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Building a strategic AI innovation plan for your media business

February 22, 2024 Esther Kezia Thorpe – Independent Media Reporter

As the technology continues to develop at breakneck speed, publishers are taking every imaginable stance on AI. From The Telegraph forbidding staff from using AI-generated text in its journalism, to Politico actively optimizing its website for generative AI crawlers, a wait-and-see approach is not an option.

There are still many unknowns around both the use of generative AI technology and the potential legal and ethical implications. So, it is understandable that many media executives are hesitant to take a stance. But in all likelihood, you’ve got staff using it already; one survey found that 70% of workers did not disclose their ChatGPT usage to their boss.

So how can senior leaders work to introduce AI in a way that benefits the organization, or at least empower the experts and evangelists to explore and share solutions? Here, we look at publishers who have created frameworks for experimenting in ways which benefit the businesses, as well as some tips from an innovation expert to help shape your own AI strategies.

“Waddle Inn” at William Reed

William Reed is a data and events publisher focused on the food and drinks sector. They have found success with their “Waddle Inn” project, named lightheartedly after the way ducks and penguins waddle together, with the extra ‘n’ to make it sound “more like a pub,” explained Chief Digital Officer John Barnes.

William Reed has three locations in the UK, as well as offices in France, Chicago and Singapore, not to mention staff working remotely. So they decided that an online forum would be the best way to bring everyone together. They set up a Microsoft Teams group composed not just of techies and experts, but also those who are new to AI, intrigued, or even frightened by it.

“Whatever your starting position is, here’s a group where you can come together.” Barnes explained. “We use it to share articles, pose questions to each other, we use it to discuss and come up with ideas. It helped form our AI statement… What’s come out of it is a whole series of ideas, some of which we’re working on, some of which we’re still debating, and some of which we’ve just put a spike through because it was too crazy to even contemplate!”

A year on, the Teams group has now become a “record” of William Reed’s AI journey. Barnes noted that some of the ideas they discussed when it first started now seem “less crazy” given the speed at which the AI landscape is developing. “It’s such a useful social resource that seems to be well-liked and well-attended,” he said. “It’s very, very active.”

Immediate Media’s AI experimentation days

Magazine and special interest consumer publisher Immediate Media have found that offering staff events focused on AI has driven experimentation and innovation. They started off with an AI Immersion Day in the summer, which Roxanne Fisher, Immediate’s Director of Digital Content Strategy said was about setting a level playing field of understanding.

“We had a morning of keynote speakers come in and talk about things like the ethical implications and the opportunities, and we also had our CEO stand up and say, ‘This is what we’re doing with AI, and this is what we believe we shouldn’t do,’” she explained. “Then in the afternoon we had really hands-on workshops about prompting, ChatGPT, basic frameworks, Midjourney and how to decide what the right tool is for your use-case.”

But they didn’t just leave it at that. To encourage practical outcomes, Immediate then set up an AI Experimentation Days where they asked staff to submit projects that they might want to use AI for. From over 70 submissions, they took forward 27 projects to work on a hackathon-style event.

“The experimentation days were really useful because people were getting to work on something they had submitted, and were quite excited about,” Fisher said. “But also we had expert facilitators going around the business for the two days. So, if you got stuck…we had people to give really good prompting tips.”

The days were seen as a success by staff as well. Fisher noted that having no expectations around experimentation or productivity gains really helped take the pressure off. Although they’re planning more days in the future, she acknowledged that they’re now working on ways to build the outcomes into the business more strategically. “The experimentation is going really well, but building that into a process or ways to use these tools on a regular basis that’s really meaningful is more difficult,” Fisher said.

Have a clear company-wide generative AI statement

Plenty of publishers have put out statements and policy guidelines to clarify their approach to AI tools over the past year or so. This shouldn’t be seen as a frivolous exercise or a PR move; both Barnes and Fisher noted that publishing clear, public guidelines have really helped reassure staff, as well as provide a framework for internal experimentation.

“If I hear somebody in our company saying, ‘I’m really worried about AI, I’m going to lose my job,’ I don’t see that as a problem. It’s something I need to try and address so that they, for their own well-being, aren’t feeling frightened and worried,” William Reed’s John Barnes said. “We’re not going to be doing certain things, hence having a statement that’s transparent and published that everyone can see.”

Immediate has also put together their own manifesto for how they will use AI, and have communicated that to staff. “The first thing we wanted to do is be really clear in the business what our stance was for using it; what we would and wouldn’t do,” Fisher explained. “We really want to stay up to date and understand it, and understand how it’s going to change everything, but we also want to really maintain the trust of the brands.”

For Fisher, it was important to put guardrails and rules in place for experimentation. This includes basics like not putting personal or sensitive data into tools, but also ensuring staff feel secure. “We did a lot of psychological safety work around it, and tried to make sure people felt they could have the conversations and be really honest about how they’re feeling about it,” she said. “But also lots of reassurance and having that clear stance of what we did and didn’t do was helpful. It set out to people that we’re not about to churn out hundreds of news articles or anything. That’s not what we’re about.”

Lead AI innovation from the top

The success of AI initiatives like these are heavily predicated on support from senior executives. Fisher found that, at Immediate, early encouragement to try and use the technology didn’t take off until more structure was provided. “We realized that the testing and usage needed to come from [the leadership team] more,” she explained. “So we were more prescriptive with people about what we thought they should test.”

Immediate now has an “AI champions board” of people from different disciplines around the business who are passionate about, or interested in the technology. This helps galvanize others. It also means that there are recognized representatives staff can go to with ideas or concerns.

Barnes explained that he sees three types of people who experiment with new technologies in a business: the over enthusiastic early adopters, the pragmatists, and those who are afraid they’ll lose their job to it. “You want to rein in the early adopters who are going to waste lots of time, and you want to make sure that the people that are being pragmatic about what it could or couldn’t do aren’t seen as being the party poopers,” he outlined.

But AI policies and strategies aren’t something that can simply be delegated out to someone else. Media consultant Ian Betteridge, who has worked in leadership positions at publishers like Bauer and Dennis, says that it needs to come right from the CEO. “Firstly, you need to understand this new technology,” he said. “You need to understand how it impacts your ways of working. Because quite often, when it gets to a certain level, everyone just assumes that everybody else knows, or everybody else can just find it all out themselves.”

This means going through several change management processes. “You’ve got to run, as the CEO, a change management process with your executive team,” explained Betteridge. “They then have to run the change management process with the senior leadership team…and they then have to run it with the broader business.”

While that’s going on, media leaders have to “stop people just going off and doing it themselves.” “You’ve got to put guidelines in place from the off,” Betteridge advised.

That doesn’t mean media leaders need to understand the technical detail, or every use case. “But we need to understand it to a point to be able to say to people, that’s not possible, or how to help them unlock things,” Immediate’s Fisher emphasized. “One of the biggest things that people in leadership can do is actually just get hands on with it… therefore you can make sure what you’re asking people in the company to do is realistic and reasonable.”

“Somebody on the leadership team that is looking after digital in some way, shape or form needs to own [it],” Barnes echoed, noting that it can’t simply be delegated to the IT team. “And if they’re not able to lead it on their own, they need to put a group of people around them from their teams or from around the company that can own it.”

Get your AI experimentation going

Some publishers will have teams and individuals eager and ready to experiment with AI. But for those at organizations with leadership teams who are more cautious about the technology, there are still ways to get things moving.

For organizations without strategies in place or a willingness to experiment, “the best way is to always just be able to share results. That’s the thing anybody sitting at the top is going to care about,” Betteridge advised. “So if you can share results and say, we’re now getting five exclusives and more traffic through there, then that matters.”

Barnes suggested simply talking about it as a way to get things started, even if full understanding isn’t there yet. “You want to make sure you’re working within the law, you’re doing something that isn’t going to damage your brand, you’re using tools in the right way to be efficient but not at the expense of humans,” he said, noting that these are points most leaders can agree on.

Whether organizations choose to appoint a board, hire or earmark individual champions, or bring everyone into the conversation, AI is not an issue media leaders can afford to stay silent on. It is a given that there are people within nearly every media organization using generative AI tools in some way. While you might not hesitate for staff to use Grammarly, you’ll likely feel quite differently about using ChatGPT for research or writing. Therefore, it is not only critical that you get started, the impetus and innovation need to start at the top with clear leadership driving smart experimentation.

Succession: 5 ways to ensure a smooth leadership transition

March 16, 2023 Damian Radcliffe, Carolyn S. Chambers Professor in Journalism – University of Oregon

This month sees the return of one of my favorite TV shows: Succession. The HBO series focuses on the internal battles at a fictional media organization as the children of its aging patriarch jostle to take over. Though imaginary, its characters and storylines could be ripped directly from the headlines, and numerous media and business dynasties have been cited as inspiration. Showrunner Jesse Armstrong refuses to name names, though, telling Variety, “there’s loads of succession stories to draw on.”

That’s the truth. Changes in leadership, and the departure of long-standing founders, are definitely not just the stuff of Emmy-winning dramas. Everyone has experience with this. Unfortunately, this experience is often “shit-tastic,” says Amy L. Kovac-Ashley, author of the News Executive Leadership Transition Guide, which was published last week by the Reynolds Journalism Institute.

Because changes in leadership are inevitable, it’s an area all media companies need to face head-on. So, how can they improve their succession planning and processes for organizational change? With that in mind, we spoke to Kovac-Ashley – Head of National Programs at the Lenfest Institute for Journalism, – about her research and some of the transferable lessons from it.

5 principles for smooth leadership succession

Here are five principles and behaviors that media leaders and organizations should put into practice.

1. Take time to reflect

The best leaders are self-aware, says Kovac-Ashley. They know what they want and what their organization needs. Ideally the two are aligned. Unfortunately, that’s not always the case. Pace of change, and the speed of day-to-day operations, means that individual and organizational priorities evolve and shift.

Yet it can be hard to recognize this, given the constant “urgency and crisis” that many media leaders contend with. “We don’t take enough time to reflect and think and sit in the quiet to really make good decisions,” Kovac-Ashley says.

As a result, it’s important to make time to step-back and evaluate. “I think that a lot of individuals have a hard time doing that. [So] you get founders or others not providing what the organization needs, because they haven’t had the time to reflect on their own contributions.”

Once they carve out the time, there are several mechanisms to help leaders tackle these big personal and organizational questions. These instruments include reflecting on your own drive and motivations, harnessing performance evaluations and checking in with trusted friends and advisors. Executive coaches can also play a valuable role.

2. Acknowledge leadership needs can change

The continued transformation of the media landscape means that the best leader for a company at one point in time is not necessarily the right one for the future. You might need new skills. Or a leader might find they are no longer firing on all cylinders.

Again, this is an area where self-awareness is a strength good leaders possess. In this case, that means “knowing whether what they are offering, and doing, is what the organization needs at this point in time and [in] its development,” Kovac-Ashley says.

Operational health and organizational longevity require this type of reflection and analysis. On occasion, leaders must accept they may not be the best fit for their company anymore. After all, as Kovac-Ashley reminds us, in a lesson applicable to leaders everywhere, “no one wants to tell the founder, it’s past time for you to be here, right?”

In those circumstances, “people have to kind of get out of their own way and out of the way of the organization when they realize it’s time to go,” she says. Whatever happens, “the best outcome here is that you have a smooth transition,” Kovac-Ashley contends.

3. Start by planning for emergencies

It doesn’t matter what your business model is, leaders will always come and go. The universality of this reality means that Fortune 500 companies, family owned, non-profit, legacy and alt-media outlets alike all need to be thinking about this issue and taking steps to prepare for whenever change comes.

Knowing where to start may seem daunting, so Kovac-Ashley recommends planning for emergencies. “Because an emergency can happen at any time,” she says, “as we all experienced during Covid.”

This means preparing for the unpredictable: a sudden death or health crisis (either of a leader or a member of their family), and “because somebody is being removed because of poor behavior.”

“Emergencies can come in a lot of different packages,” Kovac-Ashley explains. To help organizations prepare for these types of unforeseen circumstances, her guide features a detailed list of worksheets. These cover areas such as designating a temporary success, and operational areas such as personnel, governance and finance. She’s also “eager to know what’s missing,” and encourages DCN readers to reach out with suggestions and recommendations for improvement.

The need to capture this type of information is particularly important at a time of increased remote working, she notes. It’s especially valuable in the early days of a company when systems and processes can be embryonic and often only understood by one or two people. Transparently breaking down – and sharing – workflows, ownership and processes can also break down organizational silos, Kovac-Ashley says, as well as enable systems to work better.

4. Don’t rush to find a replacement

Too often people want to rush to find a new CEO or other leader, and that may be a mistake. “Scrambling isn’t going to get you the best outcome,” Kovac-Ashley says, instead urging organizations to pause, rather than hiring too hastily.

The board – and the organization – require time to evaluate their needs and explore a range of options. That might mean hiring an interim head, or exploring opportunities to implement a co-leadership model – approaches that are typically underutilized across the media industry.

It might also mean ascertaining if a leader really needs to leave at all, or if some “time out” is what’s needed, rather than a departure. Sabbaticals aren’t common in the media industry, and they’re not a panacea, but they are an effective part of academic or religious professions. These are fields Kovac-Ashley believes that the media can learn a lot more from.

Avoiding dashing headlong into hiring also matters when organizations are trying to diversify their leadership too. Failure to do so may make it harder for these new, more diverse, leaders (such as women and people of color) to succeed. Pausing can avoid “essentially giving them an organization that’s broken and saying ‘you fix it’,” Kovac-Ashley says, “when that’s completely unfair.”

5. Involve your staff throughout

To help leaders see the full organizational picture, Kovac-Ashley recommends performance evaluations incorporate 360-degree feedback. These “can be really helpful for people who are willing to actually listen to their staff,” she says. “Hopefully, they have created an environment in which their staff feel they can be honest about what’s working and what’s not.”

And when leaders depart, she advises that personnel from across the organization are involved. “I have a very strong point of view about this, that maybe others won’t share, which is fine,” she says.

As part of this, Kovac-Ashley advocates listening sessions with staff and incorporating them in the interview process. That doesn’t mean giving them veto power over an appointment, but ensuring they have input.

“Once you start to get into finalist candidates, I think one or two people from the staff, depending on the size of the organization, of course, need to be part of that process,” she advocates. And “I also think staff need to be more involved in the onboarding of new executives, because a top-down approach in onboarding does not bode well, for good culture.”

Looking Ahead: why everyone must start preparing for change

The need for succession planning will only grow, Kovac-Ashley believes. Just as the Great Resignation has seen many people re-evaluating what they want from the world of work, it’s also triggered a spike in similar reflections at the C-Suite level.

Kovac-Ashley notes how leaders at organizations founded at the start of the Great Recession (such as Politico, The Texas Tribune, and award-winning local site VT Digger) have recently stepped aside. Many of these founders have moved on to new opportunities or decided to retire. The Covid crisis was often cited as the tipping point for making these life-changing decisions.

These moves have been accompanied by further personnel transformations across other parts of the industry. Mergers and acquisitions, for example, have meant leadership changes in multiple media organizations. Alongside this, founders frequently discover that their passion lies in the start-up phase rather than managing a more mature business. That can be especially true for younger leaders.

“A lot of younger founders don’t necessarily want to be there for 30-40 years,” Kovac-Ashley says. “They’re really excited about starting something… and getting it on to a good footing, but… they might want to go on and do something else.”

This issue is not going to go away, either. “Every single organization that’s launching today is going to have the same issue going forward,” Kovac-Ashley reminds us. “And because of the way the industry is changing, there’s going to be more and more smaller entrants trying to figure out how to sustain themselves beyond their founding stage.”

Leadership transitions can be tumultuous times for organizations. However, change is inevitable and succession planning is a critical process for all publishers. From emergency planning to encouraging leaders check in with “their personal board of directors,” there are clear tips and guidance to help media companies prepare and to ensure they don’t need to start from scratch.

This matters, because many of the factors that prompted Kovac-Ashley to explore this topic look set to continue. Covid has refocused many people’s work-life priorities, and leadership changes will only be further triggered by continued M&A activity, lay-offs, (overdue) conversations about burnout, and a greater focus on issues of mental health and well-being.

As a result, the need to plan for leadership changes and manage effective transitions, are areas that no media organization – large or small, new or established – can afford to overlook.

Diversity, Equity & Inclusion | Featured Post | Innovation

Explore newsroom innovation with USA Today and Axios

July 7, 2022 Michelle Manafy, Editorial Director – DCN

DCN’s editorial director Michelle Manafy interviews Nicole Carroll, the Editor-in-chief of USA Today and Aja Whitaker-Moore the Executive Editor of Axios on Newsroom innovation: What’s the future of storytelling at the Collision conference, which was held in Toronto, Canada June 22-24, 2022.

[Full transcript below.]

WATCH/LISTEN TO THE INTERVIEW

Diversity, Equity & Inclusion | Featured Post | Perspectives

Five big leadership challenges facing the media industry

May 12, 2022 Damian Radcliffe, Carolyn S. Chambers Professor in Journalism – University of Oregon

Anita Zielina founded the Executive Program in News Innovation and Leadership at CUNY in 2019. Since that time, she has shaped the leadership skills of executives from local media, start-ups and major outlets such as The New York Times, Reuters, Bloomberg, and ProPublica.

Now, on the eve of her departure as Director of Strategic Initiatives at the Craig Newmark Graduate School of Journalism in New York, she shares her perspective on some of the biggest leadership challenges the media industry faces – one of which is leadership training itself.

“I just built the program that I wish I had a bit earlier in my career,” explains Zielina. Like so many in our industry, she says “I started out as a journalist and I never had the management training, the product training,” she says. “I never learned how to speak the language of the business and strategy side of things.”

An Executive MBA at INSEAD, addressed some of those needs, but “there was not one other person from media in my class,” Zielina observes. In a cohort of 120 people, all of her peers were from consumer brands, oil and gas consultancies, banks, and the like. Nonetheless, she says, “I loved the experience.” But she could see that there was a need for such a program tailored to the media industry.

Zielina has set out to fill this need at CUNY. She built a program offering elements of a traditional MBA – with classes on strategy and organizational change – alongside a “comprehensive leadership growth development program,” and a focus on media best practices.

In a wide-ranging interview, Zielina – who is returning to Austria to launch her own consultancy focused on digital and leadership transformation – shared her views on the key challenges facing the news and media industries.

Here are five of the core elements that emerged from our conversation, with a focus on supporting future leaders – and the challenges facing them – in the media industry:

1. Training the next generation of leaders

Zielina has extensive leadership experience in media including stints as Chief Product Officer & Editor-in-Chief Digital at the Swiss-based NZZ, Digital Editor and Deputy Editor-In-Chief at Stern the German current affairs magazine, and as an Editor at the Austrian newspaper Der Standard. Looking back at previous roles she says, “I think I did a decent job. But I had to teach myself a lot of the skills you need as a leader.”

Those skills include an ability to navigate the intersections of business product, audience, editorial, technology and innovation. They are not necessarily acquired in the newsroom, she suggests, and the media context is often missing from traditional business programs.

“Our industry has a tradition of people rising to leadership roles,” she says. “They were great journalists. Then suddenly they become managers, and they do not get the support that they need.”

The need for this type of support is clear when looking at the graduates from CUNY’s executive programs. “Half of the people in that cohort that just graduated have taken on a larger role throughout the year or immediately after the program,” Zielina told us, “either in their own organization or in a different organization.” The training CUNY provided has been crucial to enabling them to effectively step into these leadership roles.

2. Strategic vision and execution

“There are some similarities in organizations whether they are large or small,” Zielina says when asked to share the biggest challenges for participants in the CUNY’s Executive Program in News Innovation and Leadership. “Number one is strategy.”

Shortcomings in communication, as well as the need for strategy to continually evolve and be updated, are key factors. Even when strategy exists, she says “it’s not clearly communicated. In other cases, the strategy “is old, it’s faulty, it needs to be adapted to new challenges.”

To address this, Zielina encourages leaders to think about whether their organization is prepared for transformation. They must focus on which audiences they want or need to reach, and how to ensure that appropriate resources are prioritized. Integral to this is a “talent pipeline” as well as clarity about the type of work culture you want to instill.

“The difference between an organization that successfully manages transformation, and an organization that doesn’t, is not necessarily that one has a strategy paper or slide deck while the other does not.”

At the heart of this are leader who can turn strategy “into products, into audience work, into services, into organizational structures, and the daily execution routine.”

3. Detoxifying the workplace

Implementation is about more than just the products you build, and the platforms you use, Zielina reminds us. People, ethics, and culture must not be overlooked.

The workplace is an area in which she believes change is long overdue. If not, then talented people will leave. For good. In fact, Zielina says, many are already gone.

She notes a generational shift whereby Millennials and Gen Z “are not willing to put up with the not-so-great culture and ethics anymore.” “They are opting out,” she says. Unfortunately, “these people are never going to come back if we lose them now.”

According to Zielina, the size of this issue is one that too few industry leaders grasp, although she believes the trend is “becoming more obvious.”

“Younger colleagues in this industry, are waking up to the fact that they don’t have to stay in places that are toxic. They don’t have to stay in places that don’t let them have impact.”

“I think it’s the big the big issue that we’ll have to tackle the next few years,” she says.

4. Making DEI commitments a reality

“A lot of tensions obviously revolve around women, people of color, [and people] from different socio-economic backgrounds, finally saying, ‘I want a seat at the table. And if I don’t get a seat at the table, I’m going to leave.’ So really prioritizing DEI is so crucial.”

Zielina feels that “there was a certain reckoning after the murder of George Floyd and we see movement there.” However, many organizations are failing to deliver on their DEI promises.

Too often, she says, we hear companies say “yes, we are prioritizing, but it was so hard to find a woman and it was so hard to find that person of color. So we took another white man, but next time, we’re definitely gonna do it.”

“If we don’t tackle the big underlying cultural issues of this industry, if we don’t make this industry more attractive, if we don’t make this industry more equitable, if we don’t make this industry a healthier, better and more supportive space, we are going to lose all those people,” she adds.

5. Updating outdated modes of human capital

Making the industry more attractive, Zielina suggests, includes learning from the creator economy and the great resignation.

“More folks are realizing maybe I don’t want [to work for] an employer, maybe I want to do my own thing. But I don’t want it to be a kind of hockey stick startup with venture capital, I just wanted to work for me. I want to tell my stories. I want to serve my audience, who I care about.”

“We are going to see more of that,” she says, which means rethinking collaboration and working with creative/journalistic talent. She also believes we will see increased emphasis on impact, flexibility, and hybrid work – issues that matter to growing numbers of the workforce.

“There is a huge disconnect between the corporate world, and specifically corporate HR and applicants and employees,” she cautions. “And this disconnect is getting bigger.”

“You can start that tomorrow,” she says, urging organizations to ask “whether our incentive systems, our HR processes, our way of work is still adequate for this day and age.”

Future plans

After she leaves CUNY, Zielina plans to continue to focus on ensuring organizations have the structures, skills and talents they need, “in the space of digital leadership and product.”

Zielina sees signs that a famously myopic industry is starting to look beyond national markets for solutions. “It makes me optimistic that it seems that we are getting a bit more global and a bit more international as an industry,” she says.

“Those best practices are really starting to be shared across borders, and that that I think is an a fantastic development. We need more of that,” Zielina adds, “and I hope to play a part in that in at least bridging that gap between the U.S. and Western Europe.”

Diversity, Equity & Inclusion | Industry-Research

Research highlights the need for diversity in media leadership

April 12, 2022 Rande Price, Research VP – DCN

Diversity in news media matters because it offers a voice to underrepresented communities and helps provides education to break down the barriers of prejudice. When the news media provides structural diversity – hiring, retention, and promotion – it better reflects the audiences it serves, and more accurately portrays society.

A recent study, Race and Leadership in the News Media 2022, from Reuters Institute, evaluates leadership diversity in the newsroom. The research includes a sample of 100 major online and offline news outlets in Brazil, Germany, South Africa, the U.K., and the U.S.

Key findings for the ten top online news outlets and ten top offline news outlets in each of these markets:

In total, 21% of the 82 top editors identify as nonwhite, compared to 43% of the general population across the five countries. However, excluding Africa from the analysis means only 8% of the top editors are nonwhite compared to 31% of the general population.
At the time of the analysis, Brazil, Germany, and the U.K. did not have a nonwhite top editor. In contrast, 33% of top editors are nonwhite in the U.S., increasing from 18% in 2021. Further, in South Africa, 73% of top editors are nonwhite, increasing from 60% in 2021.

Many journalists highlight the importance of diversity in the newsroom and its important impact on editorial decision-making. The Reuters research measures diversity in the newsroom and tracks its progress compared to industry studies across the globe.

Tracking change in the marketplace

American Society of News Editors (ASNE) research surveyed 293 news organizations in the U.S. in 2018. The study found that 23% of the newsroom employees included people of color represent and 26% for online-only news organizations. The research also shows that 79% had at least one woman among their top three editors, and 33% had at least one minority journalist in a top-three position.

The National Council for the Training of Journalists (NCTJ) in the U.K. used the 2020 Labour Force Survey (LFS) data to identify diversity in journalism. Their report shows women employed in journalism as a majority (53% compared to 47% of men). There was also a slight decrease in the proportion of white ethnic groups (94% to 92%) in journalism compared to 2018. Journalists working in the U.K. increased from 78,000 in 2018 to 96,000 in 2020. However, nonwhite journalists did not grow proportionately.

In Germany, the New German Media Makers (NdM), a nonprofit association representing media professionals with immigrant backgrounds, conducted research in 2020 among 126 editors-in-chief and 122 editorial offices. The study found only 6% of the editors-in-chief have an immigrant background. While most editors-in-chief generally rated diversity in editorial offices as necessary, they did little about it. The NdM made three important recommendations to editors-in-chief and closely monitor the news media.

Report for the whole society: diversity in a program or publication can increase reach, circulation, and opportunities to employ people from immigrant families.
Decision-makers must develop a strategy to attract journalists and staff with immigration histories.
Disclose diversity data transparently, create clear targets, and document.

News media owners and their editors need to accelerate diversity initiatives in their organizations. Reuters research and the previous studies show a slow transformation of the newsroom with nonwhite journalists and editors under-represented. Importantly, transparency and documentation are essential to share best practices for building a diverse newsroom across the globe.

Media leaders reflect on managing remotely as they look to a hybrid future

February 4, 2021 Charlotte Ricca – Independent Media Reporter

Since Covid-19 closed offices everywhere, the workplace has changed beyond recognition. Home working currently accounts for than more than two-thirds of economic activity in the U.S. Now, about a year in, employees have settled into a routine of working from their bedroom, office, or kitchen. And managers have found new ways to communicate and engage with their staff.

With the pandemic normalizing remote work, the question is: Will we ever want to work in an office again? According to research, 55% of US workers want a mixture of home and office working. Liz Vaccariello, Editor-In-Chief of Real Simple at Meredith Corporation agrees that hybrid is the best option.

“All remote, all the time is not healthy, especially in media, where the creative process needs to happen in person,” says Vaccariello. “But as a creative lead, I don’t see the need for office hours to be Monday to Friday, nine to six. It’s just inefficient. Twice a week is good enough!”

Many businesses are considering this hybrid option and starting to think about a long- term model. So, what lessons have been learned during lockdown that we can take forward into this next phase? We spoke to industry experts at Complex Networks, Meredith Corporation, and The Financial Times to find out.

Communication pro tips

“The pandemic has put a focus on intentional and clear communication,” says Krystle Douglas, VP People & Culture at Complex Networks. “So, think about what it is you are saying, how you’re saying it, and how it’s received.”

While Slack is great for keeping in touch with your team and dealing with daily duties, you need to make sure you take the time to personally reach out to individual staff. “I’ve been checking in with everyone by calling them every two weeks,” says Vaccariello. “A phone call feels more intimate and it makes us feel more connected. This is even more true than when we were in an office together, where I was around, but not always available. Additionally, I personally mail each person a note about each issue, mentioning a story they worked on, or how they contributed.”

Surveys are also a great way to communicate, as the anonymity enables employees to freely express their opinions. The Financial Times (FT) regularly surveys their staff. Since lockdown Kirsty Devine, the company’s U.S. Head of HR & Global Project, says they have been targeting questions around well-being and working from home.

Be empathetic

According to Vaccariello good communication starts with empathy. “Managers need to empathize individually and thinkabout each member of their staff and what they need,” she explains. “For example, when dealing with my younger team members, I think about my 22-year-old self. I ask: How would I be feeling?”

Douglas agrees that empathy is key to ensuring people interpret messages the way you want them to be received. “We are all busy, but you have to pause and pay attention. Everyone is dealing with a lot right now, but not everyone is ok with sharing it,” she states. “It’s about being more thoughtful in how you reach out and connect with people.”

Empathy doesn’t come naturally to everyone. However, according to research, it can be taught. The FT provides training and coaching on how to supervise staff according to their situation.

“Empathic leadership has never been so important, but not all managers are used to it,” says Devine. “In the office you can read body language. But with people working remotely they need to ask questions about how people are doing and not just brush off the response, which some people are uncomfortable with.

EMPATHETIC LEADERSHIP TIPS

The mindfulness app Headspace offers the following advice for empathetic leadership:

Look: Check-in with your team and look for the unsaid. How are people’s energy levels?
Listen: Give your team space to be open and honest about how they feel, both mentally and physically.
Feel: Taking the time to acknowledge how someone else is feeling empowers us to respond with kindness.

Respond: In times of high stress, it’s easy to let frustrations get in the way of skilful communication. Pause and give yourself space to respond in a kind way.

Flexible hours and expectations

With empathy comes an understanding of how people choose to manage their working day. This can be particularly important if they have other responsibilities, such as home schooling.

“Nine to five is out the door,” states Vaccariello. “Working during this pandemic is just about getting work done when you can.” You have to trust your staff to get their work done, at a time that fits in with their home life.

Giving them more autonomy, rather than constantly checking they are online, will cultivate a culture of trust, respect and ultimately hard work. “The work will speak for itself,” says Vaccariello. “If a team member can get their work done in five hours, good for them!”

Less can be more

The downside of flexible working is finding the “off button” at the end of the day. “The commute served as the emotional shoulder of the day,” explains Vaccariello. “You would read the paper on the way in to prepare for the day, and a novel on the way home to switch off. But now we have no practical or emotional boundaries. So, we work longer hours.

“Meredith may get more [time] out of us, but I don’t see it as a benefit. I want employees with a healthy work-life balance. if they spend 12 hours a day looking at a screen they are going to burn out, and that’s not good for business.”

It’s up to management to supervise their staff and ensure they aren’t working all hours. Real Simple has a “no meeting” policy on Fridays, so people can set their own hours and focus on creativity. Complex Network has Mental Health Friday, where the office is closed every other Friday.

Monitor mental health

It’s also up to management to keep any eye on their team and watch for signs of mental health problems. Of particular concern are employees who live alone because work is their main source of interaction. Research by TotalJobs found that 46% of U.K. workers have experienced loneliness during lockdown.

There are a number of things you can do to support staff, from offering virtual therapy sessions, to providing in-house mentors. The FT already had a network of employees with mental health training in place. Devine says they have been a great source of support during lockdown. The newspaper also offers an employee assistance program (EAP), which provides independent, confidential counseling and support 24/7. Plus, they offer to pay 50% of a Headspace subscription.

“Since lockdown we have also introduced five wellness days, which are paid days where staff can take a break to get their head together,” says Devine. “And we provide resilience training on how to manage yourself in a remote environment.”

Team building

No matter how much support you offer, nothing can replace the bonding and benefits of sharing office space. “Journalists in the newsroom are itching to get back to office. They miss those moments of serendipity, when they are working on a story and bouncing ideas between desks,” says Devine.

Without those watercooler moments, Vaccariello says you need to find new ways to kickstart a conversation for your teams – especially with new staff members. “We can’t grab a beer or have a welcome bagel party. So, to make new staff feel part of the team we play games on Webex. Or we go around and have everyone say something about themselves, such as a book they’ve recently read.”

Complex Networks has a similar system, set up by Douglas, called Complex Coffee Talks, where different staff members talk about their professional and personal lives. “I wanted to find a way to keep morale high, but also provide a learning experience, so that all employees understand what everyone else is doing,” Douglas says. “Because understanding is the route to empathy, which builds a stronger, happier workforce.”

While Covid has caused chaos around the globe, there is no doubt that some positives have come out of the pandemic. Workplace flexibility is one of them. It can increase productivity, decrease stressful commutes and save money on office space and travel expenses. But the key to successful remote working is good management and consistent support.

“It’s all about empathy, communication and understanding,” says Douglas. “You need to be in tune with your team, so listen and pay attention.”

How CUNY’s Anita Zielina cultivates change leaders in the media business

June 17, 2020 Peggy Anne Salz, Founder and Lead Analyst – Mobile Groove

The outbreak of Covid-19 and the growing realization that systemic racism is a “pandemic within a pandemic” highlight the critical need for trustworthy news and information. Yet it comes at a time when the media business is fighting a major battle of its own. Disrupted by the deterioration of revenue streams and business models, and devastated by what Reuters Institute estimates could be a $20 billion drop in income available to media worldwide, news media businesses face what has been described as an “extinction event.”

At this transformative moment for news media, executives must cultivate the skills to take charge of change. Otherwise they risk being crushed by it. Planning and priorities must focus on the approaches that make journalism viable and sustainable. Which raises the question: What are the new paths to excellence and profitability? The answers revolve around retooling teams to drive culture change and manage transformation in their news organizations.

Continuing our series of DCN video interviews, I talk to Anita Zielina, Director of Innovation and Leadership at the Craig Newmark Graduate School of Journalism at CUNY. Zielina, who shapes CUNY’s executive education and leadership initiatives, draws from her own change-making career in several media organizations. Her experience includes stints at Switzerland’s NZZ Media group, Germany’s Stern and Austria’s Der Standard, to provide insights on what’s needed to run an innovative, customer-centric, and sustainable news media business.

Here are three key takeaways from our talk:

Open career paths for digital natives

News media organizations have to improve ongoing training and overcome their own digital divides. “We are running into a terrible talent crisis in journalism,” Zielina says. Many young people entering the profession are not getting what they want most. They want the freedom to reimagine news and explore the digital storytelling technologies and models that can make it possible – and even profitable.

Be representative of the audiences you serve

Local newsrooms, which provide community coverage at a time when audiences are eager to know what is going on in their city or district, are well-positioned to come out of the pandemic strong, Zielina says. But the sustainable edge comes when news organizations listen to underrepresented communities and make a greater effort to include them as part of their newsrooms.

Revenue models are ready for a rethink

Media organizations get high marks for efforts to grasp analytics. The next step is to combine data points to arrive at a more holistic view of the consumer and what they are willing to pay for. This will require media leaders to open the aperture of how they view audiences and the value they can offer. Events, membership, exclusive content, and subscriptions can all be part of the mix. But no matter the revenue model, the requirement for a deeper understanding of “what people expect from you and why they are passionate about you” is a universal constant, Anita says.

Zielina also offers insights around the future prospects for news media and the key skills and capabilities needed to weather the post-pandemic storm.

Watch the full interview:

Perspectives

Creativity in the face of a crisis

April 22, 2020 Tim Bourgeois — Digital Media Auditor and Consultant

It is, of course, folly to try to sugarcoat the current reality of the media marketplace: It ain’t good. And there isn’t a clear path to the other side of what we’re currently experiencing. Heck, even Facebook and Google are expected to contract a bit in the wake of Covid-19.

But, as one of my long-time collaborators told me last week, “Necessity is the mother of invention, right? Or something like that.” And then we discussed the new venture he’s planning to launch next month. While being sensitive to avoid the appearance of profiteering in the face of a heinous outbreak, here are a few ideas to consider in between video calls.

Audience isn’t a challenge these days, but staying relevant is

We know that people — both media buyers at brands and content consumers — have more free time these days. We also know are spending more time with media. In large part, they’re looking for diversions from the gloom, doom and incendiary rhetoric that characterizes much of the news. Therein lies an opportunity to strengthen relationships through creative engagement using tactics that have difficulty gaining traction during normal times. Maybe because they require significant audience engagement or unique skills to produce — like surveys, panels, video shorts, and virtual events. There’s a whole new swath of audience available that is normally too busy or distracted. Right now, we can have meaningful interactions and shore up our long-term relationships.

Most digital properties are underutilized and can benefit from optimization focus

It’s human nature to focus on the new and shiny. Unfortunately, that’s often to the detriment of valuable opportunities right in front of us. Now is an opportune time to do a structured assessment of properties in the portfolio. It’s time to identify opportunities for improvement, and implement them. In general, property tune-ups can yield 10%-30% bumps in traffic and engagement within weeks. This has obvious myriad downstream benefits. And when you’re done with the tuneup, start thinking about those promotional tactics that you’ve been putting off for years. (For ideas, see The other side of advertising: Why publishers need to think more about self-promotion.)

Online media consumption behavior is shifting, opening up new opportunities

Though media consumption is up, there’s no shortage of calls to minimize news consumption and find other things to do, for mental health or other reasons. So audiences are turning to social media and video platforms via websites as opposed to apps — at the rate of 15% or more. Many a bold and compelling digital concept have been squashed over the past decade because it was too difficult to jam into an app that would work on a smartphone. This could be an opportune time to dust off the business plan and get it into production. This is both because of increased audience and also the availability of reasonably priced web designers and developers.

Market shifts underway make it tough to be a niche publisher

If you work in media, the only thing worse than being a big company executive right now is being a small company executive. These factors are not unique to publishing. We know they are wreaking havoc in the travel, entertainment, and manufacturing industries as well, among many others. But the cold reality is that larger companies are in a better position to ride out market fluctuations due to their cash reserves, borrowing power, and contract discipline. And that makes it an opportune time to be on the hunt for acquisitions, greenlight new projects, and aggressively strengthen existing customer relationships and pursue new ones.

The foreseeable future is going to present formidable challenges for media organizations of all shapes and sizes. However, there are aspects of the environment that present new opportunities, too. And shrewd companies will exploit them and come out on the other side stronger.

About the author

Tim Bourgeois is a marketing advisor who helps brands optimize ROI on advertising, technology and agency investments through media audits and strategy engagements.

Innovation | Perspectives

True digital transformation requires a customer-first perspective

October 16, 2017 Michael Cairns, Managing Director—Digital Prism Advisors

Over the past 20 years, the “digital transformation” of the publishing industry has been—for the most part—a slow, incremental process. For too long, the publishing industry was mostly concerned with digital replicas, ebooks, and other superficial “transformation” efforts which, in fact, didn’t so much transform the business as copy legacy models in electronic form.

Suffice it to say that legacy media models are oriented around the process of producing a book, magazine, or newspaper and not necessarily based on the experience and circumstances of the digital consumer. As digital transformation enters a new, more advanced phase, many publishers are recognizing they have an opportunity to provide products that raise the value proposition to customers.

What does it all mean?

The term digital transformation can be defined as a multitude of activities and attitudes that a business could potentially pursue. But what digital transformation really requires is that business owners adopt the customer’s viewpoint and change their business philosophy accordingly – from a process orientation to one that is customer-centric.

Publishers in education, reference and professional segments are beginning to execute operational change which supports this evolving viewpoint. And of course, there are “born digital” media organizations that aren’t wedded to legacy models. However, some of the best examples come from sectors outside media. Amazon.com is frequently cited as a proponent of the customer-centric view and their willingness to continue to rethink their operations from the customer perspective results in initiatives such as ‘one-click’ ordering to their recently announced wireless checkout process. Payment is made automatically via the Amazon app as the customer leaves the store. And we’ve seen what Amazon-owner Jeff Bezos has done in terms of transforming processes at The Washington Post since he acquired it.

Creating an environment where change can occur is no easy thing. Detailed and comprehensive change management activities need to be adopted to help guide an organization through this process. By definition, a legacy business model carries with it deeply entrenched legacy processes that need to be changed, adapted, or discarded in order to forge a new environment for success. Engaging in a formal digital transformation initiative endorsed and supported by the highest level of management is a requirement, and nothing less will suffice if the business is going to succeed.

Where to start

Before this can happen, though, it’s important to understand your starting position. A complete review of the current state of the business is critical to defining your future objectives and targets. Digital transformation is a process that takes place over time, along a spectrum of capability, where the endpoint is a business (or a product line) that has been digitally transformed. Points along that spectrum should be predetermined, well-defined objectives, which also serve as opportunities to reevaluate and reassess whether the business is going in the right direction.

Recently, I was asked to conduct a workshop with an educational publisher that recognized the business imperative of digitally transforming their business. This is not an unsophisticated publisher; they realize they are still too far removed from the consumer experience and must establish new business processes, product development strategies, and distribution/access models to remain competitive over the next 20 years. That’s a tall order for any organization, which is why the digital transformation process needs to be embedded into the organization in a consistent and repeatable manner. So, I took a team of senior executives through a day session to explore how this transformation process could be executed within their organization. An important takeaway from our meeting was the recognition by the group that taking on too much to quickly will doom a transformation project before it has started.

On a project I worked on several years ago, we avoided this trap in three ways. We:

recognized that our content and editorial workflow needed to become digital-first;
identified three to four workflow products to implement early in the transition; and
implemented a number of quick wins such as metadata improvement, copyright clearance integration and the implementation of process improvements with our distribution partners.

Doing the first brought uniformity and control to the creation and management of content, while the second enabled the team to learn by experience. The third built confidence in our ability to execute. During the first and second year of this project, as progress was made on these initial initiatives, the team gained the time necessary to test their market and product assumptions directly with customers.

As a result, toward the end of the third year, the publisher had established and expanded range of integrated products combining traditional textbook and reference content with assessment, collaboration, and other tools that improved their effectiveness and established a sound foundation for further digital growth. Across a variety of products, they had begun to adopt a customer-centric publishing model with revenue models to match.

Leading long-term change

Generally, the critical components driving the success of the transformation effort will be collaboration, resources, leadership, a clear understanding of business value, creativity, and a deep understanding of customer wants/needs. No one person can affect all these factors. Therefore, a strong statement of intent from senior management, ownership of the process by the senior leadership team for the business unit, measurable performance factors, quick wins and identifiable success stories are critical to creating an environment for transformation success across the business.

Securing executive buy-in to support this transformation effort (led by the CEO reporting to the board) must be a given. The imposition of technology on businesses today is so vital to medium- to long-term business viability that this effort demands the active support of senior management. An effective tool in this process is the establishment of targets and key performance measures tied to the desired improvement in the customer experience. To drive change, these objectives should represent significant “step change” performance improvement. Setting these out clearly helps prevent back-sliding and guards against good-enough results masquerading as real change.

Taking an organization’s senior management through a workshop like this one is the first step in a good first step in driving a true digital transition process. But because digital transformation will ultimately touch every part of the organization in some way, all staff must be included in the process. All employees must understand the importance of the effort to the success of the business, how the process will unfold, its impact on their work and what their contribution will be.

And remember that a digital transformation effort is never over. In a truly customer-centric organization, the business will always be anticipating changing behavior, rapidly adapting, expanding capabilities, and building new and better customer solutions. Increasingly, legacy processes do not allow for that type of flexibility and that’s the imperative for digital transformation.

Michael Cairns has served as CEO and President of several technology and content-centric business supporting global media publishers, retailers, and service providers. He blogs at personanondata.com and can be reached here.

Industry-Research

Optimism conflicts with reality in digital transformation, but startup partnerships show promise

May 31, 2017 Michelle Manafy, Editorial Director – DCN

Today, business leaders across the US are aware of the importance of digital transformation, regardless of their industry. However, as most know, it is not an easy undertaking and needs to go well beyond buzzwords to truly change an organization.

It is helpful to understand how leaders prioritize digital transformation and how they evaluate their progress. To that end, digital consultant and company builder etventure, with the support of market research firm YouGov, has published the results of their study “Digital Transformation and Cooperation with Startups.” The aim of the study was to ascertain the current state of digital transformation in mid-to-large companies. It looks at the significance of digitization; progress and barriers; digital transformation activities; and the impact on employees. The report also examines cooperation with startups as a means to accelerate digital transformation in larger, more established organizations.

The State of Digital Transformation

The report identifies three levels of digitization: incremental, transformative and disruptive. Incremental digitization involves the digitization of existing business processes and customer experience. Transformative digitization involves new digital business models, while disruptive digitization is a radical reinvention of the existing business. Digital transformation, for the purposes of this study, include transformative and disruptive digitization. However, the report does not view incremental digitization as transformation.

Survey respondents recognize the importance of digital transformation and have made it a top priority. Unfortunately, while the overwhelming majority of companies surveyed rank digitization as critically important to their businesses, the study found that many of the activities classified as digital transformation are actually incremental changes. According to the report, “many businesses have a false sense of security.” They also find that transformation is often delegated rather than aggressively driven from the top.

Other key takeaways include:

There is a heavy reliance on IT teams to deliver transformation initiatives, even though many IT teams lack the entrepreneurial DNA required for true transformation.
Although survey respondents rank digital transformation as business-critical, only 3% of business state their CEOs are directly involved with management of digital transformation.
Nearly all survey respondents are currently undertaking some form of digital project. However, these projects are rarely disruptive or transformational.
Traditional business environments are poorly suited for digital transformation, as true transformation cannot be a part-time exercise.
Businesses lack an appreciation for how true transformation might lead to a fundamental shakeup of business, with a significant impact on employees at all levels.
The majority of businesses surveyed do not see startups as a threat.

Moving Forward

While it is heartening to read that leaders believe that the vast majority of their staff are equipped to undertake digital transformation, they point out that it is unrealistic to assume, as survey respondents indicate, that 90% of employees are ready for the challenges make an impact on revenue or market share in less than one year. Digital transformation isn’t just about digital processes and business models. Instead, true digital transformation requires significant cultural change. Thus, it is essential to help employees prepare for digital transformation.

While many businesses put all their energy into driving digital transformation themselves, another way of coping with digital transformation is to cooperate with the disrupters themselves: startups. Most startups are in dire need of what traditional businesses have – an established customer base, market experience and reach. For traditional businesses, collaboration with startups enables them to get on the fast track to true transformation – with low risk. Cooperation between corporations and startups brings together two very different cultures, which can be challenging. However, the report views corporate/startup collaboration as typically a win-win.