John Arroyo

Post Convention - Next Steps for Leadership

Posted by John Arroyo, Jun 05, 2007 2 comments


John Arroyo

With the convention over, it's nice to part with the chaos that is Las Vegas and apply some of the advice and models offered during the leadership track sessions. During convention there were many conversations, but now it's time for the action. I think this is most important considering the arts is a sector that is criticized for commissioning many reports, but not leveraging more action beyond the thick reams of paper. Furthermore, many think that these reports only remind of what what we already know.

In the Coaching session, the idea that accountability sustains energy (not just for organizations but for the individual) really rang true, especially in these relatively new programs that encourage executive directors to make action plans and if need, fail in a safe place. "Find comfort in discomfort." Since I also support one of the programs that was featured (LA County Arts Commission Executive Coaching Initiative), it was helpful to see the reception to the modeled coaching session.

During the Leadership Pipeline session, low salary, unsustainable jobs, and lack of benefits and operational support (through grants), were the major concerns. In questioning how Americans for the Arts will specifically leverage and advocate for the improvement of these issues, we learned that Americans for the Arts will be conducting a salary survey of arts administration jobs. Here are some findings from Barry Hessenius' blog - "Barry's Blog."

When we engaged Inside the Leadership Studio, both presenters and attendees reminded us of the basic priorities and responsibilities - the most important being ourselves.

Here are some basic (but easily forgettable) nuggets of wisdom:

- Rely on the support of family and friends (at the end of the day...)

- Engage in external hobbies (ok if it's not art!)

- Don't let things ruin your day

- Don't sacrifice extended amounts of personal time in lieu of your work

- Always listen to your gut (in reference to ethical issues)

- Surround yourself with art to remind you of the reasons why you do this work

- Remind people you appreciate their work and help (staff, volunteers, patrons)

- Don't lead from a place of fear

Intergenerational Leadership also provided one of the liveliest conversations I saw all weekend. "If you can't handle change, you won't be able to keep up" (change being generational transitions, technology). The reality is that there is more art being produced, but not necessarily in the nonprofit sector (now mostly through media and small businesses). There are jobs that pay better. Furthermore, although we're used to it, the nonprofit model is not the only one.

One of the most interesting points of discussion was retention. How do you retain a 20-something (securing their longevity for longer than 1 - 2 years)? Most of the emerging leaders in the room commented that they mostly see their jobs as training and when they don't see any growth potential, they don't mind leaving to a promotional position or starting their own nonprofit. The problem continues as there are some leaders who don't have benefits, retirement, or health care and in lieu of their own security, don't have a choice to retire.

Some recommendations:

- Educate your hiring committees and board to evaluate the strengths of current staff (including Emerging Leaders) when jobs become available

- Be open to hiring people who want to start a family - their priorities will encourage a the healthy work/life balance that our sector does not always allow

- Educate new generations about the work of LAAs (Local Arts Agencies) and the NEA, AftA, etc...

- Encourage art schools to teach courses the "business of being an artist"

- Enhance any education with professional opportunities in the forms of internships and volunteering

- Consider the term "Emerging Arts Manager" rather than "Emerging Arts Leader" - not everyone wants to be a leader

- Make time to meet with newcomers to the field (especially those who may not have any forms of professional development)

- Recognize the differences of professional development (technical, i.e: how to run a capital campaign) vs. leadership development (individual, i.e. leading with confidence)

- Emerging Leaders should always take advantage of as much training as possible (it's more difficult to find the time or programs at the ED level)

- View training from the bottom-up and not top-down

- Consider the "Emerging Legend" - stepping off a leadership position to allow someone else to infuse the organization with new leadership, respecting the torchbearers to retain institutional memory and complete the knowledge transfer

To end, I'd like to thank the all the organizations and executive directors who supported any Emerging Leaders to attend the conference (through time, registration, travel expenses, etc.). I'd also like to congratulate David Dombrosky, Emerging Leaders Council chair and winner of the 2007 Emerging Leader Award! David has a wonderful vision for leadership among ELs and the field at large and his accolades are truly well deserved.

TAGGED WITH:
2 responses for Post Convention - Next Steps for Leadership

Comments

Marialaura Leslie says
June 05, 2007 at 4:28 pm

Credit for the "emerging legend" term goes to Nana Hudo, an arts educator from Puerto Rico, who suggested that term at the Creative Conversation in San Juan in October 2006. (Nana is a "living national treasure" in Puerto Rico's cultural community).

  • Please login to post comments.
June 09, 2007 at 6:52 am

I facilitated the Developing the Leadership Pipeline discussion which was hugely emotional. Usually I stand in front of a room and have no problem speaking my mind but this issue is so close to my heart that I was shaking.

When questions opened up to the room some folks were nearly in tears. Career paths in the arts touch both personal and professional sustainability and this discussion gave voice to the inner dialogues.

I was very encouraged that all these discussions were cross-generational in that Baby Boomers, GenXers and Gen Y folks. One moment did give me concern though when during our panel the question of obtaining a Masters degree was brought up by an Emerging leader. Hot topic for sure and we each had a strong opinion. The person posing the question seemed confused with all the info and ended up leaving after asking her question. Were our responses too jaded?

  • Please login to post comments.