How To Become The Next Great Sports Talker

12-18-2-13

Sports radio is the fastest-growing and hottest format in the country, and has been for some time. Why? Because stations can make money, and lots of it. The borrowed imagery of aligning your brand with a professional team is exactly what advertisers are looking for today. A sponsorship of Tom Brady?s weekly interview goes a lot further for a client than a run-of-schedule ad buy.

Advertisers are also deeply interested in working with great talent, because great talent know how to move their products. A great talent can make a live commercial read sound as exciting as an opinion on the Super Bowl, and that?s a difference-maker for a client. After all, our business is about two things: ratings and revenue. Clients will do business with people they trust, so even if you?re not the number one or number two show, you can still drive dollars for your station, and yourself, by creating meaningful relationships with your business partners.

So how you can get involved? Do you think you have what it takes to be the next great sports talk host? If so, send me your resume; I?m thinking of becoming an agent.

The next great generation of sports talk personalities are out there. Here are a few tips on what you need to do to become one of them.

Be opinionated. Without a strong opinion, you?ll never be able to hold the audience. The listeners need to develop trust with you as a host, and they can?t do it if you straddle the fence. There?s nothing wrong with acknowledging an alternative point of view, but that acknowledgment can?t change the way you think about a subject.

Say what you believe and believe what you say. Be real, and you?ll win people over.

Be prepared. Listeners are smart. If you don?t do your homework, they?ll call you out and kill your credibility. You can?t just read the paper or watch the game. You need to be where the listeners are, which means getting out from behind the mic and socializing. Be social in public and, of course, on social media. Being social doesn?t just mean tweeting. It means reacting to, answering, and engaging with your fans. Fish where the fish are.

Be personable and understand your audience. This is a personality-driven format. It?s not about facts and figures. Sports radio listeners are savvy, well-read, and some are as prepared as you are to talk about the core issues on your show. They may have all the facts before they turn on your show, so you need to be able to provide something more than knowledge. You have to have a personality and an edge. Your job is gain a reaction from your audience and to keep them coming back for more. Knowing the stats isn?t enough. You need to make them laugh, cry, spit, scream, cheer, and whine. You need to bring out their emotion so that the topics you discuss are lively, compelling, and entertaining to the mass audience, not just the people who love you the most. Part of that process is to talk about yourself. Listeners want to get to know you as a person, not just as an expert whose opinion they care about. A friend of mine has always said that facts tell and stories sell, and he?s absolutely right. (Thank you, Mr. Bigby. I steal that line every chance I get.) Discussing the nuts and bolts of sports is the smallest piece of what will make you successful. Your personality and ability to relate to the audience beyond the stats is what will help you grow and, ultimately, win.

Be smart. Too often, hosts try to push the envelope too far. You don?t need to be outrageous to be good. Sports talk is loud, it?s angry sometimes, and that?s all well and good if the conversation warrants it. But there?s a line, and you have to know not to cross it. The barometer for me is if the discussion filters down to name-calling and personal attacks. That?s simply unnecessary, and going there doesn?t endear you more to your fans. It just makes you seem petty.

Have fun. It?s sports.

Jason Wolfe is the former VP of programming and operations for WEEI and WRKO in Boston. He can be reached at jlw850@yahoo.com

Add a Comment Send This Story To A Friend

View the original article here

Radio Needs To Become Digital Leader

11-20-13

At this morning?s first panel of the day at Radio Ink?s Forecast 2014, panelists and moderator Marci Ryvicker discussed the coming year in revenue trends and expectations, including radio?s role as the audio leader, untapped digital opportunities, and dealing with perception issues. Panelists concurred that, while radio is still the main audio source for consumers, there needs to be more work done in terms of developing advertising to reflect this. There was also a call for radio to become more involved outside of its own industry, to take a role as an audio and digital leader, as well as to make strategic partnerships with growing digital and audio entities across all media. Audio is an arena much like video, where video and television are quickly becoming all one industry on the digital side.

(11/20/2013 6:26:27 PM)
This isn't complicated. The three media are no longer print, TV and radio but text, video and audio. These three are now delivered through a variety of distribution systems. If you own audio content, you're fine. If you are in the business of audio distribution, you'll figure it out. But if your net worth is tied up in AM and FM licences, your boat will continue to slowly sink. If I owned a traditional radio company that doesn't own its content, I'd liquidate.

Add a Comment | View All Comments Send This Story To A Friend

View the original article here

Report: Stern To Become Limbaugh Neighbor

5-16-13

The Palm Beach Post is reporting that Howard Stern is the buyer of a $52 million mansion in Palm Beach. It was a private sale for an oceanfront home sold by textile and apparel executive Martin Trust and his wife, Diane. The paper says the couple bought the home in 1986 for less than $5 million. Two buildings sit on the lot with a total of 39,094 square feet of living space, inside and out. The main house has 18,673 square feet and the additional building has 1,196 square feet. Rush Limbaugh also owns a home in Palm Beach

Add a Comment Send This Story To A Friend

View the original article here

(PODCAST) How to Become a Rock Star Seller

Download this show

6-7-12

In this weeks sales meeting Podcast we interviewed Wayne Ens who is an international marketing consultant and author, specializing in helping locally-owned and operated businesses grow against emerging multi-national competitors. As the former Vice-President of Client Services for TOMA Research, Ens has interviewed successful entrepreneurs across the continent and he shares their success secrets in a short weekly tip called SoundADvice, which he discusses in the Podcast. Ens also hosts advertiser seminars and he shares helpful information from those seminars in our interview.

Download the Podcast HERE
Download it from our iTunes page and take it with you.
Listen to our sales meeting with Sean Luce HERE
Listen to our sales meeting with Matt Sunshine HERE

View the original article here

(MOBILE) - How To Become a Mobile Organization

2-7-2012

By now you?ve all probably heard me evangelize about using mobile as a way to reach and engage with listeners. This time around, I?d like to talk about another way to use mobile to your advantage ? for internal communications.

Let?s be frank, how many of your employees do you think are checking their work email on a Sunday night? But what if there is an emergency ? an ?all hands on deck? sort of situation that needs immediate reaction. Seeing that we as Americans are rarely more than arms reach from our mobile phones, mobile is a quick and effective way to reach those within your organization.

Remember the days of phone trees? In which each individual was responsible for calling the next one down the list, and so on? What a terribly ineffective way to communicate with your staff. Here are some of the benefits of using mobile internally at your station or broadcast group.

Right People, Right Time
The tools used for mobile list creation allow you to slice and dice your contacts into useful lists for outreach.  For example lists can be created for ?drive-time jocks?, ?management team? or ?all staff?. This will ensure that the right message gets to the right people in a timely manner.

Pinch Hitters
We all know the panic that comes along with the last minute ?I?m sick I can?t make it in today? call. Then the frantic calls to all your backup jocks looking for a replacement. What if in a single text message you could reach them all and quickly identify the right jock for the job?

Breaking News
In the days of Twitter, Facebook and Google Alerts, breaking news happens faster than ever. With mobile, you can reach your entire staff in a matter of seconds ? whether it?s a natural disaster that requires prompt and thorough reporting or the end of a celebrity marriage that requires your most well connected celebrity gossip experts ? you can be sure that the right people get the message fast.

Contests
You use mobile for listener contests, so why not internal contests? It?s a fun and unique way to engage and reward your employees. Extra tickets to this weekend?s concert? Send out trivia questions or hold a mobile opt-in raffle.

Internal Communications
Sending simple internal communications like ?the office is closing early due to a snow storm? or ?updated vacation policy? are also great uses of mobile. In reality any message that you want to communicate quickly and effectively has a home with mobile.

If you?ve already invested in mobile technology, you might as well extend it your internal staff. Your employees might even thank you for letting them off the hook on checking their corporate email on the weekends.

Ivan Braiker is the president of Hipcricket+Augme Technologies, Inc. Drop him a note at ibraiker@hipcricket.com 

Add a Comment Send This Story To A Friend

View the original article here

PROGRAMMING Music Radio Has Become A Flock

by Ron Robinson

This was a clear, quiet, warm and sunny day in November ? a welcome and calm Toronto, Sunday morning to step out on the stoop for a smoke and a coffee while the rest of the family continued their zonk-fest. I had already turned on the radio to hear the locals doing their part in V/T?ing their audience into a drowsy,  low-volume, background state of indifference. A couple stations were running with Junior Jocks? leaving a distinct impression that, as a listener, I was worth  less on a Sunday than I was on a Monday.

During my morning meditations out on the porch, ?Barry?, our resident squirrel-buddy, came by for a brief moment of eye contact and a quick and wary scoot  up the huge pine in the front yard. My neighbor?s crab apple tree (the one with the overhanging branches above the sidewalk) had just fruit-conked another  strolling pedestrian - one of the inmates of the local Fort Fogie at the end of our block. Managing quite well, he was too, even as he was struggling somewhat to  navigate the apple-infested intersection with a crippled gate and a necessary cane - determined to give ?his? apple a relatively hefty penalty kick for the offense of obeying The Law of Gravity.

On the other side of the avenue, one of our familiar, feral cats, also named ?Barry?, was crouched in some taller grass, waiting to ambush any temporarily  negligent bird that might touch down. And one did ? along with 15 or 20 more of his kind ? all independently bobbing and pecking for whatever morsels might be on the sidewalk or lawn.

The cat launched a mighty and impressive pounce? and came up with nothing but sidewalk. (I?m thinking he went far too high and suffered from the extra  hang-time.) Yet, in that same instant, every last one of those birds lifted off - as one squadron - and booked it back across the street, expertly dodging the  collection of tangled sneakers on the phone lines as well as avoiding the cable and power lines, to perch in the crab apple tree.

Now, I didn?t know if these were sparrows, wrens or starlings as my ornithological education does have severe limitations. Even so, they definitely weren?t  chickens. Still, the speed, precision and what seemed like a unilateral spontaneity with which the maneuver was executed struck me, once again, as an  insurmountably complex, exquisite and stunning piece of Nature.

This entire episode was all transpiring as I was ruminating on the state of Corporate, Music Radio.

Although we don?t talk about the entire gaggle of Music Radio stations across the country as being a ?flock?, we could. They certainly behave as one. When one  station implements a strategy-of-some-kind, they all do! When one builds a ghetto into which to shuffle a block of spots, they all do. When one starts lopping off  the heads of Talent, they all do. There is little point continuing as insiders can complete this list when they have some free time.

Meanwhile, I do appreciate the spectacular, unfathomable behaviors of flocks, schools, herds and other animal-groups to, somehow, instantaneously  communicate to each other when the time to get out of Dodge is now. That these maneuvers? execution happens so quickly and that they evolved as finely tuned strategies for survival is incomprehensible. I am also more confused, as to the seeming necessity of a whole genre of human-constructed organizations, most  notably here ? Music Radio - to emulate the same practices. My rationale is that, as survival tactics, they might have some value. But as strategies for gaining  ground and developing beyond the industry?s status quo, they are highly questionable.

?I am not an animal!? said the Elephant Man. Indeed, as humans, we expect we can think beyond and/or outside our biology and our environments. Or, so the  story goes. I mean, the concept of Freedom of Choice is in all the psychology books. Although and it must be said: a number of pshrinks are not completely sold  on the concept. ?Freedom of Choice?, they will say, is a learned and only occasionally applied concept. (In my other life as a personal counsellor and trainer, my experience suggests that too many folks are operating out of an Either/Or, binary position where ?choice? hardly ever factors in or from a pre-programmed,  reactive state where ?choice? isn?t even a consideration..)

I?m a little deeper into the morning now, as so many local Music Radio outlets are rolling out the next set of voice-tracks across the city. They are presenting  them with equally boring, mechanical precision and uninvolved banality. Seems to me to be the reasonable behaviors of a group that has been operating for a  very long time in an environment where there have been no other competitors or predators and where the apples are hanging low and are there for the easy  pickin?.

Note, then, to Radio: There are other meat-a-sauruses encroaching on the territory. Fast ones, too - with teeth and sharp feet. Some can also fly, follow and  attack! Oh, and one other thing: Our own traditional prey-species of audiences and advertisers ? the ones that used to be so easy to pick off - are also getting  smarter, more flexible and harder to catch!

The knowledge that Music Radio is no longer the only predator in the territory along with the fact that Radio has also been moved to be included on the ?Prey  Species? list of those other predators can sure break up a broadcaster?s Sunday morning reveries.

Meanwhile, I am still deeply concerned about Radio?s penchant for emulating the birds in its habit of flocking off as an integrated, single-minded group. While  this capacity has, in past, been a viable survival strategy, it has some serious contextual disadvantages. I?m reminded of those flocks that take off and fly directly  into the whirling blades spread across a farm of wind turbines.

I?m sure Music Radio has no conscious desire to be offered on the menu as a fricasseed specialty. We might want to consider whether accepting Group Thinking and Group Responses are still viable attributes for avoiding becoming Blue Plate Specials.

I?m also obliged to mention another group of animals that behave in a similar fashion ? lemmings.

Ronald T. Robinson has been involved in Canadian Radio since the '60s as a performer, writer and coach and has trained and certified as a personal counsellor. Ron makes the assertion that the most important communicative aspects of broadcasting, as they relate to Talent and Creative, have yet to be addressed. Check out his website www.voicetalentguy.com

Add a Comment Send This Story To A Friend

View the original article here

ANAGEMENT- Become Talent Obsessed

12-14-2011

The talent obsessed are companies like GE, IBM, and Procter and Gamble who really know their people: what strengths they have, what they value as an  individual, their personalities, and what drove them to their achievements. Their obsession in understanding and developing their people has brought their  organizations a higher level of success than many of their competitors.

Many of you reading this are thinking, ?I don?t have the resources that an IBM has?.  ?How can our company manage our talent like a Fortune 500 company??  The answer is by focusing on the important and not the urgent and taking a longer term view of your company?s human capital resources.

Here are four steps to starting on the road to becoming talent obsessed:

1. As a leader, take ownership for the development of your employees. Incorporate learning into your regular staff meetings. Delegate the learning process to  your team members so that everyone is involved in the process. Be on the look out for best practices that individuals possess and have them share with their  team mates. This is a great development opportunity for both the presenter and other team members.

2. Make development of employees a critical success factor for all managers within your company.  Employee development should be a significant factor in  performance reviews for managers.  One great way for managers to develop others is through coaching. And if managers don?t have the coaching skills, provide  them with training and become a coaching role model to them.

3. Peel back the onion and ask a lot of  quality questions to understand how a person achieved their results. The more questions you ask, the clearer you will  understand the skills and talent an employee possesses.  If you identify a skill the employee has that you weren?t aware of, figure out ways that the employee can build on this skill.  This may include delegating something on your plate, or assigning her to a new project.

4. Ask others who were working with or around the individual for their feedback. Structure the questions based on what you learned in step 3, while also asking  questions that can broaden your knowledge of the employee?s core talent.

Once you have gained enough knowledge of the employee?s core skills and strengths, start looking at your organization?s needs in the next 12-18 months.  Are  there upcoming projects in other parts of the organization, where this employee?s talents can shine? Is there an opportunity that will stretch the person to a higher level of mastery in that talent, or will it be too much of a stretch that could frustrate him?

To become talent obsessed, the focus needs to come from the top.  Those companies who have a long term commitment to the talent inside their company will  see greater long term business results because their employees will have reached their true potential and be fully engaged.

Beth Armknecht Miller is Founder and President of Executive Velocity, a leadership development advisory firm accelerating the success of senior executives and the companies they lead. Her career spans over 30 years and includes management positions in Fortune 500 companies as well as several entrepreneurial ventures, one of which was honored as an Inc 500 winner. Visit www.executive-velocity.com or http://executivevelocityblog.com

(12/14/2011 1:50:13 AM)
As fragrant and welcome a whiff of fresh air are Beth's comments and suggestions, I wonder how many in this audience would sniff at the concepts and move along to the ongoing kicking of their own Talent-base to the curb as, after all, everybody's doin' it... and getting away with it.

Radio's behavior strongly suggests there is little or no value being placed on Talent and that these folks are only restrictions on the taking of future profits.

This is a rough crowd we're runnin' with here, Beth.

But yours are welcome words, indeed and nevertheless.

Add a Comment | View All Comments Send This Story To A Friend

View the original article here

Report: Stern May Become Reality Show Judge

You never know with Howard. This could be a publicity stunt in the end. The Wall Street Journal is reporting that Stern is "in serious negotiations" with NBC to be the next judge on "America's Got Talent." Piers Morgan is leaving the program which leaves an empty seat at the table next to Howie Mandel and Sharon Osbourne. The Journal says Howard's asking price is $15 million a year and, the paper says, the program might even be moved from California to New York to accommodate Howard.

Howard continues to air his long-running successful morning program on SiriusXM. Read the entire journal article HERE

Add a Comment Send This Story To A Friend

View the original article here

What Do You Do When You Become The Top Story?

by Ed Ryan

It's amazing how one decision can put years, sometimes decades, of reputation building and trust in jeopardy. One decision made by one employee can also throw the reputation of an entire radio station into question. That's what Entercom in New Orleans and talker Garland Robinette are both dealing with after it was reported that Robinette borrowed $250,000 from a man under federal investigation. Turns out that local businessman was involved in an issue that came up on Robinette's show and the article makes the reader think there could be a conflict of interest. As a General Manager how would you deal with this situation?

Adding more discomfort to the situation, WWL News Director Dave Cohen finds himself in the position of having his top two stories of the day involve a fellow employee. You think trust isn't important to Entercom? Cohen's story ended with the following disclaimer. "Neither Robinette, his supervisor, nor any other employees at WWL (aside from Cohen himself) had any input into the writing of this article." As a GM of a trusted news station, would you have added that disclaimer?

Robinette started off his show Tuesday addressing his dilemma. "I know many of you are waiting to hear my response to the Times-Picayune article that was published Saturday.  Believe me, I would like nothing more than to respond to each and every allegation, because I have answers, for each and every allegation. But I?ve been asked to refrain from discussing these matters. I agreed to do so long before the Times-Picayune report and I intend to keep that commitment as difficult as that may be. I am not the target of any investigation."

Robinette then appealed to the audience, leaning on his 4 decades of work in the community, to ask listeners to continue to trust him. "I have done absolutely nothing wrong. The terms of the loan mentioned in the article are contained in a signed note related to a piece of property.  The loan is due and will be satisfied in October of this year. The fact is, that those who trust the work I?ve done for and with this city for over 40 years will hopefully continue to trust me. My opinions are NOT and have not ever been for sale.  I would never dishonor your trust, nor my family?s. The fact of the matter is, I am extremely proud of the work I?ve done prior to, during and after Katrina. I fully expect to continue that work."

Entercom has also issued a statement about the Robinette situation. "In December 2010, Garland Robinette informed WWL about a loan he and his wife Nancy received in 2007 relating to a piece of property they owned, which Garland confirms is due and will be satisfied in October of this year.  We do not intend to comment on it publicly any further and do not expect this matter to affect Garland's status with WWL.  We expect him to continue his unique and vital role addressing on WWL the important issues facing New Orleans and the Gulf South."

At some point Gulf Coast listeners will make the decision themselves on whether they can trust Robinette every time he cracks the mic. Whether his 40 plus years in the goodwill bank are good enough for them remains to be seen. Reporters are always held to a higher standard and they know that going in to the game. The loan transaction may be as clean as a whistle and paid in full by the due date. However, who the loan was from and what took place since the loan was made may be too much for the listeners to tolerate. 

As a General Manager, do you believe trust has been lost?
As a General Manager what would you do if you were sitting in the WWL chair?

Feedback me at edryan@radioink.com or leave your comments below

Add a Comment Send This Story To A Friend

View the original article here

Yahoo! And Gow Combine to Become Yahoo! Sports Radio

Yahoo! and Gow Broadcasting have announced the launch of Yahoo! Sports Radio. The new, national sports radio network can be heard on over 180 affiliate stations across the country, Sirius Satellite Radio, and a number of digital and mobile partners. In this relationship, Yahoo Sports! and Gow Broadcasting will share content, develop new content together and engage audiences and advertisers across multiple platforms.

?We are delighted to enter this relationship with Yahoo! Sports,? said David Gow, CEO of Gow Broadcasting, LLC. ?We have long enjoyed Yahoo! Sports? content. We believe strongly that the resources at Yahoo! Sports combined with our on-air talent create the strongest sports roster in the industry. For our affiliates and our listeners, we can deliver top-shelf reporting, analysis and commentary.?

Add a Comment Send This Story To A Friend

View the original article here

How to Become One of Radio's Great General Managers

How to Become One of Radio's Great General Managers
by Bill Pasha

June 14, 2011

If you are lucky enough to have been cast in the role of a modern Radio General Manager, you know that the character that you portray is fraught with intrigue.  Assassins constantly take aim at you from below; disgruntled employees whisper to anyone who will listen that you enacted the latest economic controls to finance next weekend?s client golf tournament.  You intuitively recognize that your top biller may be a spy, sending surreptitious notes to her corporate masters with the intent to lower their budget expectations, undermine your credibility, and cause your regionals to question the sales leadership you so carefully recruited.  Deejays launch a backroom campaign of disinformation about your latest plot to air a syndicated morning show from some big and unidentified city, even as you negotiate another five-year contract with your heritage team.  And don?t get started on the engineer.  What does he do with all that time at the transmitter? 

The net results of intrigue, incorrect assumptions, and paranoia are chaos, turmoil, and a dangerous challenge to your value creation.  So you must call upon the unique person who can put on the brakes and get this nonsense back on track.  That person possesses the cunning of an MI-6 strategist, the skills of a top NSA analyst, and the strike capacity of a SEAL team.  Only one individual in your organization fits that description:  You. 

It is time to assume aggressive command of your organization. It is time to draw upon a carefully nurtured network of intelligence gatherers that would make James Bond envious. As a top general manager, your team possesses vital information that can make or break your business. Recently, after a long day of working on a plan for three stations, one of the top GMs in the industry offered to share his methods for gathering and properly using subordinate information.  You would know the name of this key market executive, so I will spare him the embarrassment of publishing his name.  However, his managers and staff are likely to recognize his signature technique because his steps are basic and smart, just like him:

? Carefully plan your staffing needs.  Every person that works inside a successful organization must have a reason to be.  Every job must have a description.  Each hire requires specific skills.
? Look at every opening as a necessity to significantly step up your team.  You shouldn?t accept a lateral career move, and you shouldn?t tolerate a sideways job hire.  ?As good as the last guy,? isn?t.
? Recruit as if every job is the most important one to your business. This means developing a network of potential hires before the job opens up.  Get to know the top three people you would want in any key position.  Cultivate each one.  This step never rests.
? Accept ?walk-ons.?  Great players sometimes come from unexpected sources.  Be open to it.   Look outside the radio industry for new skills and points of view.  Fresh thinking often drives new success.
? Screen potential candidates exactly the same way.  Assign recruits a project related to the potential position.  Ask the same questions of everyone.  Have a plan.  Include an honesty component.  Wear a bad tie to the interview and ask what the candidate thinks of it.  You need people who are not afraid to give you bad news.
? Once you have hired the best people for your team, make your goals and expectations crystal clear.  Your management team members must understand that everyone has personal goals, but the team?s goals always come first.  The means by which a goal is accomplished should be irrelevant to the GM, providing that those means are legal and ethical.  You assigned the task.  Let the manager handle it.  Monitor the progress and be available, but don?t micromanage.  You have other things to do.
? Make it evident that credit and accountability for success are the team members.? 
? Make management team members write reports.  Yes, we all hate paperwork but committing in writing is different from a casual hallway conversation, or even a one-on-one meeting.  A regular reporting system provides you with synchronous, real time information that can be collated, overlaid, integrated and parlayed into a whole that is greater than its parts.  How often reporting occurs is up to the GM, but the level of detail should always be granular.  That is the reason for the reporting process.  No stone should be left unturned.  There should never be a reason that a GM lacks any piece of information, from any department.  Thus the term, ?general manager.?
? If the information is over your head, ask for an explanation.  You are a generalist.  That is your strength.  You have an obligation to ask your hired specialist for support on the fine points.  Don?t cut corners.  Understand before you move on.  It is up to you to make the correct decisions based on the best possible information.  If you don?t get it, you?ll make a lot of bad choices.
? Set an irrevocable meeting with the team.  Meeting times are non-negotiable, except in a mission critical emergency.  Your engineer may be excused if the tower falls over.  Minor conflicts are not an excuse to miss a meeting. 
? Issue an agenda and limit the meeting to thirty minutes, or less.  Your goal is to meaningfully integrate the information you gathered and use it to the entire team?s benefit.  Don?t slow the process by covering report details again.  State goals, assign work, and set completion dates.  Never leave a meeting with those three items undone.
? Summarize every meeting in writing.  Leave no doubt in any mind that you have command and control, but that each manager has the responsibility to perform to the standards you discussed in the meeting, and then report back to you. 
? Praise good work publicly.  Discuss underperformance privately.  Everyone benefits.
? Celebrate your success.  One feel good moment of celebration is worth a thousand times that in difficulty.  Let everyone see that you revel in his or her successes.
? Share your progress with the group.  Everyone loves to see the score.

Now you have a plan to defeat the bad guys.  You have a team who believes in itself.  You have information to be agile and effective.  To win. 

Now, if only they?d give you the Aston Martin.

Bill Pasha is founder and president of MultiBrand Media International, LLC, a concierge consulting company that produces content, represents innovative digital and broadcast products and services, and develops strategies in diverse managerial, operational, and marketing disciplines for media professionals in countries worldwide. Until recently Bill was VP of Programming for Entercom where he was responsible for over half of Entercom's 121 stations. Contact Bill at bpasha@multibrandmedia.com.

Add a Comment Send This Story To A Friend

View the original article here