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Showing posts with label Beast. Show all posts
Showing posts with label Beast. Show all posts

Tuesday, September 23, 2014

The Sports Beast In L.A. Announces Lineup

9-19-14

The live and local morning show will include Former L.A. Clippers and UCLA star Marques Johnson who's teaming up with Jeanne Zelasko. The show will feature the longtime voice of the Clippers, Ralph Lawler, and others. The rest of the weekday lineup includes The Jim Rome Show from 9:00 a.m. ? Noon; Fred Roggin, from 12 noon ? 3:00 p.m.; the tandem of ex-NFL player George Wrighster and radio/TV host and journalist, Brett Winterble from 3:00 p.m. ? 7:00 p.m.; L.A. Sports Today from 7:00 p.m. ? 9:00 p.m.; and Doug Gottlieb from 9:00 p.m. ? 11:00 p.m. The Beast 980 is also the flagship station of the Los Angeles Clippers.


The Beast 980 Weekday Schedule:

5:30 a.m. ? 9:00 a.m.       Marques Johnson / Jeanne Zelasko
9:00 a.m. ? 12:00 p.m.     The Jim Rome Show
12:00 p.m. ? 3:00 p.m.     Fred Roggin
3:00 p.m. ? 7:00 p.m.       George Wrighster / Brett Winterble
7:00 p.m. ? 9:00 p.m.       ?L.A. Sports Today?
9:00 p.m. ? 11:00 p.m.     Doug Gottlieb
11:00 p.m. ? 3:00 a.m.     The DA Show (Damon Amendolara)
3:00 a.m. ? 5:30 a.m.       Tiki Barber / Brandon Tierney / Dana Jacobson



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Friday, August 9, 2013

(TRAINING) Building The Perfect Beast

8-5-2013

How would you like your next applicant to walk into your operation with on-air, production, promotion, programming, copywriting, proposal, presentation, and sales skills? Luce Performance Group has been asked to develop such a product in the Kingdom of Saudi Arabia to build the talent pool for an existing staff and potential candidates.

After a lengthy screening process that included a Skype presentation, we were notified that our training product was the most comprehensive. Regardless of cultural and language differences, the end result of the school is creating well-rounded broadcasters in a new media world, and that means cross-training.

What set us apart? Asking questions about what was important to them, what the trainee will possess when the training concludes, and having a proven, written curriculum in the major disciplines they were after was critical. Among the resources and training concepts that we developed during the process:

1)  A unique concept. In a perfect world, we would all want well-rounded candidates to walk through the doors of our operation. They would be trained in the skills necessary to step into various positions and work their way up to becoming sustaining resources. If we want employees like that, why not develop a curriculum to deliver the skills?

2)  Profiles. A screening process that helps the trainer train the trainee. Jon Morse administers the Profile XT screenings with Luce Performance Group which allows us to look at the skill set of each student before class begins. It not only measures the skills, it makes specific recommendations for what training focus to use for each individual. If you know a candidate struggles with math, it recommends ways to train the basic skills with the individual.

3)  Networking. Develop a resource base of trusted industry professionals in the various disciplines required. We all know professionals we trust and come highly recommended by their peers, but could you pull together a training program with your network? Do they have a written curriculum that can be translated and adapted to cultural and regional differences?

4)  Vision. Developing a training program for the positions and skill set you want in the future is an ongoing task, but having a realistic, attainable goal in mind when developing the program yields the best outcome. Taking into account the various social and new media alternatives and revenue streams, as well as being able to adapt and add new training elements to meet emerging trends, is critical.

5)  Communication. Our own sales training system uses a CMP (Customer Marketing Profile) and we adapted that process with our client and asked the questions to establish the baselines for the program. Realizing that the process is never-ending, we continue to gather answers and refine the process.

6)  History. Knowing what kind of training the students have received, if any besides on the job, can really help lay the groundwork for what skills need to be reinforced and developed. Understanding the existing equipment and software they are using and what they want to use in the future is just as important. Our client wants cutting-edge technology and has gone through a complete transmitter upgrade a couple of years ago. They understand reliability and streamlining workflow through technology.

7)  Consultation. We have all had to train our clients as we have introduced new programs, platforms, and business solutions and this latest client is no different. They are embracing the changes that forward-thinking training will bring and needed a resource to educate public and private entities. In-market visits to evaluate and modify the process along with scheduled strategic planning sessions and weekly conference calls give them oversight into the program and give us valuable feedback to exceed expectations.

8)  Exit Strategy. The goal of the program is to not only train the students but to also build an interior training staff in the same manner that we train sales managers to execute our program. Developing a commitment to training and consultation for the long-term allows us to work with staff members, educate them, nurture them, and then help them make the transition into trainers. The ongoing consultation will keep the program moving forward and the availability for our staff to update skill sets and introduce new curriculum gives the program fluidity.

Any of you that have been frustrated with your own group or staff training program realize that the key to a program is following a plan that has realistic goals that encompass ?building the perfect beast."

Mark Maier is the Head Western Instructor for the Luce Performance Group and can be reached at Mark@luceperformancegroup.com or www.luceperformancegroup.com.

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Thursday, February 21, 2013

(MANAGEMENT) Coexisting With The Arbitron Beast

2-18-2013

Ratings. When I hear that word, I can still summon up the agonizing, gutwrenching, sleepless-night feelings I got when it was time for ?the book.? I mean, let?s face it, a good book can make your year, and a bad book can kill it. And when you factor in the flaws in Arbitron?s methodology, both PPM and diary, as well as the fact that all research is imperfect and subject to flukes and spikes, it makes the whole experience even scarier.

As a GM, it?s your responsibility to manage how you and your team communicate about ratings, both internally and externally. Not the sales manager?s. Not the program director?s. Yours. How the GM handles the information flow about ratings can have an enormous effect on the eventual impact ratings have on a station?s business, morale, and overall condition. You can make a bad situation better ? or make a good situation worse. Here?s a list of things that work best.

Be proactive. Don?t let your competition or the rest of the media world communicate ratings results before you do. Get out there first, with whatever positives are in the report. Pick things that go beyond a broad AQH share. How did you do in your format? What dayparts did particularly well? There?s always something good, if your station has some core viability. For better or worse, we live in a sound-bite world. That means the first thing someone hears about your latest ratings is what will stick in their minds. Make sure it comes from you.

Be visible. Don?t hide in your office if you had a bad book. C?mon ? you?ve done it. We all have. Get out there and talk about it with your staff and your clients. If you seem unflappable, folks might just believe things are better
than they thought.

Educate people. Staff members and customers know less about the ?guts? and development of ratings than you think. Educate them about the methodology and how it leads to swings in the numbers. Educate them on how your internal research verifies that ?WXXX isn?t a loser.? (Yet another reason internal research shouldn?t get lost in
budget cuts.) Talk about your target demographics, not just adults 25-54.

The fact is, having a successful radio station ?according to Arbitron? is a marathon, not a sprint. Teach people that. One of the biggest compliments you can receive from a client is, ?One thing I know about WXXX is that, if they have a bad book, it?s almost always followed by a good one. Over the long run, they?re always in the game.? If every one of your customers thought that way, your life would be much easier, and your revenue would be better.

Be careful not to overreact. There?s an old line: No radio station on earth sounds better to the ears of the GM than one that just had a good book, and no station sounds worse than a station that just had a bad one. The worst time to tinker with a station?s programming is in the first few days and even weeks following a new report. Take a step back. Look at how you?re executing your strategic plan. Make sure that plan is still valid. Many a great radio station has been killed by overreacting to ratings. Arbitron?s data does not reflect reality as accurately as other research that?s more specifically targeted to the status and condition of your station.

Do business in a way that minimizes the importance of ratings. This is the most important point I have to make: If you sell solutions and not numbers, both you and your customers win. If you use all of the tools in your kit ? over-the-air, website, mobile, social ? and develop integrated marketing plans as a normal way of doing business, your station will flourish, no matter what Arbitron reports.

This concept has been given a lot of lip service, but now it?s crunch time. I?ve been involved with stations in markets that were not rated by Arbitron or any other rating service. Their ?book? was whether the station was able to make the advertiser?s cash register ring. If they had the right audience, both quantitatively and qualitatively, and the marketing plan was done right, the register rang. If not, it didn?t. Ultimately, clients spent money based on results, not just ratings.

It sounds funny to say ratings are a ?necessary evil,? but it?s true, due to all the absurdities surrounding the subject ? sample sizes, flukes, kisses, all of it. As a GM, you have to learn to coexist with the absurdities, manage them, and use them to your advantage. There is, however, a potential ?necessary benefit? from ratings companies, and I?ve talked about it before: the development of more total audience measurement systems for traditional media, especially radio. We need to show advertisers what they are getting from all the different sources of radio content. I hope the industry will make that an even bigger priority going forward.

Marc Morgan is the former SVP and chief revenue officer for Cox Media Group; he retired in 2011. He can be reached at marc@marcmorganconsulting.com.

(2/18/2013 6:20:16 PM)
Marc knows the drill. He obviously has the Arbitron scars to know the hazards of managing radio stations when so many folks believe the book as if it was the word of God, rather that just an estimate, a math aproximation, of what is happening in a radio market. Arbitron people are master marketers. We all in radio should learn from them. Always be selling.

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