Method Studios’ Post

Join the Foundational 100 at EarnerTainment Cooperative with Co-Founder Wish Bone! Did you know the Creative Arts industry contributes over $760 billion annually to the U.S. GDP? Despite this staggering economic impact, many talented creatives see only a fraction of the profits. At EarnerTainment Cooperative, co-founded by the legendary Wish Bone of Bone Thugs N Harmony, we're on a mission to change that. We're actively seeking our first 100 foundational members who are passionate about revolutionizing the Creative Arts. Whether you're looking to contribute part-time or take on a leadership role, this is your chance to help lead a major industry shift. Why Join as a Foundational Member? 1. Equity Ownership: Secure shares in the cooperative as we grow. 2. Leadership Opportunities: Directly influence our strategic direction. 3. Impactful Engagement: Play a key role in driving industry transformation. Are you ready to make a significant impact? Join us and be part of reshaping the future of the Creative Arts alongside Wish Bone. Let’s create a fairer, more equitable industry together. Interested? Send me a message or comment below to learn how you can become one of our pioneering 100 foundational members. #CreativeArts #Innovation #LeadershipOpportunity #EarnerTainment #ArtistsFirst #TransformTheArts #FoundationalMember

We have a "No Asshole" clause at Noble Studios. It extends to every facet of our interactions—clients, team members, sub-contractors, partners—you name it. And it's discussed from the get-go during client, sub-contractors and team member screenings. Thankfully, we've rarely had to enforce it. The bottom line is that this clause exists because we prioritize respect and appreciation. It's about ensuring that every member of our team, as well as our clients, feels valued. If that's not happening, we'll have a good ol' heart-to-heart with the person. It might mean the team resetting with that individual, or I'll even get involved to back them up at times. What's important is that our team stays stoked about their clients, sub-contractors, and other team members and that we all feel respected and keep loving what we do every day. Sure, we might need a serious chat from time to time. But with the solid relationships we've built, we can usually work things out together. How do you handle those difficult conversations to prioritize your team members? Let's start a conversation in the comments. 👇 #Leadership #EmployeeAppreciation #ClientRelationships

I had a crucial conversation last week with a multi-unit studio manager that raised some key points worth sharing. This manager, a true business owner's dream, is hardworking, self-motivated, and dedicated to serving others, yet facing challenges in navigating multi-unit leadership dynamics. After focusing on development for the past 90 days and implementing Q3 initiatives recently, she's shown progress in influencing others and driving immediate impact. Despite this, she expressed doubts about the business during our call, feeling her own growth wasn't reflected in the studio's numbers. She asked me if I had any additional perspective for her on how what she could do to drive revenue in the studios. I was glad she asked, and my answer is in the email snippet below. This felt important to share because this scenario isn't uncommon. Many franchisees and studio leaders excel in implementing changes but lose hope when results don't meet expectations. Instead of prematurely giving up, consider focusing on training efforts post-implementation, setting clear expectations for skill improvement, and fostering a culture of goal achievement to drive KPIs. Before deeming your business a lost cause, ask yourself: - What did training efforts look like post-implementation? - How can we hold teams accountable for skill improvement rather than just task completion? - Are daily goals impacting the necessary KPIs, and is there a culture of meeting and/or exceeding them? Reflecting on these questions can help drive sustainable growth and prevent premature business closures. Response:

Is a COMPANY a FAMILY 👪 or a PRO SPORTS TEAM? 🏅 🏉 ⚽ That's an old discussion. Many well known tech companies like Netflix or David Heinemeier Hansson's 37Signals make a big buzz around running their teams like pro sports teams. Pro sports implies that your time on the team is limited. It also implies that you get fired fast when your performance drops. A family on the other hand signals a caring organization where you can stay forever. Long term thinking and committment is important after all. Fabian Silberer and Marco Reinbold's sevDesk is a great example for an amazing company that markets itself even as #sevFamily. I am undecided. What's better? How do you think about this? #management #culture #tech #leadership #cto #hr

Are you responsible for planning and executing change within your organization? Strategies that deliver results are often not embraced for long term changes. Companies that managed long term change well, include Netflix and Harley Davidson. As you navigate change be sure to offer compromises proactively , reciprocity, unity and a steward system. Valuable insights from Harvard Business Review #unity #compromise, #reciprocity, #netflix #harleydavidson #change #changeagent

Mindset Matters: Things unseen are as important than those seen Extended Dance Mix Version. Ed Catmull, President of Pixar Studios, wirites "There are active steps we can take to protect the creative process... but the most compelling mechanisms to me are those that deal with uncertainty, instability, lack of candor, and the things we cannot see." A leader must accept risk, loosend controls, trust people, be clear about vision & objectives, clear the path, and "pay attention to and engage with anything that creates fear." p. vx-xvi, Creativity, Inc. #Leadership #Creativity #Pixar #herosjourney #culture #transformation #turnaround #disney #lucasfilm #strategy #planning #engagement

#ICYMI A common question in the world of leadership is whether you should focus on process or product. The problem with this question is that it's asking the wrong thing. It's a false dichotomy because there isn't an either/or situation here: Process and product go together to create something greater than they could ever be on their own. #stagemanagement #entertainment #leadership #startwithwhy #why #process #product https://lnkd.in/de5Cr2nf

🏰 Inside Disney's Magic – Leadership Lessons from Bob Iger 📕 In an era where visionary leadership is paramount, Iger offers a behind-the-scenes look at his 15-year tenure steering Disney. Prepare to dive into a narrative that seamlessly blends business acumen with the enchanting world of Disney. Mastering Visionary Leadership ➡️ The Power of Innovation: The Ride of a Lifetime highlights how Iger championed innovation at Disney. From acquiring Pixar, Marvel, and Lucasfilm to launching Disney+, Iger’s forward-thinking approach ensured Disney remained at the forefront of entertainment. These strategic acquisitions not only expanded Disney's intellectual property portfolio but also injected fresh creativity and technology into the company, fostering a culture of continuous innovation. ➡️ The Importance of Risk-Taking: Iger emphasizes that calculated risk-taking is essential for growth and success. The acquisition of Pixar was a bold move that faced skepticism, but it paid off by revitalizing Disney's animation department and leading to a string of successful films. Iger’s willingness to take risks demonstrates the importance of courage and vision in leadership. ➡️ Building a Strong Team: Iger attributes much of his success to surrounding himself with talented individuals and fostering a collaborative environment. He believes in empowering his team, encouraging open communication, and valuing diverse perspectives. This approach not only strengthens the organization but also drives innovation and success. ➡️ Maintaining a Long-Term Vision: Iger’s leadership was characterized by a focus on long-term goals rather than short-term gains. The launch of Disney+ is a testament to this vision, as it required significant investment and a shift in strategy but positioned Disney for future growth in the digital age. Iger’s ability to balance immediate needs with future opportunities is a key takeaway for any leader.

Ever feel frustrated at work about how you collaborate to solve problems & develop ideas? Take a look and listen to my interview with Global Innovation Forum (GIFLondon) We cover some deep insights with these questions. Hope you enjoy! - How to build a culture of creativity in organizations? - What is the role of courage in creativity? - What are some strategies to overcome creative silos? - How to reconnect with childhood creativity? - Why is empathy key in creative leadership? - How does mindfulness help leadership and creativity? #creative #development #innovation #empathy #collaboration #disney #leadership #learning #growth

In my journey through various organizational landscapes, I've observed a fascinating phenomenon that often goes unnoticed: the emergent nature of team dynamics. Just as complex patterns arise unexpectedly in nature, so too does the unique culture of a team. It's a vivid demonstration of emergence, where the whole becomes greater than the sum of its parts. A beautiful example of this in nature is the phenomenon of murmuration among starlings. When flying in flocks, these birds create stunning, fluid shapes in the sky, with each bird's movement closely aligned with its neighbors, forming a cohesive pattern. Yet, interestingly, no single starling flies along the same trajectory when outside of this flock. This is emergence at play: intricate behaviors arising from simple rules followed by individuals interacting within a system. I've been part of teams where the leadership tried to replicate successful cultures by transplanting people from one successful team to another. The idea was straightforward: if we can migrate the culture carriers, we can duplicate the success. However, this approach seldom works as intended. Despite top management's efforts to import what worked from one context to another, the same culture and behaviors simply did not emerge. Why? Because the essence of a team—its culture and dynamics—cannot be boiled down to a few individuals or copied strategies. Understanding that each team is a unique ecosystem is crucial. Rather than trying to copy a culture directly, it's important for leaders to observe the core components of emerging behaviors and culture as a team grows. What works for one group under specific conditions may not work for another, even with the same people. As leaders and builders of teams, our challenge is to foster environments where positive dynamics can emerge naturally. This means focusing on creating conditions that enhance communication, trust, and collaboration, rather than imposing pre-defined cultural attributes. #TeamDynamics #Leadership #OrganizationalCulture #Emergence #TeamBuilding #BusinessStrategy #NatureInspired https://lnkd.in/eMu8BjcP