Leadership Ensemble Orpheus: A Conductor-less Orchestra - PowerPoint PPT Presentation

Loading...

PPT – Leadership Ensemble Orpheus: A Conductor-less Orchestra PowerPoint presentation | free to view - id: 762eac-NDE1N



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Leadership Ensemble Orpheus: A Conductor-less Orchestra

Description:

Leadership Ensemble Orpheus: A Conductor-less Orchestra – PowerPoint PPT presentation

Number of Views:78
Avg rating:3.0/5.0
Slides: 32
Provided by: DavidC359
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Leadership Ensemble Orpheus: A Conductor-less Orchestra


1
Leadership EnsembleOrpheus A Conductor-less
Orchestra
2
Introduction
  • New York based orchestra established in 1974
  • Founded by Julian Fifer
  • Consists of 27 members
  • Famous for implementing a leaderless orchestra
  • Orpheus name for Greek god who created music
    so powerful, stones rose and followed him

3
Agenda
  • Motivation
  • Decision Making
  • Leadership
  • Team Cohesion and Structure
  • Conclusion

4
Motivation
  • Success
  • The Early Stages
  • Job Satisfaction
  • Problems
  • Solution

5
Motivation
  • Musicians More talent greater career options
  • No matter how successful, most resort to teaching
  • Members of Orpheus unsatisfied in conventional
    orchestras under the control of a conductor

6
The Early Stages
  • Motivation undermined by having to follow
    conductors strict rules
  • Success is defined as how you can follow other
    orchestras members actions
  • The climate in most conductor-led orchestras is
    appalling

7
The Early Stages
  • The aspect of making good music is relinquished
  • Must be self-motivated due to steep competition
  • Much time devoted to studying music individuals
    invest much pride and ego in career

8
The Early Stages
  • Self-expression in music more difficult if
    orchestra conductor-led
  • Individuality proves relatively useless in
    conventional orchestras as conductor tells you
    what to do
  • Formal training is only required for entry into
    orchestra

9
Job Satisfaction
  • Widespread discontent among symphony musicians in
    4 countries
  • Musicians believe that their talent is
    underrepresented in an orchestra
  • One Orpheus member said, You must be careful not
    to let symphony job conflict with making music.

10
Problems
  • Conductor control leads to lack of communication
    between musicians
  • Overall spirit lost due to strict control of
    conductor
  • Members not inspired to work as a team

11
Solution
  • Create an orchestra based on a new philosophy
  • Julian Fifer selected musicians who could handle
    and give criticism to fellow musicians
  • Create an atmosphere where individual spirits and
    enthusiasm determined orchestra outcome

12
Solution
  • No particular method was implemented to gain
    ideas for pieces of music
  • Every member contributes ideas for each piece of
    music
  • This encouraged members to use their talents and
    training to determine overall success

13
Decision Making
  • Unanimous Decisions
  • Core Groups
  • Concert Master

14
Unanimous Decision Making
  • All 27 members participated
  • Strong willed musicians
  • Why this is a problem

15
Core Groups
  • Formulate interpretations
  • Same preparations as a conductor
  • Each presents to ensemble
  • Rotate regularly

16
Concert Master
  • Team Captain vs. Coach
  • Responsibilities
  • Influence
  • Rotation
  • Executive Committee

17
Leadership
  • Leadership and feedback
  • Teamwork leads to trust
  • Every musician is a leader

18
Leadership
  • Each musician in Orpheus willsit in the
    audience to hear how each piece sounds to a
    concertgoer
  • Without a conductor each member must play the
    role of leader
  • Personal feedback from colleagues is vital

19
Teamwork Leadership
  • Teams in Orpheus rely on individual members
    having a common objective
  • Each team shares common values leading to a high
    degree of respect among all members
  • Highly cohesive team with defined roles,
    accountability and trust
  • Stage 2 Organization

20
Teamwork Leadership
  • Core-group in Orpheus changes regularly
  • Each member responsible for leadership training
  • Leaders are constantly dealing with change in
    groups
  • Responsible for envisioning, energizing and
    enabling new members in orchestra
  • Personal development among members This
    experience has allowed me to discover strengths
    that I didnt know I had.

21
Team Cohesion and Structure
  • Practical Considerations
  • Team Cohesion
  • Drawbacks
  • Benefits

22
Practical Considerations
  • No director, or full-time members
  • Members must take on freelance opportunities
  • Bassoonist Frank Morelli Only provides 10 of
    his yearly income, but artistically, it may be
    the most rewarding work hes ever done.

23
Team Cohesion
  • Substitutes to cover for unavailable members
  • The whole must be the same, in spite of the
    rotating identities of the parts
  • One member from each instrument section fluent in
    Orpheus leadership process must perform at each
    concert

24
Team Cohesion
  • Orchestra has a dozen regular substitutes
  • An extended family of musicians
  • Substitutes must contribute their opinions
  • Hearing fresh, new ideas is always good.

25
Team Cohesion
  • A high degree of interaction among members
  • Somewhat difficult entry
  • Both in terms of skill and artistic philosophy
  • A common external challenge
  • Upcoming performances

26
Team Cohesion
  • Longevity leads to familiarity, not only with
    your job, but with your co-workers
  • Familiarity leads to predictability
  • You can anticipate one anothers every move.

27
Drawbacks
  • The pressure to achieve cohesion quickly
  • The time it takes to organize a structure that
    works
  • Divergent philosophies may lead to conflict among
    team members

28
Benefits
  • Flexibility
  • Collaboration free exchange of ideas
  • An essential formation of trust
  • Artistic freedom and self-expression
  • Higher levels of job satisfaction

29
Conclusion
  • Motivation
  • Greater involvement leads to greater job
    satisfaction
  • Decision Making
  • Dividing into core groups leads to teamwork and
    trust

30
Conclusion
  • Leadership
  • Collaborative due to common objective and shared
    values
  • Team Cohesion
  • Cohesion results from new ideas contributed by
    rotating members
  • There are benefits and drawbacks success depends
    on situation

31
Questions
About PowerShow.com