And that’s just for starters…
One of the biggest problems with consolidated radio today is the culture of the largest companies dominating it.
More similar than not, regardless of the company logo on the letterhead, it began by discounting the role of the talent creating the product.
I’m speaking about the Program Director and air talent all the way down to over-nighters and weekend jocks. And Production Directors (remember them?).
It doesn’t matter what mission statements or CEOs say, everyone within your organization knows exactly what your company culture is.
They know you’ll sacrifice all listening tomorrow to get money on the books today.
They know when you say “everyone has to sacrifice,” that doesn’t mean an equal or equitable sacrifice by all.
What you do is always more important than what you say.
You disagree? Compare your company culture with this:
“A strong culture flourishes with a clear set of values and norms that actively guide the way a company operates.”
“Employees are actively and passionately engaged in the business, operating from a sense of confidence and empowerment rather than navigating their days through miserably extensive procedures and mind-numbing bureaucracy.”
“It is important to step back and ask whether the purpose of your organization is clear and whether you have a compelling value system that is easy to understand.”
Consider what Peter Drucker, the greatest management consultant of all time, is reported to have said: “Culture eats strategy for breakfast.”
Now, take a few minutes and read THIS.
And answer these questions honestly:
“Do you run into your culture every day? Does it inspire you, or smack you in the face and get in your way, slowing and wearing you down?“
“Is it overpowering or does it inspire you to overcome challenges?“
“Is it power and ego that people react to, and try to gain power, or a culture of encouragement and empowerment?”
“Is it driven from top-down directives, or cross-department collaboration?“
What say you?