Desart board governance notes

Click here to load reader

Embed Size (px)

Transcript of Desart board governance notes

  1. 1. Desart Conference Board Governance Workshop March 2015
  2. 2. Cultural Roles and Challenges
  3. 3. What Makes a Strong Arts Centre Culture Artists Bush trips Keeping arts centres clean Working and meeting together Good relationships Training the young people to work together Supporting other artists and other communities Respect for each other Supporting and helping the manager Everyone taking responsibility Strong directors Regular board meetings Having skilled art workers Good training Not talking wrong story
  4. 4. What Makes a Weak Arts Centre no funding weak arts centre manager no communications - computer/ telephone manager coming and going weak relationships no bush trips no exhibitions not working together no meetings no training private dealers no transport bad manager humbug no other art centre visits not many artists turn up
  5. 5. Role of the Board in Making a Strong Arts Centre hold meeting with manager and explain money story Board members meet together with staff Board members meet with artists about exhibitions and paintings go to conferences go with other artists from other centres - get everyone involved good communication between board and staff travel for exhibitions have rules for new managers look after manager good way better communication with older artists sharing with arts centre manager and supporting them to improve the arts centre support the arts centre manager planning together board members make sure they have training and arts centre manager has training rules around business and stick to rules if something bad happens have a meeting - talk together - not before meeting
  6. 6. What Makes a Strong Arts Centre We want the arts Centre to be strong like this tree. Maruku Arts
  7. 7. What Happens When An Arts Centre Manager Says Im leaving Example Slide 3
  8. 8. 7 Steps a Board Needs to Do When the Arts Centre Needs a new manager 1. Write the Job Description - a list of what the manager does in the job 2. Do the interview a meeting to talk about why they want the job and a chance for the Board to ask questions 3. Choose the new manager have a meeting to talk about who is the best for the job 4. Find out from the old manager what story the new manager needs and teach the new manager the job
  9. 9. 5. Time in Between Old manager leaving and new manager starting who worries about the arts centre when we are waiting for a new manager to come 6. New Manager Starts work help the manager do a good job 7. Probationary Review like a second interview, time to tell our story about the new manager and hear their story things to talk about are we happy with the work of the new manager?, is the new manager happy? Do we need to do anything different?