Pros
Incredible, talented peers who genuinely care about the work. Opportunity to work on well-known, culturally relevant brands. Exposure to large-scale campaigns and high-visibility projects. Access to great shows and events.
Cons
I joined Opry Entertainment Group with high expectations given the strength and visibility of its brands. Unfortunately, the internal experience did not reflect that same level of excellence. Leadership lacks alignment and consistency, resulting in frequent shifts in direction, unclear priorities, and inefficiencies across teams. Strategic planning often takes a back seat to reactive decision-making, which makes it difficult to build momentum or execute long-term initiatives effectively. There is also a noticeable lack of accountability and support at the leadership level. When challenges arise, responsibility is not always shared or addressed constructively, and employees are not consistently set up for success. This can create an environment where trust erodes and teams feel exposed rather than supported. Performance management lacks transparency and consistency. Expectations and evaluations are not always clearly defined or applied evenly, which can lead to outcomes that feel disconnected from actual performance and contributions. Cross-functional collaboration is often a challenge. At times, it can feel like teams are working against each other rather than toward a shared goal, with leadership not effectively bridging those gaps. HR operates primarily in the interest of the company, not employees, which discourages open dialogue and limits its effectiveness as a support system. The environment can feel political, high-pressure, and at times, unsustainable. There are many talented and dedicated individuals across the organization, but burnout and turnover are common due to the lack of strong, consistent leadership. There is real potential here, but meaningful change in leadership approach, accountability, and culture would be required to unlock it.