Brett wrote:
>
>Have to admit, though, I'm not overly thrilled with any account execs or
>creative directors I've encountered yet. I see a lot of peter principle
>in action--people that started the firms or being bought out shuffled
>into those positions. We can work around that, though, with the
>contracts ;)
I would take a cue from your first impressions. In the "pitch" process they
will try to make the best impression they can. After that, the relationship
is likely to get worse, not better. If you're not impressed with the people
from the get-go, how can a contract make it better?
Also, look for people in management positions who have traditional ad
agency or design studio experience. My own experience working with people
who've entered the field from the high tech/software developer end is that
even though they made be coding or Internet geniuses, they may be clueless
about how to organize and push a creative project through to completion.
Most importantly, look at their portfolios and talk with their and former
clients.
>They must bring whole team to our offices as part of RFP process. We
>want them all here when they do the song and dance, including people
>they propose adding from remote offices. Boss likes that, and I (to be
>honest) hope to see some long hair, ponytails and sandals in the crowd
>*grin* One of the better triggers for my gut instincts is personalities
>in the lower ranks, and watching their faces as the boss makes
>promises ;)
A great idea. Keep in mind though that smart managers will have had
professional training in presentation, so if they're scared to death, they
shouldn't show it. The underlings may not have had training or experience,
and so may look stupid even if they're the greatest creatives in the world.
Coders may be even worse--few that I know around here are very extroverted.
Watch for signs of tension, dislike, admiration, rapport, etc. among the
players: stuff like managers trying to prevent underlings from talking,
interrupting them, controlling them, etc.
If they're really on their toes, they may come in with a rehearsed,
polished presentation during which everyone who comes to the meeting will
have a speaking role. In that event, place a lot of emphasis on an informal
Q&A session after the formal presentation -- that's when the true
personalities will come out and you can find out how much they *really*
know.
Also, I have an art director friend in Vienna VA who can probably give you
some inside skinny on some of the DC area developers, or at least the one
her company works with. E-mail Ellie: [EMAIL PROTECTED]
>They also have to agree to two other things--they will not be a sole
>agency, but a lead agency. We *will* be outsourcing some of the work to
>others, and we expect them to serve as team leaders in such instances
>(meaning their people will *gasp* be working with managers from other
>agencies); and anonymous channels to me from everyone (thanks to ideas
>from Mike's suggested reading for the month).
Could you explain this anonymous channels idea? I missed the suggested
reading and don't know what you're talking about.
Suz
Suzanne Stephens, Dave Stephens Design; Ashland, Oregon
541-552-1190, 541-1192 http://www.KickassDesign.com/
CyberCircus Grand Prize Winners http://www.thecybercircus.com/
Web Page Design for Designers: http://www.wpdfd.com/wpdres.htm
Clip Art: http://www.freeimages.com/artists/
Tender Loving Care Interactive DVD movie: http://tenderlovingcare.cc/
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