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Other Added - 5 Things Any Organization Can Learn From A Movie Set
Creating a small business from nothing is easy to do anyone can do it, by simply filling out a few forms at a government office and then you have your small business. Making it successful is the hard part but also knowing how to get out of your business is as important to your business as owning it. Way to many people startup small businesses but then have no idea how they are going to exit it and in the end the way they build their business in many many cases results in them not getting the windfall they had hoped for.Let me be really honest with you, if you build your business correctly and make it successful, you can make millions, but you can cost yourself money in not knowing how you will dispose of it and building it in away in which selling is not easy.Now, I hear it now, but are not all businesses built the same way?Well in fact no and if you structure your business in the wrong way, it can affect your ability to offload your business.So what are the ways business owners can exit their business?Let me list them straight off -1. Sell to another small business owner 2. Sell off Fr
• Do people really feel free to express their opinions without fear of consequence?
• Do you establish an atmosphere that invites ideas?
• Do you know how many great ideas are left unheard?
4. They monitor their work and give effective feedback
After each day of shooting the director, producer and editor review the days’ work. They know right away what’s working well and what is not. Monitoring the work is highly important to save time, money and energy. They understand that making a film is not a right; it’s a privilege. They are aware that someone has invested a lot of money and faith that they will produce their best work. They are always interested in doing the best work at the least expense but will not sacrifice the work because it bears the stamp of their name. As they monitor each day’s work they create feedback that is immediate and effective. Actors, assistants, lighting, camera, etc. all want the direct feedback because it means their job expectation is more clear the next day.
Questions for your organization:
• How often are people monitored to identify what’s working and what’s not?
• Is feedback effective and timely?
• Is there a coaching process that allows people to hear give feedback in a timely fashion and for people to use it effectively?
• Do you hold only “annual reviews
A fresh approach to club attireJennifer Glaspie launched Chicago-based Aphira golfware to create apparel for the social golfer who wants to stand out on the green, not fit into the club.by Carolyn SchwaarWhen novice golfer Jennifer Glaspie was kicked off the green at a Florida golf club for wearing a sleeveless, collarless sweater, she didn't know then that women's golf apparel would become her life's passion.From the runway to the fairwayIn 2000, Glaspie, a successful corporate business consultant at the prestigious Chicago-based firm of Baine & Co, started learning golf at the request of her boyfriend (now husband). But as her golf swing improved, this petite and style-savvy urbanite found her clothing options didn't."Golf apparel is so far behind the curve fashion-wise and the options for the fashion-conscious golfer are limited," she says. But it took a cool October morning with a tee time looming and "nothing to wear" that finally pressed Glaspie to action.Convinced that there was great potential in a high-end line of women's golf clothing that was trendy and comfortable yet sophi
I have experience as a part-time actor on the stage, television and in film and in each situation there are plenty of habits and attitudes that can help an organization or team function at a higher level. I invite you to be open to learning what others who are successful can teach. The traditional organizational “climate” can be a bit closed when it comes to applying principles and strategies outside the world of business. However, I always ask this one essential question:
Is what you’re doing now getting you the results you want?
For many organizations the answer is simply “NO”. Well, if this is the case why not look at what others are doing to create successful outcomes? When it comes to performance and/or teamwork, organizations spend a great deal of time, money and energy in an attempt to create high performing people and teams. Some fail miserably while others “get by” and still others operate very effectively. A lot of time and money gets thrown at the problem with varied results. I’ve worked with professional athletes, large and small business organizations and both can learn a great deal from each other.
WHY MOVIE SETS ARE GREAT
When I showed up on my first film set I was immediately amazed at how so many diverse people and skills could band together to create a wonderful finished product. I remember thinking, “Wouldn’t it be great if people in business worked together as well as these folks do?” I was stunned at how the elements that go into a successful production worked both independently and then eventually together to reach their goal. I was also struck by the tremendous individual diversity of the people on a film set. They came from different cultures, educational backgrounds and experiences but one thing was clear; they were all there to do one thing; produce a terrific film! I then paid closer attention to see what was going on behind the scenes to make it all work so well. This article is the result of the learning points I took away from they are points that can help any organization thrive. After each item are some short questions to ponder about your organization.
1. Diverse people come to work with the expectation of “making a great product”
That’s right. Everyone comes to the set to produce a great product. This includes makeup, choreographer, camera people, script writers, equipment people, assistants, lighting, producers and directors who all come to the set with one idea in mind:
To make a great product/production
It doesn’t matter what obstacles or personal differences people have; and they have them for sure. There are always artistic and attitudinal differences but the bottom line is: everyone wants to be part of a great finished product. The reason: their name is stamped on everything they do and it matters to them. Here’s another built in success factor. Movie sets usually have a great deal of diversity on them. People of many backgrounds and cultures come together to create a successful project. I can tell you that everyone on a movie or television set comes to work with this goal in mind and it positively affects everything they do.
Questions for your organization:
• How many people come to work in your organization with this mindset? • How many people come through the door or become part of a team where the overall goal of each and every day is to craft a great piece of work? • If they don’t; why don’t they?
2. Everyone knows they add value
It doesn’t matter how large or small your role is on the set, everyone knows that everyone else’s function matters. Everyone is hired for a reason and it’s very clear what they are doing on the set. Even if job descriptions “merge” or get a bit blurry; each person knows that what they do helps create the best product. The best directors and producers understand this and treat everyone accordingly because they realize that any discontent or improper treatment causes distress and unnecessary tension on the set. A director has so much to focus on that he/she certainly does not want or need undercurrents of displeasure or people walking around feeling disrespected. On a film or television set each person knows their job matters because their “imprint” is felt on every scene.
Questions for your organization:
• Does everyone feel they are valued?
• How does your organization demonstrate its valuing of people?
• Do people in your organization feel their “imprint” is felt on what goes on?
3. People are invited to flourish and create
On a film or television set people are expected to offer new and creative ideas. The creative process of their world invites and expects it. Everything is worth bringing up and talking about. There is always a seed of possibility in their minds and doing things differently is something they want and need. It doesn’t matter what your role is; any new idea is welcome. Maybe it will save the production money. Maybe it gives the production a better look and feel. It doesn’t matter what it is; it’s worth mentioning. Because this open atmosphere exists, people are more comfortable expressing themselves. Everyone is well aware that a final decision will be made by the director/leader but it doesn’t stop them from speaking up. There is no negative consequence for an unused idea.
Questions for your organization:
• Do people really feel free to express their opinions without fear of consequence?
• Do you establish an atmosphere that invites ideas?
• Do you know how many great ideas are left unheard?
4. They monitor their work and give effective feedback
After each day of shooting the director, producer and editor review the days’ work. They know right away what’s working well and what is not. Monitoring the work is highly important to save time, money and energy. They understand that making a film is not a right; it’s a privilege. They are aware that someone has invested a lot of money and faith that they will produce their best work. They are always interested in doing the best work at the least expense but will not sacrifice the work because it bears the stamp of their name. As they monitor each day’s work they create feedback that is immediate and effective. Actors, assistants, lighting, camera, etc. all want the direct feedback because it means their job expectation is more clear the next day.
Questions for your organization:
• How often are people monitored to identify what’s working and what’s not?
• Is feedback effective and timely?
• Is there a coaching process that allows people to hear give feedback in a timely fashion and for people to use it effectively?
• Do you hold only “annual reviews
If you are a sales manager in charge of training new recruits and sales people you know you have your work cut out for your. Many people have been told that they are a natural salesperson, due to their persuasive demeanor. But selling is much more than that and all too often new sales people on your sales team, just do not understand this and this is whyI always advised the sales managers for each of our franchised outlets to tell their sales people that; Selling is Personal Communication and Relationship Building with the Prospect. Selling is not about telling it is more about listening and problem solving.The more your sales staff understands this the easier it will be to train them to properly represent your company and make sure they close a larger percentage of sales, thru good listening, thinking, adapting, problem solving and closing. If you are the World’s Great Salesman, like Og Mandino’s book points out, then you should always have your customer thank you afterwards.As a Founder of a Franchise Company I can tell you on occasion I did thank our vendor’s sales people, when they solved a problem for me and
1. Diverse people come to work with the expectation of “making a great product”
That’s right. Everyone comes to the set to produce a great product. This includes makeup, choreographer, camera people, script writers, equipment people, assistants, lighting, producers and directors who all come to the set with one idea in mind:
To make a great product/production
It doesn’t matter what obstacles or personal differences people have; and they have them for sure. There are always artistic and attitudinal differences but the bottom line is: everyone wants to be part of a great finished product. The reason: their name is stamped on everything they do and it matters to them. Here’s another built in success factor. Movie sets usually have a great deal of diversity on them. People of many backgrounds and cultures come together to create a successful project. I can tell you that everyone on a movie or television set comes to work with this goal in mind and it positively affects everything they do.
Questions for your organization:
• How many people come to work in your organization with this mindset? • How many people come through the door or become part of a team where the overall goal of each and every day is to craft a great piece of work? • If they don’t; why don’t they?
2. Everyone knows they add value
It doesn’t matter how large or small your role is on the set, everyone knows that everyone else’s function matters. Everyone is hired for a reason and it’s very clear what they are doing on the set. Even if job descriptions “merge” or get a bit blurry; each person knows that what they do helps create the best product. The best directors and producers understand this and treat everyone accordingly because they realize that any discontent or improper treatment causes distress and unnecessary tension on the set. A director has so much to focus on that he/she certainly does not want or need undercurrents of displeasure or people walking around feeling disrespected. On a film or television set each person knows their job matters because their “imprint” is felt on every scene.
Questions for your organization:
• Does everyone feel they are valued?
• How does your organization demonstrate its valuing of people?
• Do people in your organization feel their “imprint” is felt on what goes on?
3. People are invited to flourish and create
On a film or television set people are expected to offer new and creative ideas. The creative process of their world invites and expects it. Everything is worth bringing up and talking about. There is always a seed of possibility in their minds and doing things differently is something they want and need. It doesn’t matter what your role is; any new idea is welcome. Maybe it will save the production money. Maybe it gives the production a better look and feel. It doesn’t matter what it is; it’s worth mentioning. Because this open atmosphere exists, people are more comfortable expressing themselves. Everyone is well aware that a final decision will be made by the director/leader but it doesn’t stop them from speaking up. There is no negative consequence for an unused idea.
Questions for your organization:
• Do people really feel free to express their opinions without fear of consequence?
• Do you establish an atmosphere that invites ideas?
• Do you know how many great ideas are left unheard?
4. They monitor their work and give effective feedback
After each day of shooting the director, producer and editor review the days’ work. They know right away what’s working well and what is not. Monitoring the work is highly important to save time, money and energy. They understand that making a film is not a right; it’s a privilege. They are aware that someone has invested a lot of money and faith that they will produce their best work. They are always interested in doing the best work at the least expense but will not sacrifice the work because it bears the stamp of their name. As they monitor each day’s work they create feedback that is immediate and effective. Actors, assistants, lighting, camera, etc. all want the direct feedback because it means their job expectation is more clear the next day.
Questions for your organization:
• How often are people monitored to identify what’s working and what’s not?
• Is feedback effective and timely?
• Is there a coaching process that allows people to hear give feedback in a timely fashion and for people to use it effectively?
• Do you hold only “annual reviews
It is said that 91% of people don’t complain. They prefer to obtain their revenge by not buying from a business that has given them an inferior product or a poor service.They have a passive power and they know it!The following is a true story – only the name of the business has been changedBlooming Buds was a well established garden centre on the outskirts of a growing town. Two years before it closed it had expanded to include a caf?, a gift shop and an organic fruit and vegetable outlet. As well as employing a core staff of ten it took on a number of seasonal and part-time staff. The company didn’t have a customer service policy nor did it believe in wasting money on training. Customers seemed happy enough. After all they hardly got any complaints. No ‘everything in the garden was rosy’.The manager should have been a bit suspicious. No complaints doesn’t mean that all customers are happy. Most of us don’t bother complaining. We just walk away and don’t go back.The expansion, unsurprisingly, led to a variety of organisational and logistical problems. There were staffing shortages, managerial inexpe
Questions for your organization:
• How many people come to work in your organization with this mindset? • How many people come through the door or become part of a team where the overall goal of each and every day is to craft a great piece of work? • If they don’t; why don’t they?
2. Everyone knows they add value
It doesn’t matter how large or small your role is on the set, everyone knows that everyone else’s function matters. Everyone is hired for a reason and it’s very clear what they are doing on the set. Even if job descriptions “merge” or get a bit blurry; each person knows that what they do helps create the best product. The best directors and producers understand this and treat everyone accordingly because they realize that any discontent or improper treatment causes distress and unnecessary tension on the set. A director has so much to focus on that he/she certainly does not want or need undercurrents of displeasure or people walking around feeling disrespected. On a film or television set each person knows their job matters because their “imprint” is felt on every scene.
Questions for your organization:
• Does everyone feel they are valued?
• How does your organization demonstrate its valuing of people?
• Do people in your organization feel their “imprint” is felt on what goes on?
3. People are invited to flourish and create
On a film or television set people are expected to offer new and creative ideas. The creative process of their world invites and expects it. Everything is worth bringing up and talking about. There is always a seed of possibility in their minds and doing things differently is something they want and need. It doesn’t matter what your role is; any new idea is welcome. Maybe it will save the production money. Maybe it gives the production a better look and feel. It doesn’t matter what it is; it’s worth mentioning. Because this open atmosphere exists, people are more comfortable expressing themselves. Everyone is well aware that a final decision will be made by the director/leader but it doesn’t stop them from speaking up. There is no negative consequence for an unused idea.
Questions for your organization:
• Do people really feel free to express their opinions without fear of consequence?
• Do you establish an atmosphere that invites ideas?
• Do you know how many great ideas are left unheard?
4. They monitor their work and give effective feedback
After each day of shooting the director, producer and editor review the days’ work. They know right away what’s working well and what is not. Monitoring the work is highly important to save time, money and energy. They understand that making a film is not a right; it’s a privilege. They are aware that someone has invested a lot of money and faith that they will produce their best work. They are always interested in doing the best work at the least expense but will not sacrifice the work because it bears the stamp of their name. As they monitor each day’s work they create feedback that is immediate and effective. Actors, assistants, lighting, camera, etc. all want the direct feedback because it means their job expectation is more clear the next day.
Questions for your organization:
• How often are people monitored to identify what’s working and what’s not?
• Is feedback effective and timely?
• Is there a coaching process that allows people to hear give feedback in a timely fashion and for people to use it effectively?
• Do you hold only “annual reviews
Do you have your nursing degree and are ready to take the medical industry by storm? Are you an experienced nurse looking for an exciting new challenge? Regardless of the level of your nursing experience, looking for a new job can be a time-consuming and frequently frustrating process. A big part of the job search process is knowing where to look for nursing positions.The following tips and tricks are designed to take some of the headache out of your search, by giving you some guidelines on steps you can take to land your ideal nursing position.1. Visit the recruiting departments of local hospitals, medical centers, and doctor’s offices to inquire about available positions. If there are no current vacancies, ask if you can submit your resume to remain on file should future openings match what you are seeking.2. Contact recruitment and contract employment agencies. Aligning yourself with a recruiter can give you access to jobs that are often not advertised to the public. The great thing about recruiting agencies is that allow you to “apply” for positions at multiple companies simultaneously with a single re
Questions for your organization:
• Does everyone feel they are valued?
• How does your organization demonstrate its valuing of people?
• Do people in your organization feel their “imprint” is felt on what goes on?
3. People are invited to flourish and create
On a film or television set people are expected to offer new and creative ideas. The creative process of their world invites and expects it. Everything is worth bringing up and talking about. There is always a seed of possibility in their minds and doing things differently is something they want and need. It doesn’t matter what your role is; any new idea is welcome. Maybe it will save the production money. Maybe it gives the production a better look and feel. It doesn’t matter what it is; it’s worth mentioning. Because this open atmosphere exists, people are more comfortable expressing themselves. Everyone is well aware that a final decision will be made by the director/leader but it doesn’t stop them from speaking up. There is no negative consequence for an unused idea.
Questions for your organization:
• Do people really feel free to express their opinions without fear of consequence?
• Do you establish an atmosphere that invites ideas?
• Do you know how many great ideas are left unheard?
4. They monitor their work and give effective feedback
After each day of shooting the director, producer and editor review the days’ work. They know right away what’s working well and what is not. Monitoring the work is highly important to save time, money and energy. They understand that making a film is not a right; it’s a privilege. They are aware that someone has invested a lot of money and faith that they will produce their best work. They are always interested in doing the best work at the least expense but will not sacrifice the work because it bears the stamp of their name. As they monitor each day’s work they create feedback that is immediate and effective. Actors, assistants, lighting, camera, etc. all want the direct feedback because it means their job expectation is more clear the next day.
Questions for your organization:
• How often are people monitored to identify what’s working and what’s not?
• Is feedback effective and timely?
• Is there a coaching process that allows people to hear give feedback in a timely fashion and for people to use it effectively?
• Do you hold only “annual reviews
Closing a sale is nothing more that leading the process to a conclusion. It’s laying all the groundwork and asking the prospective customer to proceed with the action plan. But if it sounds that easy, why is it so tough to accomplish?NASCAR driver Kurt Busch says “what it takes to win a championship is to have your preparation meet the opportunities, whether it’s out on the racetrack or behind the scenes.” In sales, winning starts at the beginning. Do the right things throughout the process and you’ll be better positioned for success. The steps can vary, but in talking to hundreds of successful salespeople about the pitfalls of closing sales, some very specific disciplines are regularly mentioned: • we don’t ask, • we’re asking the wrong person, or • the prospective customer is not yet sold.Let’s look at some strategies for each of them.We may not ask because of the ‘feel good’ advice we’ve heard in recent years that “good sales men and women don’t close the sale, they let it happen!” Make your presentation, stop talking, and the sale will close itself! Unfortunately, that a
• Do people really feel free to express their opinions without fear of consequence?
• Do you establish an atmosphere that invites ideas?
• Do you know how many great ideas are left unheard?
4. They monitor their work and give effective feedback
After each day of shooting the director, producer and editor review the days’ work. They know right away what’s working well and what is not. Monitoring the work is highly important to save time, money and energy. They understand that making a film is not a right; it’s a privilege. They are aware that someone has invested a lot of money and faith that they will produce their best work. They are always interested in doing the best work at the least expense but will not sacrifice the work because it bears the stamp of their name. As they monitor each day’s work they create feedback that is immediate and effective. Actors, assistants, lighting, camera, etc. all want the direct feedback because it means their job expectation is more clear the next day.
Questions for your organization:
• How often are people monitored to identify what’s working and what’s not?
• Is feedback effective and timely?
• Is there a coaching process that allows people to hear give feedback in a timely fashion and for people to use it effectively?
• Do you hold only “annual reviews”?
5. Ultimately there is 1 leader who makes decisions
There are often disagreements and differences of opinion on what camera angle to use, the right light, the wording for the script, acting, editing and so on. Ultimately, there is one person who is responsible for making the final decision and that is either the director or the producer. This is no different than life within any organization. If people are allowed to create and come up with ideas then there is bound to be a difference of opinion. On the movie set this is welcome but at some point a decision needs to be made. The director is the leader. The director holds the vision and passes that vision along to the actors and everyone else who help create it. Steven Spielberg is known for his clarity of vision. He knows what every scene needs to look like. Certainly the actors add their input into the characters but it is Spielberg who makes the final choices. Film and television are predicated on the vision of the director/creator. The vision is more than just a set of words and sentences. People on the set SEE the vision because it is explained and shown to everyone involved. Organizations work most effectively when their vision is clear and communicated to everyone. On the set, the vision is clearly communicated so everyone knows the direction they are headed.
In addition, the director has the big picture of the project in mind. I know, as an actor, we cannot possibly see the scene the way the director does. He/she sees how we look together, what we sound like, chemistry, etc. When we are performing we don’t have that luxury because we are too immersed in the scene. This is why it is imperative the director communicate the vision in a very clear way.
Questions for your organization:
• How clear is your organizational vision?
• Is it clearly communicated to everyone involved?
• Can people clearly state the vision beyond words?
• Do people truly understand why the vision is what it is?
A movie or television set can teach an organization how to build high performance individuals and teams whose purpose is to create a great “product” no matter what it is. There is much we can learn from this process.
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