Category Archives: 2017

How to Cure Millennials of Career Impatience

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.

Ryan Jenkins

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.

(This is 1 of the 47 strategies Ryan shares in his new book, The Millennial Manual: The Complete How-To Guide to Manage, Develop, and Engage Millennials at Work.)

This article was originally posted on Ryan’s Inc.com column, Next Generation Insights.

Reprinted with permission.

Radio to Pay 60 Percent Less In Royalties to SESAC

According to an Inside Radio report, the radio industry will pay less in royalties to SESAC under an agreement reached in an independent binding arbitration with the for-profit performance rights organization.

Under the agreement, stations will pay 60 percent less than what SESAC had been charging on its rate card. The settlement retroactively covers the period from Jan. 1, 2016 through Dec. 31, 2018.

In a statement, the Radio Music License Committee (RMLC )called the arbitrators’ decision a “significant favorable step in the right direction” for the radio industry, since it brings SESAC’s license fees and rate structure more into line with the rate formulas used by American Society of Composers, Authors and Publishers (ASCAP) and BMI.

The settlement also includes SESAC transitioning to a percentage-of-revenue license structure rather than its traditional rate-card approach.

Post-Incentive Auction Window Opens for Modifications by Repacked TV Stations that Can’t Build on Their Assigned Channel

According to a report by Broadcast Law Blog, the FCC announced the first of the post-auction filing windows for TV stations that have to move from their current channels as a result of the post-spectrum auction repacking.

The first window, open from August 9 to September 8, is for a limited number of TV stations that fall into two classes: (1) 25 repacked stations that were granted a waiver of the July 12 filing deadline for applications for initial construction permits because the FCC agreed that those stations were unable to construct the facilities that the FCC assigned to them when they were repacked; and (2) any repacked station or any other station entitled to protection that is predicted to experience a loss of population served in excess of one percent as a result of the repacking process.

Read more here.

Bill Seeks Royalties for Pre-1972 Musical Works

According to a report in RadioWorld, legislation has been introduced to establish copyright protections for performances of pre-1972 musical works. Congressmen Darrell Issa (R-CA) and Jerrold Nadler (D-NY) are sponsoring H.R. 3301, named “the Compensating Legacy Artists for their Songs, Service, and Important Contributions to Society (CLASSICS) Act.”

According to Congressman Issa “this is an important and overdue fix to the law that will help settle years of litigation and restore some equity to this inexplicable gap in our copyright system.”

Viewer Protection Act Introduced

U.S. House Energy and Commerce Committee Ranking Member Frank Pallone (D-NJ), and 10 cosponsors formally introduced the Viewer Protection Act, H.R. 3347, legislation aimed to address any funding or timing insufficiencies relating to the upcoming post-incentive auction repacking.

The Viewer Protection Act aims to ensure that full-power television broadcasters, radio stations, low power television stations, television translators and MVPDs are all covered for eligible repack expenses and authorizes an additional $1 billion to cover those collective costs.  The bill also requires the FCC’s Media Bureau to modify the 39-month repack timeline where additional time is needed due to reasons outside the station’s control.  Additionally, it authorizes $90 million for consumer education relating to the repack.

Michigan Congresswoman Debbie Dingell (D-12) cosponsored the bill. The legislation has been referred to the U.S. House Committee on Energy and Commerce.

Snyder Urged to reject Microsoft White Space Proposal

The MAB reached out to Gov. Rick Snyder and members of the Michigan Congressional Delegation urging the lawmakers to reject Microsoft’s attempts to secure free TV spectrum for a nationwide channel (aka ‘white space’) to use for unlicensed devices. Microsoft is asserting that it is urgent that the FCC reserve a vacant UHF white space channel in every market nationwide before the repacking is finalized.

The National Association of Broadcasters (NAB) also filed comments with the FCC stating that the Microsoft proposal to grant access to 18 MHz of TV spectrum for unlicensed use, should be denied as it will cause direct and immediate harm to translators and low power television stations displaced by the spectrum repack following the incentive auction.

In even a best-case repacking scenario, the capacity simply does not exist to successfully accommodate all of these broadcast television station moves. By design, the incentive auction is already shrinking the broadcast television band and there will not be enough spectrum to keep all broadcast television translators and LPTV stations on the air. This disproportionately harms diverse, niche and rural broadcast viewers that are served by translators and LPTVs.

Broadcasters are not alone in opposing this move. A number of rural and agricultural organizations, including National Assoc. of Wheat Growers, National Assoc. of State Departments of Agriculture, National Black Growers Council, National Farmers Union, and Rural & Agriculture Council of America wrote a letter to the FCC Commissioner Ajit Pai in opposition to the Microsoft proposal.  “Our members rely heavily on local broadcast stations to stay up to date on the important issues in our communities and the rest of the country,” the letter stated. “When local broadcast stations go dark, rural communities are deprived of a vital source of information that is essential for managing our day-to-day lives.”

Early-Bird Discounts Extended Through Friday

MAB members have one last chance to save on registration to this year’s Advocacy Conference and Awards Banquet. Early-Bird discounts have been extended through 11:45 p.m. on Friday, August 4.

The afternoon Advocacy Conference and MAB Annual Business Meeting are free to members while tickets for the evening Awards Reception and Banquet are $140 and benefit the MAB Foundation, which awards more than $26,000 in scholarships each year.

Group discount room rates are still available for event participants.

Click here to learn more, reserve your spot and join us August 22 at Crystal Mountain Resort in Thompsonville.

National Lawmakers will be Part of Awards Banquet

Sen. Debbie Stabenow (left) and Congresswomen Debbie Dingell (right).

The MAB is thrilled to welcome two Washington D.C. lawmakers home to Michigan during the August 22 Awards Banquet at Crystal Mountain Resort.

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 $140 per person and include a fabulous reception, host bar, dinner and afterglow. Sixty dollars of each ticket price may be deducted as a charitable donation to benefit the MAB Foundation. Click here to reserve your tickets and be a part of the celebration.

How to Help Millennials Overcome Failure

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.

Ryan Jenkins

By: Ryan Jenkins
Next Generation Speaker / Inc.com Columnist

Millennials’ altitude in their career and your organization is determined by their attitude towards failure.

According to a Babson College survey, 41 percent of 25-34-year-old Millennials cited “fear of failure” as their biggest roadblock to starting a business, up from 24 percent in 2001. It would seem that Millennials are searching for safer paths towards success.

Millennials are interested in anticipating obstacles rather than stumbling through them. They will leverage today’s abundant information, tools, and resources to minimize risk.

Although Millennials have a complicated relationship with risk. They’ve grown up in a connected world where failure is more public and permanent. One wrong move and the Internet can immortalize one’s failure. In addition, success is prioritized over failure on social media. Millennials don’t see the missteps of their friends on social media, which gives the false illusion that they are the only one experiencing failure.

Millennials also perceive risk differently from previous generations. Some would claim that climbing the corporate ladder is safe, Millennials would call that risky. Some would claim quitting a six-figure job to start a green smoothie business is risky, Millennials would call that safe because they are taking control.

Many Millennials grew up over-protected by their hovering helicopter parents who would deflect anything that appeared to be a failure. Now Millennials are entering the workplace where some are experiencing failure for the very first time, and it’s up to managers to help them thrive through it.

Millennials’ altitude in their career and your organization is determined by their attitude towards failure.

Ultimately people have two choices when it to comes to reacting to failure: fail backward or fail forward. It’s a choice. Leaders are in a unique position to help Millennials choose to fail forward and begin to view failure as deferred success.

  • Display Empathy
    Authority is given but influence is earned. The quickest way to earn influence with Millennials is to listen. Listen and display empathy by stating “I see you’re really disappointed, I know you really wanted to do better on this project.” Or share your own struggles and stories of failure.
  • Instill Belief
    An authentic belief in the Millennial employee’s abilities will prompt them to take more risks and be bolder in their actions. Highlight the strengths, skills, and attributes that made you hire them. Cultivate the belief that self-image is not dictated by external events. Millennials must understand that their self-worth is not based on their performance.
  • Encourage Ownership
    People are tempted to blame others for their failure. Don’t tolerate Millennials pointing fingers and taking a victim mentality. Help them understand that they rob themselves of the learning and growth that’s inside failure when they don’t own their failure.
  • Emphasize the Journey
    Help them to view failure as a toll booth instead of a roadblock. With a tollbooth, a price must be paid to move forward. Prepare the Millennial for the journey, don’t prepare the journey for the Millennial.
  • Facilitate Failure
    Create environments where failing is easy and encouraged. Remove any fear or consequences of failure and communicate that failure isn’t fatal or final.
  • Contextualize Failure
    Offer context around the failure. Help Millennials to see the failure as temporary. Putting the failure into perspective will help them see failure as a momentary event, not a symptom of a lifelong epidemic.
  • Challenge Them
    Challenging Millennials with tough assignments provides opportunities for failure and communicates that you believe in their ability to rise to the challenge. Resilience is a muscle that must be intentionally developed and practiced.
  • Stress Strengths
    Failure can be minimized when people are operating in areas of their strengths. Help Millennials to be wary of laboring too long in areas of their weakness. Spending too much time overcompensating for weaknesses will increase the likelihood of continued failure.
  • Coach vs Intervene
    Resist the urge to intervene to assist a struggling Millennial. Allow the Millennial to marinate in the failure but coach them to come up with a creative solution. Intervening only robs the Millennial of the opportunities to learn problem-solving, develop resilience, and cultivate confidence to take on new challenges.
  • Affirm Effort
    Affirm the variables that the Millennial can control such as effort, empathy, or strategy. Good effort, whether or not they failed, should be rewarded or recognized (Read this for more on recognition best practices for Millennials.) Failing to try or put forth effort is unacceptable failure.
  • Move On
    Have Millennials pause to unpack the failure but help them to understand that the past cannot be altered. Spending too long thinking about missteps can lessen self-confidence, stall progress, and divert focus. Coach Millennials to quickly forget the negative emotions of the setback and encourage them to press forward resiliently.

Benjamin Franklin said it best, “The things that hurt, instruct.” Failure is a teacher. Trial and error (emphasis on the error) is what forges stronger character. Failure-free individuals grow into emotionally fragile professionals who are susceptible to anxiety and lack the grit to succeed.

(This is 1 of the 47 strategies Ryan shares in his new book, The Millennial Manual: The Complete How-To Guide to Manage, Develop, and Engage Millennials at Work.)

This article was originally posted on Ryan’s Inc.com column, Next Generation Insights.

Reprinted with permission.

28 Stations Participate in D.R.A.G. Radio Day 2017

Left to right: Ron Smerigan, WJR-AM Director of Marketing & Promotions, Denise Weston, MAB Director of Membership and Services, Jacquelen Timm, MAB Foundation Manager and Development Director, and Rob David, President/General Manager for Handyman Productions, LLC at D.R.A.G. Radio Day 2017.

A big “thank you” and shout out to the Detroit Radio Advertising Group (D.R.A.G.) for inviting the MAB to be a part of Radio Day 2017!

There were lots of familiar faces and new ones among the 28 stations  that participated in the July 28 event at the The Eastern at Eastern Market in Detroit.

The MAB greatly appreciates its partnership with D.RA.G.!  Thank you!