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  1. Me In TV: Day 4

    November 10, 2011 by toddmgreen

    Day

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    4 was pitch preparation day!

    In the morning the students developed their presentation skills with Lisa Pickup, an HR consultant who works at FremantleMedia, and in the afternoon they learnt more of the specifics of pitching a TV idea from Peter Cassidy, MD of Screenpop.

    Once again, the students really had to stretch themselves, and again they hit heights they did not think possible when the day began. By all accounts their pitches are looking pretty damn good, despite having just half a day to put them together.

    I didn’t see them practice their pitches this afternoon, but I can only assume that they haven’t copied Steve Ballmer, CEO of Microsoft, who clearly took an aide’s advice to ‘show that you’re excited to be there’ a little too far at a company conference. Peter played this video near the start of his talk, and since I simply cannot see it enough times, I’m putting it in here too.

    One of the coolest things about the day was that both tutors felt they had learnt a lot too. Lisa felt that working with a non-corporate audience for the first time was a really rewarding challenge, and Peter said that he had a better understanding of his own presenting style as a result of trying to distil what he did naturally into a small set

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    of salient points.

    After three long days of development, shooting, editing, and preparing their pitches, the students are ready to pitch their ideas, along with their promos, the the panel tomorrow.

    Well, we think they’re ready… they seem less sure! You can get the inside track on how the students found today by heading over to the students’ blog.

    We’re nearly there, and tomorrow is going to be a cracker.


  2. Me In TV: Day 1

    November 7, 2011 by toddmgreen

    Day 1 was all about development. And it was a whirlwind!

    Julie Donovan and Tracy-Jean spent the day with the students talking about the ways in which FremantleMedia develops new ideas, generating stacks of ideas and passing on all manner of handy tips.

    It was pretty intense all round – everyone seemed pretty bushed by the end.

    But by the time they signed off for day 1, the two teams were pretty much done with the preparations for filming

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    their promos

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    tomorrow – maybe an hour or so of finishing off to be done.

    Plenty of lessons learned: there was probably too much scheduled for the first day (my fault!), but all the feedback was great and we

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    definitely got off to a good start.

    There are stacks of updates, photos and videos over on the student blog – check it.

    Tomorrow: camera work!


  3. Project overview

    October 5, 2011 by toddmgreen

    Here’s a short document

    Drop

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    summarising the project. I’ve been sending this

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    around to the people I’ve been trying to recruit.

    I thought it might be of interest to anyone thinking about doing something similar.

    If you have any questions or want a .pdf copy, message me through the contact page.


  4. 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.


  5. 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.


  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