Carole O'Dwyer’s Post

When talking about my experiences at Spotify🎵, I'm often told it's "too theoretical": I recently realized it's because most people have never worked in A-tier team environments, and it's impossible to imagine how it works until you've lived it. The difference between working in an order-taking build shop vs. an autonomous, empowered, mission-led team is only possible to grasp firsthand. The way high-performing teams build products and the sense of satisfaction it gives is profoundly different from getting paid to do as you're told. Sadly, the bits everyone keeps copying from Spotify are only the boring stuff 😴. I dream of a day when most people get to experience the challenge and freedom of having time to think and solve meaningful problems. — PS. While it likely ruins your expectations for the future, I highly recommend working at a company like this at least once in your career. 🚀 If you enjoyed this post, you'll enjoy following me Cliff Hazell, hit that button and don't look back ;)

At the end of the month I'll be leaving Universal Music Group after almost 3 years. It's scary... but also exciting. My time at UMG in data, analytics and strategy has been brilliant, and I've loved how much I learned and the friendships I made there. Now, I’m taking this chance to explore new ventures and try out various business ideas. I’ll be sharing these experiments and ideas with you soon and documenting my journey of transitioning into entrepreneurship within the music industry. This won't just be a bunch of LinkedIn posts (although there will be many) but a proper documentary filmed with a team for TV. There’s so much to be done to highlight the incredible work behind the music industry and to educate others about how it operates. I hope this project sheds some light and brings more awareness to the field. If it's something you would like to get involved with or learn more DM me. In the meantime, here’s how you can support me as I embark on this new chapter: 1️⃣ Recommendations are invaluable. If we’ve worked together and I’ve made an impact or brightened your day, a LinkedIn endorsement would be greatly appreciated. 2️⃣ Leads are crucial. If you know of any opportunities in recording or publishing where my data and analytical skills could be of use, please let me know. 3️⃣ Let’s catch up over coffee. Whether you have career advice or just want to chat and get a preview of my ideas, I’d love to reconnect. ☕ I’m excited about what lies ahead and can’t wait to share more with you all soon. Stay tuned for updates! #NewBeginnings #EntrepreneurialJourney #MusicIndustry #Networking #Support #ChorusAnalytics

Just wrapped up an incredible CliftonStrengths session with the talented SEA & Korea Music team at Spotify this week! It was inspiring to witness everyone discover their unique strengths and how strengths can contribute to the team's success. The team brought on so much curiosity and shared generously with each other. The amazing energy was contagious as everyone celebrated and appreciated each other's talents and explored ways to amplify their collective strengths. Looking forward to seeing more amazing things for this highly passionate and fun loving team. What an honour to be part of your week together! Thank you! I thought I'd share three perspectives when we see strengths through music: 𝐇𝐚𝐫𝐦𝐨𝐧𝐲 𝐢𝐧 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲: Every strength plays a vital role in creating a effectiv and powerful team. Just like different instruments contribute to a beautiful symphony, the team's diverse strengths come together to achieve extraordinary results. 𝐀𝐦𝐩𝐥𝐢𝐟𝐲 𝐘𝐨𝐮𝐫 𝐁𝐞𝐚𝐭: By focusing on and leveraging strengths, we can amplify our individual and collective impact. It's like turning up the volume on our unique talents to create a more vibrant and impactful performance. 𝐑𝐡𝐲𝐭𝐡𝐦 𝐨𝐟 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧: Effective collaboration is the rhythm that drives our team forward. By understanding and appreciating each other's strengths, we can create a seamless flow of work and achieve our goals together. I'm excited to see what the talented team at Spotify will accomplish as they continue to embrace their strengths and work together. 🎶  Go team! #Spotify #CliftonStrengths #TeamworkMakesTheDreamWork #teamcoaching #workshop #success #teamwork

I would like to thank Prof. Nitesh Mohanty for his exceptional guidance in pushing our creative boundaries and enabling us to unleash our full potential. 💡 During a recent assignment delving into the "If you were a brand" concept, I discovered a profound connection with Spotify Just like #Spotify's idea of "Music for Everyone," I try to bring feelings, happiness, creativity, and beauty into everything I do. What captivates me about #spotifymusic is its versatile approach offering both free and premium options. Likewise, I aspire to be accessible to all while forming genuine bonds with those who entrust me with their time and faith. 🤝 This experience has been enlightening, illustrating that storytelling transcends mere words and manifests in impactful actions. It has been an exhilarating voyage of self-discovery and development. I extend my gratitude to Prof. Mohanty for challenging us to think innovatively and uncover our capabilities. Here's to embracing creativity and narrative in every facet of life! #Creativity #SelfDiscovery #Storytelling #LifeLessons

If there's one thing I've learned, it's that process isn't one-size-fits-all. The outcomes you need from a process? Those can be universal. But just because a process worked somewhere else doesn't mean it'll work for you. Remember the Spotify model everyone tried to adopt, only to find it slowed them down? The problem wasn't the goal – speeding up and aligning development teams – but the assumption that they were Spotify. Your culture, team, and systems are unique. You don't need to transform into Spotify to achieve your goals. Start with your intended outcomes – like utilisation or recovery – and build backwards from there. Don't force your process to fit a mold. Make the process fit you.

Leaders being tone deaf. Pun intended. Daniel Ek, CEO of Spotify, has come under pressure for comments made this week. He posted that the cost of content was “close to to zero” seemingly implying that it was easy to make music to put on his platform. This comes at a time when Spotify has posted record profits, implemented a policy of not paying artists until they break 1000 streams, increased member pricing, and retrenched high numbers of staff around the world. This is a great example of a leader genuinely being tone deaf and forgetting who their employees, suppliers, and customers are. For employees you are telling them that you have made record profits, increased pricing and the cost of business is reduced. At the same time as you are firing them. For your suppliers, the artists, you are saying, we won’t pay you until you are more famous and in any case what you make is really easy and cheap to do. For your customers you are saying that your costs are lowered, the supply chain is cheaper, and you are putting up prices anyway. To make more record profits. It may in some ways be easier and cheaper to get your music out there than it was before. But also as a business he needs to be aware that if this is true then his place is also very easily replaceable. Value your ecosystem don’t talk it down or away. I make music as many of you know. It costs me money. A lot of money. And that does not include the years of time and lessons in learning. It’s a master class in how to be an awkward and out of touch leader. Not all successful people are great leaders. #LeadershipMatters #Spotify #AwkwardLeadership #Management

Spotify is doubling down on their Work From Anywhere program saying “our employees are not children” Their messaging is clear on their website: “Work isn’t somewhere you go, it’s something you do.  At Spotify, you can choose to work where you work best –  whether that’s at home, at the office, or at times, somewhere else entirely.” Can you feel the difference when compared to companies who are forcing the RTO? Spotify is playing the long game. People are clamoring to get a job there, especially GenZ. What other company do you know has GenZ kicking down the door to get a job there? The formula is simple: 1️⃣ Ask employees what they need 2️⃣ Do what you can to give it to them They’ve created a work environment that allows them to flex with employees as their lives and ambitions change. #employeeexperience #employeeengagement #futureofwork #worklifebalance #workculture #millennials #boomers #genz 

🚨 Are you considering adopting the Spotify model for your teams? Before you do, take a moment to dive into some crucial insights from the article https://lnkd.in/d34E7iXu 🔍 The article highlights the potential pitfalls of implementing the Spotify model, emphasizing the importance of context and adaptation. One key takeaway is the danger of copying the model without considering organizational culture and the problems it can address. 💡 The risk of creating silos and diminishing accountability in pursuit of autonomy. It's a reminder that while autonomy is valuable, it must be balanced with alignment and collaboration to drive meaningful outcomes. 🔄 Additionally, it explores the evolution of Spotify's own approach serves as a valuable lesson in the importance of continuous learning and adaptation. Flexibility and willingness to iterate are essential for success in any organizational transformation. 🛠️ As you contemplate your team's structure and processes, remember to approach the Spotify model with caution and a critical eye. Consider your unique context, foster a culture of collaboration, and be prepared to iterate based on feedback and experience. #SpotifyModel #OrganizationalTransformation #ContinuousLearning 📈

Loving this! Biz growth led by design. Building brand: when functionality meets emotion.