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Harvard Case - Glass-Shattering Leaders: Ros Atkins

"Glass-Shattering Leaders: Ros Atkins" Harvard business case study is written by Boris Groysberg, Colleen Ammerman. It deals with the challenges in the field of Organizational Behavior. The case study is 6 page(s) long and it was first published on : Apr 16, 2021

At Fern Fort University, we recommend a strategic approach to address the challenges faced by Ros Atkins and the BBC News at Six team. This approach encompasses a combination of leadership development, organizational culture transformation, and strategic communication initiatives. The goal is to foster a more inclusive, collaborative, and innovative environment that empowers the team to deliver impactful news while embracing diversity and promoting individual growth.

2. Background

The case study focuses on Ros Atkins, the new editor of BBC News at Six, who faces significant challenges in leading a team grappling with internal conflicts, a lack of diversity, and a perceived resistance to change. The team's performance has been stagnant, and morale is low. Atkins, known for his innovative and collaborative leadership style, aims to transform the team's culture and create a more dynamic and inclusive newsroom.

The main protagonists are Ros Atkins, the new editor, and the team members who represent a range of personalities, experiences, and perspectives. The case highlights the complexities of managing a diverse team in a fast-paced news environment.

3. Analysis of the Case Study

The case study presents a complex scenario that can be analyzed using frameworks from organizational behavior, leadership, and change management.

Leadership Styles: Atkins' leadership style, characterized by collaboration, transparency, and a focus on individual growth, contrasts with the traditional hierarchical structure of the BBC News at Six team. This clash of styles creates tension and resistance to change.

Organizational Culture: The existing culture at BBC News at Six is characterized by a lack of diversity, a hierarchical structure, and a resistance to change. This culture inhibits innovation and collaboration, leading to a stagnant environment.

Team Dynamics: The team exhibits a range of personalities and experiences, leading to conflicts and a lack of cohesion. The case highlights the importance of understanding individual motivations and fostering a sense of shared purpose within the team.

Change Management: Atkins' efforts to implement change are met with resistance from some team members. This resistance stems from a lack of understanding of the proposed changes, fear of the unknown, and a sense of loss of control.

Power and Politics: The case highlights the influence of power dynamics within the team. Certain individuals hold significant power and influence, which can lead to resistance to change and create a climate of fear and distrust.

Communication Patterns: The case suggests a breakdown in communication within the team. There is a lack of transparency, leading to misunderstandings and a sense of isolation among team members.

Motivation Theories: The case highlights the importance of understanding individual motivation theories. Some team members may be driven by intrinsic motivation, while others may be more responsive to extrinsic rewards.

Diversity and Inclusion: The lack of diversity within the team limits the range of perspectives and experiences, hindering innovation and creativity.

4. Recommendations

To address the challenges faced by Ros Atkins and the BBC News at Six team, we recommend the following:

1. Leadership Development:

  • Develop a leadership training program: This program should focus on developing Atkins' leadership skills, particularly in navigating change, fostering collaboration, and managing conflict.
  • Empower team members: Encourage team members to take ownership of their roles and contribute their unique perspectives.
  • Promote a culture of transparency: Encourage open communication and feedback, creating a safe space for team members to express their concerns and ideas.

2. Organizational Culture Transformation:

  • Embrace diversity and inclusion: Implement initiatives to attract and retain diverse talent, fostering an inclusive environment where all voices are valued.
  • Promote collaboration and innovation: Encourage cross-functional teams, brainstorming sessions, and a culture of experimentation.
  • Foster a sense of shared purpose: Clearly articulate the team's vision and goals, ensuring alignment and a sense of collective responsibility.

3. Strategic Communication Initiatives:

  • Communicate the vision and strategy: Clearly articulate the rationale behind the proposed changes, addressing concerns and building trust.
  • Engage in open dialogue: Create opportunities for team members to provide feedback and participate in the decision-making process.
  • Celebrate successes and acknowledge challenges: Recognize individual and team achievements, fostering a positive and supportive environment.

5. Basis of Recommendations

These recommendations are based on a comprehensive understanding of the case study, incorporating principles from organizational behavior, leadership, and change management. They are designed to address the specific challenges faced by the team, while considering the following:

  • Core competencies and consistency with mission: The recommendations align with the BBC's mission of providing accurate and unbiased news, while promoting a culture of innovation and inclusivity.
  • External customers and internal clients: The recommendations aim to enhance the team's performance and improve communication with external audiences, while fostering a more positive and productive work environment for internal stakeholders.
  • Competitors: The recommendations acknowledge the competitive landscape of the news industry and emphasize the need for innovation and agility to remain relevant.
  • Attractiveness ' quantitative measures if applicable: The recommendations are expected to lead to improved team performance, increased employee engagement, and a more positive organizational culture, which can be measured through metrics such as employee satisfaction surveys, productivity levels, and audience engagement.

6. Conclusion

By implementing these recommendations, Ros Atkins can transform the BBC News at Six team into a more dynamic, inclusive, and innovative force. The team will be better equipped to deliver impactful news while embracing diversity and fostering individual growth. This will contribute to the BBC's mission of providing high-quality news and information to its audiences.

7. Discussion

Other alternatives not selected include:

  • Top-down approach: This approach would involve Atkins imposing changes without significant input from the team. This approach could lead to increased resistance and a lack of buy-in.
  • Ignoring the issues: This approach would involve ignoring the existing challenges and hoping they will resolve themselves. This approach is likely to exacerbate the problems and lead to a decline in team morale and performance.

The recommendations presented in this solution are based on the assumption that Atkins is committed to leading a positive change within the team. The success of these recommendations also depends on the willingness of team members to embrace change and contribute to a more collaborative and inclusive environment.

8. Next Steps

To implement the recommendations, the following steps should be taken:

  • Develop a detailed implementation plan: This plan should outline specific actions, timelines, and responsible individuals for each recommendation.
  • Communicate the plan to the team: Ensure that all team members are aware of the proposed changes and the rationale behind them.
  • Establish a feedback mechanism: Create a system for gathering feedback from team members on the implementation process and make adjustments as needed.
  • Monitor progress and measure results: Track key performance indicators to assess the effectiveness of the recommendations and make adjustments as necessary.

By taking these steps, Ros Atkins can create a more positive and productive work environment for the BBC News at Six team, leading to improved performance and a stronger commitment to the BBC's mission.

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Case Description

Ros Atkins launched the 50:50 Project on a BBC news program he anchored, deciding with his team to start tracking the gender of the contributors and experts featured on the show. Before long, it was clear that monitoring the data led to increased awareness of a gender gap which in turn spurred action - the representation of women and men equalized. Atkins knew the simple process could have a significant impact, so he worked with colleagues to implement the project throughout the BBC. Rather than try to institute a mandate or directive from the top, Atkins took a grassroots approach, sharing the process and its success with colleagues personally. More and more programs adopted the effort, and ultimately the head of the BBC publicly endorsed it. Over time, 50:50 became a self-sustaining program adopted across the entire organization and beyond. Atkins dedication to gender equality in the media offers a compelling example of the potential that lies with male allies.

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