Bill Scott “Shoot the Sacred Cows”

No matter where you work, every radio ministry has sacred cows. And no, I’m not talking about the ones that hang out in a field somewhere (though that would be pretty interesting!). I’m talking about those long-standing practices or systems that no one dares touch. At some point, they were bold moves—risky even—when first implemented. Fast forward 10, 20, or even 30 years, and… well, they’re just holding you back now.

You know the phrase, “We’ve always done it this way,” right? It’s the battle cry of organizations that are stuck in the past. But we all know—seasons change, and we need to be willing to change with them.

The number of sacred cows a company has can be a major obstacle to growth. They make it harder to embrace innovation or necessary change. The real challenge for leaders? Identifying these sacred cows and shifting away from them in a way that keeps the company moving toward its goals.

Sacred cows come in all shapes and sizes. Let me tell you about a conversation I had recently while consulting an organization. We were brainstorming a new approach to fundraising, and someone mentioned that the person who had originally implemented the procedure had passed away. They wanted to honor their legacy by sticking with it. And hey, I get it—I understand the desire to honor someone who contributed a lot. But let’s be honest: what was once cutting edge can become a boat anchor over time, pulling down your progress.

So here’s an idea: why not gather your staff and ask them what they think the sacred cows are in the organization? Now, I’m not saying that if something has been in place for 20 years, it’s automatically a sacred cow. You’ve got to take a good, hard look at it and see if it’s still relevant. But—leaders, brace yourselves—it can be tough to hear someone call out your sacred cow. Trust me, I know.

Getting rid of sacred cows at your radio station requires a little strategy, a lot of patience, and some solid leadership. To help you get started, here are five steps to guide you through the process:

1. Acknowledge and Identify Sacred Cows

Action: Recognize what practices, systems, or mindsets are considered sacred cows. These could be anything from outdated processes to long-held traditions that no longer serve the station’s goals.
Tip: Encourage open discussions where employees can speak freely about what feels outdated or inefficient. You can do this via surveys, team meetings, or even anonymous suggestion boxes (because who doesn’t love the chance to throw out their ideas without anyone knowing?).
Outcome: You’ll have a clear understanding of what needs to change and why.

2. Communicate the Need for Change

Action: Be clear about why change is necessary. Show how sticking to the status quo is limiting growth or innovation. Tie the conversation to the station’s long-term success.
Tip: Make it about the benefits—more flexibility, better productivity, and staying relevant in a fast-changing world.
Outcome: Employees will understand that these sacred cows are standing in the way of progress and see how letting go of them will move the station forward.

3. Involve Key Stakeholders in the Process

Action: Get the big players—leaders, managers, and influential employees—involved in the process. If they’re on board, the rest will follow.
Tip: Create a team of change champions who can advocate for new ideas and lead the charge.
Outcome: With strong leadership backing the change, it’ll be easier to get everyone on the same page.

4. Introduce Gradual Changes

Action: Don’t try to change everything all at once. Phase out the sacred cows slowly, starting with the less controversial ones. This gives the team a chance to adjust and get comfortable with new practices.
Tip: Pilot new processes on a small scale to show how effective they can be before rolling them out company-wide.
Outcome: Employees will start to see the positive effects of change, and they’ll feel less threatened by it.

5. Encourage a Culture of Continuous Improvement

Action: Build a mindset of constant learning and improvement. Encourage employees to always look for ways to do things better—and reward innovation when you see it.
Tip: Offer training and support for new tools or processes, and celebrate successes when someone takes a risk that pays off.
Outcome: Sacred cows won’t stick around because your organization will become more adaptable, always evolving to meet new challenges.

By following these steps, you’ll create an environment where employees feel empowered to move away from outdated practices and embrace more innovative solutions. And in the process, you’ll build a culture that sees change not as something to fear, but as something to welcome.

Bill Scott is Chief Content Officer with Vidare Creative / www.VidareCreative.com. Contact Bill at bill@vidarecreative.com