More than one chance
Artistic hiring is often based on how candidates perform under a one-time circumstance - an audition, stepping in for a high-stakes performance, or a chance encounter with an important producer. In other words, we give artists one chance. One chance to impress. One chance to demonstrate all of who we are as artists and people. (And if we are not able to do so, then the assumption is that we are not worthy.)
If we think about it logically, it is not really possible to demonstrate all we are in one sitting. In our personal and professional relationships, how often do we continue to be surprised by someone we thought we knew really well? The reality is that we can never fully see someone even after some time interacting with them. So we can't expect that to happen in a one-time meeting - not to mention a high-stakes situation like an audition or a public performance.
Furthermore, in our artistic lives, we are conditioned to value those who can rise above others in competition and win massive attention through a gigantic, one-time effort. We are taught the idea that if we can't perform under pressure, we don't have what it takes. We learn to believe that growth is linear, so any poor performance signals lack of progress - or worse, regression.
I hope we can challenge and question that.
From our own personal experiences, we can see the flaws in these mindsets. Yet, our hiring systems promote this thinking. For example:
We put significant weight on our snap judgments that come with our own unconscious biases.
We filter candidates based on initial impressions of resumes, where we look for shortcuts that make the exercise a luxury-brand contest.
We see rating musicians as more of an objective exercise rather than the highly-subjective exercise it actually is. For example, we prefer numbers that result in clear ranking rather than qualitative assessments that may lead to difficult conversations.
Ultimately, what we are really doing is comparing candidates and making decisions via single chances.
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What if we gave us more than one chance?
Here are two ideas that I find relevant to this alternative:
In Outliers, Malcolm Gladwell talks about this issue by presenting his two types of creative minds: the conceptualist and the experimenter. He says that the hiring process now favors the conceptualist who has a polished product that is rewarded immediately. Experimenters are those who have yet to reach their full potential and require time before they have a significant breakthrough. We don't have patience and are less interested in projects that would not bear fruit for another 10 years. Something that doesn't pay dividends right now is not of value to us. We only give people essentially one chance. In doing so, we limit our concept of value through that filter.
I heard an athlete (I apologize for not remembering who) share that his coach talks about three ways to create opportunity for someone else. This coach said they are 1) nurture their existing talent, 2) nurture their belief in that talent, and 3) give more than one chance. We often think that our job as leaders and coaches is to just do the first. It makes sense to cultivate a confident mindset in one's own talent, but I was most intrigued to find that giving more than one chance was equally important.
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How could we start?
Recognize that one chance is limiting - we have to be willing to change first.
Find small opportunities to give more than one chance - we may not be able to overhaul entire systems immediately. We can ask: where are the small areas we can inject a small dose of this?
Design the process for growth - don't just give people another chance simply for them to repeat the same mistakes. Make mindful plans that encourage accountability and room for growth. Allow for open dialogue in this process.
Communicate the process transparently - the transparency of being given more than one chance can make a huge difference in someone's performance. It provides clarity and safety.
We can all benefit from more understanding, more patience, and more than one chance.
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