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  1. The Five Day Plan

    August 25, 2011 by admin

    Me In TV will last five days. What on earth are we going to do?

    There’s

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    a Five Day Plan.

    Day 1. Development – coming up with an idea for a show

    Day 2. Camera work – filming material for

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    a trailer for that show

    Day 3. Editing – cutting the camera work

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    together

    Day 4. Prep – putting everything together for the climactic final day…

    Day 5. Pitching – pitching the idea + trailer to a panel of TV execs from around the company

    That should keep us out of trouble…

    Category Background, Education, Planning, Selection | Tags: , , , , , , | Comments Off on The Five Day Plan

  2. Creating a feedback loop

    August 12, 2011 by admin

    When I did the pilot version of Me In TV last December, we got some great pictures of the guys at work, but we didn’t do a lot to record the process.

    A great picture of the guys at work

    My main regret is that, bar a blog post I wrote in which I used it to illuminate an abstract idea, there’s no permanent record of the project.

    Without a website, it’s also less easy to explain. And it’s taken less seriously – somehow, having a virtual presence makes a project seem more real.

    I’ll get you next time

    Me In TV already has a website (as you will no doubt have noticed!).

    We will use it as a base for all the content created.

    Not just the programme trailers created by the young people participating, and a few publicity pics taken by a pro photographer, but also lots of incidental stuff – pictures and Flipcam videos taken by the participants to show their experiences, interviews with the FremantleMedia/talkbackThames people involved, and a web diary on this blog to reflect on events as/soon after they happen.

    The feedback loop

    This will give everyone involved something to point to in future – when they’re next applying for a job, I want them to be proud to send people to this website.

    It will also make it much easier for others to learn from the project – there will be

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    plenty of background information, explanation of the key ideas, and material generated during the week the young people are working with us.

    But it will also reflect a view of the project back to those involved, even if it can’t capture precisely how that involvement feels – like a mirror at an angle.

    It will therefore create a feedback loop: stuff that’s recorded and appears on the site will feed back into the process as we go.

    For example: when, after day 1, we interview a couple of the people on the development day team, their thoughts and suggestions will be available for the camerawork team to watch, and will of course influence the way the latter work with the young people on the following day.

    They will also be available for the young people to watch too – and that will no doubt affect their approach to the camera work on day 2.

    We also hope to create a second layer of feedback, by exposing the ongoing work of the project to the outside world. The young people will be encouraged to share their works in progress with their friends, and through this site we aim to create an audience of people interested in the ideas we’re grappling with.

    The responses of all those people will be part of the experience of Me In TV for everyone involved.

    Category Planning, Purpose, Recording | Tags: , , , , , , | Comments Off on Creating a feedback loop

  3. CSR’s untapped potential

    July 20, 2011 by toddmgreen

    Every big company has a corporate social responsibility policy.

    Many of them do many good things.

    But CSR is often at the

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    bottom of everyone’s priority list because those things are perceived to be of little lasting value to the company.

    There is no reason why CSR projects should not benefit the company as well as those it sets out to support.

    But in order to do, CSR projects need to be rethought.

    Projectzzzz

    The typical CSR project model has three characteristics which restrict its potential by limiting the benefits that flow back to the company.

    Such projects are ephemeral, unsustainable, and even a little embarrassing.

    1. Ephemeral – once the project is over, many volunteers never think of or refer to it ever again

    2. Unsustainable – taking several dozen people out of the office in one go simply cannot happen on a regular basis

    3. And even a little embarrassing… – most employees are good people, but if they feel embarrassed when they don’t want to participate in a CSR project because they can’t see the point in it.

    The combination of these three characteristics limit employee engagement.

    When that happens, CSR projects do not fulfil their potential. They may well be seen as a drain on time, money, management attention, and morale.

    No company would choose to run projects relating to their core business like this – there’s so little in it for them.

    Why should CSR projects be any different? They could easily be so much more beneficial for the company as well as for those on the receiving end.

    Another way

    Wouldn’t it be great if even a simple CSR project – e.g. painting a mural on a wall – became a cross-departmental undertaking?

    That way it could deliver all sorts of benefits:

    1. Give someone who is lacking project management experience the leadership role = project management experience

    2. Get them to recruit a team of volunteers = cross-functional collaboration

    3. Then have the group figure out a design = collective creativity and problem-solving

    4.

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    Find people within the team to be responsible for getting the materials = resourcefulness challenge + budget management experience

    5. Record the process so as to share it with the rest of the company = communication and marketing skills

    What an opportunity!

    At a time when training budgets are sorely stretched (or completely non-existent), this is a cheap way of developing the workforce, with a low opportunity cost and a high motivational value.

    If a company ran a few of such projects a year, it would make a substantial difference to their staff’s personal development, their feelings of loyalty to the company, and ultimately to the company’s bottom line: a more skilled, more experienced, more integrated workforce can only be a good thing.

    Meaningful CSR

    Companies do meaningful core business projects on the one hand, and low-benefit CSR projects on the other – and the two coexist unhappily.

    That schizophrenia has to be overcome.

    CSR projects can be be highly beneficial for the company – the training opportunities in particular are fantastic.

    To run them requires a simple change: CSR projects should be run like core business projects.

    That change of approach, and the changes in attitude, opportunity and perception that result, can make all the difference.

    Category Background, CSR, Purpose | Tags: , , , , , | Comments Off on CSR’s untapped potential

  4. Natural selection

    July 9, 2011 by toddmgreen

    Yesterday evening I was discussing work experience with a friend.

    She told me that a new work experience recruit – a relative of one of the bosses in her office – showed little enthusiasm and clearly didn’t

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    want to be there.

    That made their presence a waste of two people’s time, because my colleague had to spend much of her time finding things that might interest the sullen teenager sat opposite her.

    Why force someone to use up an opportunity that many people would pay to have?

    Natural selection

    When we did the pilot version of Me In TV, the only rule for Community Links was this: they had to choose people who had a pre-existing interest in working in TV.

    Thank goodness we did.

    One of my favourite bits of feedback from the day was from Neil, who ran the edit training:

    It’s so great that these guys really care. You can tell they’re really excited to be here because they keep

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    asking questions about everything. And that makes it fun for us too.

    The people who will benefit most are the people who have already gone out of their way to do something related.

    The guys we brought in that day included a budding actor/presenter, a cameraman, and an editor. They had no idea that spending time on those things might create opportunities for them a few years down the line, but they did it anyway.

    A pre-existing interest is people picking themselves – the

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    most natural form of selection.

    This was one of the most important lessons we learned, and it will guide the selection of the participants in Me In TV.

    Category Planning, Selection | Tags: , , , , , | Comments Off on Natural selection

  5. The pilot

    July 4, 2011 by toddmgreen

    In autumn 2010 I began work on what has turned out to be the pilot version of Me In TV.

    The original idea was simply to give the young people their first contacts in the industry. The whole group would meet, chat for a while, then split off into pairs – each young person would be matched with a TV pro who is experienced in their specific area of interest (so a youngster interested in camera work would be paired with a cameraman).

    The idea took shape

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    in my mind over a few weeks. As soon as I started discussing it with other people, though, it evolved beyond all recognition.

    Thinking bigger

    Jamie, a friend who does executive coaching, encouraged me to think bigger: more people, more time, and more benefits all round.

    Then I found Mark, the colleague who was to help me run the programme, and he made that more ambitious vision a reality: it turned it into a full day of practical skills, close contact with TV pros, and career advice.

    We ended up giving three young guys a morning of camera training, an hour of on-screen training with a well-respected presenter, and an afternoon of edit training.

    Better yet, everything they learnt contributed to a tangible outcome: by the end of the day each participant had created a 60-second film that focused everyone’s minds and

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    can now serve as a showreel.

    Here’s one of the films:

    None of that would have happened without the input of the two guys who transformed my original idea.

    That’s a law of unintended consequences: through discussion

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    with others, an idea can develop into something you could never have imagined alone.

    Up next…

    This one-day project taught me a bunch of useful and interesting things, several of which I’ll write about in the context of this project.

    It also sparked the idea for Me In TV. It wasn’t supposed to be the pilot version of anything – I just wanted to try something new – but the response from everyone involved was so great that I’m convinced there’s huge potential in the basic ideas:

    1. Bring people with overlapping interests together

    2. Give them a shared goal

    3. Introduce the right amount of structure, and leave them the right amount of freedom

    Somehow, accidentally, that worked out pretty well the first time around. Let’s hope it’s even better the

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    second time.

    Category Background, Lessons | Tags: , , , , , | Comments Off on The pilot

  6. Introduction: Me In TV

    July 1, 2011 by toddmgreen

    Breaking into a competitive industry is hard. When you’ve grown up in one of the worst areas of London, it’s even harder.

    Opportunities are difficult to come by. Role models are few and far between.

    But by bringing young people together with industry pros, teaching

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    them new skills, and giving them a platform on which to build, I’m hoping to tackle that problem in the industry in which I work.

    Why TV, why now?

    TV production is notoriously tough: even the best-qualified newcomers may struggle to find work without a family connection or a friend on the inside, and even those who do must work long hours, on little or no pay, to get the chance of a break.

    That excludes a wealth of talented people from even trying to find a job in TV – people who don’t have access to contacts or parents who can support them financially.

    The recruitment system is broken.

    Talented, dedicated people are excluded.

    And production companies are missing out on them as a

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    result.

    What is Me In TV?

    Me In TV aims to improve the prospects of young people from disadvantaged backgrounds of getting into TV.

    After a successful one-day pilot in late 2010, I’m putting together a one-week bootcamp for young people from an east London charity to start a sustainable talent development programme.

    Over five days the participants will create a TV show idea, film and edit a trailer for it, and then pitch their idea to a panel of TV experts.

    I’ll be working closely with the charity – Community Links – and with colleagues from my employer (FremantleMedia) and its UK production company (talkbackThames) to make it happen.

    This website will document the creation, running, and aftermath of the project.

    Check back regularly for updates, or Like it on Facebook, follow on Twitter, or grab the RSS feed.

    Cheers!

    ~ Todd

    Category Background, Planning, Purpose | Tags: , , , | Comments Off on Introduction: Me In TV

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