The Pulitzer Prize and Tony Award-winning musical Next to Normal, TheatreSquared's first Broadway-scale musical, begins tonight, April 18 in downtown Fayetteville. Broadway veterans Rita Harvey and Rob Sutton-an Arkansas native-lead an all-star cast of professionals from around the country, directed by T2's own associate artistic director Amy Herzberg. A surprise sensation in its Broadway debut, Next to Normal is the story of a suburban mother fighting to keep her family together, and features a powerful contemporary score.
- 4/18/2013
- by BWW News Desk
- BroadwayWorld.com
The Pulitzer Prize and Tony Award-winning musical Next to Normal, TheatreSquared's first Broadway-scale musical, begins April 18 in downtown Fayetteville. Broadway veterans Rita Harvey and Rob Sutton-an Arkansas native-lead an all-star cast of professionals from around the country, directed by T2's own associate artistic director Amy Herzberg. A surprise sensation in its Broadway debut, Next to Normal is the story of a suburban mother fighting to keep her family together, and features a powerful contemporary score.
- 4/9/2013
- by BWW News Desk
- BroadwayWorld.com
New York — It was the 1980s, relatively early in his career, and Steve Jobs was traveling in Japan. In a hotel lobby, a gaggle of girls came up and asked for his autograph.
Jay Elliot was an Apple executive at the time, traveling with Jobs. "I was thinking, wow, how many CEOs have girls coming up and asking them for autographs?" Elliot says now.
Over the next few decades, Jobs' fame only increased, of course, and exponentially.
By the time he died on Wednesday, after years of medical problems, Jobs had appeared on some 100 magazine covers and had numerous books written about him, not to mention an off-Broadway play, an HBO movie, even a "South Park" episode. He wasn't the first celebrity CEO, and he won't be the last. But he may have been the first in modern times to transcend the business world and become a veritable pop culture icon.
Jay Elliot was an Apple executive at the time, traveling with Jobs. "I was thinking, wow, how many CEOs have girls coming up and asking them for autographs?" Elliot says now.
Over the next few decades, Jobs' fame only increased, of course, and exponentially.
By the time he died on Wednesday, after years of medical problems, Jobs had appeared on some 100 magazine covers and had numerous books written about him, not to mention an off-Broadway play, an HBO movie, even a "South Park" episode. He wasn't the first celebrity CEO, and he won't be the last. But he may have been the first in modern times to transcend the business world and become a veritable pop culture icon.
- 10/6/2011
- by AP
- Huffington Post
In 1985, the Graphics Group in LucasFilm‘s Computer Division was on the chopping block. As Robert Sutton relates, George Lucas wasn’t confident that computer animated films had much of a future, and as a result, department heads Ed Catmull and Alvy Ray Smith (two pioneers of extreme importance) were being pressured to fire some of their workers. Instead, they offered up their own names to be culled, which saved the entire division. At least for that moment. It’s unclear what fate might have fallen on the Graphics Group had the Computer Division not been purchased in 1986 by Apple co-founder Steve Jobs for a tidy $5m. Of course, we know this department by another name: Pixar. Jobs put his money down on a company he believed in, and the result stands currently as 26 Academy Awards, an absurd amount of box office money, a legion of fans worldwide and nearly complete animation dominance in the movie world...
- 8/25/2011
- by Cole Abaius
- FilmSchoolRejects.com
For those managers worried they are staffing their teams with a bunch of jerks, we have this handy quiz! Answer truthfully and learn if you are a leader of obnoxious superstars.
Egos Survey (Evaluation Gauge for Obnoxious Superstars)
Answer true or false to each statement below. The people who get ahead at my workplace:
say "we" but think "me." see their peers as competitors, even "the enemy." remove subordinates' names from good work before passing it up the chain. belittle others' triumphs and successes. hoard their ideas because, after all, there is no reward for sharing them with colleagues. are chronic credit hogs. stomp on others on the way to the top. often ask for help from colleagues but rarely return the favor. are world-class backstabbers, remarkably adept at destroying the reputations of peers, subordinates, and bosses whom they see as competitors. stockpile resources and won't share, no matter how badly others need them.
Egos Survey (Evaluation Gauge for Obnoxious Superstars)
Answer true or false to each statement below. The people who get ahead at my workplace:
say "we" but think "me." see their peers as competitors, even "the enemy." remove subordinates' names from good work before passing it up the chain. belittle others' triumphs and successes. hoard their ideas because, after all, there is no reward for sharing them with colleagues. are chronic credit hogs. stomp on others on the way to the top. often ask for help from colleagues but rarely return the favor. are world-class backstabbers, remarkably adept at destroying the reputations of peers, subordinates, and bosses whom they see as competitors. stockpile resources and won't share, no matter how badly others need them.
- 9/2/2010
- by Robert I. Sutton, PhD
- Fast Company
In this excerpt from Good Boss, Bad Boss: How to Be the Best ... and Learn from the Worst, Robert Sutton tells us about those employees that elevate an office, and those deadbeats and downers that can destroy a company.
Bring on the Energizers
Rob Cross studies social networks: how information, ideas, and influence travel through the Web of relationships that compose every team and organization. A few years back, Rob and his colleagues were designing a survey to map the connections among employees within several big companies. They wanted to identify what kinds of employees were top performers and brought out the best in others. They hypothesized that people who were renowned for having expertise, spreading technical knowledge, and best positioned to gather and weave together information from others would be seen as top performers. At a professional services firm they were studying, an executive argued they were missing something:...
Bring on the Energizers
Rob Cross studies social networks: how information, ideas, and influence travel through the Web of relationships that compose every team and organization. A few years back, Rob and his colleagues were designing a survey to map the connections among employees within several big companies. They wanted to identify what kinds of employees were top performers and brought out the best in others. They hypothesized that people who were renowned for having expertise, spreading technical knowledge, and best positioned to gather and weave together information from others would be seen as top performers. At a professional services firm they were studying, an executive argued they were missing something:...
- 9/1/2010
- by Robert I. Sutton, PhD
- Fast Company
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