Summit Hires Former Birmingham Mayor Chief of Staff

4-3-15

Former City of Birmingham Chief of Staff Erskine Faush is the new Senior VP at SummitMedia and President of SummitMedia Entertainment. Faush served five years as Chief of Staff for Birmingham Mayor William Bell. SummitMedia CEP Carl Parmer said, ?We are very pleased and excited Chuck has joined SummitMedia. His outstanding performance in the public sector as well as a lifetime of media experience uniquely enables him to bring strong leadership to our team. Our stations not only strive to entertain our audiences, but also to inform and engage the communities in which we serve. Chuck has the experience, passion and energy to expand our outreach and develop new entertainment offerings.?

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SoundExchange Adds Executive Staff

2-17-2015

Mark Eisenberg becomes SVP of Strategic Initiatives and Jacqueline Peterson SVP of Communications at SoundExchange. Eisenberg most recently served as Global Head of Content Acquisition & Strategy for MixRadio. Prior to MixRadio he was EVP & Head of Business & Legal Affairs for the Global Digital Business Group at Sony. Peterson comes from Live Nation Entertainment as the SVP of Corporate Communications.

SoundExchange President and CEO Michael Huppe noted on the appointments, "I'm extremely excited to welcome Mark Eisenberg and Jacqueline Peterson to our team. Their collective experience in the music industry is immeasurable. Both have proven track records of strategic leadership and helping the industry succeed. SoundExchange is only as good as the people who work for it and we pride ourselves on attracting the best talent. With these new additions, our team is stronger than ever and poised to achieve even greater success in 2015. Their knowledge and experience of the music industry will be invaluable to SoundExchange and we are thrilled to have them join our organization."

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No Staff Changes Expected From The Omni Sale

11-13-14

Through the acquisition, Hubbard says it will add 100 employees. "The company expects no programming or personnel changes for any of the acquired stations. Omni Broadcasting President Lou Buron said, ?Hubbard Broadcasting is a leader in our industry, and we believe that our stations could not be in better hands. Hubbard Broadcasting will be able to provide significant scale and growth potential to these stations, which well-positions our customers, employees, and listeners for the future.? With the sale, Omin exits the radio business. Patrick Communications was the seller?s exclusive broker for this transaction. The sale price was not disclosed and the FCC still needs to approve the deal.

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KNBR Staff Vote To Recognize Union

11-6-14

SAG-AFTRA released a statement on Thursday that said the staff at Cumulus-owned KNBR in San Francisco voted to recognize SAG-AFTRA as their union. The new bargaining unit will cover more than 35 employees who host, report, produce, edit, and coordinate content for sports stations KNBR 680 and KTCT 1050. SAG-AFTRA says the election allows the bargaining unit to negotiate a first contract with Cumulus. KNBR's Ted Ramey said, ?Just like the many teams that we cover, we bring commitment and passion to KNBR every day. We want to be treated as respected members of our team.? Producer Brian Smith said, "We aim to reach a deal that will ensure that all of us dedicated to KNBR have a share of our successes.? Cumulus had no comment after the announcement was made.

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Staff Changes At CBS Chicago

10-17-14

Ashley Fields is the new marketing director for WBBM Newsradio and WSCR Sportsradio in Chicago. Fields will oversee Integrated Marketing (NTR) efforts for play-by-play sports, including the Bears, White Sox, and Cubs. Now reporting to Fields will be Sheri McDonnell, who will take on a larger role at Newsradio as promotions and events manager. McDonnell has worked in the department for more than six years. Angela Pargas joins the cluster from Disney Radio as the WSCR promotions and events manager at WSCR. 

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WCTG Brings On Full-Time Staff

6-23-14

GSB Broadcasting's WCTG, located at the beach along the coast of Virginia and Maryland's Eastern Shore has hired a slate of full-timers after starting out with part-timers. Greg Fentress is added to CTG's Big Breakfast Morning Show. Gary Edsall takes the 10 a.m.-3 p.m. shift, coming over from WCEM-FM in Cambridge, MD. And, Benjy ?Doc? Holloway, will be on from 7 p.m. to midnight. Steve Branly has also been added to the WCTG sales team (Pictured left to right: Fentress, Holloway, Branly).

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Community Broadcasters Adds Staff in New York

3-18-14

Community Broadcasters, which owns 15 stations in upstate New York, is owned by Jim Leven and Bruce Mittman. The company has made several staff changes including the hiring of Bob Walton (pictured). Walton is the new Operations Manager for the company in Elmira where and will oversee the five stations in that market.

Leven said there were additional changes.  ?We?re happy to announce the elevation of Bruice Sermonis from Senior Account Manager to Local Sales Manager at our 5 radio stations in Elmira-Corning (WNKI-FM,106.1; WNGZ-FM,104.9; WPGI-FM, 100.9; WWLZ-AM,820; and WRCE-AM,1490).  Bruice has done a superb job for us here at Community Broadcasters and we want to see him excel even further in his radio career.  This promotion will provide him with that opportunity. We?re also delighted to announce the promotion of Chase Daniels to the position of new Assistant Program Director at WNKI-FM, 106.1 which is our #1 Hit Music Station.  Chase will continue as the on-air afternoon host on the station; but our confidence in him is so extraordinary, we elevated him into this management position.?  Roger McNall has also joined Community Broadcasters as the Digital Product Manager.

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As the App Grows, So Must The Staff

11-7-13

Today Clear Channel named Chris Williams Senior Vice President of iHeartRadio Programming. In this newly created position, Williams (pictured) will report to Executive Vice President and General Manager of National Programming Platforms Darren Davis and work closely with Lakamp. Williams most recently served as VP of Programming for Clear Channel Cincinnati, overseeing seven stations. He's been with Clear Channel since 2005.

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Clear Channel Adds To Event Staff

9-16-13

Derrin Woodhouse joins Clear Channel from VEVO, taking on the newly created position of National Entertainment Director for National Programming Platforms. Woodhouse will assist with the planning of the iHeartRadio Music Festival, Pool Party, Album Release Parties, B2B events, and more.

At VEVO, Woodhouse was Director of Marketing & Strategic Partnerships, creating and producing hundreds of events. Prior to VEVO, Woodhouse was Director of Integrated Marketing at BET, and Entertainment Marketing Manager at Time Inc.'s Style & Entertainment Group. 

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Report: Noncomm WBAI Lays Off Most Of Staff

8-12-2013

The Village Voice reports that Pacifica's WBAI/New York, a 50-plus-year-old noncomm, has laid off its entire news department and most of the rest of the on-air talent as well. Andrew Phillips, former GM of Pacifica's KPFA/Berkeley, comes in as interim PD.

The Voice reports that the problems are budget-related, as WBAI GM Berthold Reimers said, "We have barely made our transmitter payments." He told listeners, "Most of the producers whose shows you value will not even have the chance to say goodbye to you, for which I am deeply sorry."

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Staff Cuts At Press Communications/Monmouth-Ocean, NJ Confirmed

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Downsizing

ALL ACCESS has heard rumors of significant staff downsizing at the PRESS COMMUNICATIONS/MONMOUTH-OCEAN, NJ cluster. Confirmed casualties are Station Manager, Dir./Programming and WBHX morning host MIKE FITZGERALD; WWZY mornings/WBHX afternoons/WKMK-KHTG nights RANDY DAVIS; News Dir. AL BROOKS and WWZY nights SHELLI COLE.

More details to come.

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AristoMedia Announces Two Staff Additions

8-14-2012
The AristoMedia Group has announced the addition of PR Assistant Krystal Douglas and New Media Assistant Lauren Barbieri to its full-time staff. Douglas joins the Aristo P.R. departmental staff as an assistant to Sr. Director of Publicity Christy Watkins. Barbieri joins AristoMedia?s new media and digital marketing department, AristoWorks, where she reports to New Media Director Jon Walker.

The AristoMedia Group is a 32-year entertainment marketing and promotion firm located on Music Row in Nashville, Tenn.  The company offers publicity, new media, video promotion, secondary market radio promotion and dance club promotion services.  Visit http://www.aristomedia.com/ for more information.

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Entercom's KOSI-FM Denver Fills Out Air Staff

7-20-2012

Entercom Denver PD Mark Callahan tells Radio Ink  he has two new staffers. Shannon Stone joins KOSI-FM for middays and becomes Music Director.  Most recently Stone was PD and an on-air talent for the Dial Global Country format. Prior to Dial Global she was on the air and programmed Country KKCS in Colorado Springs. And, Kevin Mussman joins the station to host afternoon drive and as Digital Content Editor. Mussman had been on the air in Fort Collins for 14 years

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Inside The Merlin Staff Meeting

7-18-2012

Understandably, neither Randy Michaels or Walter Sabo were available for comment yesterday. It wasn't a banner day for the two men who claimed a new format was going to take the industry by storm. Merlin Media made a big splash in the Windy City about a year ago with big investor money, a rare new radio idea and a lot of excitement built around a staff of news gatherers hoping to be part of something transformative. Yesterday that all came crashing down.

With Sabo long gone from the company - a relationship with Michaels that never clicked - and several iterations of a format incredibly expensive to run, the all news experiment at Merlin ended Tuesday with pink slips in Chicago and New York City. Ratings were non-existent, listeners couldn't latch on to a moving-target news delivery and advertisers were few and far between. Word is many millions of dollars were lost on this project and so now, both stations are playing music. Far less expensive to operate, but certainly not new, innovative or very exciting.

So what went wrong in the Windy City? Is CBS just too strong at news? Did the investor group force Michaels to make a change and stop the bleeding? Was it an ever-changing vision? A lack of vision? Probably a combination of all. Somebody who is familiar with the situation told us yesterday, "the station in Chicago was just unlistenable."

In July 2011, after leaving WGN, Charlie Meyerson got a call from Andy Friedman. Friedman was one of the many, some say too many, people running the Merlin Chicago operation. When he received his envelope yesterday it wasn't one of the 16 containing employment agreements to spin Classic Hits records. After all, Meyerson is a veteran newsman of Chicago, he probably wasn't expecting to be part of a music station. "I think people were braced for change. I think many of us were surprised at the nature of the change that was announced, which you know about. Hot Hits, I don't think was on anybody's radar. Certainly on the radar of no one that I knew."

Meyerson  was not part of the management team. He was out on the street, as a reporter, covering the news in Chicago. He offers up this opinion on what went wrong. "I think there are as many theories of what went wrong as there are people who worked there or people who listened. I think the station went through so many transformation over the course of year, that at any given point it was someone's vision of what the station was supposed to sound like. There were a lot of cooks in this kitchen. Some of the cooks got their way some of the time and some of the cooks didn't get their way some of the time. More talk. Less talk. More live. Less live. A lot of stuff was tried. For whatever reason, maybe because we tried so many different things, it didn't stick. It didn't catch. Maybe none of those combinations, if left untouched would have gained traction, or maybe one or more of them could have. But, it didn't happen."

On the original attempt to target women, Meyerson says, "I think the consensus among many of us was that the first attempts to target women sounded condescending. I don't think they intended to be condescending, but they sounded condescending. Yet, I know many listeners that liked that iteration of the station."

Meyerson also says there were some things that went right. "This little start-up operation which came from nowhere won a regional Edward R. Murrow award for 3 hours of non-stop commercial-free coverage of the sentencing Rod Blagojevich last fall. We had barely been together weeks but we pulled out all the stops. We had reporters all over town. We had analysis lined up on the phone. We had many talented journalists with decades of experience at the microphone. It was great coverage. It won the Murrow award and it won the Illinois Broadcasters Association Silver Dome Award for best live coverage of an event. In my mind, that was kind of the pinnacle of what this station could do. It was free-form, it was live, it was intelligent, it was informative. It was the essence of what news radio can do that other media can't do."

What about CBS? Was CBS jus too dominant at the news game to compete with? "In this market, at this time, executed in this way it didn't make a dent in CBS's ratings," Meyerson admits. "Personally, I believe in much of what the philosophy of this organization has been. Which is to say I think the audience is migrating to FM. I think as the FM audience becomes older, the demand for news on FM will become stronger. I believe that radio does news as few other media can. The success of news on CBS stations, on National Public Radio stations, shows that people do want information on the radio and particularly in the case of NPR, on the FM dial. I expect and I hope that this won't be the last attempt at a news intensive format on the FM dial in Chicago. I believe there is an audience there for it. Anecdotally, friends, casual acquaintances, strangers on the street, would see my ID card. They would tell me they love the station. In any of its incarnations, they loved it. They wanted it to succeed. I think that there is potential for a new intensive FM station to succeed in Chicago. I am sorry this one didn't. I don't think it is the last."

And, finally, looking back on the year he spent with Merlin, Meyerson looks at it positively, saying it was an opportunity he and his colleagues never expected. "Who would launch an all news station in Chicago against WBBM, successful as it was? Who would give an opportunity to a lot of young and untested people who, in some cases, hadn't done radio before? Who would give old fogies like me a chance to teach what we know to the next generation of communicators and get paid to do it? It was an unprecedented opportunity. Even today, I think the consensus among the people I talk to was, "What a great ride. What fun we had."  Yes, things changed all around us and the station had a hard time settling on what it was going to be, but it was never boring. We built something out of nothing. We learned, all of us, a hell of a lot. In many cases, and I think so in my case, we are better positioned, with stronger, sharper skills than any of us had a year ago to go on and create something new again, somewhere else."

Charlie Meyerson is an veteran radio newsman and can be reached at 708-628-4527 or cmeyerson@comcast.net. on Twitter: @Meyerson or at his blog http://meyerson.blogspot.com

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Sandusky Fills Out Click 98.9 Staff

6-12-2012

Sandusky Broadcasting in Seattle says A.J. Battalio will become Morning Drive Host, coming over from KBUL 98.1 in Reno. Megan Sosne will cover Middays. She arrives from Clear Channel Charleston?s WXLY-FM. And Heather Lee becomes Music Director and will cover evenings. Lee moves to Seattle from NRG Media?s KQKQ 98.5 Omaha.

KLCK-FM Click 98.9 is owned by Sandusky Radio, which owns and operates four other Seattle stations including MOViN 92.5 KQMV FM, Warm 106.9 KRWM FM, AM 880 KIXI and AM1150 KKNW

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(PROGRAMMING) Spring Training For Your Air Staff

2-28-2012

As the joys of Spring Training begin in Florida and Arizona and hope springs eternal for your favorite team, the process that baseball teams execute has valuable and applicable insight with your team. Although it?s been some years since I?ve personally attended Spring Training, I remember the various drills that covered every situation imaginable as a fascinating process that unfolds to get teams ready for the prize. What drills can a programmer apply to improve talent and team development and increase ratings and revenue? Here are just a few you can throw at your staff.

Baseball has repetitive drills on base-running, bunting, hitting the cut-off man, anything imaginable that sharpens the fundamental basics. Spring training allows for a setting or re-setting of the team agenda, whether it be for curfew rules, clubhouse rules or any overall code of excellence for the driving goal to win. Here are some drills you can run at your own facility to sharpen your talent and get them ready for the big game.

Team Alignment
- Gathering your team together is step one.
- Getting all of the members of the team in the same room builds a spirit and shared goal for the mission.
- Sometimes a new rule or standard needs to be emphasized.
- Overall the opening Spring Training team meeting can set the tone for the entire season.

Up Front Expectations are Key.
- Have a detailed meeting that emphasizes, to every team member, what?s expected and how they can perform at the highest level.
- Explain to your air talent team the detailed nuances of whatever your ratings measurement system is and how their content needs to stack up to succeed.
- Give them a deeper understanding of what the measurement is and how it?s used for the advertiser community to earn the station revenue.
- Give your team an up to the minute understanding of how they are performing and what they need to accomplish to find greater success.
- Be as detailed an specific as you can with tools from Arbitron and Media Monitors that helps to identify success and also curtail bad habits.

Create Fun Drills to Improve Execution and Your Overall Talent Batting Average.
- Critique on air talent from the competition as a group/team exercise.
- Have an improvisation session to hone the talent ability to think on their feet.
- Develop some emergency ?what if? plans as a team exercise.
- Have a talent session specifically devoted to the ?art of the tease.?
- Have a talent session devoted to the best way to execute ?live reads.?

The NEW BALANCE COMPANY is the maker of baseball footwear for major league teams and they have a great slug line for their company that fits our goals and aspirations for our radio teams: ?Let?s Make Excellent Happen.?

Buzz Knight is the Vice President of Program Development for Greater Media and he can be reached at bknight@greatermediaboston.com. Knight was named among ?Best Programmers? by Radio Ink Magazine in 2007 and 2010. He has served on the programming subcommittee of the National Association of Broadcasters(NAB) and is currently a member of the Arbitron Radio Advisory Council and the National Association of Broadcasters (NAB) COLRAM Committee.

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HIRING - Keep Staff Mentally & Physically Fit

by Laurie Kahn

We all know how much toll and costs turnover can create, especially when it is a key person that leaves, whether it be on their own or not. It is also costly when an employee gets sick and cannot perform their job. Reports indicate that unscheduled employee absenteeism costs an average of $755 per employee per year.? It's important that our employees are kept fit both physically and mentally to be on top of their game. Many star performers are working longer and not only need to be trained in new ways to be effective in their jobs, but also need to remain physically fit to keep a healthy brain. The bureau of Labor Statistics projects that 24% of the US labor force or about 40 million people will be 55 or older in 2018, up from 18% in 2008.

Here are some ideas that your company can put in place to help keep your team smart and in fighting shape:
? Build a benefits program that encourages staff to work out regularly, stop smoking and have regular physicals;
? Require and encourage staff to take advantage of their vacation time and leave them alone when they are gone. Some companies require that their staff take a week at a time and not break it up day-by-day so that they can really relax;
? Cut a trade or special pricing with a nearby health club and create competitions with incentives to participate;
? Many companies bring in a masseuse on a regular basis to offer mini-massages to help lesson stress, thus more time off;
? Put together a sports team to participate in local contests such as softball, basketball, golf, tennis or swimming

Don?t forget their brain!
? Don?t assume they all know it all ? have a weekly meeting where each person brings up areas where they need help and use other staff to share ideas on what has worked for them to learn those skills, to offer pointers and to share practical experiences while brainstorming on new ideas;
? Bring in clients to talk about how to best service them, some of your team may need to hear it directly from the source to make an impression;
? Offer challenges to increase their learning, individual goals are great to get someone to the next level;
? Hold interactive meetings where all participate, if some won?t play, offer incentives when a good idea or comment is offered by those that do to encourage all being involved;
? Invest in books, subscriptions or training and require learning out of the box

By investing in building a fit team, you will benefit from less down time, more creative thinkers and will become known as an employer who cares, thus helping recruitment.

Laurie Kahn is Founder and President of Media Staffing Network and can be reached at 480-306-8930 or via e-mail at laurie@mediastaffingnetwork.com.
Visit the Media Staffing Website www.mediastaffingnetwork.com

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TALENT - Is Your Air Staff Driving You Crazy?

12-15-2011
by Randy Lane

Morning shows got a lot of heat as markets made the transition from diary to PPM. The real-time methodology exposed vulnerabilities of personality-based shows and made managers gun-shy about paying a lot of money for a show that wasn?t delivering the ratings they used to. Shows that were too inside, rambled too long, talked about things no one cared about, didn?t use hooks and teases to lure and hold listeners ? all these flaws could remain hidden with the popularity contest mentality of diarykeepers.

Shows that have mastered the PPM techniques are demonstrating that talent?s value to a radio station is as valuable or more valuable than ever, even in the new order of things. With adjustments to content and structure, personality brands still represent a huge opportunity for station growth in a tight marketplace. Programmers can block, duplicate and flank music formats, as every station?s song-to-song flow is available 24/7 online. They can?t counter program or duplicate a personality.

But working with creative talent can be daunting for a programmer or manager who doesn?t understand the way creative people think. ?They?re children, they?re animals, they?re crazy ?- I can?t even talk to them!?  Here are some tips to help understand creative people and how to better relate to them.

Characteristics of Creative People
1.    They are vulnerable.  The first thing you need to realize is that good air personalities are putting a lot of themselves and their lives into their performance, which makes them vulnerable. There is a lot of emotional risk involved in being on the air.

2.    They want to be liked.

3.    They are seeking approval. Give them genuine and specific praise and you will save yourself money at the bargaining table when their contract is up. If there are no sincere compliments, that means ?you don?t care and you don?t like the show?.

4.    Since there is no studio audience, they thrive on feedback. Talents need constant reinforcement of what they do best.   No feedback = they will do anything to get attention, including being destructive and self-destructive.

5.    They don?t value their creative gifts. They think they?re normal and everyone has them.

6.    Most creative talents are introverts and are uncomfortable in crowds.

7.    They don?t like to be told what to do. Asking is always better than telling. Develop the art of asking the right questions so talent sees the point themselves and they have ownership of it.

8.    They are child-like.  Comedians will tell you that they key to staying on your game is to continue to look at the world through the eyes of a 9-year-old.

9.    They are non-linear. Most managers are more analytical thinkers looking at the sequence of things; creative people are looking at the whole picture. Anytime you can, communicate information in a fun way (metaphors, analogies, humor, etc. vs. a long memo) to get across your point.

10.    Self-esteem is the life force of a personality, and if that is suppressed or diminished, then so is the person and their performance.

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(12/15/2011 5:51:37 PM)
I hope Randy was just kidding around when he concocted that list.
That was a description of a group of emotionally and intellectually retarded individuals who thrived only on positive feedback from their superiors.
I remember having to challenge people on this 30 years ago because it was bulls##t even then.

As limiting generalizations go, this one gets awards.

Of course, we have all known on-air folks who fit that bill, but we also knew they were nuts even then.

And, by the way, who is hiring these sick, crazy and undisciplined performers anyway? In other words, what is it about these sad-sack human beings that makes them so desirable in the first place?

As a professional communicator and an educated individual with life-experiences and life-skills, I refuse to be treated in such a patronizing and paternalistic fashion.

Plus, anybody with whom I worked who has shared the position that Randy articulates has had to deal with me. It was never pretty, but it did get sorted out.

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Local Focus Expands Staff, Office And Stations

Rep firm Local Focus Radio, which specializes in small and medium markets has opened a new office in Florida to help manage the Hispanic agency growth and regional business. Tracey Duvall, a 25 year radio veteran previously with KATZ Radio will captain the initiative. Local Focus Radio has added over 80 stations since January, including their latest, KNIV-FM in Salt Lake City, UT, KBXI in Billings, MT, KZOY-AM & FM in Sioux Falls, SD and KZTS- FM in Little Rock, AR.

Kay Olin, President of Local Focus Radio, said, ?We have never been more proud to represent independent broadcasters who support local content and community. Having an office in Florida will give us more access to additional opportunities on their behalf. Tracey Duvall is the perfect addition to our team because she is a passionate seller, she has long term agency relationships and she believes in our mission of elevating the local market and station story.?

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7 Ways to Motivate Your Air Staff.

By Bill Weston
Program Director, WMMR Greater Media (Philadelphia)

The Three Musketeers.  It?s a candy bar!  No, it?s a 17th century French Fable.  Well, you?re both wrong.  It?s an air talent team-building analogy.  Consider the rally cry, ?One for all and all for one? ? there is so much more to be gained when all on your staff works together in accomplishing station goals.  Here are seven random items to help motivate your air personalities/ programming team to work as one.
Whether addressing individual DJs or the team in total, find ways to drop in references/ asides illustrating inter- connectedness of all staff/ dayparts/ departments.
1.Every time you proofread one of your staff memos and see the word ?I? ?change it to ?we.?
2.Employ an ?atta-boy? bulletin board in common area.  Have staff post 3 X 5 cards with unsolicited praise and/or thanks for team members who help outside of their job description or who perform in exemplary fashion within it.
3.Promulgate vision and philosophy, all the time, e.g. Care enough to do the small things right, every time; None of us is as smart as all of us;
4.Praise your staff members in the hallway, within earshot and in full view of others.  And after you do that 3 times you can criticize them in your office, privately.
5.Celebrate the unsung heroes on your staff.  Everyone relates to praising the part-timer who gave up an entire weekend vs. the f/time star who gets a lot of attention and talent fees.
6.Off site staff gatherings are excellent team building opportunities but difficult to pull off.  Full staff meetings every 4-6 weeks (with pizza) where everyone gets a turn to speak their mind is time well-invested.
Weston's column is part of a new weekly feature called Greater Insights written by employees of Greater Media.

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