transparent your company can be, with itself and with the outside world. The more afraid he or she is, the more opaque you'll have to remain.
The primary requirement for a transparent public discussion (or transparent management of the cultural institutions we get to play with) is disclosure of motives. We need to disclose not just what we want from the community and what we want to create in the community, but it's also important for us to speak openly about the framework with which we see that community. For example, it's interesting to see from Chris' writing (especially his stellar TOC piece on McTheatre a few months back, duly reviewed by blogger Don Hall) an emerging framework of Big Producer Money vs. the interests of the underdog Storefront community. He's right, of course – especially where City money is concerned, god help us. On the other hand, I think that framework makes the story about mortal combat between Wicked vs. Straw Dog, and that's not always where I want to be thinking from, because that sure does look like a hopeless fight.
I'll offer an alternative framework to the storefront woes these days that I've found to be more inspiring. My creative life has been in flux these days, and in the interest of full transparency, I've needed a more inspiring way to look at the situation to prevent the ever-lurking theater burnout from knocking on my door. I see Chicago theater as a unique community where at the end of the day, finances matter less than the artistic development of the work and the artists creating that work. The difficult pill for me to swallow is that great artists come here when they first start out, and they do five to ten years of work before they have the chops to make a living in another industry or in another city. Either that, or they keep developing forever, and here, that's another form of success. It's a public lab, where half-finished ideas get equal airtime and sometimes those ideas actually get developed and turned into really compelling stories. New ideas can be tried on a tiny budget. In Hollywood, half these ideas don't get greenlit because failure means bankruptcy – what does get pushed forward are the sure crowd pleasers, but not necessarily the ideas that our society NEEDS. In New York, well god help me I don't really understand New York, but it the work I've seen exported from New York and in New York is either the same sure thing McTheater or razor-sharp nihilism – hateful, despairing, and bitter art from people who have become disconnected from their homeland. Which, sure, these days… I'd like to become disconnected from my homeland.
In Chicago, we've got both of those types of shows, but we've also always had a third type – something that makes more wholly American than New York and Hollywood ever could. It's a deep connection with 'realness', and it's the same desire that drives us to retain our historic buildings but also renovate them and rebuild them. It's the same vision that makes us want to both drive out the Bush administration at the same time we want to clean up the Chicago political machine. It's the same awareness of our world that makes us want to desegregate our hometown and create theater that Looks like Chicago. It's a kind of theater that wants to reclaim the word 'homeland' and make us feel proud of our Americanness again, and how we can make that pride up to the world. That connection with ourselves, our realness makes us capable of wonderfully and wholly American theater – Theater that deserves to be seen on an international level and draw international attention, and interact with other international theaters.
This is a framework where Chicago is not, and never will be, a second city. It is an Ambassador City. Why even bother with spinning the framework of the Chicago Theater landscape this way? It's not to gloss over real problems. But it is to create a public idea that allows for growth. If you look at the sum total of theater PR in this city, and if you consider Chris' McTheatre piece to be the most comprehensive appeal to the market to take action, I think the one-sentence perception that the public picks up is: "Good, local theater is never going to have a greater general value than Big Box Theater, so it needs to beg for City support or risk death." That's a distortion of Chris' finer points, but it is what the headline tells you, and how the story spins. The PR spin I wish we were putting out there as a community is: "Theater has rich societal value, and this theater community, like other arts communities in town that have more public support, is garnering international praise without that funding. Chicago's theater community is a key way Chicago can generate stronger international partnerships if it is treated as an export commodity." Since PR is all about saturating a market with a unified message, if we want to really use PR to grow the entire community, we will need a common framework or vision that demonstrates rather than declares our value. We need a framework that allows us to grow, and recognize our own value.
Maybe this is all my personal PR machine talking, but I'm pretty confident that my ability to control public opinion about my own work is going on nil. More transparency: I clearly haven't written in a while, and this blog was an opportunity to flex some pretty atrophied muscles. (I'm using the whole pig, but I'll keep working on those run-on sentences). What I do know is that if you build a compelling idea, people will be compelled to build on that idea and generate real results, and a blog is a good place to test out those ideas that compel you.
One such idea that compels me: Maybe one opportunity we have with this blog-a-go-go is the ability to have a more transparent discussion about how to build Chicago theater's reputation outside of the industry. Like with the Mayor. He has flunkies that read blogs. And he knows that there's more to Chicago theater than New York exports, but he doesn't yet know what Storefront theater can do for him. Yes, Broadway in Chicago has got his funding now. But if he gets his Olympics, someone should tell him that all those visitors ain't gonna be all that compelled by Wicked.
Tags: Audience, Audiences, Broadway, Chicago, city, Community, connect, connection, Critic, Critics, Design, Development, Discussion, Don Hall, international, mac, Management, Marketing, partnership, Perception, Public Discussion, Set, Storefront Theater, Theater, TOC, Transparency


In today's competitive labour landscape, being able to pro-actively anticipate business needs and provide the talent pipeline needed to achieve short and long term goals, is vital to the growth of organisations. Many large companies which have multiple teams scattered in different locations are already benefiting greatly by using data to predict areas where staffing require shoring up of resources and areas that might need down-sizing.
In my experience working for a large security company with thousands of workers in multiple locations, I employed a supply chain model to predict and project manpower needs six to 9 months before the need arises. This is done through integrating HR data with sales pipelines and deployment data. It resulted in the HR Department being able to develop a constant talent pipeline to meet business needs and to slow down in areas where demand is tapering. Figure 1 gives a quick illustration of how the model works.
The Recruitment supply function projects manpower needs through sales pipelines for the next 6 months. This is translated into recruitment targets for the different business units. Predictive analytics is used to develop the manpower funnel that will eventually feed into the deployment system. Recruiters are given daily and weekly targets to meet and specific market segments for candidate resourcing. This systematic model enabled the HR Team to help the sales team win a big project and successfully deploying more than 2000 employees within a short span of 9 months. It's an instance where the HR Division gave the company a strong competitive advantage to meet the people demands of the business.
1. Where are your hiring bottlenecks?
2. Which hiring managers need help?
3. Which positions need urgent attention?
4. Which are your best sources for hire?
Let me share a few tools you can use.
a) Time-per-status: How long are you spending on each step of the process?
This simple analytic can make a real difference for a hiring team trying to figure out how they currently allocate their time during the hiring process and how they can better redirect their efforts. For instance, perhaps your candidates are spending far too long in the initial application stage before being either rejected or moved on to the interview stage. By statistical tools such as ANOVAs, you can identify the areas that are causing bottle necks and thus improve your recruitment speed and time.
b) Source-of-hire: Where are your best candidates coming from?
Looking critically at candidate sources can be a great way to tailor your recruitment strategy to tap into the best talent pools. For example, perhaps you've been spending time and energy making sure your positions are posted on the biggest job boards. Your hiring team thinks this is a good strategy because the best candidates are obsessively checking these boards for the newest positions. However, your recruitment analytics tell a different story. Turns out all your best candidates are coming from Twitter and Facebook. Now you know to tailor your strategy to focus on social media instead of spending so much time on job boards.
c) Referral rates: How many of your hires are thanks to current employees?
Josh Bersin shared in a recent article on Forbes.com of how a client improved sales performance by $4 million in 6 months simply by implementing a new candidate screening process based on insights gathered from data the company always had. Similarly, a simple analysis of your turnover data can give you insights as to the type and profile of employees that might not fit the culture of your organisation, thus assisting recruiters to be more effective in their next candidate selection. At SUTD, an analysis of high turnover in a particular year revealed that location and accessibility to public transportation were key areas of concern for employees who left. This enabled the recruiters to re-adjust their efforts to hire employees who were living closer to the East Coast campus, thus reducing turnover.
In another study done by "World at work" where they went through thousands of data sources, it was discovered that better quality of leadership resulted in lower turnover of key talent, as compared to paying higher salaries. Information like this can help recruiters focus their efforts on recruiting more high quality managers, thus eventually reducing compensation cost.
Using data analytics require skills and competence in different disciplines. These include: data analysis, statistics, visualisation and problem-solving. Most HR professionals currently lack these skills, and finding such individuals and getting them to work on HR data becomes important. Finally, it is important that recruiters ask themselves fundamental questions as to what they are trying to solve, and the type of data they will need to help them make better hiring decisions. Once that is identified, data analytics will complement the function by drawing out important information to support hiring decisions.
I hope you found this article useful and that it has given you insights on how you can improve your resourcing process. Do you have any other thoughts or suggestions to add on to the 3 points that I have mentioned? Are you currently using such tools in your resourcing function?
I welcome comments, thoughts and ideas as we move along in this journey to adapting analytics, systems and models to refine the hiring process!


There is potential for interaction between Coumadin (warfarin) and acetaminophen, but I have seen people take these medicines together safely. Just be aware of the symptoms of the interaction and if see your doctor if you notice anything.
Please see link below for detailed information about the interaction.
I have low blood pressure and I am now getting dizzy spells. Working a computer and moving?


Other games are easier to learn, certainly, but even young children can begin to learn how to play tennis and enjoy it. Simply be sure it's fun for them. Having fun with a child is a sure way to get them to like an activity and stick with it. Here are some tips to ensure that the children in your life will grow to appreciate the fine game of tennis.
Keep lessons short. Attention-spans vary, but most littles have little patience for anything that is too long. Thirty minutes, if it is an active session, is usually enough. Too much longer and the lesson might drag or become overwhelming for some children.
Encourage, encourage, encourage. If children see that you or someone else in the lesson is better than they are, even after they have practiced, they might become discouraged and disinterested in the sport. Be sure to root them on, and perhaps even discuss the importance of having a growth mindset while practicing and playing the game. Anything can be learned with the right attitude and an I-can-do-it assurance. Explain to them that with practice they can grow in their skills. A baby does not run before he crawls, falls, and toddles, for example. Neither will they learn how to play tennis in a few days or even weeks. It takes time to become skilled – but they've got that time! If you need to make a correction to their swing, include an aspect of praise as well. For every negative you need to tell them, have two positives at the ready. Children don't need to be coddled or lied to, but they do need to be told they definitely have the ability to learn and grow. They just need patience with themselves.
Create small, attainable goals such as hitting four shots in bounds during a game. Kids can help you individualize goals. They know what they want and need to work on, and letting them select what they do at times holds their interest more. A little prize for achieving those goals can't hurt their motivation, either.
Use bigger, slower, foam balls for kids because they're easier to hit, and hitting is the key to the sport. Practicing with something easy is much more motivating than starting with official balls. It also boosts their confidence like crazy.
Educational games and activities for preschool and major school youngsters. A lot of significant games databases are just list of games but there is not a sense of which ones are good. Farber appears at video games as narratives, defines some game-improvement terms, and suggests a variety of tools and activities for students to inform their own stories by way of the gaming medium.
ABCya's award-winning Second Grade personal computer games and apps are conceived and realized beneath the direction of a certified technologies education teacher, and have been trusted by parents and teachers for ten years. Minecraft: Education Edition is the exact same in-game experience, with added tools to help collaboration and structured understanding.
IOCC is rehabilitating 110 public schools in disrepair to strengthen the mastering environment for the local youngsters and their Syrian classmates. Our games can be purchased by schools, districts and other educational applications via Amplify. The most time- and expense-productive approach to designing these educational games is to incorporate COTS games into the classroom with the understanding of the finding out outcomes the instructor has for the course.
Text is offered under the Creative Commons Attribution-ShareAlike License more terms might apply. It is also that teachers predominantly use games as rewards or reinforcement, rather than beginning points for studying. I can see youngsters becoming significantly less frustrated with stuff they do not comprehend.


text:
package com.gdxz.zhongbao.server.servlet;

import java.util.List;

import javax.servlet.http.HttpServlet;
import javax.servlet.http.HttpServletRequest;
import javax.servlet.http.HttpServletResponse;

import org.springframework.beans.factory.annotation.Autowired;
import org.springframework.context.annotation.Scope;
import org.springframework.stereotype.Controller;

import com.gdxz.zhongbao.server.domain.ApplicationList;
import com.gdxz.zhongbao.server.service.ApplicationListService;
import com.gdxz.zhongbao.server.service.TeamService;
import com.google.gson.Gson;

import net.sf.json.JSONObject;

@Controller
@Scope("prototype")
public class ApplicationListServlet extends BaseServlet
{

	@Autowired
	TeamService teamService;
	@Autowired
	ApplicationListService applicationListService;

	/**
	 * 申请加入群
	 *
	 * @param req
	 * @param resp
	 * @throws Exception
	 */
	public void applyJoinGroup(HttpServletRequest req, HttpServletResponse resp) throws Exception
	{
		System.out.println("apply add requst");
		int userId = Integer.parseInt(req.getParameter("userId"));
		long teamId = Long.parseLong(req.getParameter("teamId"));
		applicationListService.applyJoinTeam(userId, teamId);
		JSONObject json = new JSONObject();
		json.put("isSuccess", true);
		resp.getWriter().print(json.toString());
	}

	/**
	 * 得到队伍的申请列表
	 * @param req
	 * @param resp
	 * @throws Exception
	 */
	public void getApplicationList(HttpServletRequest req, HttpServletResponse resp)
			throws Exception
	{
		long teamId = Long.parseLong(req.getParameter("teamId"));
		List<ApplicationList> list = applicationListService.getApplicationList(teamId);
		JSONObject json = new JSONObject();
		if (list != null)
		{
			json.put("isSuccess", true);
			json.put("applicationList", new Gson().toJson(list));
		}
		else
		{
			json.put("isSuccess", false);
		}
		resp.getWriter().print(json.toString());
	}
}

redpajama_set_name: RedPajamaGithub


My first of many, many posts about my food highlights from my trip to Europe in October is my dinner on a cold Saturday night at The Ledbury in Notting Hill, London. The Ledbury is a highly acclaimed restaurant that has a long list of achievements, including 2-Michelin stars, 13th best restaurant in San Pellegrino's World's 50 Best Restaurant list, and best restaurant in the UK in the Restaurant Magazine's National Restaurant Awards for three years running (until being knocked down to second this year).
The man behind The Ledbury is none other than Brett Graham, an Australian and a Novocastrian. On the back of winning the Josephine Pignolet award for young chef of the year, Brett Graham arrived in London 13 years ago to gain further experience. With intentions to only stay for a year in the UK initially, he is still in London 13 years later. And he seems to be going from strength to strength with The Ledbury gaining worldwide recognition and another of his establishments, The Harwood Arms, being awarded a Michelin star.
The occasion on this night at The Ledbury was that my wife and I wanted to treat a close friend of ours (who from now on will be referred to as N) to a nice meal. N is not really a person who is into fine dining, quite the opposite actually as he has a love for KFC. But he was willing to give Ledbury a go as I assured him that he will have a fabulous time. It's the least we could do after all these years of friendship.
Both the bread and the butter were really quite amazing. The bread had a great crust and as it was a multi grain bread, which gave it great flavour, it was heavier than most breads at other fine dining restaurants. Once N had learnt that restaurants in Europe do not stop refilling your bread (and at no extra cost), there was no stopping him from asking for more bread throughout the night to mop up every plate clean. Both my wife and I started doing this. Good job N, you are learning quickly!
We were also given a choice of a bacon scroll and a malt bread roll. I went for the bacon scroll, which was just so flakey and so tasty that I wanted seconds, and N and my wife had the malt bread roll as they both can't eat pork.
These little bite sized treats were just yum and whetted our appetites. Smooth, moreish gruyere cheese in a thin, crisp tart. These were gone in one bite so we were eagerly awaiting the first course.
The ceviche of scallops were the first course for both myself and N. This course was perfect to start off the tasting menu and ticks all the boxes for what a first course should do. The scallops were thinly sliced and a lovely sweet, delicate flavour and soft, velvety texture. Then you get the crunch and freshness of those round discs of turnips. The frozen horseradish was quite refreshing and adds a slight pungency to the dish. I found the seaweed oil to be a very interesting ingredient, almost reminding the diner where there scallops came from, i.e. the sea.
As my wife is a vegetarian, she had the dish with radishes instead of scallops. She also enjoyed this as a first course and particularly liked the seaweed oil.
This salad of artichokes, walnuts, foie gras and pear was my second course. It was a very clever dish as it is able to successfully utilise a rather rich and heavy ingredient in foie gras and turning it into something that is really quite clean and refreshing. I enjoyed all the different artichokes used here and the crispness they had and the freshness they bring to the dish. The contrasting flavours from the bitterness of the walnuts, the sweet, juicy pears and the rich savoury flavours from the foie gras is really a stroke of genius on Brett Graham's behalf. The foie gras was grated into fine grains and was icy so it just evaporated in the mouth. So all in all, quite a spectacular dish.
Both N and my wife had this dish as their second course. This dish is all about that aged Comte cheese, a semi hard French cow's milk cheese, with all the other elements there to showcase and accentuate the pungent flavours of the Comte. My wife made the observation that she had not ever seen a cheese based course presented in this way: a creamy, slightly stretchy cheese served in an onion broth, which actually worked well with the cheese with its sweet and clean flavours.
The flame grilled mackerel course that N and I had is a signature dish at The Ledbury and it is not very hard to see why. This dish was a whole new level of amazeballs, I really don't know how to say how amazing this dish is in an eloquent way. I have never had such a good piece of cooked mackerel. I am a little sceptical of cooked mackerel at times as it is a flakey fish that can get a bit dry. But no such thing here. The mackerel was moist and flakey at the same time and that smokiness from the flame grill really takes the flavour of this dish to another level. The pickled cucumber really work well here and add some freshness and acidity to a dish that has a lot of big savoury flavours. And inside what looks like a rice paper roll are raw pieces of mackerel and avocado, a nice, clean way of enjoying mackerel to contrast the flame grilled version. This was probably my favourite course of the evening!
My wife's vego course was a highly enjoyable version of the tried and tested combination of sweet beetroots and creamy and salty goat's cheese. The beetroot had an intense sweet and earthy flavour that we suspect was achieved through baking the vegetable in a salt crust. There were also some interesting fruity and acidic elements added here with plums and raspberries. These all work wonderfully with the beetroot and goat's cheese.
We all had the crispy quail egg course so we all enjoyed this course together. There was silence at the table. You could hear the sound of a pin drop, or is that the sound of crispy quail eggs being consumed? This dish was so good that it took the words completely out of our mouths, so we just stared at each other and had one of those 'foodgasm' moments (think Matt Preston on MasterChef when he eats something amazing). The flavours and textures in this course were spot on. A runny egg yolk combined with the pungent aroma and flavour of truffle (in this case from the strips of Wiltshire truffle and that creamy truffle emulsion) is one of my all-time favourite combinations. It is just so richly satisfying and delicious. The crispiness of the quail egg really does work a treat with all those rich, creamy elements. And to top it all off, you get the thin slithers of slightly sweet chestnuts and some lovely cepe mushrooms. I don't know what else to say, except… just amazing!
Both N and I had the sea bass course. The roasted sea bass was cooked to perfection. The flesh was moist and delicate. And the skin nice and crispy. The sea bass was paired with a creamy cauliflower puree, tapioca, which I found interesting, and some crispy toasted quinoa. Even the cauliflower were amazing – great smokey flavour from the caramelisation process and had some bite (i.e. not soft as much and not too hard). Simply put, this was awesomeness on a plate!
My wife's vegetarian version obviously had the sea bass removed, so it looked like a risotto. My wife is not a fan of cauliflower at the best of times, and judging by the fact that she devoured them before I could even ask her what she thought, it was cooked to her satisfaction. In fact she said that if everyone cooked cauliflowers like that, she would be converted.
Baked vegetables in a salt crust is my favourite way of having vegetables. There is something about the cooking process which enhances the flavour of the vegetables and gives the vegetables the perfect texture. The root vegetables in this dish included carrot, purple carrot, and beetroot. The juices from the vegetables and mixed with a bit of hazelnut oil at the base of the plate are divine, stuff that you want to lick off the plate or mop up with a bit of bread. The root vegetables were bound together by a thin sheet of lardo di Colonnata (cured lard from Tuscany). The salty and porky flavour from the lardo really does bring out the sweetness and the flavour of the root vegetables, a perfect match really. There was also a crunchy strip of black cabbage, an artichoke chip and some pork scratchings to give the dish some crispy textural elements. So overall, an excellent course show casing vegetables – a winner in my eyes.
In place of lardo and pork scratching, my wife and N were served walnuts and pear. In essence, it was the same dish as mine.
The speciality at Ledbury is game meats and with this final savoury course I could see why. The fillet of fallow deer absolutely blew my mind away. This along with the flame grilled mackerel were my favourite dishes of the night. The deer was cooked medium-rare and had a nice reddish-pink centre. The meat was so juicy, tasty and oh so tender, almost like poking into a sponge. I didn't find the flavour to be too gamey at all. The caramelisation on the fillet and the meaty juices on the plate were just amazing. The icing on the cake was the small blob of warm bone marrow sitting on top of the deer. It was soft, fatty and smokey and works so well with a nice hunk of meat. Also on the plate was a sausage made from deer meat, which was wonderfully spiced and had brilliant flavours, and thinly sliced crisp potatoes cutely lined up in a row. Served on the side was a celeriac puree and an emulsion of juniper, truffle, sherry and spinach.
From the first bite, N was raving about this dish. We had 2 other amazing fish courses this meal, but he reckoned the turbot was the best. I tried a little bit of this dish, but I beg to differ as nothing could touch that flame grilled mackerel in my eyes. The turbot was cooked to perfection I must admit: the flesh was soft and delicate in flavour and the creamy white wine sauce was superb.
My wife's vegetarian course was this interesting dish of salt baked celeriac coated with the ash of juniper berries. Celeriac is quite mildly flavoured on their own, but the with the distinctive flavour of juniper and accompaniments of chanterelle mushrooms, hazelnuts, scrambled eggs (yes scrambled eggs, according to my wife) and sherry, Ledbury takes the simple celeriac to another level. The flavour of juniper is hard to describe, except to say it tastes piney (think of gin as juniper berries are the main ingredient that gives gin its unique flavour). The same crisp potatoes in my deer course were also served in this dish.
We decide to share one serving of cheese (extra 10 pounds) amongst the three of us, which I think was more than enough. I am not much of a cheese person, so I let our guest do the honours in choosing which five cheese to sample from the cheese trolley. N is quite the cheese connoisseur, as he has been refining his cheese palate during his weekly rounds at Borough Market on Saturdays, sampling all the cheese at the different stalls. Definitely one of the perks with living within walking distance of one of the best food markets in the world - I am definitely jealous!
The cheeses we decided to go with were a blue cheese, which I run many miles from; a goat's cheese; a Chaource, a cheese similar to camembert; an 18 month Gruyere, my favourite out of the cheeses we tried; and a hard cheese, which even I found mild. The cheeses were served with a selection of crackers, grapes and walnuts.
For pre-dessert we had this deliciously, refreshing treat. The combination of citrus flavours from the sharp lemon curd, tangy mandarin granita and the lemon verbena ice cream were really quite amazing. An excellent pre-dessert and palate cleanser that left the table salivating for the final course.
When I saw the banana and chocolate malt tartlet on the menu, my eyes immediately lit up. For some reason fine dining restaurants tend to stay clear of bananas in dessert. Perhaps banana is not a particularly graceful ingredient. The last time I had banana in a fine dining restaurant was at the now defunct Becasse, where I had an amazing banana creme brulee.
In any case, this dessert was just divine and an excellent course to finish what has been an amazing tasting menu. Everyone knows that the combination of chocolate and banana works a treat (just have a Nutella and banana crepe in Paris and you will see), and this dessert was no different. The chocolate was rich, smooth, gooey and to die for. Hidden inside the chocolate was a liquidy banana centre with small chunks of bananas. There was also some great contrasting textural elements in the dessert from the thin, crispy tart pastry, the thin caramelised tuile, hazelnuts and chocolate dirt. Overall, this was an excellent dessert utilising familiar yet delectable flavour combinations executed in a classy manner.
Wow what a meal! Everything was practically perfect at The Ledbury. It goes without saying that the food was delicious. The tasting menu is very well constructed, with an excellent progression of courses from start to finish (we later found out that Ledbury had only just rotated to a new menu on the night). Sharing great food with amazing company is of course the best thing about eating out. N called this meal "easily the best meal of his life"; this made the meal all the more special for me. And as we were leaving the restaurant, my wife mentioned to the maitre d' that we were from Sydney and enquired whether Brett Graham was in the kitchen tonight. The maitre d' said he was and then offered to take us down to the kitchen to meet Brett. Wowsers, I certainly was not expecting that! I never ask to see the kitchen at any restaurant or the chefs, since being a quiet person, I just don't know what to say to them or get in their way!
I had nothing to worry about really, Brett was really friendly and easy to have a conversation with. Once you speak to him, you quickly realise what Ledbury is all about and what makes him tick. He is dedicated to and passionate about his restaurant (he calls Ledbury his baby), and what he cares about the most is making sure that his customers are happy. He is so devoted to the Ledbury that he spends most of his time in The Ledbury kitchen putting in the hard yards with his staff. I also wanted to tell him that my wife and I had just travelled around Europe eating at a few 3-Michelin star restaurants and we would rate our meal at The Ledbury alongside, if not better than some of those meals. Brett Graham has a restaurant that he should be extremely proud of, leaving customers, like myself, raving to others just how amazing Ledbury is. But I did not get a chance to, as the kitchen was clearly still quite hectic and we were probably getting in their way, so we quickly got a picture with the man, and were off on our merry way, hoping that, one day, we will be back at The Ledbury.
Highlight: It is hard to separate the flame grilled mackerel and the fillet of fallow deer, as both were top-notch dishes at a Michelin starred establishment. Also, getting to meet and talk to the man behind The Ledbury, Brett Graham, was a high.
Lowlight: We Australians have lost such a talented chef in Brett Graham to the UK. Plus he has married an English girl not too long ago, so he won't be coming back to Australia anytime soon. Good news for London, bad news for Australia.