Taran Swan Essay
Case 5: ‘Taran Swan’
1. Describe the culture at Nickelodeon Latin America. Be specific.
- Firstly, the whole culture at Nickelodeon is all about kids. Give children a voice and unify children. The children are the face of the channel. This was noticeable in the company’s atmosphere. People dressed casually and felt comfortable bringing their kids into work and the passed out candy at some meetings. Swan wanted to create brand awareness internally (People should have “orange” blood and a strong identification with the brand) - Secondly, there is a strong team culture. Swan created a team orientation culture in which people felt responsible for the business as a whole, not only for their individual task/department. Also, everyone is allowed to contribute ideas. - Thirdly, there’s the Big bets”-strategy. For example concentrating money and efforts on one major project. As their strategy …show more content…
She insisted on open communication. To facilitate information flow, there were many meetings and some had rotating leader positions. (Tuesday morning executive team meeting, annual Synergy Meeting, bi-monthly Update Meeting, weekly Nickelodeon Initiatives meeting). Thus, information was shared effectively across the team. She also promoted a “learning and growing” culture by creating meetings in which all employees (high and low) were involved so that they were informed about the projects of other departments. During these meetings they could give their ideas even if it wasn’t part of their task or expertise (think outside the box) ( employees were highly engaged and put it a lot of effort. Swan kept on using the “Big bets”-strategy also after the launch period of the
1. Describe the culture at Nickelodeon Latin America. Be specific.
- Firstly, the whole culture at Nickelodeon is all about kids. Give children a voice and unify children. The children are the face of the channel. This was noticeable in the company’s atmosphere. People dressed casually and felt comfortable bringing their kids into work and the passed out candy at some meetings. Swan wanted to create brand awareness internally (People should have “orange” blood and a strong identification with the brand) - Secondly, there is a strong team culture. Swan created a team orientation culture in which people felt responsible for the business as a whole, not only for their individual task/department. Also, everyone is allowed to contribute ideas. - Thirdly, there’s the Big bets”-strategy. For example concentrating money and efforts on one major project. As their strategy …show more content…
She insisted on open communication. To facilitate information flow, there were many meetings and some had rotating leader positions. (Tuesday morning executive team meeting, annual Synergy Meeting, bi-monthly Update Meeting, weekly Nickelodeon Initiatives meeting). Thus, information was shared effectively across the team. She also promoted a “learning and growing” culture by creating meetings in which all employees (high and low) were involved so that they were informed about the projects of other departments. During these meetings they could give their ideas even if it wasn’t part of their task or expertise (think outside the box) ( employees were highly engaged and put it a lot of effort. Swan kept on using the “Big bets”-strategy also after the launch period of the