Today’s blog post is written by Christy Warren, Senior Manager of Education, PatronManager.
I worked for a non-profit arts organization for 14 years, so I understand your title doesn’t always reflect everything you do. You might be a box office manager or a development director, but you probably also handle budgets, payroll, scheduling, hiring, ordering supplies, and maybe even cleaning the office microwave.
One other task you likely do is train new employees. This is an extremely important task, but it usually doesn’t get as much attention because it’s more of an as-needed assignment. Most people in the arts don’t come from a background of teaching, though they tend to be very empathetic and relationship-focused people which lays a great foundation on which to build.
Full confession: I fall into this camp. My first box office position was shortly after college. I was good at my job, so my boss charged me with training new staff members as they were hired. We had a list of items everyone needed to know, so I would just work my way through the list showing all new hires how to do each item. It was fine. New staff learned how to function and did well in their jobs. But after working with four or five people, I started to figure out ways to help them learn faster and more effectively.
Fast forward a few years, and I enrolled in graduate school to study adult learning and organizational development. This is where I discovered the theories behind the methods I was using in the box office, unbeknownst to me at the time. The two biggest takeaways I can offer you from these experiences are:Read the Article