Well run corporations have this pyramid system that is well organized. They know they can't keep the young, talented people if they can't see opportunity for themselves in their lifetime. So most big public companies require CEOs to retire at 65 or so. It made big news about 10 years ago when Jack Welch retired at GE. It turns out that they had three candidates in the system. They all knew that only one of them would get the job so they all did their best to be the one selected for the big job. It also turns out the three of them knew that it was the duty of the two NOT SELECTED to fall on their sword and leave the company. This system was designed to keep the very talented 35, 40, 45 and maybe 50 year olds in the pipeline hopeful that there was all the opportunity they could eat available in the pipeline.
Radio as practiced today does not seem to offer anything like that. And I don't know that radio going forward can ever hope to offer that kind of "fish ladder" to talent, to sales people or to engineering staff. The development of good Talk Radio people really needs some kind of farm-team methodology where Talkers can develop and mature.
A Talker talent can probably be hired for the same price or less than the cost of imported syndication. But that is not the total cost. Until a young Talker has the right experience under his/her belt, the Talker needs a minder, a big brother listening in who comes running during the next commercial sometimes to advise: "My conscience, NEVER say something like that on the air. You just offended all the left handed people in your audience." Or the farmers. Or the men who work as servers in restaurants. Very few people are born with maturity that allows them to see all the got'chas.
Even in music programming I think that is part of the reason for so much automation. Those of us who have walked this earth for many, many, many years remember hearing announcers ad-lib things on the spur of the moment that you NEVER want to hear on your radio station. Yup. The good one were clever, and gathered big ratings. The poor ones could be one disaster after another. The automation machine is much more predictable.
Radio as practiced today does not seem to offer anything like that. And I don't know that radio going forward can ever hope to offer that kind of "fish ladder" to talent, to sales people or to engineering staff. The development of good Talk Radio people really needs some kind of farm-team methodology where Talkers can develop and mature.
A Talker talent can probably be hired for the same price or less than the cost of imported syndication. But that is not the total cost. Until a young Talker has the right experience under his/her belt, the Talker needs a minder, a big brother listening in who comes running during the next commercial sometimes to advise: "My conscience, NEVER say something like that on the air. You just offended all the left handed people in your audience." Or the farmers. Or the men who work as servers in restaurants. Very few people are born with maturity that allows them to see all the got'chas.
Even in music programming I think that is part of the reason for so much automation. Those of us who have walked this earth for many, many, many years remember hearing announcers ad-lib things on the spur of the moment that you NEVER want to hear on your radio station. Yup. The good one were clever, and gathered big ratings. The poor ones could be one disaster after another. The automation machine is much more predictable.