Q&A

Houston entrepreneur turns focus to digital connections during COVID-19 outbreak

A Houston company focused on event production is helping its clients navigate a socially distant, increasingly digital time. Photo courtesy of VISION Production Group

It's no secret that the events and conferences of the world have been hit hard by the coronavirus as everyone focuses on staying home and socially distant. But for a Houston entrepreneur who's worked for over a decade in event production, she sees an opportunity to advance her clients' digital presences.

Tracey Shappro, CEO and founder of Houston-based VISION Production Group, has had to reinvent the way brands and companies could interact with their audiences and get their message out.

"We've got to leverage all of these ways to communicate that are not based on group experiences," she tells InnovationMap. "And I think this position is really going to help our clients make the right decisions and [allow them to] have options on how they want to communicate and engage their audiences."

Shappro sat down with InnovationMap to talk about how to use technology to make events virtual due to the coronavirus pandemic.

InnovationMap: You’ve previously said you became a business owner, almost by accident. How did you decide to start a business?

Tracey Shappro: I never intended to be a business owner. I started the company, simply out of really a work ethic and a sense of responsibility. I had been working at another production company on staff for 13 years as their senior producer. One day the owner announced that he was shutting the doors down literally that same day, and I, like everyone else that worked at that company, was suddenly unemployed.

But at the same time, I was in the middle of producing all of these important projects for clients. There was just no way I was going to let these people down, and I put my own money into starting a company really quickly. I just thought I was going to finish these projects and then look for a full-time job. But, you know, fast forward that was 10 years ago.

VISION is celebrating our 10 year anniversary with a very impressive client roster started with one employee and we've grown to 10 people who are very talented producers and editors and the animators, and we have creative visual artists on staff. And through that time, we've also expanded our service offering from our core in video production to all types of event production services, and we've expanded it to interactive and virtual reality and augmented reality, projection mapping.

IM: VISION has been creating immersive experiences for Greater Houston Partnership, major sports events from the Super Bowl to the Houston Rodeo. How has technology like virtual and augmented reality and 3D mapping influenced Houston’s biggest events?

TS: Well, we're in the business of what I call experience design. We look at all the stakeholders, the clients, sponsors, attendees as the stakeholders or the audience, and we understand storytelling and the producing of content. We use all of that to create perspective and to create an experience and in tandem with that, we seek out the right presentation technology to exceed that goal to use technology to persuade, and influence opinions, change perceptions.

For all the clients that you just mentioned, we use appropriate technology, but it's not technology just for technology's sake. It has to have to work and it has to work for the audience and the intended audience, whether it's a live event, or a side of a building where we're doing projection mapping. These days, we're doing more streamed events or a pre-produced packaged event.

We're doing a lot of permanent installation and interactive touch and, and even augmented reality, which is taking off for a lot of corporate clients who are wanting to really showcase their projects or their products and how they work.

IM: The cancelation of the Houston Rodeo has affected many vendors and business owners. How has this affected VISION and its employees?

TS: Well, it's really strange and surreal across industries, many businesses and organizations are right now facing you know canceling or postponing their events or their meetings or conferences. These are engagements that they really depend on. All of these companies still have a need to get their message out and they still have a need to engage their customer and they need to sell the products or services and they need to enlist support for that.

None of that goes away. Right now this is an opportunity really for VISION to do what we do best. We help companies engage their target audiences in innovative and effective ways. We're encouraging our clients now to really shift their thinking. Instead of canceling their event, we're showing them how to reinvent their events into an alternate format.

At times when you can't meet face to face, it puts a need on more of the other things like pre-produced package events, and marketing and virtual meetings and all types of streamed events. All these things become even better business tools, and we have been in this business for a long time. It's really working with our clients to protect developing business.

We're taking the same experience that they want it to originate through live event execution and crafting it and reshaping it into a visual and sensory experience that they can still engage their audiences with remotely or bringing a brand to life remotely.

IM: As the coronavirus outbreak continues and people take social distancing measures seriously, how do you see this affecting projects for this year? How will you adapt?

TS: We actually have a pretty robust plan, in anticipation of all of this we assigned teams. We have a communication strategy, and it's in full gear for two to four weeks. So we were prepared to do all of this from home and remotely.

The thing that changes is some of the tools we use. Obviously, live events are not going to be the main focus right now, but there are other tools like staging and production. And so again, we shift to our virtual service offerings. And no matter what we're doing, clients will need our strategy. They need our producer services, they need our production management, and they need our expertise. It's just the end deliverable.

IM: How can technology help during this crisis? Does this expand or contract business?

TS: Technology is evolving. We know, it's our job to keep abreast of it. And we strive to stay one step ahead of it. And augmented reality and virtual reality is a great example. Several years ago, we went down the path of virtual reality and helped clients really understand that type of immersive experience. And then augmented reality really took off.

We've been leaders in offering all types of augmented reality services. It's really very exciting. It's like surfing the world, if you will, with your own layer, augmented reality over it. The possibilities are just endless.

But now looking at the situation we're in with the coronavirus all of these technologies are even more important. We've got to leverage all of these ways to communicate that are not based on group experiences. And I think this position is really, going to help our clients make the right decisions and they can have options on how they want to communicate and engage their audiences. We're working right now with two clients in a very progressive manner.

IM: What are those two projects and how have they pivoted?

TS: We're working with The Kinder Institute for Urban Research. Every year we produce their 1,800 attendees annual luncheon, showcasing Steven Kleinberg's renowned Houston area survey, which is a coveted piece of information and data that helps steer the community forward. We've shifted into producing and packaging their thought of it now into a pre-produced virtual experience that will air at the same time as the original luncheon. It will be available online in perpetuity for probably a year until the next one.

We're still able to use technology to still engage their audience and this will actually extend their audience to new audiences that may not have participated before, and we're also in pre-production of a broadcast version of the Holocaust Museum Houston's Moral Courage Award. It will be just like turning on a television show — we're taking them from the original goals of the live event and producing it into a 60-minute show that they can now send out to their attendees, who can still participate and we can still honor all these great amazing people who are deserving of the moral courage award. We can help them grow their audiences through virtual technology.

So again, what is the need? What is the goal, what is the best technology to use to create impact and to share brand stories? We can use our storytelling and capabilities and our production value for a really great experience for viewers at home who are watching this to be engaged in.

IM: What's next for VISION?

TS: We're going to do everything we can to help our clients in these very strange times. We're going to be leaders in helping them push out their objectives. We're going to step up and do what we can to help people communicate with you times like these, you know, communication is key. We do this for a living and we really want to help make a difference. We care. We know our clients care, and right now we're going to focus on helping our clients connect.

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This conversation has been edited for clarity.

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Building Houston

 
 

Gen Z workers are coming for the workforce whether you like it or not. This Houston business leader likes it — and shares why you should embrace these future generation of employees too. Photo via Getty Images

My experience hiring Gen Z has been extremely positive — though many employers have complaints about that generation.

In my experience, employers say Gen Z folks:

  1. Don’t have a work ethic
  2. Lack discipline
  3. Demand instant gratification
  4. Think they deserve attention just for being alive (because they have always had attention)
  5. Think they are better and smarter than their bosses
  6. Are happy to tell their bosses what is wrong with them
  7. Are overly sensitive and easily offended
  8. Demand freedom and “personal space”
  9. Won’t bother learning something they don’t think is important

In a very recent ResumeBuilder survey of more than 1,300 managers, 74 percent of respondents said they find Gen Z more difficult to work with than other generations. Of those, 12 percent said they had to fire a young worker within their first week on the job.

That’s a damning list of negative attributes, especially to mature generations who were raised to believe the world didn’t owe them a living. Many older hiring authorities expect their team to behave the way they did 30 or so years ago. Namely, that new people at the firm should work hard to demonstrate that the company is their most important priority and, in return, they can patiently earn promotions over time after having proved themselves.

My firm manages over half a billion dollars for a short list of individuals and institutions. Every client is extremely valuable to us. Why would we ever hire Gen Z employees who, according to all the negative descriptions above, might endanger our client relationships?

Truth be told, I haven’t found the negative stereotypes about Gen Z to be accurate. I actually like hiring them and helping them integrate with our current mix of employees.

I think Gen Z employees expect their leaders to give deeply of themselves because they want the same thing we all want: to work for a company with a meaningful mission statement that gives a sense of purpose and significance to its employees. They want to see values, not the values hanging on the wall as a beautiful display, but the kind that actually set the tone for daily service, team commitment, and performance. They are sharp enough to immediately recognize when a company does not practice what it preaches. If they are disillusioned, they’re not going to perform as well and maybe they’ll leave.

Gen Z, like all of us, is hungry to learn what they need to know, especially when the knowledge will truly help them make an impact at their job. They are looking for valuable guidance instead of the “party line,” and they respond well to honesty and integrity (also known today as transparency and authenticity).

If a smart, talented professional at the start of a promising career is disillusioned with your company, you should first ask yourself if you’re using them as a disposable resource, or if you’ve truly invested in them by promoting a company culture that is honest, open, and transparent.

Problems with Gen Z in the workplace may be more complex than just pointing a finger at the youngest employees while waving a list of stereotypes. For example, Gen Z employees are said to be overly sensitive and easily offended. Maybe that’s another way of saying they expect to give something valuable for the salary they earn, and they (like all of us) want to see and understand a clear path to advancement. “Do it because I said so,” doesn’t work because they’ve seen so many of their parents give years of effort to a system that downsized them without warning.

When a company’s leaders fire an entire department over the weekend, they may have helped improve the bottom line, but they also have shaped the way that incoming generations look at the workplace. Because up-and-coming professionals have seen the bosses of today reducing benefits and eliminating pensions, they are logically asking for more genuine attention and commitment from their leaders.

On our team, we find that a great first step to changing that cycle is to listen to Gen Z hires, not because of their age, but because all members of the team have a stake. When our leaders’ actions show a genuine encouragement to share opinions and insight, it’s not just Gen Z workers who flourish. When the leaders of a firm model integrity in an environment that offers a clear path forward in their employees’ careers, all members of the team, regardless of generation, will feel the loyalty that is the natural response to respect and dedication.

There will always be other jobs at other companies offering various levels of pay. When you provide your team with a meaningful place in a growing organization that comports itself in a way that makes the members proud to be associated with it, then suddenly a few more dollars of salary at another workplace doesn’t look as attractive.

I just hired another member of Gen Z, and I’m looking forward to working with this young employee who will undoubtedly have a fresh perspective and hard questions. You might enjoy a similar experience if you stop thinking of them as a stereotype and instead honestly exchange ideas. Let your daily discipline and commitment to high ideals give them an example that they can look up to and admire.

I’m reminded of this quote from Antoine de Saint-Exupéry: “If you want to build a ship, don’t drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.”

Gen Z offers a chance for all of us to improve how we do business. Take advantage of it and teach them well.

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Christopher Manske is a Certified Financial Planner and president of Houston-based Manske Wealth Management. An author, his next book, Outsmart the Money Magicians, is expected this fall with McGraw Hill.

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