ORPHEUS AND LEADERSHIP

Xingshu

Zhen

Jesse

Jaycee

Josh

Justin

ORPHEUS’ BACKGROUND

• Founded in 1972 by cellist Julian Fifer

• The first conductor-less orchestra

• A self-governing organization

• Developed a unique leadership process

WHAT CAN WE LEARN FROM ORPHEUS?

4 aspects of leadership:

1.Motivation

2.Decision making process

3.Performance – group/individual

4.Work

MOTIVATION

Traditional orchestras provide stable income but no motivation. Job satisfaction comparable to that of a prison

guard.

Orpheus revolutionized the work environment

Freedom for members to communicate ideas

Accountability as a motivator

MOTIVATION

From conductor only

Led by conductor

Low

Conductor takes ownership

From all members

Self – governing enterprise

High

Everyone

Traditional Orchestra’s Orpheus

Ideas

Involvement

Creativity

Accountability

EVERYONE IS A LEADER(JUST NOT ALL AT ONCE)

Stage 5 organizationStage 3 organization

DECISION MAKING PROCESS

Collaboration and consensus

Decreased time spent on decision making process

Concert Master Plays many important roles

Planning

GROUP PERFORMANCE

Versatile members Ability to work with strangers and in different

arrangements

Open feedback No feedback is taken personally

Key performers always present At least one full time in each core group

Unique structure No conductor

INDIVIDUAL PERFORMANCE

Performance and preparation helps discover and develop individuals’ strengths.

WORK: Musical Chairs in the Talent Market

No dedicated full-time members (play all shows). Why? Financially, no member of Orpheus can afford to

perform every concert.

Using outside sources Freelance musicians Only 27 musicians are full-time members of

Orpheus

WORK

Different cast ≠ Different performance How? High level of involvement expected.

When is Orpheus no longer really Orpheus? How many critical members need to be present

for Orpheus to remain a functioning coherent group?

WORK

Ensure each section has at least one experienced Orpheus musician. Either experienced freelance or a full-time

member.

WORK

Member Input Members and subs are expected to participate

equally. Divide the principal roles among each section

member.

THAT’S A WRAP!

MOTIVATION Guided by creativity and accountability

DECISION MAKING PROCESS Everyone is a leader Collaboration and consensus

PERFORMANCE Group versatility, feedback, and unique structure Individual growth through practice and

performance WORK

ORPHEUS LEADERSHIP AND MANAGEMENT

Motivating employees is very challenging

The decision making process should allow for creativity and open discussion

Performance can depend on ones comfort level in various circumstances

work

QUESTIONS?