Thesis: Theatrical & Improvisational Techniques for the Corporate World

Michelle Baxter, (MS, AA) – Drexel University) has released her Master’s Thesis.

Title
Theatrical & improvisational techniques for the corporate world: how the performing arts are helping create a more adaptable workforce for the 21st century

Author(s)
Baxter, Michelle N.

Advisor(s)
Vakharia, Neville

Keywords
Performing arts; Arts administration; Leadership–Study and teaching; Organizational behavior
Thesis
Thesis (M.S., Arts Administration) – Drexel University, 2014

Abstract
Performing arts organizations are helping create a more adaptable and innovative workforce by providing the business sector with corporate workshops that utilize theatrical and improvisational techniques that build leadership skills and promote teambuilding. This paper aims to help performing arts organizations see the mutually beneficial practice of offering corporate training workshops. These programs not only help businesses explore the ways in which they can remain relevant and innovative in today’s competitive global market, but in doing so, they also create sustainability for the arts organization itself. Performing arts organizations must expand marketing efforts for corporate training programs, which not only increase earned revenue but also raise awareness about the role of the arts in the creation of a more innovative and adaptive workforce. While some performing arts organizations may look at this as “going corporate,” the organizations that provide these workshops truly see this as yet another way that the arts are able to positively impact our communities.

 

Here is a link to the site where you can download the pdf.

Company Culture

Your company culture is not just fun and games.

Lots of people, including us, are talking a LOT about “corporate culture” these days.

Without understanding some basic things, it can get twisted into something dangerous, and possibly outright wrong. Is “fitting in” to company culture important? Or does “fitting in” become its own culture?

This Bloomberg article, for example, talks about companies who are interviewing and hiring based on concepts that are beyond the qualifications of the candidates. The focus of these HR groups, aside from trying too hard to be cool and hip (“Star Wars vs Star Trek”) seems to be weighted toward a “will they fit in?” bias. And that can absolutely lead to real bias. Highly skilled interviewers can certainly get a feel for how a candidate might fit in, but poorly-skilled interviewers – and teams who get to interview candidates, can easily fall back on racial, gender and cultural stereotypes to make decisions.

In our own company, we have enjoyed the luxury of promoting people to our professional team from our Farm Team, a “minor-league” team of people in our classes. This means we’ve never had to have an audition to “cast” people for our mainstage shows. (Some CSz groups do have auditions; the situation and need varies from city to city.)

Unlike some of the companies in the Bloomberg article, we are looking for people who bring something to the team that we don’t already have – it could be skills and talents or it could be more diversity or it could be both. The Farm Team gives us the time and opportunity to truly understand what a candidate is offering; we also get to see if they show up on time, commit to the long term, smell good and play well with others. We don’t require that they are just like the other members of the team, but a demonstrated capacity to live our values is critically important. This sometimes brings us nice people who are, perhaps, slightly less talented than other people out there. Our company has the ability to train the talent. We can’t necessarily make better people. We’ll err on the side of choosing good people and trusting that our team will bring out and/or enhance their talents.

Yes, we still want people who will “fit in”. We also want people who will change us, challenge us and make us better. We just want them to show up on time, support their teammates, use personal hygiene and understand the long game – the mission. Most of all, we want people who will live and communicate our company’s values.

Blogger and Moz co-founder Rand Fishkin got it just about right: company culture is not whether you have beer blasts or Nerf-gun fights at work: it’s about values.

“Your company’s culture is three big things:

  1. Your values – those you state with words and those you exhibit through your actions
  2. Your mission & vision – the goal you’re driving toward and the force behind that goal
  3. Your hiring, firing, and promotion criteria – the reasons you bring people onto the team, the reasons you let them go, and the reasons you promote/reward them”

The improvisation mind-set helps support these cultural attributes in many ways.

  • We help surface values and their attributes
  • We teach skills that allow people to understand their co-workers
  • We teach skills that make people better co-workers
  • Through jolts, we help people find connections with each other
  • Through jolts, we help people realize the effects of their actions
  • We show the power of a culture of celebrating victories
  • We empower leaders with new skills and outlooks
  • We help people realize that “it’s not about me”
  • We help people find fun in their work
  • We create a “we can always be better” mindset

Zip-lining and bowling with your co-workers can be fun. Applied Improvisation workshops can be even more fun and create lasting value in supporting your company culture.

We have to live our own values and culture before we can help with yours. And we do that, to the best of our abilities. We truly believe in what we do, and that it can make your company better.

Your company culture is more than fun and games.