Matching values
Imagine two groups of people with two sets of values: group 1 that places value on perfect execution as individuals and on showcasing virtuosity and talent, and group 2 that places value on perfect execution as an operative team and showcasing how individuals can contribute to a larger goal.
What kind of conversations could you imagine having with the first group that wouldn't interest the second? And vice versa? Which group might you be inclined to feel more belonging to?
Both groups are justified in their cause and appropriate in their approach to doing the work. And both groups can strive to achieve something incredible, effectively and efficiently. They just might do it with different end goals and strategies in mind.
Imagine if you had a third group that is a mixture of people from the first two groups. Could you imagine the group dynamics? Do you think the group would be able to agree on end goals and strategies? How would this impact the effectiveness and efficiency of that group?
Now imagine a scenario where you are one of a handful of outliers within group 1 or group 2. You'd feel like you don't belong, like you're alone, and those around you don't care about what you value as much. You may feel discouraged and unmotivated. Your work may suffer. You may not feel fulfilled.
Neither of these two scenarios (a mixture of different values or having an outlier) sets up teams for success. This is why it is important to recruit and assemble teams using clear shared goals and values.
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We can certainly have different values as artists. It's what makes us unique and what makes us drawn to one artist to collaborate as opposed to another. So I'm not saying that it works better to value virtuosity, or that it is more noble to value the big picture.
What I'm suggesting is to take care in finding all the right people for the right teams. Find the people who care about the same things and put them together to achieve a goal they all want to get behind. In order to do this, we'd have to first find out what they individually care about. And this could be through formal interview processes and informal questionnaires. We don't usually do this in traditional hiring.
I'm also suggesting that the leadership approach of each team could be different depending on the different shared values. This includes the incentives and engagement activities we choose to motivate them, the specific topics we choose to emphasize in rehearsal, and the way we choose to highlight the values through how we design the workplace and workflow.
For example, values-based repertoire selection can help bring out what the ensemble cares most about. Professional development opportunities to learn about dealing with conflict may resonate with one group and not at all with another.
And here's my own real-life example:
One time I felt comfortable explaining counterpoint analysis and using it as a way of rehearsing balance and phrasing with an orchestra. I was a bit stunned that I actually felt compelled to articulate the counterpoint as the purpose of why I'm asking them to bring out certain lines, as opposed to simply saying, "second violins, play louder here." Usually, I would just default to saying the latter. Based on my experience with the people in this group, I got the sense the vast majority of the people cared about the why behind the notes. So this strategy would be the most effective. For another group, I might not have used the same strategy.
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With all the roadblocks and challenges we encounter on a daily basis, it wouldn't hurt to have the people who share the same goals and values to support and push each other.
Here are some of my takeaways and what I'm thinking about:
Maybe we don't need to work harder or longer hours. Instead, we can work to be next to the right people who will inspire us to be most efficient and effective.
Maybe we don't need to be given bigger incentives. Instead, we need to feel like what we care about is valued by those around us too.
Maybe we are getting stuck as an organization because our own people are pulling us in different directions based on their individual values and goals. Instead, let's agree on which direction we're going first and find the people who already want to go there.
What are your values and what are your goals? Where are your people?
We can ask these questions as individual musicians and also as arts organizations. These questions will lead us to an environment where we are purpose-driven around the people who want to go to the same place.
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