Live entertainment thrives on collaboration, but not all collaboration is created equal. I’ve recently been contemplating what the difference is between participation and contribution, which can often define the line between a good production and an exceptional one. We are all participators in the work we do–and we show up in different ways–but understanding how to make the shift from a participant to a contributor is crucial for us to lead effectively.
1. The Basics: What’s the Difference?
Participation: Simply showing up, following instructions, and performing tasks without additional engagement. Essentially doing your job. For example, a follow-spot operator executes cues as called but doesn’t alert the team to potential sightline issues during rehearsals.
Contribution: Actively engaging in problem-solving and offering insights. That same operator might notice those sightline issues and proactively suggest adjustments.
Why It’s Important:
Participation ensures functionality; contribution drives improvement and innovation. To shift from participating to contributing, ask, “How can I add value beyond my job description?” There is a line, so be mindful of how you incorporate this and know your audience.
2. The Ripple Effect: Impact on Productions
Participation’s Impact: Keeps the production running as planned but leaves little room for growth or adaptation. For example, A team focusing solely on participation might stick to the cue sheet but struggle when unexpected challenges arise.
Contribution’s Impact: Strengthens adaptability and builds trust. For example, A team focused on contribution might suggest alternatives or adjust on the fly to maintain a seamless performance.
Why It’s Important:
Participation prevents failure, but contribution elevates success by anticipating needs and exceeding expectations. To make the shift, look for opportunities to improve the process, not just complete the task.
3. Cultivating Contribution Over Participation in Teams
Encouraging Participation: Ensure every team member understands their role and responsibilities. Example: A props assistant knows their exact duties for scene changes.
Encouraging Contribution: Empower team members to think critically about how their role connects to the bigger picture. Example: The same props assistant notices a potential continuity issue and communicates it to the designer.
Why It’s Important:
Participation relies on compliance; contribution thrives on empowerment. To shift, encourage questions and ideas that go beyond the immediate task.
4. Leadership’s Role in Bridging the Gap
Participation-Focused Leadership: Delegates tasks and expects compliance. For example: a stage manager micromanages every decision, leaving little room for others to step up.
Contribution-Focused Leadership: Inspires creativity and initiative by modeling proactive behavior. For example: a stage manager openly shares problem-solving strategies, encouraging others to adopt the same mindset.
Why It’s Important:
Participation-focused leaders create order; contribution-focused leaders foster growth and resilience. To make the shift, lead by example and show how contributions can enhance the team’s success. Using vulnerability to open up conversations and ask for help can foster an open dialogue about active team problem-solving.
Participation is foundational—it ensures productions stay on track. But contribution is transformative, driving productions to greater heights. As leaders, we must cultivate environments where contribution isn’t just welcomed but celebrated. It’s not enough to ask, “Are you participating?”—we must also ask, “How are you contributing?” It’s a subtle shift in thinking, but it can make a big difference in how you approach working, collaboration, and ultimately how your career develops.