For Money or Art

Dolly move during scene 1Filmmaking is one of the few businesses that give you the choice of making art or a profit. Those entering the industry must either work their way up through the ranks, or capture the market’s attention with an extremely “artistic” film or a very lucrative one. Most filmmakers opt for the artistic film.

The sex appeal surrounding an art film is intoxicating, but rarely launches a filmmaker. There is total freedom in how the filmmaker advances through his process and he answers to no one. While this builds a lot of self-confidence, it can also be confusing when the film turns out less than artistic.

Independent filmmakers have released just under 300,000 films out of the 5MM produced from 1971 through last year. That means only 6% received distribution. The fact that only 19 filmmakers launched careers from their short film is more disheartening. Unfortunately 16% of the 19 made bad features films that ended their career. In other words, out of all the filmmakers producing a short film since 1971, only 0.0000032% of the producer/directors succeeded at launching a viable career – This answer would normally be rounded down, but I’ll generously round the percentage up to zero.

Since a short film is not about launching a career, but practicing the art or craft, filmmakers must make the decision to create a story that will sell or attract attention. Many will perceive the filmmaker that says, “I’ll create a film that does both,” as ignorant. But, if he accomplishes the miracle, he’ll make history.

In my next workshop, I’ll share the key elements that must be in a short film to win awards. I’ll also share the opposing elements that must be in a short that’s designed to make money. Since it’s not possible to do two opposite things at the same time in a short, filmmakers will quickly understand that they must make a choice.

The story structure used for a moneymaking short is very different than an art film. Many have tried to break the structure and create their own, but it’s resulted in the film not making money and not getting any attention. But hopefully those filmmakers learned more about their craft, which they can consider successful.

I’ve won numerous awards with short films (that didn’t make any profit) and also have made $15,000 – $168,000 on my short films (that didn’t win any awards). That experience taught me a few lessons that I’ll pass on to those attending the workshop. I will also share the secrets I’ve learned as a panel judge for several festivals.

Structuring a short as an artistic film or one to be exploited is critical for success. Those filmmakers that don’t use the proper structure create films that only excite their friends and make no money. In fact, years later the filmmaker might look back at the film and see nothing of value because he didn’t commit to either direction.

In the workshop we’ll discuss commercial and artistic loglines, story beats, outlines, writing drafts, rewriting for visual impact, adding subtext, rewriting dialog, and building conflict. We will also talk about stereotypes and character development – Why one is good for art and the other for making money.

I’ll let you know once the workshop location and dates are locked in. The workshop will take place over four 2-3 hour sessions. The networking alone will be amazing, but you’ll feel powerful when you leave the workshop knowing exactly how to pull in money or awards with your story.

Copyright © 2016 by CJ Powers

Inspiring Leaders Develop 3 Easter Eggs of Success

© apops - Fotolia.comMy son gave a great talk at a large conference of social web developers. While the talk didn’t come together until a few days before his presentation, it was extremely well received and life changing for the participants. Others also grew by watching his talk on the web weeks later.

When Chris explained how he put his talk together, I realized that he followed the Dale Carnegie method of preparation. Carnegie was a leader who felt it was important to be constantly learning and growing, so as to always be prepared for any opportunity to speak. Carnegie had a large reservoir of information he could draw from at any point in time to give a great talk.

Chris prepared by gathering known information from within his own reservoir, organized it and personalized it for his audience. While it only took a few days to “create” his talk, Chris had taken months in preparing the information – A task he takes for granted.

I wanted to learn how the talk went so I asked him a few questions. Chris immediately suggested that his talk was successful for three reasons. It just so happens that he listed the same three Easter eggs of success that inspiring leaders take time to develop.

1. DEVELOP TRUST

Inspiring leaders are authentic. They address their employees from a point of reality, even when casting a vision for the company’s future. This creates a level of hope within each employee, as they comprehend how things could work and understand their role in making it happen. To support this new hope, inspiring leaders invite participation from every employee.

The results are products and services that each employee thinks and feels is in place because of their part in the process, yet no one is able to separate out their portion from the whole. The item also becomes a symbol of trust that each employee placed in the inspiring leader to see the vision come to fruition.

2. DEVELOP PERFORMANCE

Building trust is simplified when the inspiring leader sells the benefit of the process to each employee. The newly agreed upon benefit also drives the employees to higher levels of performance. This is especially true when the atmosphere is one of curiosity and play, rather than pressure and deadlines.

The strong inspiring leader is able to navigate a course of action based on quick but calculated decisions, the established process being an adventure for the team to explore together, and a playful time of creative exercise. All of which raises the bar of outstanding performance among peers.

3. DEVELOP EMPLOYEES

Developing employees over time is the most practical of activities that inspiring leaders engage in. The reinforcing of the employee’s optimism is critical to the company’s long-term success. Related by perspective is the opportunity to turn all failures into educational experiences, especially when coupled with a focus on igniting the enthusiastic potential within each worker.

This emphasis on individuals encourages confidence of character and voice. Self-assurance becomes the very driver that turns standard employees into the gifted. Without the employees, the company has no future potential and will eventually be overtaken by the next big thing.

Inspiring leaders build trust by focusing on their resources. They also work to refine their abilities and seek to promote the best in others. When evaluating the gifts, skills and talents of their team, they work hard to draw out a higher level of performance than what the worker thought was innately possible.

Copyright © 2015 by CJ Powers