Fifteen years ago, Louis Gallois, the SNCF (French Railways) chairman decided to change the company’s lexicon: passengers were to be referred to as “customers” instead of the old bureaucratese “users” (in French: “clients” vs. “usagers”). The intent was to convey notions of choice and consideration for the rider. This being France, the edict led to convoluted debates. The upper management old guard held the company was on its way to betraying its traditional mission of service public. Unions—notoriously opposed to any forms of competition threatening their fiefdoms—saw the new word as a portent of evil mercantile designs. In Louis Gallois’s mind, a clientele should not be seen as captive herd but ought be shown respect and empathy. It took more than a decade to see the French railway system become more customer-oriented. The French Postal service underwent a similar transformation—largely under pressure from internet-based services. Today, when compared to most other countries, these companies have become good performers.
Back to my media beat, you see where I’m going: The transforming media industry is still stuck into a user’s culture. Media companies still believe this: One way or another, they own their readers (or viewers and listeners). Of course, this belief is not evenly shared among different corporate layers. In the C-suite, the comfy old view is long gone as numbers confirm, quarter after quarter, the industry’s slump. Most executives share a sense of vital urgency. But the deeper you dive into those companies, the more you see complacency still lurking.
As long as the old media culture still dominates and resists change, better business models won’t be able to gain traction.
It all boils down to a simple market place evolution.
In the pre-internet era, the media sector lived by its own rules: a captive audience left with no other choice but a bunch of well-entrenched media outlets. At the time, these companies didn’t feel the need to probe their audiences, let alone to market to them. People were listening, viewing, and reading, roughly at the same rate, year in and year out. Editors and publishers felt immune to any form of challenge. Newsrooms were a great place to be, filled with witty, smart people, most of them notoriously unproductive, but great to hang out with, caring very little care for the user’s state of mind.
Then, the digital wave unfurled. With it came a new business culture, completely antinomic to the legacy media’s thinking. At first, the tech/startup way of doing things was dismissed as a freakishly geeky and completely inapplicable to media organizations.
Then the two spheres—the new entrepreneurial culture and the old one— got closer and closer and began to intersect. The overlapping zone was, precisely, digital information. It began in chaotic but participatory (massively) and profuse ways. This led to the rise of “commodity news”—whose value evaporated in the process—at the expense of the original (and traditional) news sources that were slow to understand the scope of the upheaval. This put a brutal end to the widespread old complacency.
As the user morphs into a customer, s/he becomes more demanding of its media provider. There is a reason for that shift: a magazine subscriber is also an Amazon patron and s/he now expects the same level of service. Instead, for most magazines, it still takes 3-6 weeks for a monthly print subscription to start.
Today, the media industry must change its reference system. Every single day, traditional-media-in-transformation collides with companies (pure players, aggregators, portals, search engines, mobile applications, retailers, distributors) built on very different, opposed sometimes, values and principles. As a result, the competition on products (and audiences) leads to a competition on the processes of building and marketing these products.
This can be summed up to three notions.
The Customer (again). He (she) is no longer a well-defined monolithic individual. Consider the structure of a digital audience: news consumption is scattered all over the day with different size and shapes. This should impact the way news is packaged. Most newsrooms are currently unable to adapt to the time-sensitive diversity that has become expected. Too many newsrooms don’t understand their output should be reformatted, re-edited, for different uses, at different times of the day, on different devices.
Competition / Speed => Leading the pack. The media business is now intensively competitive. Newsrooms should be obsessed with beating the competition in every possible way, exactly in the same fashion a tech company is constantly rolling-out new features for an application or a service. Unfortunately for the slowest and the weakest, the media industry is migrating to a “winner-takes-all” system, with very little oxygen left to the lower tier.
Responsibility / Empowerment / Focus => Better Execution. This implies two moves: First, a complete overhaul of the HR culture. The old media culture is plagued by poor accountability and dilution of responsibility. It’s time to shift to one project (or one segment of the business) = one Direct Responsible Individual, meaning true delegation, a clear mission, and the sanction (positive/negative) that goes with it. Two, it involves a change in the compensation structure, until then dominated by guild-management negotiated agreements that abhor genuine meritocracy. Again, the technosphere teaches us the benefits of the opposite: a human management system able to attract, retain and promote talented people. The combination of responsibility and reward (not only financial) is a non-negotiable requirement for better execution.
Before going back to spreadsheets and corporate dashboards, all the boxes above must be checked. Vaste programme.
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