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CURTIS ACQUIRES THREE GREENSBORO CBS STATIONS

Z-Smith - If you drink any more java, you'll be up all night. By the way, are you related to Z. Smith Reynolds or something? ;)
 
MaskMan said:
WSJS Management slowly pissed off a number of their good salespeople who left.
Click to expand...

Just sales, or other key players? And can you recoup if that talent's been run away"
 
Good addition.. Yes no new radio talent anywhere. When was the last time you saw any newbees on the air. Good thought old chap

Z Man

;D ;D
 
I think one of the problems is that many of the journeymen broadcasters, the old hands who would have mentored the next generation, have left. And instead of being replaced by those of similar talents, management's tried to save money, and hired people who wouldn't have been considered a few years back. Take a lootk at the talent pool that's departed since 2000. Saving money impacts the product, which impacts ratings, which impacts sales, so they try and save more....
 
Another excellent observation! Trying to do things on the cheap typically results in an inferior product. I've also observed that many station owners and/or GM's don't solicit input from their employees. Especially the ones who have been around for a while and know what they're talking about. I always think of the old..."Those who don't pay attention to history are doomed to repeat it." That's one of the reasons that "experience" is so valuable. And, you're right about the more experienced staff mentoring the younger employees in both sales and on-air! You need a mixture of veterans and new-bees. It's the rare Manager that understands that and gets input from all!
 
Of course, there is the GM who solicits information from too many employees - and ignores any organizational structure - thus undermining those who have day to day responsibility for sales, programming, and promotion!
 
Organizational structure IS important, however, there are ways to get input from others. I think sometimes the inner-circle is too small and information only comes from a select few, weakening the organization and preventing a free flow of information and new ideas. The larger the organization, and the more structured the organizational flow chart, the less effective the company will be. There's a great older book called "Up The Organization" that discusses this very premise. I think that's part of why Clear Channel is such a dreadful place to work. That type of hiearchy causes people to grasp for power. There are the "favored" few who do their share of sucking up to the big boss, and the rest of the staff feels utterly powerless and unappreciated, with very little input.
 
Problem is when the inexperienced opinions are given as much (or more!) weight than those with decades of experience, because they're the "teacher's pets" or because the gm is threatened by others in the lime light. It's a no win situation.

Certainly it's good to solicit opinion, and look for ideas, but the fact remains that experience generally brings some knowledge about what's workable.
 
Oh man! I couldn't agree more! In fact, that's exactly what I meant. The newbees sometimes come up with some good ideas, but nothing will replace experience. Experience as in knowing the pittfalls before you hit them head on. You need the experienced people to mentor the new ones. And, when you have a GM who feels threatened....well, that's a recipe for DISASTER. The whole place will suffer in a situation like that. Can you spell m-e-d-i-o-c-r-i-t-y, or worse! The best managers I've had down through the years, and they nearly all have been promoted, etc., fostered the input of their experienced staff, consulted with them behind closed doors, and let them know how much their input was appreciated. Plus, they grew the next generation at the same time. Not too many of those guys around.
 
I had such a Manager once. It was Dick Harlow who is now Clear Channel's VP over Greensboro and Raleigh. Don't know if he's changed down through the years or not, but he was one who valued his experienced people and made the new people feel important too. Don't know how he's survived at Clear Channel, maybe he's just THAT good.
 
MaskMan said:
... nothing will replace experience. Experience as in knowing the pittfalls before you hit them head on.
Click to expand...

Could that have something to do with the past criticism of WSJS on this board? Look at the experienced hands who've departed there in the past few years:
Robert Lafore, Chief Engineer, Cathy Caudle, Sales Manager, Mike Fenley, Program Director, Jim Skotthy, Asst. PD & Chief Producer, Bob Costner, News Director. Who have they been replaced with? What's their experience?
 
When I used to mamage WAY back I always thought it was much better to hire better people than yourself. In mycase that was easy to do I may add. But, that made you as a manager to grow in experiance as well... I find it very sad for those in power in any business that incircle themselves with people that just kisses aafhja;fja and tell them what the manager wants to hear instead of THE REAL TRUTH about things! What a disservice to themselves the manager, for not growing, and lost to those that really want have imput and will tell it like it is. In the end those type usually crash and burn.. Do you smell smoke anywhere...


Hey let the POWER VULTURES have it i'm not in to kissing ajrgehiopfnuea!

Doc
 
Dr. Proc u need spell check..... All good stuff though... You must be a grad of UNC..... HEHAEHHA

Z Man

Decaffff. PLZ

;D
 
Dr. Procter.Is that like Dr. Schols, Dr. Don Rose (who?) What did Dr. Procter Manage? I'm lost on this topic, however being 800 miles away doesn't help! Seasons Greetings From Fla
 
Lots of Ts to dot and Is to cross! I suspect mid-to-late-Feb is pretty much on target. My understanding is there has been some technical exchange, but so far on one from Curtis has had contact with the staff.
 
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