Fireside Chat, Conference Presentation
Undercover Bosses: Getting to Know Your Business Better
Milken InstituteSheldon Yellen, Jen, Chris Carlson, Eli Holzman, Steven J. Klubeck, Dina Dwyer-Owens, Jeff Platt, Tony Guido, Anthony Wedo, Michelle, Scott, Mary Thompson, Dean, Randy, Brock
- The production of the show is currently in its sixth season, with plans to expand coverage beyond traditional corporate America into the public sector, healthcare, financial institutions, and insurance companies to examine issues such as Obamacare.
- The show intends to maintain its format by utilizing hidden cameras to create genuine "shock" for bosses and incorporating hosts and decoy contestants to preserve credibility, while targeting a "rabid" audience base of 10 million viewers despite ratings no longer matching the initial 38 million.
- The production aims to distribute hope and renew faith in corporate America, driven by a viewer demand for authentic leadership that has persisted for five years and appeals to a desire for a "blend of the head and the heart."
- Tony Guido projects that 98% of CEOs are good people and anticipates that the show has helped his company distribute hope during a massive reinvention, with 98% of the internal response being enormously positive and causing employees who do not fit the new culture to self-select out.
- A specific franchisee participating in the show is expected to see a 69% revenue increase from the first quarter of 2012 to the first quarter of 2013 as a result of implementing all 14 required steps, while remaining grateful for the accountability provided by the systems.
- Viewers are expected to continue monitoring franchisees and calling to report compliance failures, such as missing shoe covers or mats, creating a global feedback loop across the show's broadcast in 16 territories and multiple languages.
- The show is anticipated to generate resumes and mentorship requests globally, attract women to trades by showcasing front-line opportunities, and help young people discover careers in design, while communicating company values to customers and business leaders for years to come.
- Dina Dwyer-Owens expects that company values will serve as the solution for any uncovered issues and that the involved franchisee will implement a specific training program where new hires sit with the VP of finance and general manager to understand compensation.
- Steven J. Klubeck plans to use the Ovation Family Foundation to create a lasting corporate culture of substance and take care of team members through philanthropy rather than one-off events, expecting this to smooth out jealousy among team members globally.
- The show's message is expected to resonate with viewers facing serious conditions like AIDS, and the format will continue to surprise bosses to ensure they jump in and dive into the journey, potentially reaching new industries that have not previously returned calls.