Clear Channel Announces Performers for Awards

4-22-14

The iHeartRadio Music Awards will take place May 1 from the Shrine Auditorium in L.A. Clear Channel has announced the lineup of performers for its inaugural music special which will air live on NBC. Blake Shelton, Drake, Kendrick Lamar, Pharrell, Pitbull, Shakira and Thirty Seconds to Mars, Ariana Grande, Luke Bryan, Arcade Fire and Ed Sheeran will all perform. Those set to make appearances include Lady Gaga, Katy Perry, Steven Tyler, Imagine Dragons, Chris Martin, Lorde, Demi Lovato and more.

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(SALES) Recognizing Your Superior Performers

3-18-2013

At Luce Performance Group, we continue to give out awards that recognize top performances in several categories from the various media companies that we consult. I remember one night when we gave out our awards tied to the Radio Advertising Bureau's national convention in Dallas, the president of our company, George Luce, put it best during the commencement of the LPG awards show that night: ?This is the most important night of the year for LPG.?

Not everyone is motivated by money. Research has shown that one in four top performers leave organizations every year because of lack of recognition. Whether it?s the Grammys, the Oscars, or the Radio Wayne Awards sponsored by Radio Ink, all you have to do is look on the faces of the people who get the awards. You?ll know why some who received their LPG awards responded, ?This is something I?ll never forget.?
Another benefit of giving awards and recognizing your top performers is that, in this day of mergers and acquisitions, it helps create loyalty to you and your people. Whether you?re a small media company in a small market, or have many media companies in a large market, you can, and should, recognize outstanding personal performances.

Here are some recognition awards that you can give to your sales reps. These could be plaques you hand out during an awards show. They could bring their significant other, which would really garner support from the home front also.

1) Rising Star: This award goes to the individual who has been in media sales less than two years and shows tremendous potential in sales and leadership inside the sales department. This person also shows the intangibles that separate average performance from great performance. The award identifies those individuals with a strong work ethic, ability to persevere, and dedication to their new career.

2) Rainmaker: Simply put, this person brings in more business to your company than anybody else in the sales department. To level the playing field, rather than rewarding people according to the total dollars of their orders, it rewards them on the number of new business accounts based on the average sales at your company. The more new business accounts sold, the greater the potential of turning those into larger accounts in the future.

3) Sales Rep of the Year: Most media companies award this to the person who puts the most business on the books. However, this doesn?t necessarily mean that this is the best rep. Several of the companies we work with award this according to a variety of criteria, not necessarily giving it to the rep who wrote the most business. Again, you want to level the playing field with all of your reps. You might want to consider the number of new accounts, percentage over budget or quota for the year, highest unit rate average, lowest level or attrition from year over year, and/or the number of testimonials brought in. Depending on the market, there are many tangible and intangible things that could determine your Salesperson of the Year. The most important thing is to award it.

4) Don?t Forget Other Departments: Make sure all departments in your organization are recognized. You don?t want it tilted just to sales. Everybody else will feel left out. You do yourself more damage than good by just recognizing sales reps. When I walk a property for the first time in any media company, I always look for the awards on the walls. If there aren?t any, then management needs to get going. It doesn?t matter that it?s March and this is something you have never done before. You can start today with Salesperson of the Month. Just go to the trophy shop and get a plaque that has 12 plates on it. Don?t make the ?Salesperson of the Month? criteria too complicated, or you will eliminate reps that might find the criteria burdensome rather than motivational.
This also is a great time to take some video and pictures. Some of the companies we consult have annual award celebrations. Every winner gets a 2- to 3-minute video of them receiving the award and their ?thank you? speech. Winners also receive a framed picture of themselves with the person that presented the award. Make it a night, or award them in a fashion they will never forget, literally. Take the pictures, and run the video and document it. These also are great recruiting tools to show potential recruits that you do in fact recognize beyond money and take care of your people.
Sean Luce is the Head National Instructor for the Luce Performance Group and can be reached at sean@luceperformancegroup.com

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Additional Performers Announced For CRS

2-4-2013

Country Radio Seminar has announced the additions of Little Big Town, Kacey Musgraves, Josh Turner and Greg Bates to the ?Grand Ole Opry at CRS? show set for Wed., Feb. 27, 2013 at 7 p.m. Grand Ole Opry members Brad Paisley, Darius Rucker and Vince Gill along with Dustin Lynch and Scotty McCreery are also set to perform.
The event will be held in the Performance Hall of the Nashville Convention Center and open to CRS 2013 attendees.  Register for CRS 2013 at www.CountryRadioSeminar.com. CRS attendees can visit www.opry.com/radio/CRS2013.html for all the details on the show. Plus, the first 50 CRS attendees to register through the special RSVP link on the website will receive two tickets to attend the Grand Ole Opry at the Opry House Sat., March 2.
About Country Radio Seminar: Country Radio Seminar is an annual convention designed to educate and promote the exchange of ideas and business practices in the Country music industry, with specific emphasis on issues relevant to Country radio.  CRS 2013 will be held Feb. 27 ? March 1, 2013, in downtown Nashville, Tenn., at the Nashville Convention Center.  $499 Registration is now available.  Visit www.CountryRadioSeminar.com for more information.

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MANAGEMENT) Dealing with Poor Performers

by Dan McCarthy

Dealing with a poor performer has to be one of the hardest responsibilities of a leader. Great leaders confront performance issues head on. They provide feedback, coaching, counseling, and if all else fails, real leaders fire underperformers. It?s all part of earning your scars as a leader. Cowardly managers come up with all kind of creative ways to avoid dealing with performance issues. Here is a summary of many of the actual methods I?ve encountered:

1. Teambuilding.
Instead of dealing with the the one bad apple, drag the entire work group through ?teambuilding? sessions with the hope that the poor performer will be ?outed? and fixed.

2. Assessments.
Instead of simply confronting the employee, have the employee take a battery of assessments in the hope that they will figure it out for themselves.

3. Call HR.
Hire an HR person to take care of all employee disciplinary problems so managers don?t have to bother.

4. Transfer the poor performer.
Pass the poor performer off to some other sucker.

5. Training.
Ask the training department to fix the poor performer.

6. Hire someone else to do their job.
I?m not making this up ? I happens all the time. But wait, there?s even a more ludicrous option, you can?..

7. Promote them.
Really. It happens. Shocker.

8. Delegate it to another employee.
Ask someone else on your team to ?mentor? the problem performer. It would be a good ?development opportunity?, thus killing two birds with one stone.

9. Delegate up.
Have Mom or Dad deal with it.

10. Work around the performance issues.
Otherwise known as ?playing to their strengths?. In other words, strip all the hard parts of the job away until the poor performer can handle it.

11. Wait for retirement.
Either yours or the poor performers.

And when all else fails, just stick your head in the sand and hope it all goes away. It won?t, but while you?re waiting, the moral and performance of your entire team will be dragged down like an anchor. When that happens, give a copy of this guide to your own manager, and hope you have a coward for a manager and not a real leader.

What are some other ways you've seen wimp managers avoid dealing with performance issues?

Dan McCarthy has been in the field of leadership development for over 20 years. He is currently the Director of Executive Development Programs at the University of New Hampshire's Whittemore School of Business and Economics (WSBE). Reach Dan by e-mail at daniel.mccarthy@unh.edu
Dan's website is www.greatleadershipbydan.com

(2/10/2012 7:02:54 AM)
Or you could yell at them. Grind daily. Try to them want to leave so you can replace them with somebody that's "not as bad."

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