Templates are the Enemies of Innovation

NOT MY TITLE, BUT A GOOD ONE DON'T YOU THINK? It comes from this article in Fast Company by Dev Patnaik on how the The Rotman School of Management is restructuring its MBA program based on developing business leaders who are well-grounded in multiple disciplines (including strategic and creative problem-solving). No wonder then that one premise held by the school’s dean is that “templates are the enemies of innovation.”

Hmmm.....templates. My world is littered with them. I'm always searching for them to use as examples, to shine new light on old dusty topics. But, think about it: templates are meant to provide a standard output, whether it's that envelope up there in the image or a policy statement. In the organizational context, it’s so easy to copy or spin someone else’s work, even if it’s not quite the right fit. Yet, one of our oft-stated mantras is “don’t reinvent the wheel”; when someone or some organization has already gone down that road, why should we? Templates aren’t all bad, but how do we know when to use them, when to hybridize them, and when to start from scratch?

When to Use Them

Templates are very handy for hammering together routine, systematic or non-"creative" work, particularly if it needs to fit within a larger, profession-wide context, like cataloguing specimens or music scores. Some solicitation (donor responses forms come to mind) and “how to” (such as how to sign up for a class at the art center) materials fall into this category. These are materials that may need very little or no organizational interpretation.

When to Hybridize Them

Templates become less helpful for drafting policies and procedures, mission or vision statements, planning documents and the like, where the results should fit an organization’s personality like a glove, not a hand-me-down. Their purpose can help to underscore professional practice with guiding language or in raising issues not thought of, it’s true. We need to resist the temptation to simply "fill in the blanks" without understanding the consequences of such actions on the longer term health and operational capacity of our organizations.

When to Start from Scratch

When it comes to approaching a challenge, a problem, or an opportunity from a fresh vantage point, the template is too bound up in someone else’s perspective to be useful. Templates in these contexts often act like blinders, limiting exploration and creativity. They can be especially detrimental in the long-run to organizations that circumvent the creative process by using them. Development of particularly meaning and value-laden narratives, innovative services or products, reinvented ways of accomplishing work may receive a kick-start from the examples of others, but they deserve an unimpeded space for experimentation.

Photo: envelope template from fishbowl_fish

Why Do You Care? Making Personal Connections to Organizational Mission

I FREQUENTLY USE THIS INTRODUCTION/ icebreaker at board-staff retreats and it almost always results in a new level of mutual understanding and respect: I ask participants to talk about why they care about the organization and want to be a part of it.

Emotional connections to the importance of the organization and to its mission are often revealed in heartfelt ways. Participants revel in newly discovered information about each other. Boards and staffs rarely allow themselves the opportunity to talk in such a way, yet their underlying desires to play a part in an organization are, in fact, the connective tissue that holds the enterprise together. It's a worthy thing to share.

This activity is also a great pick-me-up for those times when a group has just plain run out of steam. It helps bring the energy level up, because it asks people to get in touch with what they deem is personally important.

This discussion is also an effective opening to the creation of vision and mission statements or review of existing ones. Boilerplate or overly clinical statements don't pull people into the work of the organization -- personal stories about why people care do.

Photo: Why Care from Dogtrax

Key Questions for Board and Senior Staff

I'M PREPARING FOR A BOARD WORKSHOP ON ROLES and responsibilities, and we'll be spending a good chunk of time reviewing a self-assessment board members participated in a few weeks ago. The organization's director and I decided to use the self-assessment as the launch pad for a series of discussion questions that we think will encourage board members to dig deeper into how to apply established responsibilities to the institution.

I think they're pretty good, so I wanted to share them with you. Feel free to share them with your boards.

• How frequently and deeply is the mission used to drive organizational goals and values?
• What is the role of the executive director vis-a-vis the board in financial stewardship?
• Besides finances, what are the biggest risks facing the institution?
• How can interaction among board members be enhanced?
• Is the needed mix of talent at the board table for now and the next five years?
• How can the level of information and idea exchange at board meetings be effectively increased?
• How can the board be more visible to the organization's constituents?
• What are the one or two factors that are critical to the board-director relationship?
• What changes in board structure or practices could enhance the organization's ability to fulfill its mission?

Photo: 2008-0625 IAA Board Meeting 067 from Arts Alliance Illinois

Game Changing the Model

WHO'S READY TO MOVE FORWARD? WHO'S READY TO EXPLORE new and effective ways of addressing the seemingly intractable problems of the arts and cultural community, -- too many of us, too few resources to sustain us all, too many fiefdoms, unpredictably shifting audiences (to name but a few)? Who's willing to dig in deep enough to ensure that new approaches are sustainable for the long haul?

Who are the arts and cultural game changers right now? Here are three that come immediately to mind:

Michael Kaiser, President of the John F. Kennedy Center for the Performing Arts, created this year the “Arts in Crisis: A Kennedy Center Initiative,” a program providing free arts management consulting to non-profit performing arts organizations around the United States. The program has put Kaiser on the road to all 50 states, Puerto Rico, and the District of Columbia, hosting management symposia.

Maxwell Anderson, Director of the Indianapolis Museum of Art, has championed the use of multimedia and networked information to connect museum visitors with collections and promote greater transparency to the field and the public. His advocacy led the IMA to launch, in 2007, the first real-time museum dashboard, revealing over 50 fields of sensitive financial and performance data and soliciting commentary from the general public about the museum's commitment to openness. It is considered a gold standard among museums committed to transparency and accountability.

The Chattanooga Museum Collaboration has effectively proven that major institutions can pool functions and resources for the good of all and the community. The Tennessee Aquarium, Creative Discovery Museum and the Hunter Museum of American Art share common human resources, financial and technology management, as well as marketing -- even capital fundraising. A commitment to enhancing the city's quality of life, coupled with open and forward-thinking by board and staff leaders, has given this partnership resilience and staying power.

Who would you recommend? Yourself?

Developing a Facility? Your Best Advice May Be Just Around the Corner

I'M ALWAYS ESPECIALLY GRATEFUL TO RECEIVE QUESTIONS from smaller culturals that are in the process of creating or expanding their facilities. These organizations often operate with a dearth of information about building and shaping their spaces, despite the fact that there are thousands of organizations who've gone through it and are happy to offer up advice, warts and all.

Without some unvarnished insights and opinions, most of us are susceptible to the shiny object held out in front of us by architects, professional fundraisers, and product vendors. We don't wish to appear ignorant, even if we are. But do we really want to end up with a museum that has too little collection storage space or a performance hall with a too-small backstage area?

Boards of trustees and many staff do get caught up in the immediacy of such projects, often unable or unwilling to think about the long-term consequences of building decisions. The pressure to raise funds and move forward on capital projects even when we might not be quite ready is very real and a heavy, heavy burden. I give any organization tremendous credit for calling "time out" in the midst of a project to rethink it if it truly isn't working or simply isn't "right".

Doing so is generally an expensive lesson. All the more reason to seek as much advice and opinion BEFORE signing that contract! So, for my readers from smaller culturals, I urge you to reach out to colleagues in your community or region to ask for advice -- and to pay for that advice if necessary. Museum curators, gallery directors, stage/facilities managers, conservators, visitor services directors -- these are the folks who know how space must work. They are your "on the ground" experts. And they're happy to help.

Photo: The Boy Builder from doublewinky

Frozen by Fear

A CONVERSATION TODAY WITH THE DIRECTOR OF A
local history museum outlined many of the financial issues cultural institutions are grappling with right now. While programs continue apace by a small and increasingly overworked staff, the director said, "We're close to pulling out of the economic trauma, but it seems as though every time we get close, we fall back." She cited a confluence of issues at the base of which is the simple reality that there just isn't enough operating income being generated from any source to cover expenses.

And like your organizations, this one has cut its expenses as much as possible without laying off staff. That may come next year, however, if the museum fails to address its structural (long term/ongoing) operating deficit, which right now is about $40,000. While some of her board members are beginning to examine the issues surrounding the deficit, these conversations easily become consumed by minutiae. Before you know it the train is off the track. No decisions are made.

The director's response has been to increase grant writing and plan for programmatic expansion with the hope of generating new sources of funding. Nice try. And how many hours a week did you say you were already working? Neither guarantees a return on investment and both require longer time frames for success than the museum has available before the short leash of the deficit will yank it back to expense-chopping mode.

This scenario sounds very much like the typical "fight or flight" reaction most of us have when we're panicked by something that seems to have the better of us. In this director's case, her board has so far taken the "flight" mode. She needs to get them into "fighting" mode. How to do it?

First, you've got to define the problem. Deficit? How much are we talking about? And what's the timeframe in which we need to address it?

Then you've got to define some solutions. Sure, cutting more expenses from an already bare-bones operation is one choice. But what are some other options? Just so happens, this museum will be gearing up for its annual appeal soon. Hmmm....what are some ways to tweak this individual giving activity?

Got a handful of ideas? Next is tasking them out. So what does an annual appeal look like? Who does what and when? Would the board be willing to establish a challenge to donors -- for example, match the first $5000 that gets raised? I'm starting to feel it thaw in here!

When individuals and groups get frozen by fear, it's usually because they have no clue about the extent of the problem or the possible solutions and timeframes needed to address it. Information is power. And breaking down big, amorphous problems into bite-sized tasks is like warm breath on ice.

I'll let you know how she makes out.

Photo: Leaf melted into ice from roddh

A Board Self-Assessment Tool to Get You Started

My last poll about board self-assessment attracted thirteen respondents. Six have done or do self-assessments; six haven't; and one intrepid person who admits to needing a bit of help with the whole process.

So, to help get those of you who are interested in self-assessment a bit of a jump start, I'd just loaded a tool on my website that you can use as is, or adapt to best suit your needs.

Here are some thoughts about using it, once you've decided to take the plunge:

• First, consider the self-assessment as a baseline of information/feedback from the board about how it does its work from the governance and organizational structure point of view.

• Give the board some time to review the findings and comments.

• Structure part of a board meeting (or several meetings or a retreat) around discussion of the findings.

• Focus primarily on areas of greatest discrepancy in responses. Spend some time delving into why some board members rated a statement weak while others rated it strong. Try to clear up discrepancies or reach consensus about them.

Can’t seem clear up discrepancies despite their importance? Make sure these issues are included in your strategic plan as strategies or tasks to be worked on by committees, staff, or task forces.

• Now focus on those statements rated by the majority of respondents as very weak or somewhat weak. Which statements does the group want to work on to strengthen? Which are not of concern for the group at this time?

Include areas that need strengthening as strategies or tasks in your strategic plan to be addressed by committees, staff, or task forces.

• Lastly, focus on the strong areas. How can the board use its strengths and attitudes to overcome its weaknesses?

• Take the self-assessment periodically to see how much progress you’re making. Use the assessment to benchmark successes and to identify areas that need continued attention.