If you’ve been on social media at all in the last week, you likely are aware that HBO Max released a new special, “Harry Potter 20th Anniversary: Return to Hogwarts,” commemorating the 20th anniversary of the premiere of the first movie in the series. The special takes a documentary approach, including new interviews filmed on the Harry Potter sets, along with contemporaneous footage and film excerpts.
If you are a fan, at all, of the series, I’d encourage you to seek it out. But even if you’re not a fan of Harry Potter, there is value in the show. As I watched, I was struck by the insights the cast and crew shared from their experience that could be applied to business leadership and culture.
Building a Career
Every role makes a difference.
The role of Harry Potter proved very challenging to cast. The team viewed hundreds, if not thousands, of would-be Boy Who Lived portrayers, and could not find their Harry. Then one night a producer watched a BBC production of David Copperfield and saw Daniel Radcliffe playing the title role as a child. He was exactly who they’d been looking for.
Remember that your roles and assignments can lead to bigger things down the road. Put your heart into your work and bring your best self to every task. You never know who may take note of what you’re doing and how it may impact your future opportunities. Never burn a bridge when you leave a position.
Don’t count yourself out.
One of the reasons that Daniel Radcliffe didn’t originally audition for Harry Potter was because his family had heard that the films would be taped in Los Angeles and they didn’t want to relocate. Fortunately, after running into his family at a theater, producer David Heyman convinced them to allow Radcliffe to audition. Plans were changed, the films were made in the UK, and he would go on to portray arguably one of the most recognized characters in film history.
Radcliffe had counted himself out of a role that would end up changing his life without ever discussing alternative arrangements that would make the production work for everyone. Individuals – particularly women – do this all the time. You may read a job posting and think that you can’t check every box perfectly, or there is one factor that doesn’t completely meet your needs, so you don’t bother applying. Perhaps the prospective employer wants five years experience (and you have four) or they don’t mention the option to work remotely or in a hybrid environment (something you’re seeking). Take the chance and have the discussion. Don’t take yourself out of the running before the race has started.
Leading a Team
Build a team, not a set of individuals.
Producer David Heyman described the casting process for the main three characters. Ron (Rupert Grint) and Hermione (Emma Watson) proved easy to cast, but Harry (Daniel Radcliffe) was more of a challenge. Eventually, they’d settled on the three actors as perfect for their roles. But before this was finalized the three were asked to act together in a screen test. This was to see if they had good chemistry together, which they clearly did.
This concept is important to keep in mind when adding members to your team. An individual may be a rockstar in their field and have all the skills you’re looking for, but that’s not enough. They need to fit your culture and work well with your existing team members. A great team should be made of people who complement each other’s skill sets and personalities and who are all able to work well together in order to produce something even better than they could make on their own. You may find it beneficial to go with a candidate that lacks some skills or experience (which you can teach) but has the right fit for your team.
Set your team up for success after you’re gone.
Director Chris Columbus tells Daniel Radcliffe that he has felt guilty since leaving after the first two movie productions, rather than seeing the series through to completion. Radcliffe counters that Columbus positioned the cast and crew well for them to succeed going forward without him.
Enabling your team to succeed without you is one of the most important responsibilities of a leader. Train them to do their jobs, but also help them understand how their work fits with the work of others and benefits the organization. Explain your thinking and be as transparent as you can with your decisions. Help them to grow both soft and hard skills. Always be willing to answer questions and discuss ideas.
Creating a Culture
People and needs change.
The eight films in the series were notably not directed by the same individual. Films one and two were directed by Chris Columbus. Alfonso Cuarón led film three, while Mike Newell took over for film four. David Yates directed films five through eight. Producer David Heyman noted that part of the reason for these director changes was because the movies were so different, with different feels and themes requiring a different look and a different creative approach. The production needs changed as the storytelling needs changed.
The actors reflected on how the change in director was helpful for them as they themselves changed and grew as actors and as individuals over the course of the ten years of filming. They started Harry Potter as children and grew into adulthood by the time production on film eight wrapped. A fresh director was able to see them as they were in the moment, and not as the young child actor they were initially.
Businesses should consider what their needs are and keep these in mind when making project assignments. Different types of projects may have different leadership needs. A bonus of this is that it provides more opportunity for giving different individuals on the team a chance to grow and develop new skills. It is important to keep individuals’ ability to grow and change in mind and not pigeonhole an employee into a previously defined role.
A great culture can lead to great things.
Director Chris Columbus said that it was important to him that the cast and crew had fun while creating the films, stating “I want everyone to feel comfortable. I want everyone to feel like it’s family. I want everyone to feel like they’re home.”
That’s not to say it was all fun and games. There was serious work to be done. But the time spent getting to know each other and having fun allowed the cast to create a bond that truly allowed them to bring their best selves to work. The cast members note throughout the special that the actors were constantly pushing each other to be better and congratulating each other on good takes and taking risks in developing their acting. Emma Watson notes that she knew she could trust her fellow actors to have her back and to be supportive and to allow her to be vulnerable.
A great culture allows for team members to develop this trust in each other. Team members support one another, help each other when they can, and offer encouragement. Without some degree of trust, team members will find it hard (if not impossible) to rely on each other or be vulnerable and human with each other. Employees are not automatons. They face real struggles, and they need to know that their teammates will have their back on a bad day and that they’re all working together to get to a successful outcome.
I don’t think anyone would argue that the Harry Potter franchise is not a feat. This accomplishment could not have been possible without the culture that was built, intentionally, from day one.