3 lessons for leaders from the toxic culture of The Tonight Show

Jimmy Fallon finally gets it: culture matters.

On September 7, 2023, Rolling Stone issued this report about The Tonight Show, headed by Fallon:

Chaos, Comedy, and ‘Crying Rooms’: Inside Jimmy Fallon’s ‘Tonight Show’

The report referred to experiences like...
💥 Show staff joked about killing themselves because of how they are treated
💥 They cry in the guest dressing rooms so often, they refer to the rooms as "crying rooms"
💥 High turnover of showrunners (the production executive) because of Fallon's erratic behavior

On the show, in other media, and on SNL, Fallon is an affable guy. He has a positive public reputation and was surprised by the results of the report.

The day the report was published, Fallon and Chris Miller, current showrunner, had a call with all employees. Fallon apologized to staff for the show's unhealthy environment.

Fallon and Miller indicate they want an inclusive, fun environment. It sounds like they get it and will seek to improve.

Here's what stood out to me in the Rolling Stone article:

Rolling Stone contacted more than 80 The Tonight Show employees, past and present, for the study of The Tonight Show. Not one spoke on the record or said anything positive about working on The Tonight Show.

Not a single one.
Out of 80.

None of the nine showrunners since 2014 would comment on the record either. Not one of them said anything positive about Fallon.

So what does this have to do with business leaders?

Business leaders and owners, here are a few things to learn from this:

◼️ Fix problems early. Fallon’s and the show's have been going on for 14 years. It would have been more efficient to fix these issues before it took a humiliating report full of dirty laundry.

◼️ Set high standards for all and live them. It is confusing when the boss gets away with treating people differently than you would allow others. Or, when the best biz dev person gets to treat people poorly because they bring in revenue. The mental gymnastics required of staff to accommodate for the incongruent standards leads to distrust, bur out, and turnover.

◼️ Assess your culture now. Here is a quick way to learn what your employees think: a word cloud. Invite your employees to share the seven words they would use to describe your company. The words will give a glimpse into what is happening and whether it aligns with what you think and want.

Stay on top of your company's culture before high turnover, poor behavior, or rumors prompt an external investigation. How would it serve your company to be in Rolling Stone like Fallon's show?

Don't assume everything is fine unless you hear about it.

Culture matters, and it will damage your company and reputation if you take it for granted. The good news, however, is that it also contributes to company success.

If you need help, let us know. We can help you nourish your culture so it builds your revenue, retention, and reputation.

Are you All-In or not?

One of the keynotes I share is The All-In Way: 5 Strategies to High Performance in Life and Leadership. The presentation includes the five strategies, along with lots of stories and examples of companies and people who are All-In or out.

One of the All-In examples is Dr. Michael Ackerman, M.D., Ph.D., Pediatric Cardiologist with the Mayo Clinic in Rochester, MN. If you’ve been part of The All-In Way, you may remember Dr. Ackerman’s story and his treatment of my nieces and nephews.

Early in his career, he was preparing an eight-year old girl from Michigan for a heart transplant, and she questioned him about surviving the surgery. He said she would survive and he would dance with her at her high school prom. Ten years later, her mother got in touch with Dr. Ackerman when it was time for her daughter’s prom.

Ten years later?! Don’t you think the mother would have understood if he explained his busy schedule? After all, by then, he was a well-known cardiologist with a schedule full of patients, transplants, teaching, and speaking events.

Dr. Ackerman remembered the promise he made to the little girl, and he made the trip to Michigan for the prom. The healthy patient and her cardiologist shared a dance to Rascal Flatts' Bless the Broken Road. After the dance, the young lady’s father drove the doctor five hours to the Detroit airport so he could catch a flight to Florida where he had a speaking engagement the next day.

Dr. Ackerman showed up.

He kept his word.

He lives and leads All-In, and he has the reputation to match.

Last month, LeBron James’s son, a freshman at USC, had a cardiac arrest during a basketball workout. Bronny was taken care of by Cedars-Sinai Medical Center in Los Angeles and recovered. The family released an update saying Bronny has a treatable congenital heart defect just this past weekend.

The statement said Bronny had follow-up evaluations at the Mayo Clinic led by Dr. Ackerman and at the Atlantic Health/Morristown Medical Center. (Source: Sports Illustrated)

LeBron James could take his son to any cardiologist anywhere in the whole world.

He took his son to Dr. Ackerman.

💥 It’s not about dancing at the prom. It’s about keeping your word. Even when you’re busy.

💥 It’s not about platitudes like, “Let me know if you need anything.” It’s about showing up with spaghetti dinner the fifth week after the funeral when the freezer is empty of casseroles. It’s about showing up for collaborations and commitments because you said you would.

💥 It’s not about what everyone else does. It’s about your standard of excellence.

A high standard of excellence for skill and care is ideal for a cardiologist, right?

Is less acceptable in your job?

It’s not about the job, it’s about you. It’s about what you choose as your own standard. You set the standard of excellence high because that’s who you are, not because that’s what you get paid or that’s what the boss requires. Because who you are.

Do not lower your standard for your own behavior because people around you have low standards. Or because some out-of-touch geezer boss gets a bonus off your work. Keep your standards where you want them to be because that is who you are.

You’re All-In or not.

Choose what All-In means based on who you are.

Live and lead accordingly, and you will have a more fulfilling life.