NAMAC is now recruiting candidates to run for positions on its Board of Directors. Nominations are due to the NAMAC office by 5pm. Candidates must submit a short paragraph (100 words or less). The statement should include biographical information and a compelling argument for electing the candidate to the board.
Community media work has always been hard to fund, and it’s only getting tougher with today’s economy. Meanwhile, universities are looking for creative ways to reach out to the communities that surround them and have the resources to do it. As a media artist/educator living in a university town, it occurred to me that I could design the kind of participatory, social change oriented media projects I’m passionate about in a way that meets the university’s needs. So I put these puzzle pieces together and over the past two years developed the Art of Regional Change (ARC) at the University of California Davis, 15 miles west of Sacramento.
Connecting with people has never been easier than it is today. Thanks to technology and social networking, we are literally able to get up-to-the-second updates about the comings and goings of hundreds of “friends” near and far. This is powerful and exciting. Yet it seems as visual arts administrators, we’ve got so much to do and so little time to do it that we are rarely able to meaningfully connect with each other. This summer, however, I had the chance to “disconnect” from status updates and text messages and connect with an impressive group of arts professionals at the 2009 NAMAC Leadership Institute for Visual Arts Organizations.
How do art house cinemas survive in the 21st century with a business model that appears to be quixotic at best and suicidal at worst?
Is there really an imminent leadership crisis, or do we need to just shift our perspective?
Succession planning is the process of preparing for a change in staff or board leadership with the intent of assuring an organization’s sustainability through such a transition. Organization development consultant Paula Manley gives an overview of succession planning and describes techniques that you could use to pave the way for leadership succession at your organization.
1. Know Yourself and Your Counterpart(ner).
With thanks to Socrates: Know yourself. And get to know your counterpart. Take the time to be intentional about how you work together as a leadership team. What are your respective strengths and weaknesses? What traits, learned preferences, and experiences have shaped each of you? How do you each contribute best to a group?
NAMAC s program director Dan Schott recently interviewed Paula Manley about the ins and outs of leadership development. Paula is co-founder of The Learning Commons, NAMAC s partner in presenting the Media Arts Leadership Institute (MALI) for staff leaders of NAMAC member organizations. She draws on more than 20 years of experience as an executive director, board chair, media maker, and consultant to media arts groups.
What’s important to you? This is the question NAMAC sought to answer in our latest membership survey. The results are in. Capacity building and organizational sustainability are the number one topics NAMAC members want to see us address in our programs. Members desire even more original writing, research, and information-sharing and want to see NAMAC create an even larger collective voice for the field. A great majority of survey participants also reported general satisfaction with NAMAC’s service to the field. Based on these exciting conclusions, we’re happy to say that our commitment to giving voice to the media arts community and creating dynamic programs with real-world value is consistent with the needs of our members.