Posts Tagged ‘culture’

Education through Collaboration – Crème Brûlée Done Three Ways

Thursday, July 22nd, 2010

Written by Andy Young for 52 (Thanks Andy!)

I was recently in Paris, where one day walking out of Gare du Nord train station I was able to come out of a serious sugar coma long enough to notice something; Parisians like fonts! Don’t get me wrong. New York works in no other font than Helvetica, and we heart NY for it. Paris though doesn’t play favorites, and has a neon letterpress of imagination to prove it. It’s as if the gleaming glass cases of croissants weren’t enough, and they just had to put the word patisserie in just the right font, with just the right kerning, to have you floating in on a trail of steam and butter… Wait, before I start thinking I’m writing for Food and Wine I should get back to the subject at hand… (more…)

Waste More Time

Thursday, July 15th, 2010

Written by Rick Albano for 52. Read more from Rick at sissyfish.blogspot.com

Wasting time. It’s something we all do pretty well, but invariably feel pretty guilty about, especially when bills are piling up, work’s bearing down, and-frankly-we’re not getting any younger. What’s your diversion? Craigslist? Cupcakes? Yacht Rock? Fantasy football? Pinot Noir? Roller derby?  There’s always something we’d rather be doing than sitting in a cubicle, staring at a screen.

As a freelance music writer in LA a few years ago, I scored a job interviewing bands for a living. For a lifelong music fanatic, this seemed like a dream scenario, but my enthusiasm eventually sagged when I realized was just another Hollywood hack, writing fluff copy to sell widgets in the form of MP3s.  One day in particular sums up my experience: I was sitting at a desk (after sitting in traffic for hours), being reprimanded over the phone by Liz Phair for not writing good interview questions. It broke my heart, because I loved Liz Phair, but at the same time, I thought she’d become a complete sellout. The problem was, I couldn’t ask her why she’d sold out, because I would have gotten fired. But wait-They couldn’t really fire me, because I was never even “hired” in the first place… But I’d been sitting at the same desk for two years!
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Company culture. What does that even mean?

Tuesday, July 13th, 2010

Statistically only about 10% of folks can be quoted as being happy with their job.  Yikes!  That leaves another 90% that would really rather work somewhere else.  What’s up with that, you ask?  And don’t jump to conclusions, for the most part, it’s not salary related.  Gasp!

Well, if the desire isn’t more money, what else is there?   A couple of things actually, all relating to (you guessed it) company culture. So listen up ye managers of unhappy, grumpy folk.  If you’re running a company and continue to see new, strange, and often terrified faces everyday… you, sir, may have a revolving door on your hands.  Here are a couple of things you could work on to improve your internal company culture and cease the flapping of the exit door.

Probably one of the biggest complaints people make about their job is:  MY BOSS IS A DOPE.  (Well, maybe the language has been sweetened a bit, but you get the gist.)   If you are, or you have a boss that is: never in the office, does not respect you, acts holier than thou, and operates under the slogan “do what I say, not as I do” (Think: gone Monday thru Thursday shooting for birdie, and in on Friday until noon to check for full time cards) this is the problem.  And no, not all bosses suck.  But it can cause huge respect issues, in turn impacting productivity and efficiency.

A boss who’s attempting to foster positive company culture should encourage employees to share their thoughts freely.  This “good ideas can come from anyone” attitude creates an open-door, motivating, and collaborative atmosphere.  This equals happy people that won’t jump ship on a whim.  Hell, they may even come up with the next big idea!

Another fatal company flaw that often times spurs employee exodus is: THERE’S NO ROOM FOR ADVANCEMENT.  Granted, some small companies can’t keep promoting its 6 employees, otherwise it would end up with 6 directors of something and 0 doers of anything.  So, obviously this “advancement” doesn’t always have to equal “job promotion.”  It could mean educational opportunities or even growth within a position, like added responsibilities. If people stay engaged and interested in their work, the more likely they are to be… well… engaged and interested in the advancement of the company as a whole.  Phew… good point. (more…)

The New Helvetica

Thursday, May 27th, 2010

Thanks to Leighann Franson for writing this up!

Over the past year, I’ve heard the same response uttered from new clients across various industries, “We want the voice to be real, honest, succinct. No Bullshit.” Of course, this always leads to the conclusion that, in the past, copywriters have been asked to be deliberately deceitful, overly ostentatious, and painfully longwinded. Whatever your assumption, this growing response begs the question—could this be the beginning of a new trend?

Of course, this burgeoning tonal style is an attempt to capture the next generation of consumers. Call them Gen Y or Gen Next, these digital natives grew up online. On top of their keen perception and fleeting attention span, they know how to move fast and process things quickly. They’ve developed a massive BS detector that enables them to sift through the glutton of marketing messages that screams at them from every medium. So if we want them to hear our message over the din of puns, cheeky clichés, and cumbersome adjectives, we’ve got to make it real. Drop the superfluous language or, like a blood hound, they’ll sniff out our crappy metaphors before we’ve even finished writing the sentence.

As a writer, I find this candid approach quite refreshing. I get it. In fact, I welcome it. It requires me to strip the language down to the bare essentials. Be less formal and more conversational. With even shorter fragments. And quicker wit. It requires creativity and math skills in order to fit five major copy points into a 135-character space or ten seconds of air time.

My husband, a freelance graphic designer, describes this trend well. He said, “this simple, uncomplicated approach is the Helvetica for copywriting. It’s so neutral and unobtrusive that it’s a style unto itself.” Perhaps he’s right. This is the new Helvetica for a generation of kids who are smarter, quicker, and faster. It’s a trendy BS filter for an era that demands transparency and truth. Of course, trends come and go. I wonder how long this one will stick around.

“A Whole New Mind” and Daniel Pink deliver optimism

Monday, May 24th, 2010

By Shelly Strom and Daniel Pink

We already know cities such as Seattle and Portland boast a treasure trove of creatives. We’re still learning, however, about the ways in which creatives are, and will continue to be, economic drivers.

Daniel H. Pink, who served from 1995 to 1997 as chief speechwriter for Vice President Al Gore, sheds light on this subject in his best-selling book “A Whole New Mind: Why Right-Brainers Will Rule the Future.”

A Whole New Mind” synthesizes big picture trends to explain how a new epoch of our post-industrial society is rising and how right-brain types are the sort of entrepreneurs and workers who will succeed.

Pink suggests that we are evolving away from the Information Age, during which the left-brain dominant knowledge worker reined supreme and are moving into the Conceptual Age, a stage where creatives and other types of right-brain people take center stage.

The main characters in the Conceptual Age, Pink says, “are the creator and the empathizer, whose distinctive ability is mastery of R-Directed [right-brain] Thinking.”

We at 52 Ltd. enthusiastically recommend “A Whole New Mind,” which is a quick, uplifting read.

It brings clarity at a time during which the global situation seems increasingly complicated.

It tells us that we in the creative community are doing is the right thing-cultivation of creative types over the long-term will make us economically healthier.

Pink points to downward pressures on U.S. jobs, forces that he labels Abundance, Asia, and Automation.

Abundance, he says, has satisfied the material desires of many in the developed world. In turn, significance of beauty and emotion are heightened, as is desire for meaning.

Asia, Pink says, is fulfilling demand for white-collar left-brain knowledge workers, not to mention reduced labor costs. The dynamic is forcing knowledge workers in advanced parts of the world to “master abilities that can’t be shipped overseas,” he says.

Automation is impacting today’s desk workers the way it did for yesterday’s factory workers, thereby forcing workers to bring value in ways that computers never can, he says.

These forces, Pink said in an email to me, are likely to intensify during the current downturn.

“When consumers are strapped for cash and credit, they’re unlikely to open their wallets for modest, incremental advances in goods and services. They’ll do that only for huge, bold, conceptual leaps. As a result, for both individuals and organizations, right-brain thinking might be even more important, not less important, in a downturn,” Pink wrote via email.

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Why NYC? And What The Hay is a Creative Unconference?

Monday, May 17th, 2010

By Elfe Cimicata (52 NYC)

New York City. The fresh smell of the subway on a hot day, the access to bland bodega coffee and New Jersey just a short hour away. Why did I move from Portland again? Although I miss the smell of fresh air, access to the best coffee culture nationally and snowboarding just a short hour away, the large overwhelming Italian family called (or pressured depending on how you look at it). What better way to reconcile my love of Portland then to open a branch of 52 Limited here in Manhattan? So here we are in a city that never sleeps, as experienced for the first time last Saturday with my friend Gina. I’m no spring chicken anymore. Regardless, I am very excited to be part of the 52 team once again and to be working with a close friend and now colleague, Ami Werner.

We have hit the ground running developing relationships with high-level talent, as well as clients, and are overwhelmed by the amount of events the city provides. Last week, among numerous other events for Creative Week, Brooks and I spent 2 days at the Creative Unconference sponsored by the One Club and Google. The format is simple: the participants create the agenda and ask for others in the conference to engage in their topic of discussion. You write down a topic old-school style on a piece of construction paper with a large (scented!) marker, pose these to the group, break and then venture to the group topic where you would like to contribute your time and energy. You can even switch between presentation discussions. Luckily, Brooks and I could tag team.

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Two Creatively Unique Cities Resourced By One Unique Company

Wednesday, May 5th, 2010

Introducing 52 LTD, creative resourcing from New York to Portland.

Portland, Oregon and New York City. While different in many ways, they are two cities where creative is king and creative expression is celebrated. This shared allegiance to creativity is why 52 LTD, Portland’s leading provider of creative resourcing, chose New York City as the home of our second location.

Our new downtown 52 office will start out primarily servicing the print, interactive and motion design industries with plans to expand that to the full-range of creative industries we service back in Portland. In the meantime, we are already working to have the same positive impact on New York’s creative culture and community as we’ve had on Portland’s, through numerous local events like our DesignSpeaks guest lecture series.

So whether you’re looking to find full-time help for your growing business or just need a little extra creative firepower on a project basis, contact 52 LTD or learn more about who we are and what we do at the newly redesigned 52LTD.com.

What Talent Wants

Saturday, February 20th, 2010

As veterans in the competition for talent, we at 52 Ltd. have learned a thing or two about what it takes to attract and retain the best in creative services. And one thing that is crystal clear: Organizational culture plays a huge role.

Companies that want to be successful in retaining employees which really means being appealing from the inside out and are realizing they better get a strategy. Even places like Portland and Seattle need to adapt. And even at a time when the jobless rate is on the rise. It might be nice if the coolness in work that attracts people also would sustain and retain them as workers. But it doesn’t. Newness wears off of cool. And if it was the only thing that made a job attractive, if the organization hasn’t cultivated a culture of retention, talent is going to be looking for the next great thing.Up and comers are more likely to stick with a workplace that reflects their own personal values. A lot of them expect it to actually enhance their quality of life. When it doesn’t, they aren’t afraid to move on.

These attitudes cannot be ignored. Not at a time when the country is seeing a sea change in the demographics of its labor pool. No longer are they the demographics that propelled a 30-year expansion in the labor pool. The 500 largest companies in the U.S. will lose half their senior managers in the next several years or so, according to a report by The Economist magazine. The losses largely are due to retirement. And it’s more than just retiring baby boomers draining the labor pool. Two other important trends have played out: Neither the entrance of women into the workplace nor the increase in college-educated workers is bringing the marked increases to the labor pool that they did for so many years. (more…)

Build Culture… Build Brand

Sunday, January 10th, 2010

Today’s agencies know that having the best talent wins the game. To attract the best talent, your company must build a positive culture. “Culture” may be today’s buzzword, but its effect cannot be overstated. Peter Metz, creative director for Sockeye Creative, states, “I think culture is huge in our industry–so anything you can do to improve it, the better the creative is going to be. Designers are a touchy-feely group. They need to fell supported and have trust in the process. Otherwise they will be much more guarded and that doesn’t lead to good work.”

Building a positive culture begins with positive recruitment and retention strategies. Are unqualified resumes filed away on your hard drive, never to be seen again? Or, are they just deleted entirely? Do you respond to those candidates who are unqualified? If not, you need to rethink your strategy. Any contact with potential employees, qualified or not, helps build your brand identity in the marketplace.

Your first contact with potential employees is usually the interview. Don’t fall into the trap of making candidates answer what they can do for your company. You need to allow candidates to interview you and the company. Think of the interview as an exploration of what it would be like to work together. Treat people as if they were already part of the team and helping to building the brand. (more…)