How do you work together when you’re far apart is likely a question you’ve asked yourself since the beginning of this year. You’re not alone! Arts organizations across the globe are adapting to the new reality of working remotely, and all of the challenges that come along with it. Here at PatronManager, we pride ourselves on the effectiveness of our remote-first approach to work and feel confident in the best practices we’ve refined to make our worldwide staff a cohesive team. We’ve dug into our blog vault and unearthed some useful posts on this topic with tips to help your organization thrive in this new digital environment!Read the Article
Today’s blog post is written by Rebekah Pearson, Digital Learning Specialist, PatronManager.
When my family gets together, it never fails that we find ourselves sitting in the living room around 5:00 PM asking the age-old question: What should we have for dinner?
I don’t know how your family solves this dilemma, but in my family, it’s not just a simple question. Putting aside the personal food preferences and restrictions of individuals in the group; under the stress of this seemingly trivial task, the distinct personalities of each person in the room comes out.
I’ve also seen this mirrored in the workplace. Perhaps you’ve had the same experience when working with colleagues on a project — like brainstorming fundraising ideas for a new season, changing your group sales strategy, deciding on a lineup of shows, or improving the process for thanking your major donors.
Having different personalities on a team can be extremely beneficial. It contributes to better decision-making, a more balanced workplace, and increased efficiency. Everyone tends to view the world through the lens of their own experience, which means others can see what you can’t, and vice versa. But this can also come with challenges when people with various perspectives try to communicate effectively. Especially when you likely have a number of different personality types in your organization.
Over the years, many different personality tests and psychological questionnaires have been put out into the world to help people discover their “personality type.” Once identified, a person’s results can be used to help improve relationships and communication with others. Some familiar approaches include Myers-Briggs or DISC. While these assessments, and many others, hold a lot of value, your team may benefit from diving into a centuries-old personality strategy that has recently taken popular hold: The Enneagram.Read the Article
Today’s blog post is written by Kevin Patterson, Senior Account Executive, PatronManager.
Unless you have been living completely off the grid in some remote part of the world, you have no doubt heard all of the conversation and debate about the staff comings and goings-on at the White House. The current count, which is somewhere north of 40 staff firings, resignations or departures, are the most in modern U.S. Presidential history. Without taking a political side on whether all those changes were warranted or not, the whole situation has me thinking about how arts organizations and their employees engage in their work environment; and what prompts them to either stay engaged or leave.
Over the course of my career in the arts, both as an employee of an organization and as an executive, I’ve seen my fair share of staff changes. I’ve changed organizations myself. In a talk I heard years ago at a conference, it was suggested that there were three main reasons why good staff leave organizations. They leave the leader. They leave the mission. They leave the culture. Let’s take a closer look at each of these:Read the Article