’ve physically pulled the plug on the idiot box (tv), and now only watch about 7 hrs/wk. However, whenever I do turn it on, it never ceases to amaze me. This week’s bizarre-ity . . . Riley Cooper.
Eagles’ wide receiver Riley Cooper has truly gotten himself into the deep end of the culture pool. After a tirade of racial slurs at a concert (and yes, it was recorded – you play in the NFL man), Mr. Cooper has been apologizing all over Planet Earth. And I do believe he’s sorry. However, here’s the collateral damage:
- undisclosed NFL fines ($$$$)
- team fines ($$$$)
- broken trust from team members (you’re a wide receiver with an African-American quarterback, dude)
- broken trust with the team’s leadership (possible trade talk)
- broken trust with the team’s fans (decrease ticket sales)
- lost customer loyalty (internal and external)
- personal shame, guilt and anguish
- loss of respect from his local community (Philly’s pretty diverse)
In a recent conference I attended (before this news broke), one consultant said, “Culture will eat strategy for lunch!”, and this is living proof.
While Mr. Cooper committed the act, he created a Philadelphia Eagles problem, not just a personal one.
The real question is, Do You have a Riley Cooper on your team?
How would you know if you did?
How much are you really investing to increase the culture in your organization? (otherwise, you’re divesting)
It might be a really good idea to take the first steps to do so.