Longtime MAB Vice President of Programs Jennifer Preslar is leaving the MAB after 15 years of stellar service for a little “Green and White.” Yup, we are losing another great staff member to Michigan State University.
Preslar said in her letter to the MAB Board that she has enjoyed her time at MAB and will greatly miss her members and MAB Staff but the offer was too good to pass up.
A passionate Spartan, Preslar will be working as an event coordinator in MSU’s College of Communication Arts & Sciences as well as WKAR-AM/FM/TV.
The MAB education event services will be handled by Jacquelen Timm, MABF Manager/ Development Director in the interim while President/CEO Karole L. White works with the Executive Committee to see what talents are needed on the MAB staff as it begins to undertake the new “MAB Future” strategic plan.
On August 10,TagStation LLC, owner of the NextRadio app, announced an agreement with smartphone manufacturer LG Electronics MobileComm to enable FM chips in LG phones, providing access to local FM Radio across the United States and Canada, as well as Latin American countries, with more countries to follow.
“We are proud and excited to partner with one of the world’s leading smartphone providers to continue our mission of connecting and exposing users to a fully immersive radio experience,” said Paul Brenner, President of NextRadio powered by TagStation, in a press release. “This alliance will give millions of consumers the opportunity to receive real over-the-air FM radio through their phone.”
The collaboration will allow LG users to listen and experience live, local radio on their smartphones and provide access to audio emergency alerts even if cellular coverage becomes congested or unavailable. Subject to agreements with wireless carriers, LG also will pre-load NextRadio on a number of models.
With the NextRadio app, consumers have the ability to listen to live music, sports and talk broadcasts through local over-the-air FM radio, while experiencing interactive music content, promotions and ads synced to the on-air broadcast. The direct connection to the phone’s FM chip allows users to use less battery and less data than streaming radio apps when listening to NextRadio broadcasts.
WXYZ-TV (Detroit) will broadcast exclusive coverage of the “Woodward Dream Cruise presented by Ford” on Saturday, August 19, from 7 to 9 p.m.
A one-hour version of the program will be syndicated to television stations across the country, including stations owned by WXYZ’s parent company, The E.W. Scripps Company. The program will air nationwide in late August and early September and will reach approximately 80 percent of U.S. households.
The program will be hosted by 7 Action News Anchors Stephen Clark and Carolyn Clifford from a street-side stage. Additionally, 7 Action News Anchors JoAnne Purtan, Glenda Lewis, Alicia Smith, Keenan Smith and Ann Marie LaFlamme will provide coverage from hot spots along Woodward Avenue, including the legendary Mustang Alley in Ferndale. Reporter Matt Smith will introduce viewers to classic car collectors along the route and 7 Meteorologist Dave Rexroth will cruise in a classic Ford Mustang.
More than 40,000 vehicles and 1.2 million visitors are expected to pack a 9-mile stretch of historic Woodward Avenue.
WXYZ will air an encore broadcast of its Dream Cruise special from 10 a.m. to noon on Sunday, August 20.
According to a report in InsideRadio residents of the the U.S. territory of Guam were startled by an activation of the Emergency Alert System (EAS) shortly after 12 a.m. on August 15. The alert originated from Inter-Island Communications religious teaching KTWG (801), which assured the public afterward that “the unauthorized test was not connected to any emergency, threat or warning.”
The alert occurred at 12:25 a.m. and included the message: “A broadcast station or cable system has issued a civil danger warning for the following counties/areas: Guam, Guam; at 12:25 a.m. on August 15, 2017 effective until 12:40 a.m.”
Officials with Guam Homeland Security and Civil Defense (GHS/OCD), along with the Mariana Regional Fusion Control (MFRC), said there was no change in the threat levels for the island territory and the test was unscheduled and an error. They added that they are working with federal and military partners to continue to monitor the recent events surrounding North Korea and threats aimed at the island territory.
Guam and the U.S. air and naval bases stationed there have been under alert since North Korea threatened to fire missiles into the sea near the island. However, North Korean leader Kim Jong Un has since stood down and backed off the plan, according to state media.
The station that aired the erroneous alert added that it is working with the GHS/OCD “to ensure the human error will not occur again.”
Congressmen Darrel Issa (R-CA) and Jarrold Nadler (D-NY) have introduced legislation to bring sound recordings made before February 15, 1972 under the federal copyright system that governs post-1972 recordings. The Compensating Legacy Artists for their Songs, Service, and Important Contributions to Society Act (CLASSICS Act) would uniformly treat the digital transmissions of both pre- and post-1972 recordings so that artists and labels receive the same royalties regardless of when the recordings were made.
The bill sponsors say it closes a long-standing gap in federal copyright law and serves as an update to the pre-1972 treatment of the Fair Play Fair Pay Act, a broader music licensing bill introduced by Congressman Nadler. The Fair Play Fair Pay Act would not only create a radio performance royalty but would also require stations to pay royalties on songs recorded before 1972. In addition to Issa and Nadler, Congressmen John Conyers (D-MI), Marsha Blackburn (R-TN), Tom Rooney (R-FL) and Ted Deutch (D-FL) cosponsored the legislation. All were original cosponsors of the Fair Play Fair Pay Act.
According to a report in the Hill, the U.S. Department of Justice (DOJ) is scheduled to meet with the non-profit journalism organization The Reporters Committee for Freedom of the Press to discuss the agency’s rules on whether to subpoena reporters who receive classified information.
The meeting will focus on creating new subpoena guidelines. The group previously worked with former Attorney General Eric Holder when the Obama Administration updated its guidance on issuing subpoenas in 2015.
Detroit Public Television President and CEO Rich Homberg announced August 14 that Tom Szczepanski will begin as DPTV’s Chief Operating Officer on September 18.
“With Tom joining the DPTV team, we are even better positioned to tell the story of Detroit – which we believe is, today, the most important city in America,” Homberg said in his announcement. “As university partnerships become more important to us, Tom will be able to use that experience to help build new ‘win-win’ situations.”
Szczepanski comes to DPTV from the University of Michigan, where he has served as Assistant Vice President of Development, Marketing and Annual Giving. His experience also includes consulting the Detroit Medical Center and senior executive roles at global advertising agencies. He began his career at the Detroit Free Press.
“As media continues to evolve quickly, we also need to move at high speed, but do it in a very thoughtful way. Having a COO with a range of the right experience will help the organization through a time of change, helping to ensure that DPTV continues to have a lasting impact in this community, ” said DPTV Board Chair Arthur Horwitz.
Szczepanski is a native of Metro Detroit and graduate of the University of Detroit Mercy.
The documentary “Separate and Unequal” examined the findings of the Kerner Commission, which was created to address the inequities that were the root cause of the riots and civil disturbances of the summer of 1967. The commission’s recommendations were largely ignored. It also examined attitudes about race in today’s America, including its impact on education and police relationships.
Both of these pieces were produced in cooperation with the Detroit Journalism Cooperative (DJC), a partnership of five media outlets reporting on Detroit’s future after bankruptcy. The partnership includes Michigan Radio, WDET, Detroit Public Television, Bridge Magazine and New Michigan Media.
The NABJ’s “Salute to Excellence Awards” recognize journalism that best covers the black experience or addresses issues affecting the worldwide black community during the year. The awards were presented at the organization’s annual convention in New Orleans.
Michigan Radio is an NPR News Station and broadcasts at 91.7 FM in Detroit and southeastern Michigan, 91.1 FM in Flint, 104.1 FM in western Michigan and is available online at michiganradio.org. Michigan Radio is licensed to the University of Michigan and broadcasts from studios located in Ann Arbor.
The 2017 MAB Advocacy Conference is less than two weeks away Time is running out to register to attend the annual business meeting, Advocacy sessions and Awards Banquet!
Are you registered to join the MAB on August 22 at Crystal Mountain Resort in Thompsonville?
This Advocacy Conference is designed to offer legislative insights on federal, state, political and issue advertising that could impact station’s bottom lines. You’ll hear from a line-up of top speakers, including:
Dr. Esther Thorson, MSU School of Journalism Professor and expert on “fake news” trends and news consumption patterns;
Rick Kaplan, General Counsel and Executive Vice President for Legal and Regulatory Affairs for the National Association of Broadcasters;
Rob Elhenicky, Partner & MAB Lobbyist with Kelly Cawthorne;
David Oxenford of Wilkinson Baker Knauer LLP.
John D. Pirich of Honigman Miller Schwartz and Cohn LLP; and
The important Advocacy Conference is FREE to MAB members. Register here
The MAB is thrilled to welcome two Washington D.C. lawmakers home to Michigan as part of this year’s Awards Banquet:
Sen. Debbie Stabenow (D-MI) will be honored with the MAB’s Lifetime of Distinguished Public Service Award.
Congresswoman Debbie Dingell (D-12) will be a special guest at this year’s Banquet to present the MAB Lifetime Achievement Award to 2017 honoree Marla Drutz, vice president and general manager at WDIV-TV (Detroit).
Other 2017 Awards Banquet honorees will include Michigan Broadcasting Hall of Fame inductees Rob David of Handyman Productions, Erik Smith of WXYZ-TV (Detroit), and Radio Reader Dick Estell of WKAR (East Lansing), as well as Legacy Award recipient Linda Lee of WYCD-FM. Both Estell and Lee will be honored posthumously.
CMU Public Radio’s John Sheffler and Detroit Public Television supporter William H. Smith will be honored with MAPB Public Media Impact Awards.
The annual MAB Awards Banquet is a fundraiser for the MAB Foundation, which awards more than $26,000 in scholarships to deserving broadcasting students each year.
Awards Banquet tickets are still available for $170 per person. Click here to reserve your tickets and be a part of the celebration.
We look forward to seeing you on August 22 at Crystal Mountain Resort in Thompsonville!
Editor’s Note: The views and opinions of this article do not necessarily reflect those of the MAB. Contact the MAB for information on the MAB’s official editorial policy.
By: Ryan Jenkins Next Generation Speaker / Inc.com Columnist
Millennials expect promotions and pay raises to come early and often. Here’s how leaders can channel this desire to their benefit.
A consistent complaint about Millennials is their unrealistic timeline for being promoted. They want a pay bump in a few months, a promotion a few months later and the title of CEO by end of their first year. Growing up in fast times and coming of age in an on-demand culture, Millennials have little patience for stagnation, especially when it comes to their careers.
According to the U.S. Bureau of Labor Statistics, as of April 2016 Millennials held an average of 7.2 jobs from age 18 through age 28. A 2016 Gallup report revealed that 21 percent of Millennials say they’ve changed jobs within the past year — more than three times the number of non-Millennials. What’s more, this Millennial turnover is costing the U.S. economy $30.5 billion annually.
As work cycles continue to spin faster and project timelines become shorter, Millennial employees will move up or move on with greater frequency than previous generations.
Leaders need to get more comfortable with the accelerated career advancement expectations of Millennials and arm themselves with a few strategies to satisfy their desire for career progression and stop job-hopping.
To fully satisfy the diverse needs and desires of your Millennial team, consider using a combination of these approaches.
1. Mine the Motivation
Millennials are accustomed to external motivators. Perks, trophies and praise were used to motivate Millennials as they grew up. Because of this, many Millennials lack the internal motivation to overcome career impatience. If you want to deepen the determination and motivation of your Millennial employees, it’s up to the leaders to cultivate it.
The responsibility rests on leaders to cast a compelling vision and help Millennials discover their personal (intrinsic) motivation in achieving the vision and progressing within the organization. Help them to identify the necessary grit that won’t let them quit.
Millennials who gain early clarity on their internal motivations and career progression goals will be able to adjust their expectations and will be better equipped to explore cross-collaboration opportunities to gain more experience and to put their anxious ambition to good use.
2. Commit to Coaching
Coaching is the leadership style that resonates most with Millennials. Millennials were raised in organized activities where they were consistently surrounded by coaches. They view coaching as their path to greatness. The best coaches train, guide and advance while taking deep interest in those they coach.
Effective coaching builds trust, instills loyalty and helps Millennials become valuable faster. Coaching allows a leader to reflect on the progress and impact a millennial is having at the organization and recommend the right opportunities where they could continue their growth and development.
Coaching allows leaders to anticipate when a Millennial is struggling, frustrated, bored or underemployed before they decide to leave the company. Leaders should reemphasize there is no quick remedy for job satisfaction. It’s a slow, uncomfortable and complicated process.
3. Connect With Contribution
Parents encouraged Millennials to have a say at an early age. Access to the Internet also gave Millennials a platform to contribute and have a voice. They now carry this desire to contribute into the workplace. Leaders that create opportunities for Millennials to contribute and cocreate will be rewarded with Millennial loyalty and longevity.
Too often organizations underestimate the ability and desire Millennials have to contribute. Underestimating leads to resentment and underemployment leads to impatience. Create environments that encourage and channels that enable contribution.
4. Motivate With Movement
To satisfy Millennials’ desire to gain transferable skills, get them moving throughout the organization. Millennials don’t view career paths as linear like a ladder but rather multidimensional like a military cargo climbing net. They might be interested in moving left and then back down before moving up.
Be transparent and proactive in your communications about the available opportunities throughout the organization. Networking or social events, job shadows and online job directories are good examples of ways to help Millennials explore movement throughout the organization.
At Taco Bell’s corporate office, the company has a strategy where they loan their employees to other companies. If an employee notices another company is working on a project they are interested in, they can request to be loaned out on a temporary basis to work on that project — a nontraditional approach for a generation that approaches career and learning nontraditionally.
5. Develop for Departure
Offer the training, coaching and mentoring necessary for Millennials to develop themselves out of their current role or the organization. Why develop someone out of the organization? Because the alternative of not developing someone and having them stay and underperform is much worse.
Liz Wiseman, author of “Rookie Smarts: Why Learning Beats Knowing in the New Game of Work,” writes that a rookie mentality — approaching work or a job/task for the first time or from a new perspective — is the key to faster learning, better performance and persisting through failure. Departing Millennials can make room for new “rookies” ready to perform better and can bring a rookie mentality to their new role or company further advancing themselves or the organization.
If Millennials depart your company, they might not know how good they had it because they have nothing to compare it to this early in their career. When they experience the lack of development at another organization, they will boomerang back to your company. These will become your best company ambassadors. Leverage them wisely.