Arts organizations are a challenge to run. They require a visionary founder, a leader who can attract and manage members, implement a program, find funding, and often find venues in which to rehearse and perform; usually on a tight budget and with sometimes negligible pay for the director.
How can a coach best help arts leaders?
Like many other leaders, arts leaders live in an ever-changing world, need to balance big picture vision and direction with the details needed to be a healthily functioning organization, and have limited resources and supports.
What to help leaders think about:
What is changing in their world, what impacts those changes have or might have. Think of this as on-the-go strategic planning.
How to maintain balance: personal balance; membership balance; organizational balance. Think of balancing pace, demand and effort.
How to access and use resources, both internal to and external to the organization. How to structure those internal supports so they can operate without undue demands on the director.
As always, there are many directions these conversations could go. Limiting the scope of coaching conversations and linking them to identifiable goals of the director helps get everyone off on the right foot.
How can a coach best help arts leaders?
Like many other leaders, arts leaders live in an ever-changing world, need to balance big picture vision and direction with the details needed to be a healthily functioning organization, and have limited resources and supports.
What to help leaders think about:
What is changing in their world, what impacts those changes have or might have. Think of this as on-the-go strategic planning.
How to maintain balance: personal balance; membership balance; organizational balance. Think of balancing pace, demand and effort.
How to access and use resources, both internal to and external to the organization. How to structure those internal supports so they can operate without undue demands on the director.
As always, there are many directions these conversations could go. Limiting the scope of coaching conversations and linking them to identifiable goals of the director helps get everyone off on the right foot.
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