Finally done with the sound design to the short animation sequence titled 'ROLL OUT', I was curious to see how @capcutapp will perform when used for sound design and it was decent.
You can read about the idea here:
https://t.co/u2WEq1FFpB
#motion#motiondesign#motiondesigner
Video editors will be among the most in-demand creatives in the coming years.
As the internet becomes increasingly video-first, the ability to turn footage into compelling stories will only become more valuable.
The editors who thrive, however, will be those who go beyond cutting clips; learning motion design, storytelling, sound, and content strategy.
Sound design brings life to your motion/videos. I had a different view of sound design and sound engineering from my many months in a professional mix and master studio. I was exposed to the art form and easily applied some acquired knowledge to my work.
I've seen a few companies on this list up close. Some of them are genuinely intentional about their culture and perhaps deserve a place in a 'Top20' but there's a big problem with how we arrive at a list like this.
On culture, we tend to focus on the aesthetics, off-sites and employee perks rather than the deeper metrics that actually define a great culture.
True culture is notoriously difficult to gauge from the outside. Understanding it requires a deep, independent audit of a team's internal dynamics.
And only the employees can tell. Or a super close front-seat observation of their interactions.
If you want to honestly evaluate a company's culture, (something founders or HR leaders should take seriously btw), I've come up with four hard questions, based on my observations reading and thinking about this personal area of interest:
1. Do team members feel safe, supported, and confident that their colleagues have their best interests at heart, without needing to be guarded?
2. Do team members clearly understand what matters most, where they are going, and exactly how they contribute to that vision?
3. Do team members speak up honestly and disagree constructively, even when their view challenges the consensus or someone more senior?
4. Do team members take real ownership of shared objectives, contribute beyond their formal roles, and hold one another accountable for achieving them?
These questions are built around four pillars I came up with:
1. Interpersonal Trust
2. Team-wide Clarity
3. Individual Voice
4. Collective Commitment
The perks, bonuses, and office aesthetics partly contribute to #1, and so they are at best, less than 1/4 of the full picture.
(PS. I'm working on a re-usable workbook out of this 4-point evaluation. Comment or DM if you'd like to try out the rough version with your team).