INNOVATION IN MAGAZINE MEDIA INNOVATION IN MAGAZINE MEDIA 2016-2017 WORLD REPORT A SURVEY BY INNOVATION MEDIA CONSULTING FOR FIPP – THE NETWORK FOR GLOBAL MEDIA
JUAN SEÑOR
2016-2017 WORLD REPORT JOHN WILPERS JUAN ANTONIO GINER EDITORS
INNOVATION IN MAGAZINE MEDIA 2016-2017 CONTENTS 3
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WELCOME FROM FIPP’S CHRIS LLEWELLYN: 5 What’s the biggest obstacle to change? EDITORS’ NOTE 6 A how-to guide to innovation CULTURE 10 TREND SPOTTING 90 Innovation starts How to spot (and profit with the leader from) a trend with digital ADVERTISING 18 VIDEO 104 How to solve the How to make great videos ad blocking crisis that do not break the bank SMALL DATA 32 OFFBEAT 116 How to use data to solve How to inspire, entertain, all your problems provoke and surprise DISTRIBUTION MODELS 46 ABOUT INNOVATION 128 How to distribute your content Good journalism is where your readers are good business MICROPAYMENTS 58 ABOUT FIPP 130 10 How micropayments can Join the conversation deliver new revenue, new readers and new insights MOBILE 72 How to make mobile the 72 monster it should be for you NATIVE ADVERTISING 82 How to succeed at native advertising
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ISBN A SURVEY AND ANALYSIS BY 978-1-872274-81-2 Innovation in Magazine Media 2016-2017 World Report - print edition 978-1-872274-82-9 Innovation in Magazine Media 2016-2017 World Report - digital edition ON BEHALF OF
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Brought to you by INNOVATION IN MAGAZINE MEDIA 2016-2017 INTRODUCTION 5
The biggest obstacle to change? Culture “How we had done things before were not likely to work as well in the future”
elcome to the 7th edition of our Innovation in Magazine Media World Report At FIPP’s World Congress, held in Toronto in October 2015, there was much talk on how magazine media companies were changing to compete in a W world of profound media transformation. CEO’s from North and South America, Europe, and Asia largely agreed that their company’s culture was the biggest obstacle to hurdle before being able to achieve real change. This was recognition that how we had done things before were not likely to work as well in the future and why fundamental cultural change in areas such as working practices, in the type of talent employed and lines of reporting, and even the complete restructuring of buildings and offices were all being undertaken. What are the goals of such major disruption? One of the chief conclusions was that what all the CEO’s wanted to have is a culture where trends and opportunities could be spotted quickly and where ideas would thrive and develop. In short they wanted more innovation. Which is where our Innovation Report comes in as it has become some- thing of a publication of record on how the demand for innovation is being met. FIPP’s main reason for being is to enable the global magazine media industry to share knowledge and experiences, and in the 132 pages of the Innovation Report, FIPP and our partners, the Innovation Media Consulting Group, can demonstrate that innovation is indeed thriving and develop- ing. Once again we have seen another record year for submissions, more than 200, which has led to many internal arguments about which themes and case studies should be included. Inside you will find some fabulous case-studies that demonstrate the ever more varied ways that we are creating and distributing content that excites the consumer, attracts the advertiser, changes the rules, and, happily, finds financial success. I always refer to the Innovation World Report as a goldmine of ideas – and it appears that the mine is far from exhausted. Putting together the Innovation in Magazine Media World Report rep- resents a year-long task of research and monitoring, and a worryingly short time to write and produce, and would simply not be possible without the drive and effort of my FIPP colleagues Helen Bland and Cobus Heyl, and the indefatigable team at the Innovation Media Consulting Group, Juan Señor, Juan Antonio Giner and author in chief John Wilpers. My grateful thanks goes to them all.
Chris Llewellyn President & CEO FIPP – the network for global media 6 EDITORS NOTE INNOVATION IN MAGAZINE MEDIA 2016-2017
A how-to guide to innovation
This year, we focus on how to actually make innovation happen, starting and ending with your culture
n 21st century publishing, there are no easy answers. But there are answers. And we’ve got a lot of them here in this book. I We’ve got proven strategies and tactics for the hottest, more important areas in publishing today: company culture, mobile, video, data, ad blocking, micropayment, distribution plat- forms, and trend spotting. INNOVATION IN MAGAZINE MEDIA 2016-2017 EDITORS NOTE 7
Welcome to our 7th annual Innovation in on today. In the US some titles are already see- Magazine Media World Report. ing 50% of their traffic coming from mobile, We start the book out with a chapter on according to the Association of Magazine Media changing your culture. As we say at the open- (MPA), and in the UK and elsewhere it is even ing of the chapter, change dies at the top. If more. Half of ESPN magazine’s audience in the publishing executives do not commit to and US of 89 million comes from mobile. People model culture change and innovation, no one magazine gets a third of its readers on mobile. will take any of his or her pronouncements Some magazine titles are seeing eye- about innovation seriously. They are DOA (dead popping annual growth on mobile: In 2015 an- on arrival). nualised numbers released in early 2016, many Your staffs are surprisingly ready for change; US magazines saw eye-popping increases in you just have to make it important, essential, mobile traffic, according to the Magazine Media rewarding, and fun. You have to change your 360’s 2015 Brand Audience Report. mission and your culture, and then change job Hearst had a blockbuster year, highlighted descriptions, expectations, workflows and pro- by Veranda magazine’s 568% year over year vide training to give your staff the permission, growth in mobile web visitors. encouragement, and tools to make change and Hearst’s Town & Country magazine notched innovation happen. an almost 300% year over year growth rate, After changing your culture to be innova- while Marie Claire came in at just over 200% tion-friendly, all things are possible. growth and Esquire and Country Living at just And you’d be wise to start with mobile. under 200%. Both Elle and House Beautiful Mobile is undoubtedly the single most im- came in at nearly 160% growth. portant strategy for publishers to get a handle Conde Nast’s Self and W titles recorded al- most 150% increases year over year. Some Rodale titles also had a banner 2015 in terms of mobile traffic. Their Bicycling mag- azine also notched nearly 200% growth and Prevention saw 130% increase. Time’s Fortune magazine had 165% growth. Overall, the MPA calculated US magazine industry’s mobile growth averaged nearly 50% year over year. And yet most publishers are dumping desk- top content onto a screen that is a fraction of the size of the desktop screen and that is used in situations vastly different from the desktop experience. That makes no sense. Publishers don’t need a digital-first strategy for mobile, they need a mobile-only strategy. A digital-first strategy simply means putting content ultimately designed for a desktop on a mobile device first. The entire mobile experi- ence is different from the desktop experience. Expectations are different, available time is different, needs are different, behaviour is different. Build mobile content for the mobile experi- ence. Make planning for mobile the first part of story planning. In our work with magazine companies around the world, we often rec- ommend the creation of a bespoke team to drive mobile-only content until mobile-only 8 EDITORS NOTE INNOVATION IN MAGAZINE MEDIA 2016-2017
thinking becomes second nature, and then Or if they do, they skim the results, nod, and disband the team. delete it. Data is rarely the subject of a news If mobile drives the majority of traffic, video or marketing or digital department planning is by far the dominant content platform. meeting. Data rarely has a champion. And yet few publishers have the people with And that’s exactly what data needs: a the skills or the equipment and software to champion who makes the data analysis and produce video. data-based strategy the first subject of every In working with magazine editors and planning meeting. Hire a chief data scientist authors, we often hear the excuse that “we and make him or her responsible for telling you don’t have time to do video”. That’s because every day how you can choose better stories, they’re too busy doing things based on the old write better headlines, build more success- print-first business model. Even if they are a ful ads, create new products, and kill failing digital-first operation, all of the attention is products. focused on text, not video. Besides, they say, We also have chapters in this book on ad we don’t have any equipment or training. blocking, distribution models, native adver- To change an editorial department’s culture tising, micropayment, and trend spotting, all and enable the creation of new types of content of which have innovative ideas you can use at on new platforms, you must first change your your publication. mission and vision (e.g., “We are a multimedia, And at the end, we celebrate genius, whimsy, multi-platform, 24-7 content creation organi- creativity, and daring with our annual offbeat sation…”). That change drives changes in your chapter highlighting some of the craziest, most priorities and expectations of your staff. What provocative, most delightful new ways to use are you asking your staff to do today that pales print and digital to inform and entertain our in ROI to doing video or mobile-only content? readers. Stop doing things the old way. Pivot. So, dive in. Then you must provide the training to give And send a memo to yourself: Do something your staff the skills to actually do what you’re right away to change your culture so these ideas asking. will have fertile ground in which to thrive. Data is another largely untilled field. If you accept change, you will never grow Sure, almost every publisher has a “Yes- old! terday’s Data” email that makes the rounds of the editorial, marketing, digital, sales, and John Wilpers circulation departments. Juan Antonio Giner But nobody reads it. Juan Señor
Editors Commercial John Wilpers John Schlaefli Juan Señor john@fipp.com Juan Antonio Giner [email protected] Publisher [email protected] Chris Llewellyn [email protected] chris@fipp.com INNOVATION International Media Consulting - London Content Management www.innovation-mediaconsulting.com Helen Bland helen@fipp.com Design Cobus Heyl Spiros Polikandriotis cobus@fipp.com FIPP - the network for global media Cover info@fipp.com Deborah Withey www.fipp.com Marketing, Sales and Finance Marta Torres Verband Deutscher Zeitschrifftenverleger
y March 2017 | BerlinBerlin, German Germany
Join us! Discounted registration for 2017 is now open!
Go to: www.innovators-summit.com to learn more and/or to book your place. 10 CULTURE INNOVATION IN MAGAZINE MEDIA 2016-2017 INNOVATION IN MAGAZINE MEDIA 2016-2017 CULTURE 11
Give your boss this story: Innovation starts with the leader
Without leadership, training, and rewards, innovation will not happen
nnovation dies at the top. Without a leader who creates a culture that encourages and rewards innovation, creativity, and risk-taking, no one will feel safe enough I or empowered enough to risk failing. Noth- ing will change because change will have no champions. Why should your boss care? Well, only be- cause publishing companies that don’t change die. However, it’s not as easy as the leader issuing a memo: “We will be innovative.” The publisher or managing director must create priorities, organisational structures, work flows, teams, budgets, and rewards all aimed at creatively achieving innovative goals that ensure the company’s health in the 21st century. And then he or she must model that creative, innovative behaviour. 12 CULTURE INNOVATION IN MAGAZINE MEDIA 2016-2017
The Lean Newsroom: A model for change
Immediate Long-Term
INNOVATION STRATEGY CULTURE Audience Analysis Competitive Shared assumptions Analysis Circumstance-based Sources of resistance strategy Mission Goals Success creation Iterative processes Allocation of resources
Organisation Environment
Nothing happens without the company is committed to innovation, and then leader’s commitment sit back and wait. In our work with publishing companies around But a publisher or managing director cannot the world, we have found that nothing happens simply announce that the company will now without the leader’s personal commitment be innovative. “It’s just shouting empty words,” followed by his or her reallocation of priorities, David Skok, Boston Globe digital advisor to time, resources, and personnel. Even smart, the editor in chief, told Silverman. The leader innovative staff often sit back in safety and must change the “structure or the tasks that wait for the publisher’s signal. people do to allow that (innovation) to happen,” But, as soon as the leader makes those kinds Skok said. of structural changes and invites the staff into the change process, good things begin to hap- Innovation requires pen. We have helped moribund, money-losing “transformative leadership” publishing companies become future-focused, That kind of leadership is called “transforma- innovative, profitable publishers, but it all be- tive leadership”, the kind of leader who “en- gan with the commitment from the top. gages employees by appealing to more intrinsic In mid-2015, the American Press Institute motivations such as autonomy, fulfilment, (API) published “Best Practices for Innovation”, mastery, a sense of purpose, and a spirit of a study of the key elements of successful inno- camaraderie at work,” Don Peppers, an author vation at publishing companies. At the begin- of management books and a consultant, told ning of the report, author Craig Silverman said, Silverman. “Innovation can’t happen unless the leaders of In our work with publishing companies, an organisation instigate change and experi- we have found that leaders who make it clear mentation, and create structures, a culture, that innovation is in the self-interest of the and processes that encourage innovation to staff acquire followers more quickly and more flourish.” enthusiastically than asking staff to change for The overwhelming temptation for leaders the sake of the company alone. Leaders can is to hold a staff meeting and declare that the show that staffers who acquire the kinds of INNOVATION IN MAGAZINE MEDIA 2016-2017 CULTURE 13
A CEO’s 10 steps to create an innovation- friendly culture
Announce a commitment to innovation in 1 an all-staff meeting
Invite managers and staff to participate in building an innovation- 2 friendly organisation
Create cross-discipline task forces to tackle organisational, workflow, 3 technology, training, etc. challenges and changes Jonathan Groves, co-author, “The Lean Newsroom” (Photo, Drury Univ.) Determine training needs across all departments, identify skill/knowledge 4 champions, send them for training, have them train the rest of the staff skills needed to advance innovation (video, social media, photo, data, etc. skills) become better, more powerful, and ultimately more Report marketable journalists. progress 5 regularly Culture is a key barrier to change Transformative leadership also means chang- Change job descriptions to reflect ing your corporate culture. And that is no mean changes (the task of one of the task feat. The existing culture has been developed 6 forces) over decades. Now you must change it. Why? Because existing corporate cultures have been Decide what work does NOT need to found to be one of, if not THE key barrier to be done anymore to free up time for innovation and change. 7 innovation “Culture is the ultimate source of most of the defensive mechanisms that block organ- isational change and prevent learning from Create a budget and process for rewarding innovative thinking and occurring,” wrote “Lean Newsroom” co-author 8 projects Jonathan Groves, a Drury University associate professor of communication, in the API report. To change the culture and enable innovative Change meeting agendas to focus change, publishers must give their staff the on innovative thinking and project resources and rewards they need. 9 planning Managers and staff must be empowered and recognised for innovation. Once a leader has Either create a Twitter made innovation a goal, the leader must then account or blog or other provide the training and support to give staff 10 digital communication system, the skills and knowledge that make innovation or start using your existing account more possible. And then provide the kind of verbal regularly to demonstrate your personal commitment to innovation and financial rewards and recognitions that send a message to the rest of the staff. 14 CULTURE INNOVATION IN MAGAZINE MEDIA 2016-2017
and figure out where to go next,” former vice “The most successful president of journalism and media innovation leaders are usually ones for the Knight Foundation Michael Maness told Silverman. balancing between Good leaders model innovative behaviour pushing people to change Beyond the training, reorganisation, and elim- but also, through providing ination of non-core activities, leaders must also training and support, are model innovation. A publisher or managing managing some of the director without an active Twitter account or blog or Tumblr is sending a message to the staff anxiety that comes up that innovation is important for everyone else, around that,” but not for him or her. A leader must also go beyond the technolog- Carrie Brown ical stuff and reinforce innovative initiatives Co-author of the Lean Newsroom every day. The day-to-day behaviour of the chief ex- ecutive is the equivalent of reading tea leaves for the staff. “Leaders seeking to evolve their Training removes fears, empowers staff culture toward greater iteration and learning “The most successful leaders are usually ones need to examine carefully what is rewarded balancing between pushing people to change and punished, and recognise the critical role but also, through providing training and sup- they play not only in what they say but in every port, are managing some of the anxiety that action they take, no matter how subtle,” wrote comes up around that,” co-author of “The Lean Brown and Groves. “Staffers are quick to notice Newsroom” Carrie Brown told Silverman. not only the more obvious internal awards or Without training and knowledge, even the raises but also how attention and simple praise greatest enthusiasts of innovation among the are distributed.” staff will be hesitant to try new ideas for fear of failure and embarrassment due to lack of skills. Collaboration is a key to Training provided by the leader emboldens innovation success staff to put themselves and their reputations In building an innovative culture and integrat- on the line. ed operation, leaders must also enable and insist We have found that publishers can pay for on collaboration between previously isolated the training of individuals who then return to silos or departments within the organisation. become the guru of a particular skill or process “It’s really just a big issue around creating and the in-house trainer, spreading leadership mutual trust and respect between teams,” Trei and project ownership around the company.
A good leader also enables innovation by deciding what NOT to do anymore “"It’s really just a big issue One of the next most important steps a leader around creating mutual can take to enable innovation is to decide what trust and respect between to STOP doing. Without changing priorities and eliminating some work, staff will just see teams.” innovation as piling more work on top of their Trei Brundrett already overworked lives. They will insist they Chief product officer are just too busy doing their existing jobs to of Vox Media find time for innovation. “The reason that’s important is that unless you stop doing those things [that aren’t core to your operation], you don’t have the time and space you need to try out new things and fail A GUIDE TO FIPP’S 2016 MEDIA TOURS
During 2016 FIPP will offer more Tours than ever before, ensuring that you stay ahead of all the latest trends and insights as they emerge around the world.
DIGITAL INNOVATORS’ USA TOUR 17-22 APRIL 2016 LOS ANGELES AND SAN FRANCISCO, USA The Digital Innovators’ USA Tour is your chance to visit centres of innovation to meet with entrepreneurs, founders, thought leaders and senior management from technology and media companies at the 2016 forefront of change.
Companies confirmed include: Awesomeness TV, Buzzfeed, Distroscale, Google AMP, HelloGiggles, LinkedIn, Optimizely, Tastemade, Vice and many more.
LONDON MEDIA TOUR 23-25 MAY 2016 LONDON, UK Join FIPP for three days visiting media and content companies who are influencing the industry today. Each visit on the FIPP London Media Tour will take a look ‘under the hood’ at how their brands are developing and evolving – as new technology and trends continue to keep us on our toes. We will look at what developments they are implementing, to stay side-by-side their consumers.
Companies confirmed include: Bauer Media Group, Centaur Media, Hearst Magazines UK, Immediate Media, Time Inc and Openr, to name a few.
NEW YORK MEDIA TOUR 12-14 OCTOBER 2016 NEW YORK, USA
FIPP will be in the Big Apple for three days to meet face- to-face with key media players, digital pure plays and technology companies that are shaping the way content companies are developing their business. Companies such as the New York Times, Time Inc., Buzzfeed, Quartz, Vice and Huffington Post, are on our radar and are the types of companies that we will visit.