Filed under: 2026, A Bit Of Inspiration, Advertising, Agency Culture, Attitude & Aptitude, Brand, Brand Suicide, Comment, Communication Strategy, Complicity, Context, Corporate Evil, Crap Campaigns In History, Creative Development, Creativity, Culture, Egovertising, Food, Management, Marketing, Marketing Fail, Marketing Science, Mediocrity, Meetings, Perspective, Relationships, Relevance, Reputation, Research, Respect, Strategy, Systems, Wieden+Kennedy
It’s been a while since I’ve had a real rant, but this is going to be one.
So if you need a peaceful start to your week, look away – otherwise strap yourself in.
One of my real worries for the future o f our industry is not AI … it’s our lack of seriousness.
Before I go on, there’s a couple of things I need to clarify.
First, I am not advocating we add even more process, systems, data and/or logic in what we do – frankly, they’re increasingly becoming an obstacle to both creativity and commerciality as they increasingly view audiences [or worse, ‘consumers’] as walking wallets and the only aim is to bombard them at the moment of potential transaction.
Neither am I suggesting we should be treating all we do like we’re saving the planet with high-concept art. There may be cases where this approach is the right approach … but when I say a lack of seriousness, I mean it in terms of how we think about what we do, more than what we actually create.
For years, the ad industries ‘piece de resistance’ – The Super Bowl – has been a car crash for advertising and marketing. An endless stream of contrived, unsubtle – and often, unfunny – sponsored jokes that feature a production line of celebrities who are all willing to destroy their legacy for a dump-truck of cash being poured into their retirement pension plan.
It’s so depressing.
Sure, every year there’s one – maybe two – ads that really stand out. This year, for me, it was Manscaped … an ad that didn’t feature a celeb, had an actual idea and was actually related to the product they make. But even then, was it up there with 1984 … or Born of Fire? Probably not, but it was fun, memorable and – while not related to the Super Bowl per se – was made for the Super Bowl audience’s entertainment. As was Coin Base’s ‘karaoke’ spot … which, in terms of understanding the Super Bowl ‘ad break’ context they were in and the typical US audience mindset in that context … was a clever idea.
Look, I get how much pressure is in a Super Bowl spot. I’ve been there. It’s a fucking nightmare. There’s an almost endless amount of pressure placed on the work as every-man-and-their-dog adds more judgement, demands and mandatories … fearing their multi-million-dollar investment will be negatively judged by a global audience. And they’re right to worry about that … except the one thing they all seem to forget is the ad agency knows how to write and craft a spot better than all the C-Suite execs put together, so maybe if they let them get on with it, they’d have a higher chance of their work being loved rather than [at best] ignored or [at worse] openly mocked for how bad, contrived and/or embarrassing it is – thanks to either a terrible story/idea, endless and meaningless product features being crammed into the spot and/or the huge pointers in the script to make sure audiences get the gag, because they think people may be too stupid to get it. [When it’s more because they just won’t care]
All this data. All these systems. All this marketing science. And we’re actually getting worse.
And while I appreciate ad agencies have a lot to answer for, they’re not the only reason for this decline – but we’re not allowed to say that are we? Oh no.
We’re not allowed to talk about the impact of procurement departments.
We’re not allowed to talk about the lack of respect for marketing in companies.
We’re not allowed to talk about the dehumanization of people in the research.
And while you may think my tone is being influenced by it being a Monday morning, you’d be wrong – because it has nothing to do with it being the start of the week and everything to do with this:
What the fuck?
Seriously, what the actual fuck!?
And no, it is absolutely NOT an April Fool joke … which would still be bad, but make some sort of sense.
I thought the Ritz Cracker ad at the Super Bowl was possibly the worst thing I had ever seen [and if you haven’t seen it, I am so envious of you] … but I was wrong.
Who came up with this?
How the hell did it get through the endless committees, hierarchies and research?
And why – given the big PR announcements – are they so bloody proud about it?!!
Hell, even the infamous Kendall Jenner Pepsi ad had the good grace to only be tone-deaf and stupid for 40 seconds … but this? THIS???
It actually makes me angry. Properly angry.
Angry our industry is associated with it – even though it smacks of something an internal group at the client came up with or an outside agency who wanted to pander for more business. Angry they will claim this shows how much they ‘understand their customers’. Angry they think they’re sooooo clever and smart for it. Angry that an agency either came up with this or didn’t speak up about this. And angry this is what marketing has become.
Sure, we’ve all suggested some radical [read: daft] ideas down the years.
Name changes.
New product variants.
New category extensions.
But more often than not, they’ve either been killed or they’ve been done with a lot more care, craft and reality than this.
Maxwell Apartments?!
Maxwell fucking Apartments?!
What I find even more confusing is that the owners of Maxwell House – Kraft Heinz – have been so bloody good with their communication over the past few years – or at least Heinz have – which is why whoever sold this [or mandated this] should be both promoted and fired all within the same meeting.
And while I’m sure there’s some people out there that think I am being a snob … I have 5 things I want to end this post with.
1 I understand there may be reasons for this work only those involved would know and – if made public – may help explain why this approach was undertaken. [see: Mouldy Whopper]
2 I understand good intentions don’t always turn into good work for of a million different reasons. [So while I get my hatred may sting, it’s because I know no one intended this to happen]
3 I understand different cultures/audiences have different tastes and maybe I’m not either of them. [Though I did work on Maxwell House at Wieden, so I am aware of the brand and its audiences]
4 Ideas tend to represent the standard of creativity, company, colleague and agency that you’ve been exposed to in your life, and this one smacks of people blinkered by data, inhibited by corporate politics and/or residing in an echo-chamber bubble.
5 And finally – if you think I’m being an asshole – maybe if I tell you how I found out about this idea, you’ll realise I’m trying to encourage us to aim higher, because not only does our industry need it, I know we are more than capable of doing it. You see, I learned of this work – which has been in market since Sept 2025 – from watching a ‘news blooper’ … a news blooper where the TV presenters found it so fucking stupid, they couldn’t stop laughing at it. On air. That’s right, people who are paid to keep a neutral face – whether announcing the best or worst of humanity – couldn’t keep a straight face about this. Not because they loved it, but because they were openly mocking it.
Maybe it made sense at the time.
Maybe everyone involved was suffering an unknown illness.
Or maybe they need better people or a better work culture where this sort of thing can be stopped because people can speak up without being put down so you don’t make newsreaders and the World think you’ve left them with the worst possible taste in their mouth.
Filed under: A Bit Of Inspiration, Attitude & Aptitude, Comment, Community, Differentiation, Generosity, Process, Success, Systems, Walking
Oh my god, we’re in Feb already.
Well, of course we are because I didn’t re-start this blog until the middle of Jan, so what the hell do I expect?
Anyway, over the festive break – which feels years ago now – I was on one of my walks when I saw this …
Now I appreciate in the big scheme of things, it’s not much.
Let’s be honest, letting people sit at an outdoor table to eat their lunch is hardly earth-shattering … except it’s becoming that way. I cannot tell you how often I see signs either warning people to stay the fuck away or to only sit down if they have purchased something from whoever owns the table/space in question.
And while it is just a sign, it made me think a lot about generosity.
Because at a time where our industry is so protective and defensive of whatever self-important landfill we churn out [which, hilariously, we often claim as our ‘IP/Proprietary System’ when, at best, it’s often just a new name to an old or established process or viewpoint] … it’s bloody lovely to see someone be open and generous to the community they live in and serve.
Now I know a table to eat your lunch and a process you offer clients are very different things, but it was so refreshing to see behaviour drive differentiation rather than propaganda.
How amazing would it be if we all were a bit more generous rather than thinking success was all about what we can take.
Or claim.
Where so much of the industry blindly follows certain ‘best practice, marketing models’ – which, ironically, ends up making everyone look and act the same – the simple act of generosity can not only help you stand out from the competition, but enable a deeper and more valuable connection with the people you want to engage.
Or said another way, ‘generosity impacts more than media spend’.
And if more proof were needed, let’s not forget this little sign achieved what few ever thought possible: it turned me from the Grinch to Santa?
Not that’s a real Christmas miracle.
Filed under: Agency Culture, Attitude & Aptitude, Class System, Colleagues, Community, Complicity, Conformity, Corporate Evil, Corporate Gaslighting, Culture, Delusion, Effectiveness, Equality, Fake Attitude, Honesty, Imposter Syndrome, Individuality, Leadership, Loyalty, Management, Marketing, Marketing Fail, Meetings, Membership, Perspective, Pollution, Popularity, Prejudice, Process, Professionalism, Relationships, Reputation, Respect, Ridiculous, Service, Social Commentary, Social Divide, Social Media, Standards, Status, Status Anxiety, Strategy, Subliminal Hatred, Succession, Systems, Talent, Teamwork, Technology, Toxic Positivity, Values
This is a long post, because it has been written by a lot of rage. Mine.
So buckle up and read it, because while most of what I spout is utter shite. This is important.
Recently someone I know left the company they had been working at for a few years.
When they announced it on Linkedin, they were flooded with supportive, celebratory messages. As they should be.
But there was one other thing that was common among the comments, and that was people writing “what a good run you had”.
I don’t know about you, but when I hear that, it immediately conveys a company who has a reputation for letting people go … and so ‘what a good run’ really means is that you lasted longer than most. That your achievement was as much about staying in the role as it was about what you did in the role.
And to me, that all feels toxic as fuck.
Not by the people saying it.
Or the person it is being said to.
But the organisation who seemingly doesn’t give a fuck about letting people go.
Of course – like US politicians who ask for ‘thoughts and prayers’ after another mass shooting – their corporate mission statement only talks about their belief in their people …
How they’re trying to build a thriving, collaborative community and culture …
In fact, they say a lot of things except one: ‘when people leave, they will be cushioned by comments saying they ‘had a good run’.
So how do they get away with it?
Cash.
They pay significantly more than market rate and so there’s a steady stream of people who are willing to go work there either because they need a gig, they have fallen for the hype [and not checked it first] or they believe they can be the exception to the rule.
That’s not a judgement on the people, I get it … but it is a judgement on the org.
Especially as – in the big scheme of things – the money they pay comes at a huge cost.
The talent they’ve burned – and burned through – is extraordinary and yet no one, be it past of present employee, says a thing.
On first impression, it can feel like they’ve all agreed to collectively gaslight society, but on closer inspection you soon realise the real reason for that approach is far more due to fear than delusion.
Fear of losing your position.
Fear of never working again.
Fear of inviting more abuse.
One look at Corporate Gaslighting and you see this is not an uncommon – or unjustified – view. What’s even scarier is it is seemingly happening more and more … to the point where I swear some companies think ‘salary’ means they fully own their employees.
OK that’s a ridiculous view … a totally over-exaggerated and overblown view … an over-exaggerated and overblown view that is almost as ridiculous as:
Zero-hour contracts.
No overtime payments.
No training and development.
Expectation you are always ‘on-call’.
Personal social media monitoring.
Yes, I get those ‘work practices’ are still more the exception than the rule … but the fact they are there at all, is madness.
I get companies have to make money.
I get we live in a highly competitive world.
I even appreciate not every person is good for every company.
But come on …
What bothers me more is this is quickly becoming standard work practice.
STANDARD!
It’s like someone read a book on Victorian-era ‘workhouses’ and thought, “That sounds fun”.
And so, they’re trying to create a new set of beliefs for the ‘modern’ workplace.
Culture will not be born from the employees but dictated by the leadership.
Opinions can never be expressed; they must always be silenced.
Growth is not measured by personal development, but corporate conformity.
Success is not defined by personal achievement, but individual survival.
Failure is always – ALWAYS – to be aimed squarely at the shoulders of the employee.
[As an aside, if anyone is visiting Nottingham, they should check out the Workhouse in Southwell and go back to the future]
It’s like an episode of Black Mirror if Black Mirror was a documentary, not satire.
It’s here we’re taking a commercial break, because as much as this post has been about bullshit behavior – at least the people it’s about got paid well. But over the last 6 months, I’ve met many, young, lowly-paid, talented strategists be burned out by the expectations, pressure and demands of their employees.
As we highlighted in our 2024 book, Dream Bigger, too often people of my generation look at the young and say they don’t have the right work ethic … they expect too much … they are lacking in drive and skills … but apart from the fact that’s bullshit, even if it wasn’t, could you blame them given how they’ve seen so many of us invest so much in the promises of ‘hard work’ and then end up with nothing. And at least we had options available to us that could actually help. These poor fuckers don’t have any of that and yet we hold them to even higher expectations.
But that’s different to burnout because burnout is criminal. Actually criminal.
How are companies letting this happen? What are the fucking HR people doing?
What makes it even worse is the 5 people I met all worked at companies who talk big about ‘how their people are their greatest asset’. More like burning asset.
You want to know why we find it hard to attract the young to our industry? Because too many companies treat them like cannon fodder – and then when they’ve been battered, broken or bruised. we turn around and say ‘they couldn’t cut it’. Bastards.
Back in 2021, when we did Dream Small, we highlighted how this was a generation tolerated rather than welcomed. Then a few months later, I wrote how the ‘great resignation’ was actually – for many of the young – the ‘great reset’. But as much as they have pushed for change, this shit is still happening to so many – as demonstrated by the fact I’ve talked to 5 people in the past 6 months who could be great, but have literally been burned and no one seems to give a fuck.
All their bosses do is throw them some compliments or cash, believing it will ‘shut them up’ when what the person actually needs is to be thrown a fucking life raft of compassion, care and change. But what makes this even worse is that when the bosses discover the cash and compliments no longer have any sort of effect – when they have wrung the person out completely – they get rid of them while doing all they can to make sure the individual feels they have done something wrong to shame them for life and to keep them quiet.
It’s horrific and shows nothing has changed in the 4 years since I was featured in The Guardian about this corporate practice of employee shaming. Or the attempt of it.
What are we going to do when we have no one want to come to our industry?
We don’t pay many fairly.
We don’t train them well.
And then we work them to the point of exhaustion.
Seriously, in terms of analogy, there is no better one for this group than Workhouse attendees.
We can try and claim their attitude sucks all we like, but we’re the fuckers who need to take the long hard look in the mirror.
And with that, I end the commercial break and take us back to ‘regular programming’.
The reality is we’re getting to a point where there’s no bigger red flag about an organisation than when employees get congratulated by ‘the run they’ve had’.
Some may be well paid ‘middle management’.
Some may be poorly paid ‘young talent’.
But all of them are out-on-their-ear … surplus to requirements or drained of all life.
Which is why – and I appreciate the privilege I say this with – if you find yourself in a company like the one my mate has just ‘left’, then maybe the best thing you can do for your future health, well-being and career is to ‘run the fuck away from them’.
Filed under: A Bit Of Inspiration, Advertising, Agency Culture, Attitude & Aptitude, Brand, Brian Clough, Comment, Communication Strategy, Confidence, Consultants, Craft, Creative Development, Creativity, Culture, Effectiveness, Empathy, Football, Grifting, Management, Marketing, Marketing Fail, Mediocrity, Nottingham Forest, Perspective, Planners, Planners Making A Complete Tit Of Themselves And Bless, Planning, Point Of View, Positioning, Process, Professionalism, Relevance, Reputation, Research, Resonance, Standards, Strategy, Success, Systems, Work
A little while ago, A few months ago, the ‘25/’26 Premiership football season started.
Following an incredible season the year before – which saw Forest get into Europe for the first time in 30 years – their first match was against our bogey team, Brentford.
We won. 3-1.
But this post isn’t about the victory … nor is it about the implosion of the team thanks to the ego of the owner and his disastrous and potentially ruinous hiring of Ange Postecoglou who, at this point, has not won a match in 7 attempts and has seen our European and League dreams already end because he’s shit, arrogant and never cared about Forest, just the money he would get from the job [can you tell I’m bitter?] – it’s about the goal Forest scored when Nuno was still our wonderful, beloved manager.
Specifically, THIS goal.
Now I should point out this post is not about the outrageously brilliant pass from Elliott Anderson to Chris Woods that allowed a goal out of nowhere.
Nor is it about how Chris Woods started sprinting towards goal before Elliott had even reached the ball, let alone made the pass.
It’s actually about what Chris Woods did next …
Yes, he scored, but it’s how he scored that I found interesting.
Truth be told, if it hadn’t been for a post-match interview with an ex-Nottingham Forest player, I may not have realized the significance … but when I heard him talk about ‘the successful strikers mindset’, I suddenly realized how valuable – and relatable – this could be to strategists.
You see in the interview, the ex-player – Gary Birtles – talked about how decisive Chris Woods had been when running towards the goal. How he had decided very quickly how he was going to deal with the on-coming keeper. How once he had made his choice, he was going to stick with it which, according to Gary Birtles, gave him an immediate advantage over the goalie. He went on to say how Brian Clough – the iconic and ridiculously successful Forest manager he played under in the late 70’s/early 80’s and someone I’ve written copious amounts about, over the years – had always told him this:
“When you’re in a one-on-one situation with the goalkeeper, make your decision immediately and don’t second guess it. It might not always come off, but if you wait or hesitate, you give the competition the split second they need to adapt and then you lose the opportunity of even having an opportunity”.
I love that.
I love that because it gets to the heart of what sometimes strategy needs to do.
Because contrary to what many say – especially those who make their money flogging for-profit systems and models – the reality is the ‘answer’ very rarely reveals or presents itself, you come to a point – once you’ve done the hard work and rigor – of making a call on what you think is best.
It may be to enable a fast result.
It may be to enable a more effective outcome.
It may be to enable a more interesting solution.
But at some point, you have to decide which side of the fence you’re going to jump on and back yourself.
We don’t talk about that enough.
We don’t talk about the importance of the independent mind.
We don’t talk about the value of experience, perspective and belief.
Right now, everything we talk about is systems, models and processes. And while there is a role in those – or at least some of those – if we are outsourcing all decisions and choices to that, then not only should we be asking exactly what the fuck we’re adding to the outcome, we also have to ask why on earth we think we’re going to get to a different outcome that every other fucker following the same one-size-fits-all, the-computer-told-me-to-do-it approach.
Look, I appreciate what we do costs a lot of money.
I also appreciate that means companies are seeking more and more certainty in their lives.
But while some may say allowing someone to make a call on what should happen next is a sign of insanity, I’d argue the crazier thing is to do nothing and let others make the choices and decisions for you.
Sure you need to have experience.
Sure you need to have put in the rigor and work.
But at the same time, you can’t play to win, if you follow a system designed to play not to lose.
Given all the gurus in our industry flogging their system on how to do the job – despite having never made any work of note – it probably can’t hurt to repost a talk I did years ago about what we can learn from Brian Clough about how to ‘win better’.
Filed under: 2026, A Bit Of Inspiration, Agency Culture, Attitude & Aptitude, Comment, Complicity, Creativity, Cunning, Management, Scam, Systems, Technology
A few weeks ago, I received this email.
I know it’s small – and blurry – so out of the kindness of my heart, let me replicate what it says:
Hi Rob, I hope this message finds you well.
My name is Thomas and I am a recruitment consultant working on behalf of a large marketing firm.
I found your Linkedin profile and was impressed by your background and professional experience.
We are currently recruiting for several positions and would like to know if you a opportunities with us. We are looking for innovative and forward-thinking people who are passionate about building the future.
I think you would be an excellent fit for this organization, It you’re ready to take the next step in your career, we’d love to hear from you.
Please apply directly through our Careers portal.
Warm Regards.
Thomas Ryan
Recruitment Consultant
I’ve got to be honest, it really pissed me off.
Not just because it was speculative.
Not just because it was unsolicited.
Not just because it was ambiguous.
But because it was also presumptuous – exemplified by the ‘book a call’ link at the bottom.
I am fed up of how lazy some recruiters are – especially as some poor company is paying them for their ‘expertise’ in finding talent – so this time, instead of ignoring them, I decided to reply to them.
So I sent this:
Hello Thomas, thank you for reaching out.
I hope you will forgive me, but I receive many of these emails so to ensure we’re both on the same page, could you let me know what it is about my experience you feel is especially relevant for the opportunity you represent?
In addition, it would be good if you could tell me a bit about the actual opportunity – from industry, to geography, to level of position.
Thank you so much.
I know, polite eh?
And why – given I was so pissed off?
Well, because I wanted Thomas to respond so I could prove he hadn’t actually read my profile and was just ‘talent farming’ … by that I mean sending out copious amounts of emails to all and sundry to see who bit so they could tell their client about their extensive search and charge their fee.
And did I get a reply?
Not exactly. A few hours later I got an email saying my response had not been sent as the email it was sent to didn’t work.
I should have known given so many of these type of emails are sent out with the sole goal of ensuring they don’t have to deal with any direct contact … however I was still pissed at the lazy and impersonal approach, so I went back to the original email to see if there was any way to contact them.
Having looked again, I realized there wasn’t any except that link to ‘book a call’.
At this point I’d decided to write a blog post about Thomas and how horrid and presumptive his approach was – so in a bid to try and find out more info on how to reach him for the content of the post, I clicked on the link and …
Well, at this point I should be showing you an image of what I found, but I forgot to take a photo, so instead … maybe this will give you a good idea of what I discovered:
Yep, I was caught in a phishing scam. Except they weren’t trying to steal my data, they were ‘teaching me’ that I needed to be more careful before I click on links sent on email because this ‘scam’ was from our own IT department.
Now I appreciate I work for an Omnicom company. And I appreciate security is rightfully very important to them and they understandably want all their people to take security seriously too. And I acknowledge I’d just demonstrated that I need to be extra vigilant because these things can – and do – happen all the time, even though it was the first time I’d fallen for something like this in my 5 years with the company. Which I will. And finally, I also acknowledge that on closer inspection, the email was riddled with little tell-tell spelling mistakes that I should have noticed … though the reality is not only did I miss them, I only saw them when I replicated the email above for legibility and corrected them for ease of reading this post.
However – and maybe it’s just me – the way they approached this ‘lesson’ feels a bit yucky.
Not because I was caught out – it was definitely an effective way to remind people to keep on their toes where company internet security is concerned – but because their approach could be read by some as a way to scare people into fearing – or staying clear – of any genuine recruitment enquiry they receive from any outside party.
Now you might think who cares, it was effective. And that’s fair.
Or you may think that couldn’t happen … but imagine you’re new to the business and have never experienced dealing with a recruiter before? Add to that the endless rounds of redundancies they’re hearing about – and most probably fearing – and let me tell you, I can absolutely see this sort of thing potentially putting someone off who is young in the industry from responding or replying for a long time.
As I said, I get why they do this sort of thing and I hold my hands up in acknowledging I was caught out by it – albeit for reasons they probably hadn’t anticipated which is namely some bloke with a blog suddenly wanted name and shame the sender for their lazy and sloppy professionalism. And it’s because of that I would like to take this opportunity to genuinely congratulate the Omnicom IT department for their devious and – all credit to them – creative way to teach an important and valuable lesson.
[As an aside, I wonder if they send similar sorts of things to different CEO’s of different Omnicom companies? Except instead of Thomas being a fictional recruiter with ambiguous job openings, he’s now a potential client with a billion dollar advertising budget he wants to talk to them about, via a ‘book a call’ link]
But for any younger person who has never been in the position of being approached by a headhunter and was caught out by this exercise – and looking at Reddit and Fishbowl, there were – let me ease your paranoia by saying should you ever end up wanting or needing to explore new opportunities and don’t know where to start, who to turn to or what to do, seek out Lea Walker or Lesley Cheng, who are both based in Australia but work internationally.
Not just because they’re brilliant humans who happen to be incredible, smart and deeply knowledgeable experts in talent, careers and roles … but because they will never send you an email that could be an Omnicom IT phishing test in disguise.
I will now never be responding to any email, let alone make the stupid mistake of clicking a link … even if its in the quest to write a scathing blog post.
Consider myself properly ‘chastised’.