Rent Out Space, Mingle Your Ideas

Had an intersection of ideas moment this morning. Yesterday, I was listening to the TED Radio Hour about where ideas come from. They excerpted Steven Johnson’s talk on the subject where he starts out talking about how coffee houses in the 1600s become a hot bed for innovation because they provided an environment where people of disparate backgrounds could come together and share ideas.

This morning I see a short piece on FastCompany about an Airbnb type service that will let you rent out your empty office space to people looking for short term work spaces.

It occurred to me that this might be a boon to arts organizations by helping them supplement their income by renting out unused space. But also it could act in the same way as the coffee houses by getting different people working together in close proximity whether it is non-profit arts people in a for profit business space or vice versa.

This is generally the intent behind the development of incubators and innovation hubs, (Steve Jobs’ vision for Pixar Studios) but this shared space service has the flexibility and immediacy of being able to go down to the coffee shop without baristas wondering if you are going to nurse the same cup of coffee all day.

Info You Can Use: Negative Feedback As GPS Data

In my last entry, I cited the pitfalls of providing too great a forum for feedback and expectations about how that input will be addressed. I think we all recognize though that as arts organizations, we need to solicit feedback in order to better serve our communities.

How you receive the feedback is just as important as how you ask for it. It is easy to dismiss feedback we don’t like or be paralyzed/depressed by taking it too much to heart. FastCompany recently had an article addressing how to take negative feedback on an individual level, but the advice can scale up to the organizational level.

The article talks about using negative feedback to make yourself more successful. I was interested to learn that openness to feedback is actually a significant factor in an employee’s success.

“A recent study found that 46% of newly hired employees will fail within 18 months. Of those that fail, 26% do so because they can’t accept feedback,…

[…]

“People who are at the bottom 10% in terms of their willingness to ask for feedback–their leadership effectiveness scores were at the 17th percentile,” says Joseph Folkman, president of Zenger Folkman… “But the people who were at the top 10%, who were absolutely willing to ask for feedback, their leadership effectiveness scores were at the 83rd percentile.”

One of the problems a lot of people face with negative feedback is that they see it as an indictment of them as a person rather than, say an indication of their poor typing skills. I don’t know for sure if it is any worse in the arts sector than any other sector, but I imagine given that those involved in the arts tend to derive so much emotional satisfaction from their work, negative criticism may be more apt to be taken personally.

Article author Denis Wilson suggests just treating the feedback as a single piece of data among many to guide your personal development rather than orienting specifically on it. He cites an apt analogy made by Joseph Folkman that a GPS device needs 3-4 sources of information to accurately track your progress. For the same reason, Folkman also cautions against relying entirely on your own perceptions.

The article goes on to suggest a number of ways to handle the feedback, again by mostly focusing on the facts of the situation rather than emotions involved. A patron may complain angrily and indicate that they have lost faith in you due to problems with their experience. Your focus should be on solutions to those problems rather than fixating on and reacting to the anger.

Of course, it it often no small feat to remain centered on the facts of a situation when on the receiving end of emotionally delivered criticism. Remember that being able to do so contributes to your personal growth.

There is nothing to say the person delivering the criticism will be satisfied with your composed reaction and apology. Just reading the comments to the article, it is clear some people have an expectation that those on the receiving end of the criticism will be contrite and cowed.

When Good Ideas Occur To Lazy Readers

Occasionally I get a sense that I have a bunch of interesting ideas percolating in my subconscious because I will occasionally misread the title of an article and have a whole slew of assumptions about the article which don’t bear out. It makes me think my subconscious has these ideas but is just waiting for someone else to do all the hard work of proving they are viable.

This occurred with an piece in Fast Company about how Minnesota based Artspace (not to be confused with ArtPlace) prevents artists from being displaced from communities due to the gentrification they helped encourage.

Artspace has done this by building all types of artist housing/work spaces in the Twin Cities (as well as 21 other cities in the US). Because Artspace controls the housing, the artists aren’t as apt to be priced out of the neighborhood as they have been in so many other place.

But the article title which included the words “artists revived an old warehouse district–and got to stick around to reap the benefits of what they helped create” and “Give Artists Their Own Real Estate Developers,” made me think someone came up with a plan where the artists received some increasing financial benefit as the neighborhood improved.

I imagined there might be some sort of version of the 1% for art for the neighborhood where artists received a share of every real estate transaction that occurred–every time a construction project began; every time a property was sold or leased to a new business; every time an apartment was rented and re-rented–artists actually benefited financially from the improving fortunes of the neighborhood.

Since all this came flooding into my mind when I caught sight of the titles, I am not quite sure how it would work. But I wonder if a city would be willing to license an organization like Artspace or create a sort of investment fund which would receive a cut of all transactions for 25-30 years. I am not sure at what stage this might happen. Gentrification of a neighborhood often starts when artists move into spaces they aren’t really supposed to be inhabiting so they wouldn’t want to call attention to themselves too soon.

All charter artist members of the organization/fund would get a payout every so often which would help diminish the impact of the gentrification and benefit those responsible for inspiring the improving conditions. If the money was going to a non-profit like Artspace, perhaps they would use a portion of the funds to develop low cost artist accommodations and seed similar artist beneficial gentrification efforts in other cities.

Imagine artists having a piece of every Starbucks lease, every high rise luxury apartment construction project, every boutique shop renovation, every bar and restaurant opening, every skyrocketing apartment rental or sale.

And if having to pay that percentage inhibits this sort of development–well that is all the longer that artists can actually afford to live there. It would actually be good if companies started moaning publicly about paying a percentage because it would start to illustrate the real economic impact of the arts.

Just think if rather than just real estate, every transaction, from cups of coffee and shoes sold to parking fees and haircuts, within a district was charged even a quarter of a percent in support of the artists there. At the end of every year you would have some real hard data about the economic growth the presence of artists initiated in that neighborhood.

Do The Arts And Millennials Share The Same Core Values?

Last month there was an article on Fast Company, Why Millennials Don’t Want To Buy Stuff, that claims the focus is moving away from acquisition of things toward access to ideas and relationships.

Though the article also admits it might be because they can’t afford stuff either.

They also point out many “goods” we consume are actually rented or licensed from services like Netflix, iTunes or Amazon’s Kindle. Exchanging money for a transient product is the norm for Millennials in a way it isn’t for previous generations.

According to the article, when Millennials do buy things it is motivated by one of three things. Either the item provides access to other experiences in the manner of most Apple products; the item can be used to develop a relationship or sense of community; or the item makes a statement about themselves to others.

Of course, there tends to be a lot of overlap between these motivators since sharing experiences enabled by a product can make a statement about yourself which can be shared with like-minded people.

If the article is correct, arts and cultural experiences are pretty well suited to Millenials. The experience is transient and can’t be possessed as a concrete object. It can provide a sense of community and opportunity for relationship building and can make a statement about the person to others.

Of course, as has oft been discussed, what Millennial wants the statement they are making to be that they like hanging out at a performance hall cultivating a relationship with old people.

The fact that this article just provides a slightly different perspective that brings us back to the conclusion that if you want to attract Millennials, you have to provide an experience they find attractive should be comforting. It means that the answer is so simple and evident that we keep reaching the same conclusion.

Or I suppose that we are so fixated on the idea of attracting Millenials, we lack the imagination to interpret it in any other manner.

There is something to be said for the research that shows people tend to orient toward arts and cultural experiences at a certain age range when they have reached a level of personal and economic maturity. In that respect, there is perhaps too much expectation placed on the Y generation to start attending now.

At the same time, I think that: 1- It never hurts in the cause of creating general awareness to let Millennials know now that the opportunities are available when they are of a mind to attend.

2-The product and approach you used to attract their grandparents and parents isn’t going to work on them so you might as well make your mistakes now while they aren’t really paying attention than trying to refine your approach later when they are.

I am encouraged by the thought that the Fast Company article might reflect the values being embraced by Millennials because I think it plays to the real core strengths of arts and culture. The message that the arts are what you get involved with to exhibit you are mature, cultured and refined is an ill-fitting suit in comparison. We have just been wearing it so long we have mistaken it for our identity rather than garb donned when an opportunity presented itself.

Bringing Creative Balance To Business (And Vice Versa)

There was an interesting piece in Fast Company a couple weeks ago that seems to bolster the idea that creativity is an important component of business success. University of Toronto’s Rotman School of Management held a design challenge “To help TD Bank foster lifelong customer relationships with students and recent graduates while encouraging healthy financial behaviors.” They invited participants from other MBA and design programs from across North America.

According to the article’s author and competition judge Melissa Quinn,

Both this year and last–the two years that Rotman invited other schools to participate–business school students were slaughtered by the design school students. Of the 12 Rotman teams this year, not one of them made the final round. And while only seven of the 23 competing teams were from design schools (including California College of Arts, Ontario College of Art and Design, and the University of Cincinnati), design teams scooped the top three places in the competition, doing significantly better than their MBA counterparts. So what does this tell us?

It might tell us that MBAs significantly underestimate the skill and expertise a designer brings to the table.

Later in the article Quinn notes that where the design school teams fell short was in providing a sense of the economic value of their plans,

I should point out that only the winning team from the Institute of Design at IIT actually charged a fee for the service they developed (a fact that was not overlooked by my final-round co-judge Ray Chun, the senior vice president of retail banking at TD). Some competitors were able to offer a vague notion that their ideas would generally create economic value, but crisp articulations of a profit model and underlying assumptions were hard to come by.

In talking about how both MBA and MFA training programs need to change, Quinn expressed the idea we in the arts all love to hate: artists need to focus on being more business minded. But you know, when you are pitching an idea to a bank, highlighting economic benefits are pretty much de rigueur.

What really caught my eye in the article was Quinn’s mention that the design school teams’ approach was effective in convincing “a skeptical panel of experienced professionals about a new idea that doesn’t exist in the world today.” When I read that, I had the sudden realization that creative types aren’t going to necessarily do well in a business environment as part of the structure which keeps things running effectively. The value of the creatives would be in bringing those new ideas for products and services to the fore and getting people engaged.

As Quinn mentions, in order to effectively convince people of the value of these ideas, creative types are going to have to possess enough business knowledge to be able to explain how it might be monetized. When I have read about how important creatives will be to businesses in the future, I have mainly thought about how they might influence the culture to be more nimble and responsive, bolster team building and cultivate creative practices.

This is all true, of course. But even more the value will be in, as Steve Jobs has said, creating products and services for which consumers can’t necessarily express a desire.

The process Quinn says the design school teams used was:

“…they shared real user insights to engage us emotionally, used narrative and stories to compel us, drew sketches and visualizations to inspire us, and simplified the complex to focus us. It’s proof positive that numbers and bullet points, while important, aren’t necessarily what drive executive decision making. “

Some commenters to the article, which included members of the MBA school teams suggest that the differences in the presentations were not as clearcut as Quinn depicts them. I wanted to mention this because it appears from the article’s URL that it may have been retitled from “Need To Solve a Tough Business Problem Don’t Hire An MBA.” From the content of the piece, I don’t think that is anywhere near it’s message.

Regardless of who used the techniques, it appears the storytelling and visualizations approach was viewed as more effective at convincing the judges. I think this fact is generally recognized, but perhaps few think of employing it alongside bullet points and numbers. There definitely needs to be a balance between the two because storytelling can easily slip into attempting to use sentimentality to convince and you don’t want to base business decisions entirely on emotion.

If Only It Were This Easy To Add Sugar and Spice To My Acting Ability

There was a story in FastCompany last December about a company called uFlavor which will allow you to custom mix soft drinks both online and through their vending machines. You design everything from the exact percentage of each ingredient to the label on the bottle.

Since relatively small changes in ingredients can determine how you experience food flavors–what immediately pops, what lingers in the mouth–the granular control uFlavor offers with its ingredients can yield myriad results.

I was trying to figure out if there was some way technology could do the same for the arts, but I couldn’t quite imagine a way to do it. You really can’t try out different line readings for a play on a computer to determine which one is best because the subtleties each actor can bring to the performance are quite different. The same with dancers and singers.

Even though there are similarities in that subtle differences in food flavors and performances can vastly impact the perceived quality of the product, good performances are not so easily manipulated for manufacturing. It appears Baumol’s cost disease may maintain its hold on the performing arts a little bit longer short of performers being digitally manufactured a la the movie S1m0ne.

However, apparently programs like Adobe’s Photoshop and Illustrator have provided an opportunity for visual artists to evaluate choices. Even if they don’t use the software to produce an end product, I have been told by visual artists that they use them to vet their choices before they start painting/drawing/etc.

When I first heard this I became concerned that artists using this technique would lose their mastery of materials. I am sure a number of insights have come from things unintentionally mixing. Or when artists, frustrated that their materials won’t behave the way they want, have added a little bit of this and that with some occasionally rewarding results. There are also obviously differences between a computer screen and real life, but an experienced artist will allow for that.

But on further thought I realized that by providing artists a quick sense of the results, these programs gave artists much more time to experiment.

I mean, I am old enough that I started out writing on typewriters. Even though it may not seem that way all the time, the opportunity that word processors provided to edit, re-edit, re-order and incessantly revamp my words has made me a much better writer than I would have been had I had to continue to use a typewriter.

So as video and audio processing continues to improve, it may not be long before we start to see tools for playwrights/choreographers/actors/directors/designers to use to evaluate dialogue, choreography, blocking, line readings and how performers might interact with lighting and set design. It will certainly not be a perfect depiction of the real life results, but it may provide these people much more time to experiment extensively with ideas.

What Values Matter In Arts Grad Training Programs?

This weekend Scott Walters quoted an extensive comment made on another blog about the value of MFA acting programs. The gist is, students are ill served by the programs which need to focus on training students for 21st century opportunities.

This struck a chord with me because I had recently read a Fast Company article about how UC Berkeley’s Business School started to screen applicants based on whether they embodied the school’s core values. The school had decided to embrace these values in the interests of creating a “reduction of overconfidence and self-focus, which are perceived to be excessively present among the business graduates and leaders of the top business schools.”

At the time I read it, I was idly wondering if arts training programs at the master level might do something similar to address any perceived (and real) problems with those they graduate. It had been a long time since I was in grad school so I didn’t feel I knew enough about the state of things write a post about it. Having read Walter’s recent post, I am no more certain than before since it is the view of a single unidentified commenter. I do feel fairly confident in assuming that, as with most things, there is room for improvement.

I will readily admit that given my ignorance of the state of things, I don’t have any concrete suggestions about they might be done differently. I will say that one thing that stood out in the Fast Company piece was that Berkeley-Haas instituted significant changes in their program based on their stated values and then required their applicants to adhere to them.

Most remarkably, they are not simply communication tools but drive operations from the curriculum, research priorities to staff programs, and faculty hiring. The curriculum, for example, has been extensively revamped in order to introduce elements of creativity, innovation, collaboration, ethics, and social responsibility.

They made sure they embodied the values before they required the students to do the same. It would have been much easier for them to decide to implement the change by altering their admission criteria and assuming that choosing the right students would result in producing the right graduates. But that is less likely if the infrastructure surrounding the students doesn’t emulate and reinforce the values the school wishes to cultivate in its graduates.

Successful realization of any goal is easier for any entity if all members are aligned toward attaining it. Probably the most powerful thing an arts training program can do to convince applicants that it can prepare them to ply their craft in the current environment is to point to a major realignment of priorities to that end.

As the commenter that Walters quotes, SayItLoud, notes, theatre training programs often cite successful graduates and places their students have worked or can intern at. As impressive as that is, the reality is the path those graduates took to success may no longer be viable.

What training programs may really need to do is say to applicants, “We’ve changed ourselves from top to bottom and what success requires now is to push you off the conventional path. This is not the place to pursue training in becoming a triple-threat, actor/singer/dancer. You may have become a video editor/painter/acrobat or a ecologist/architect/percussionist or all six plus four things we aren’t mentioning. Do your interests, values and practices align with ours?”

At the very least, it will get everyone thinking about the whole training process. Given that the current conversation is that arts organizations need to change the way they operate and interact with audiences, you aren’t leading students astray by telling them they need to obtain a wider spectrum of skills. Like as not, they will be the ones helping to drive the change with the types of works they develop.

Arts And The Four Year Career

An article recently posted on the Fast Company website talks about how transitory people’s jobs, and increasingly, career paths, are.

“According to recent statistics, the median number of years a U.S. worker has been in his or her current job is just 4.4, down sharply since the 1970s…Statistically, the shortening of the job cycle has been driven by two factors. The first is a marked decline in the “long job”–that is, the traditional 20-year capstone to a career. Simultaneously, there’s been an increase in “churning”– workers well into their thirties who have been at their current job for less than a year. “For some reason I don’t understand, employers seem to value having long-term employees less than they used to,” says Henry Farber, an economist at Princeton”

Given the idea that arts organizations need to be more nimble in the current fast changing environment and that corporate CEOs value creativity in leadership, it made me wonder if arts organizations might not be able to take advantage of this trend by creating mutually beneficial employment situations.

Essentially, if there is going to be a lot of employment churn, the arts might be able to benefit in both the short and long term by making sure a jaunt in the arts is included in a person’s itinerant career path.

Arts organizations experience a fair bit of turn over in their employees. (In fact, I will bet that is what you thought the title of the entry referenced.) It may be worthwhile to hire people without backgrounds specifically in the arts into positions. Since you are probably just as likely to have to replace a person with arts background as someone who doesn’t, you aren’t overly wasting time and resources by hiring and training someone without industry experience.

The potential benefit to the arts organization is introducing some new ideas and practices to the organization. The employee gets a broader experience to add to their hodgepodge resume which may make them more marketable. (Needless to say, the work environment must be such that it accepts the former and confers the latter.)

Of course, as the article mentions, the trick is to separate those who are really driven in their pursuits from the dilettantes. Arts organizations in general aren’t particularly well skilled in those type of human resource practices. It would be worthwhile to have someone on the board with the ability to provide those services in some form, even if you have no intention of ever hiring a person without an arts background.

In the long term it could be helpful if businesses started to identify arts organizations as a good training ground for the skills they seek in employees to the point where it was as de rigueur on a resume as extra curricular activities are on a college application. It also wouldn’t hurt if the experience engendered an appreciation in the arts in the transitory employee that they will carry on to positions creating business or government policy.

Will Buffet Family Foundation Influence Other Funders?

Non-Profit Quarterly linked to an interview in Fast Company in which Warren Buffet’s grandson talks about his approach to philanthropy as he takes up the reins of the family foundation.

As I read the interview, I vacillated between mild dread where I hoped no one else decided to adopt the approach and feeling that his approach was sensible and might provide leadership that would strengthen the general non-profit infrastructure in the United States.

What made me most uneasy was his focus on quantity over quality.

“The first question, for instance, is “Assuming we are successful, how many people would we reach directly with the funding of this gift?” Proposals gets 3 points for affecting +1 million people, 2 for greater than 100,000, and 1 for less than 100,000. Those proposals with a less ambitious scope can secure a coveted spot on the portfolio team by being particularly unique or cost-efficient.”

While he does allow for funding of smaller efficient and effective organizations, I just wonder if that will get lost in the desire to report numbers served and therefore reinforce the idea that you have fudge numbers and always report success or lose funding.

Where this is coming from for him is wanting to get away from non-profits making emotional appeals and move toward discussing the complex factors which contribute to the problems the non-profit is trying to address.

“In the philanthropic world, the problem is the product, in the business world, the product is the solution.” says Buffett, who argues that NGOs are forced to “sell suffering.” The needless focus on sappy narratives often overlooks sophisticated solutions that can’t be easily marketed with a T-shirt-clad celebrity holding a small child.”

This is where I feel he is most sensible because he is determined to fund every step in the chain to addressing a problem, including the unsexy areas. But to do that, he wants the redundant organizations to either get out of the business, partner with other groups or refocus themselves.

“…rather than dolling out cash to independent, uncoordinated actors with the most heart-string-tugging story, they could take on an entire social problems (like food security or breast cancer) by systematically lining up nonprofits to tackle each part of the causal chain, from federal policy to victim resources.

“If you are an NGO, doing the exact same thing as another NGO, and that other NGO is doing better than you’re doing it, then you are in business for the wrong reason,” Buffett says in an exasperated rant against the individualist nature of charities. Overlapping operations, he says, not only waste money through redundant overhead, but keep brilliant minds occupied with logistical distractions that sap their potential impact.

“We will give you money to execute your mission,” Buffett says, “if you work together and identify the most cost-effective and successful ways to achieve that.”

Meanwhile, looking at the entire causal chain of a crisis is key to revealing missing links in the solution, such as political or logistical hurdles that are essential to success, but not appealing enough to raise dollars.”

Granted, the focus of the foundation he is leading is on agriculture, water and feeding school children rather than arts and culture. However, the practices of a Buffet family foundation is bound to have widespread influence with funders in other areas. It is possible that other foundations may use the same criteria.

Given that the question about whether there are too many arts organizations in existence has been a hot topic of late, it is conceivable that funders are already thinking along these lines.

So let me ask-

-how many arts organizations would seriously discuss merging or refocusing if a major funder told them they were redunant and less effective than another organization?

-how many might consider abandoning major activities that were redundant if the funder offered major support to expand in their areas of strength?

-would the arts in your community be more vibrant if there were groups that focused specifically on different niches within the chain? Such as:

-organization that handed advocacy for the arts with local government
-organization that focused on advocacy for the arts in education in conjunction with other advocacy groups
-organizations that purely perform
-organization that coordinates outreaches to schools by designing programs that emphasize the strengths of the performance and presenting groups

There are more functions that different groups might handle, of course, but this serves as a good example. You might look at this and think about how difficult it would be with all these tasks so decentralized, but think about how more schools would benefit if there was an organization that was making an effort to provide uniform coverage of your entire city/county. How much easier would it be for artists to make a living in the community if there was an organization that was hiring them to do outreaches in schools or connecting artists with students seeking instruction.

All this in an environment made conducive for these activities by groups who solely focused on influencing law and policy in government and school boards. Their advocacy is made credible by the existence of organizations who attract and employ strong performers and other organizations who develop exemplary education/outreach programs and train the artists to execute them effectively.

This approach may decentralize efforts and require a lot of cooperation between different groups, but does improve on the current situation where everyone does a little of everything with different degrees of success provided they have the funding and personnel.  As Howard Buffet acknowledges, there is a lot of unsexy infrastructure that no one really wants to fund that is crucial to the success of non-profit efforts. What a boon it would be if someone would fund all those places at a level smart people would be willing to engage in the work.

Star of Your Yearbook

I was reading on Fast Company about a company, TreeRing that makes custom yearbooks for people. Ninety percent of the yearbook is the same as the one everyone else in your school gets, but the other 10% you can customize with your own material. As the story notes, most of the time only seniors get more than just a head shot in the year book and this allows underclassmen the opportunity to add their own pictures to remember their school experience for that particular year.

It got me to thinking that this sort of service might be of value for recognizing donors in program books. There would be a common recognition in all the program books, but an organization could have some custom printed for a donor or a company that had provided support with a specific letter of thanks to them plus a listing of all the benefits they will receive in return for their support. It would likely be too costly to do for every show, but for a season opening event or a fund raiser, an organization might get them printed up.

Something similar might be done in the program books of the average attendee. Again, the cost would probably be prohibitive for most arts organizations and people would probably prefer to receive enhanced material through their mobile devices rather than in print. But, if one was planning to see an opera at a high end venue like the Metropolitan Opera and they were going to keep the program as a remembrance of the occasion, they might order up a program book customized with information they may need to understand the show and their first encounter with opera. It would definitely be a boutique service and the printing and delivery would have to be accomplished on a just-in-time basis, but it could have an appeal.

Cherry Orchard? Check The Freezer Section

Given my brief foray into site specific theatre last Spring, I have been keeping my eyes open for other projects. Via the Fast Company website is a The Cherry Orchard inspired piece set in an empty department store in Brighton, England.

The Fast Company site has some images, but architectural photographer Jim Stephenson has an entire walk through of the building on his blog, talking about what an attendee experienced.

A lot of it sounds like fun–entering the freezer and finding yourself looking at a winter snowscape with a model of the Cherry Orchard house. You move to the next room and you find yourself in the house modeled in the snowscape. At other times you move from the 19th century Russian house to a more contemporary Russian department store.

Take a look. See if you are inspired.

BoardChemistry.com

Boards seem to be a real hot topic recently. Thanks to a massive blogroll listing on the Clyde Fitch Report, I became aware of a ArtPride NJ blog post pondering why Gen X/Y is not well represented on non-profit boards. Leonard Jacobs of the Clyde Fitch report also weighed in on the subject of boards yesterday. (Busy day over at CFR, one hopes they didn’t spend all their time with the blog on Valentine’s Day.)

Hat Tip to Nonprofit Law Blog for pointing out a tweet to a Fast Company article about how for profit companies looking to provide their employees with a positive experience serving on non-profit boards can start a coaching/match making service.

I like the idea of taking the time to perform a diligent examination of your options, expectations of membership, mission and other details to assure your interest in the cause. I don’t see too many companies investing the resources to create such an office, especially in these economic times. I am wondering if this might be a task better suited to chambers of commerce or local chapters of the United Way. A centralized resource like this would be a benefit to a wider range of people and organizations than one limited to a few companies who are able to support the activities. And perhaps the central office could make an effort in concert with its members to encourage the Gen X/Y set to explore joining boards.

And if that works, maybe someone will work up a questionnaire and algorithm and make it an online service. Maybe I should go off and register BoardChemistry.com right now!

Bonus Link- Hat Tip again to Non-Profit Law blog who linked to the document the IRS uses to evaluate your non-profit during an audit.