2. O RPHEUS AND LEADERSHIP Xingshu Zhen Jesse Jaycee Josh Justin

3. O RPHEUS ’ BACKGROUND Founded in 1972 by cellist Julian Fifer The first conductor-less orchestra A self-governing organization Developed a unique leadership process

4. W HAT CAN WE LEARN FROM O RPHEUS ? 4 aspects of leadership : 1. Motivation 2. Decision making process 3. Performance – group/individual 4. Work

5. M OTIVATION 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

6. M OTIVATION 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

7. E VERYONE IS A LEADER ( JUST NOT ALL AT ONCE ) Stage 5 organizationStage 3 organization

8. D ECISION M AKING P ROCESS Collaboration and consensus Decreased time spent on decision making process Concert Master Plays many important roles Planning

9. G ROUP P ERFORMANCE 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

10. I NDIVIDUAL P ERFORMANCE Performance and preparation helps discover and develop individuals’ strengths.

11. 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

12. 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?

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

14. WORK Member Input Members and subs are expected to participate equally. Divide the principal roles among each section member.

15. 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

16. O RPHEUS L EADERSHIP AND M ANAGEMENT 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

17. Q UESTIONS ?