“Maestro program” workshops – why and how they are effective at the workplace

Why is music a successful metaphor for business?
Making music, in whatever culture and context, concerns such issues as communication, listening, rhythm, technique, preparation, improvisation and interpretation, rehearsal and performance. Concerts all over the world bring before us a great variety of performing bodies: large and complex symphony orchestras, intimate chamber music ensembles and jazz groups. Examining the diversity of organizational cultures raise questions concerning collaboration in general, including the roles (or the lack of them) of conductors, composers, soloists and accompanists. Different aspects of music making can provide stimulating insights into familiar management concerns such as leadership, teamwork, creativity, mentorship and personal development.

A new vocabulary, self-exemplifying process, fun
As well as being an excellent metaphor, music also provides an exciting new vocabulary for addressing these concerns. Entertaining in itself, and conceived as remote from the concrete tensions of the participant’s work environment, it provides a ‘safe’, non-threatening atmosphere for discussion and self-reflection.

In the process of learning, the “Maestro” facilitator-conductor orchestrates the individual voices and ‘rehearses’ with the participants, maintaining constant dialog, maximum sharing of ideas and viewpoints, in a way that calls for and encourages active participation. Thus the process is self-exemplifying of its messages.

Where do we fit in?
“Maestro” programs are designed to support a wide range of applications for corporate and conference groups:

• Team building, interdependence, whole-system thinking
• Culture change initiatives
• Leadership development
• Executive meetings and board retreats
• Celebration of organizational milestones
• Promoting creativity and innovation

What are the business/music themes involved?
All “Maestro” workshops present stimulating challenges for the participants, dealing with such themes as teamwork, rapid skill acquisition, listening, energy and synergy, managing resources, memory, multiple roles, and presentation skills.
In our workshops, video clips that trigger discussion and various participatory exercises are designed to enable the participants to have a fresh look at themselves and their working environments. We discuss challenging issues as self-discipline, skill & technique, acquiring of new skills, passion through self-actualization, communication, self-assessment and personal development, embracing change, training & performing.

Managers participating in a “Maestro” workshop will be encouraged re-examine their own images as ‘conductors’, while acquiring new insights into the workings of large and small musical ensembles. They will do so using new vocabulary for addressing leadership issues such as inspiration and vision communication, empowerment, preparation, persuasion, energy, interpretation and improvisation, working with minimal structures, promoting change, working with diversity, Rotational leadership, rehearsal vs. performance and mentorship.

What could your organization expect from “Maestro”?
Since “Maestro program” workshops were first delivered in 1996, we have been collecting feedback from our clients. Our intention was to form a framework of “realistic expectations”, so that both our clients and ourselves can estimate the success of the workshop/lecture – not in terms of immediate audience satisfaction – which is always very high – but rather in its effect on attitudes and behaviors at the work place.

The participating managers can be expected to feel motivated and empowered as to their abilities to use their full range of communicating skills, and more secure in their ability to choose and make the best use of a certain leadership style. They also better understand the possibility of developing a range of managerial behaviors that are compatible with their style, as well as its limitations.

Managers are able to look at the culture of the organization as a whole, an at the way their on style of management, and those of their colleagues, work within the framework of that particular culture. Managers can also be expected to more aware of diversity as an asset of the organization, and of their own performance as trainers, mentors and motivators.

All participants can be expected to have an enhanced ability to examine themselves as team members, and new appreciation of the importance of supportive and collaborative behaviors.

When whole units of business organizations go through “maestro” training, the new ‘musical’ vocabulary becomes available, and serves as a ‘softer’ medium of communication – releasing tension and reducing alienation from the workplace, and promoting a feeling of ‘fun’ and satisfaction.