Category Archives: Management

Luck, Signal & Being Unique

dicktaylor
Dick Taylor

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: Dick Taylor,  CRMC/CDMC
DickTaylorBlog.com

Back before the turn of the century, radio station owners often did market research to find viable programming “holes” in a market. Often it didn’t even take research, just an experienced radio nerd with a sense of what was to be popular. Once identified, the task was simply to put it all together and hit the air.

Beautiful Music to Lite AC

I was in Atlantic City doing one of Bonneville’s beautiful music formats and Jerry Lee was in Philadelphia doing Bonneville’s Matched-Flow beautiful music format on WEAZ (EZ 101-FM).

Jerry Lee has always been a leader in the radio industry and with the research of Bill Moyes, they moved WEAZ from beautiful music to Lite AC and re-branded the station B101 (with new WBEB call letters too). It was a very gutsy move!

Jerry’s success with the new format saw me take WFPG-FM from beautiful music to Lite AC and re-brand as Lite 96.9 a few years later.

Timing is Everything

The year was 1989. The country would soon be headed into a recession. The format switch at WFPG-FM saw us go from #2 in the 12+ Arbitron Ratings to #1. Even better, we took the #1 positions in all the key buying demos.

As the economic conditions tightened in the early 90s, the number of stations deep being bought in Atlantic City regionally/nationally would go from five to three to one. And WFPG-FM was the one.

We delivered our first million-dollar bottom-line year in 1991. We repeated that performance in 1993. Meanwhile, the other radio stations in the market were just about making ends meet.

Signal, Signal, Signal

In real estate, the key to having a winning property is all location, location, location.

In radio, the key to having a winning property is signal, signal, signal.

WFPG-FM had one of the market’s only 50,000-watt non-directional signals at that time. Two other 3,000-watt radio stations were already programming a light adult contemporary format, but when we put that format on our huge signal, they both bailed, one changing to classical music and the other to classic rock. It left WFPG-FM as the market’s only Lite AC radio station and with the most popular music format at that moment in time.

Me Too

What I’m seeing is too many “me too” stations on the air today.

Me too is not a viable strategy.

The future for any venture in a 21st Century world is to zag when others are all zigging.

Look at any successful enterprise and you will see two things:

1) not everyone loves what they do; and

2) they’re famous for what they do. (Think Howard Stern.)

Howard would make Sirius Satellite Radio something special and unique. 124It’s why they forked over hundreds of millions of dollars to have Howard join their team.

What happened to the OTA radio station’s when Howard left for Satellite Radio?

They had an Excedrin headache for quite a few years.

Reprinted by permission.

Dick Taylor has been “Radio Guy” all his life and is a former professor of broadcasting at the School of Journalism & Broadcasting at Western Kentucky University (WKU) in Bowling Green, Kentucky and he’s currently seeking his next adventure.  Dick shares his thoughts on radio and media frequently at https://dicktaylorblog.com.  

Finding Success

dicktaylor
Dick Taylor

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: Dick Taylor,  CRMC/CDMC
DickTaylorBlog.com

When I was growing up, kids, when asked, “What do you want to be when you grow up?” would respond with things like: Actor, Postman, Astronaut, Scientist, TV Star, Pilot, Explorer, Teacher, Disc Jockey etc. The answers would be as varied as the career choices out there.

Today, when kids are asked the same question, the answer for boys and girls is the same: “RICH.”

As if money were the only definition of “success.”

“There is only one success…
to be able to spend your life in your own way.”
-Christopher Morely

Defining Success

I really like the words of Christopher Morely. For time and money are inversely proportional. You can save time by spending more money or save money by spending more time. The choice is yours.

Success as most people talk about it sounds like a goal. Goals are dreams with a deadline.

Where does being happy come in? Shouldn’t happiness be included on your personal road to success?

You can have all the monetary success in the world, but if you aren’t happy, are you truly successful where it counts?

Success can be measured.

Happiness is limitless.

People will often tell you to work smarter, not harder. But the reality I’ve found is there is no short-cut to monetary success. The success secret is finding work that you love, work that makes you happy.

Adversity

Let’s face it, no matter how good your plan, life will get in the way.

“Everybody has a plan until they get punched in the mouth.”
-Mike Tyson

Michael J. Fox certainly has had his share of success, happiness and adversity. Fox has been living with Parkinson’s for 26-years. Fox is working, laughing and defying the odds. Recently he shared his “6 Rules for Surviving Adversity.” When I read them, I thought they are perfect for anyone of us in the world of mediated communications. Since the passage of the Telcom Act of 1996, those of us in radio and television have seen massive consolidation resulting in RIF’s (Reduction In Force).

Here are the things Fox says we should keep in mind:

  • Exercise: “We’ve learned it will prolong your ability to operate positively in the world,” says Fox. I’ve learned that logic won’t change an emotion but action will. If you find yourself in a pickle, start doing things. Helping others will especially help you too.
  • Pacing: “It helps me think – the physical motion creates intellectual motion,” says Fox.  He isn’t the first person to discover the benefits of improved thinking by being in motion. Steve Jobs, I’ve read, liked to conduct meetings while walking. He said it helped both him and the person(s) he was talking with to think more clearly. Plus, meetings don’t drag on when people are standing or walking.
  • Acceptance: “It isn’t resignation, and it freed me to actively deal with and endeavor to change my situation (in dealing with Parkinson’s),” Fox adds. “My happiness goes in direct proportion to my acceptance, and in inverse proportion to my expectations.” For many of us who were RIF’d or took on the work assignments of all those people who no longer work by your side, acceptance is critical. I remember losing my promotions department, my national sales manager and local sales managers, and as each position was eliminated, it became the new additional job of the market manager. Until the day they eliminated my position. I know what it means to embrace acceptance.
  • Honesty: Don’t remain silent or ashamed about the position life has handed you. Fox says that once he went public about his condition with Parkinson’s “it was empowering to have people understand what I was going through – I immediately felt better.” Be honest about your situation and seize the opportunity to re-invent yourself and your life. Change is life’s only constant.
  • Optimism: “I hate when people say, ‘You’re giving them false hope.’ To me hope is informed optimism,” says Fox. I love that way of looking at life. You always have a choice to how you react to the things that happen to you. You can be angry, you can be sad, you can sink into a depression – OR – you can look at things with “informed optimism” and explore new opportunities.
  • Humor: “I laugh at [my involuntary movements and the scenes they create],” says Fox. “There are times I love these things.” Laughter IS the best medicine for anything that ails you.

Death is not the greatest loss in life.
The greatest loss is what dies inside us while we live.
-Norman Cousins

Norman Cousins used laughter to get well when everything else his doctors had been trying failed. He chronicled his miraculous recovery in a book “Anatomy of an Illness: As Perceived by the Patient).” It was the first book by a patient that told how taking charge of our own health is critical. Cousins used laughter, courage and tenacity to mobilize his body’s own natural resources. He showed how effective and powerful a healing tool the mind can be.

Do What You Love

Take a moment to reflect on all the things you were passionate about when you were growing up as a kid. Can you combine any of them, or age them, or make them fit into a 21st Century world? When you look to your past, you might just discover your future.

None of us were put here to do just one thing.

I’m sure you had many things you wanted to do with your life when you were young.

And finally, remember the words of a great broadcaster, David Frost who said:

“Don’t aim for success if you want it;
just do what you love and believe in,
and it will come naturally.”

Reprinted by permission.

Dick Taylor has been “Radio Guy” all his life and is a former professor of broadcasting at the School of Journalism & Broadcasting at Western Kentucky University (WKU) in Bowling Green, Kentucky and he’s currently seeking his next adventure.  Dick shares his thoughts on radio and media frequently at https://dicktaylorblog.com.  

Are Sales People About to Become Extinct?

dicktaylor
Dick Taylor

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: Dick Taylor,  CRMC/CDMC
DickTaylorBlog.com

A while back I read an article titled “Are Sales People About to Become Extinct?” It got me to thinking about how many radio sales people have been RIF’d over the years since the industry began consolidating. I remember reducing my last radio sales staff by two-thirds back in 2009 per ownership fiat. Then I would read how sales were down in the radio industry.

Feet on the Street

All of my radio life, one of the secrets to more sales was having more feet on the street. More people uncovering sales problems, coming up with big ideas and helping retailers to increase their cash register rings.

Until one day, it wasn’t.

All due to people who never worked a day in radio, let alone radio sales, making the call about staffing needs.

The Dunning-Kruger Effect

You probably have never heard of the Dunning-Kruger Effect. Let me tell me you about it and see if it sounds familiar.

The Dunning-Kruger Effect is a cognitive bias in which low-ability individuals suffer from illusory superiority, mistakenly assessing their ability as much higher than it really is.”

Dunning and Kruger postulated that for a given skill, those who are incompetent will:

Know anyone like that?

Radio Looks Easy

To everyone outside of radio, the business looks easy. Everyone can tell you what you’re doing wrong. Trouble is, they really don’t have a clue.

So, with the advent of computers and the internet, those spreadsheet wielding MBAs were ready to show us radio folks how to more efficiently run our radio stations. One of those areas they addressed were the need for large radio sales teams.

Technology, they said, had changed the way people buy stuff.

Why not the way radio advertising is bought too?

So, sales forces were trimmed and programmatic buying was introduced.

But is that really the problem we should be addressing?

Perception IS Reality

Mark Ritson, an adjunct professor at the Melbourne Business School in Australia, has showed people on that continent that of the $15 Billion Australian ad marketplace, 8.4% is spent on radio advertising and 39% is spent on digital advertising. Quoting PWC, he said the trend line is for radio advertising to decrease to 7% while digital media will account for 51% of all ad-spend by 2020.

Yet, Ritson says the digital media known as social media is “vastly over-exaggerated” by marketers for its ROI.

Digital Truths

In the current generation of digital media, we know that two things are true:

  1. No one is looking for more ads
  2. High Quality Content Rules

So, what’s the answer?

Every form of media needs to look in the mirror at itself and be honest about its advertising content and the quantity of ads it’s running. (Note: Running more bad ads was never a solution to making your budget number.)

Whether we’re talking about the songs we program, the banter of our personalities, the content of our talk shows or the quality/content of our ads, it’s ALL important in a world where high quality content rules.

Media sales today is more about building partnerships than transactions. It is one where consistency and trust are the foundation upon which today’s sales professional becomes a sustaining resource to the businesses they serve.

Human Relationships

Advertising is influencing. Influencing is fueled by relationships.

Whether it’s the relationship between an air personality and the audience or the sales professional and the client, there’s real value in building human relationships and partnerships.

The airline industry today could save as much as $35 Billion employing the use of pilotless planes. But according to Fortune “54% of passengers refuse to board a remote-controlled plane.”

Representative

I know I’m not alone about being frustrated when I call a company for help and find myself having to deal with an automated voice system. Very quickly I find myself yelling over and over and over “REPRESENTATIVE.”

Like this YouTube video guy: https://www.youtube.com/watch?v=VvbtwIrMFY4

We will always opt for a real live human to work with us over a digital one.

That’s why there will always be a job for media sales professionals who are both knowledgeable and emotionally intelligent.

Reprinted by permission.

Dick Taylor has been “Radio Guy” all his life and is currently a professor of broadcasting at the School of Journalism & Broadcasting at Western Kentucky University (WKU) in Bowling Green, Kentucky.  Dick shares his thoughts on radio and media frequently at https://dicktaylorblog.com.  

3 Disruptive Ways Generation Z Will Transform the Workplace

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

Generation Z promises to bring even more unique traits to the modern workforce. Here’s what executives can expect of the next emerging generation at work.

Following the mass entrance of millennials, Generation Z, defined as those born after 1998, has begun creeping their way into the workplace.

Generation Z has been raised in an on-demand culture and been shaped by ubiquitous connectivity, social media, mobile technology, a post-9/11 world and a deep recession. This is a generation of self-starters, self-learners and self-motivators who are eager to get to work and leave their mark on the world.

Eighty-four percent of Generation Z believe that they have the skills necessary to be successful in a professional environment. And 55 percent of Generation Z feel pressure to gain professional experience in high school.

Generation Z will be showing up to work sooner than you think, here are three major ways they will transform the workplace:

1. Desire for Multiple Career Roles and Routes 

It’s not uncommon for a member of this generation to be managing multiple major life projects. For instance, they might be pursuing a college degree, performing routine maintenance on their own productivity app , growing their YouTube audience of “Game of Thrones” enthusiasts, and is a member of the AUVSI (Association for Unmanned Vehicle Systems International).  . This is in addition to their other, more leisurely pursuits.

Indeed, members of this generation want their career roles and routes to be as diverse as their personal interests. They will be eager to hold jobs (or work on projects) in marketing, accounting, human resources and sales within the first year or two of employment.

Organizations will need to make it possible for Generation Z to experiment and get exposure in various areas of the organization.

2. Heightened Communication Efficiency, Frequency and Authenticity

For a generation that uses Snapchat to communicate via video, images and text on a daily basis, they will view email as an antiquated technology that will ultimately hinder the efficiency, frequency and authenticity of their communications.

Whether it’s company information, peer-to-peer communications or employee feedback, organizations will need to find ways to streamline communications. Slack can help teams communicate with Generation Z-like efficiency and ease. And tools like 15Five or Culture Amp can help leaders provide the up-to-the-minute communications and feedback Generation Z employees crave.

Organizations will have to quickly reconsider their legacy communication platforms, timetables and information accessibility as Generation Z enters the workplace.

3. Inclination to be Tech-Dependent and DIY Workers

Couple Generation Z’s 24/7 access to the world’s information with growing up during the great recession, and you get a very empowered employee that is equipped and willing to “do it myself.”

Generation Z will not only BYOD (bring your own device) to work but will BYOA (bring your own application), where they use an app they developed themselves to execute work tasks faster and with greater productivity.

Organizations must create a company culture of “do it yourself” and equip Generation Z with the relevant technology to execute and innovate.

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

Reprinted with permission.

Make it Memorable

dicktaylor
Dick Taylor

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: Dick Taylor,  CRMC/CDMC
Dick Taylor Blog

https://dicktaylorblog.com/

I recently just returned from my first real vacation in many years. I joined some of the members of my high school class for an 8-day Caribbean Cruise.

We sailed aboard Carnival’s Splendor and it was wonderful.

Behind The Fun

Carnival offers a special behind the scenes tour of the ship on the last sea day of a cruise. It’s a very extensive tour that starts on the bridge and time with the captain, Splendor’s Roberto Tine.

Next, we travel to the ship’s engine room and visit with Splendor’s Chief Engineer Mario Testa.

What we basically learn is that everything on today’s cruise ship can be fully automated, but a full staff of people man the controls and make the decisions.

The Carnival Splendor can carry 3,012 guests along with a crew of 1,150.

The Key People

One of the light boards on the ship had pictures of the key personnel on the Splendor and showed four people, the captain, the chief engineer, the head of hotel operations and the cruise director.

MarQ

MarQ Anthony

The person just about everyone on the Splendor came in contact with was cruise director MarQ Anthony.

His Facebook page really tells the story of this dynamic personality. People write on his page things like: We will definitely be returning just for MarQ and his funny, crazy self. He blew it away. Truly an epic vacation. The most memorable moments of the cruise included the very talented, energetic and hilarious MarQ, our cruise director. I won’t forget this cruise anytime soon! Carnival has a jewel with MarQ and some other staff members on that ship. MarQ was fantastic, phenomenal, amazing and overall the most energetic and fun person I’ve ever met. He made every single event my mom and I attended on the ship memorable and we had a great time. The best part was seeing how much he enjoyed everything he did and his effort to connect and build relationships with people throughout the cruise. We looked forward to hearing his wake-up calls and getting into any event he was involved in on the ship. We loved you MarQ and we look forward to (hopefully) seeing you again!!!

I have to say, I concur with everyone’s comments and MarQ IS Carnival in my mind.

People Attract People

I wrote a couple of weeks ago about how it’s people that attract people. I wrote that article to emphasize how it was the radio personalities that put a fire in my belly to be a part of the radio business. I worked in radio for over four decades and then seven years ago I transitioned into teaching when I became a broadcast professor at a university. I wanted to light fires in the bellies of my students for the radio industry.

First Impressions

We never get a second chance to make a first impression. For my fiancé this was her first cruise. For me it was my second one but my first was about three decades ago, so it was like the first time for me too.

Good first impressions come from projecting a positive image and doing that comes from your attitude. MarQ led a team of people on the Carnival Splendor that had a positive attitude. Anna is the head of training and staff development on the Splendor and was the person who led our group of 16 people on our tour. (Note: the Behind The Fun tour of the ship is limited to a maximum of 16 people.)

The crew’s section of the ship is like a city within a city. It’s not as flashy as the guest accommodations but it is clean, comfortable and Carnival makes every effort to ensure that their team members are happy and well cared for. The hiring business model appears to put hiring people with the right attitude first. Everyone on the Carnival Team was upbeat, positive and fun to be around. They don’t just make a great first impression but reinforce that impression with every encounter.

8-Days, 4-Islands

The cruise was a wonderful vacation. We visited four islands over our eight-day cruise, we saw many wonderful and amazing things, we even rode a Segway, but what we will remember forever were the people of the Splendor and how they made us feel.

In the end, it’s not about stuff or things, but people-to-people encounters.

Automation

So much of the cruise experience could be fully automated, but it would pale with the experience we enjoyed because of the wonderful people on the Carnival Team.

Almost every radio station impacts more people with their broadcast signal than the 3,012 guests aboard the Splendor, but they lose their advantage when they automate and voice track their product. Just because you can, doesn’t mean you should.

Clayton Christensen wrote in the “The Innovator’s Dilemma” that businesses are disrupted not because they ignored threats to their business but because they didn’t recognize the threats to their business.

Radio can’t dilute its core business while in pursuit of possible ancillary activities.

Radio’s core business is talented people totally engaged and focused on their service area, 24/7.

Reprinted by permission.

Dick Taylor has been “Radio Guy” all his life and is currently a professor of broadcasting at the School of Journalism & Broadcasting at Western Kentucky University (WKU) in Bowling Green, Kentucky.  Dick shares his thoughts on radio and media frequently at https://dicktaylorblog.com.  

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.

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.

How to Have Millennials Show Up to Work on Time

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

How often are workers late to work? Is the 9-to-5 schedule obsolete? Are employers becoming more lenient with worker tardiness?

CareerBuilder recently explored this topic with a Jan 2017 nationwide survey of more than 2,600 hiring and human resource managers and more than 3,400 workers across industries. Here are the findings…

  • Twenty-nine percent of workers admitted they were late to work at least once a month. (Up from 25 percent last year.)
  • Sixty-four percent of employers and employees believe the concept of “working 9 to 5” is an antiquated practice, but 53 percent of employers expect employees to be on time every day.
  • Forty-one percent of employers have fired someone for being late.
  • Twenty-nine percent say they have no problem with the occasional late arrival, as long as it doesn’t become a pattern. (Down from 33 percent last year.)
  • Sixty-nine percent of workers who arrive late will stay later to make up for it. (Up from 62 percent last year.)
  • Top reasons for being late to work: Traffic (49 percent), oversleeping (32 percent), bad weather (26 percent), too tired to get out of bed (25 percent), and procrastination (17 percent).

Even though these trends point to a greater employer lenience for tardiness, arriving at work or meetings on time remains a pertinent challenge that I hear frequently from my audiences of folks who manage Millennials.

Millennials have a 24/7 always-on approach to work so coming in late at 9:45am isn’t a big deal since they were sending emails since they woke up at 7:00am and plan to work until 11:00pm. And other times, Millennials are simply unaware that their tardiness is having an effect on those around them.

Whatever the case may be, these six steps should help managers:

1. Believe the Best

Leadership expert, Andy Stanley, says, “Occasionally, there are gaps between what we expect people to do and what they actually do. As leaders, we choose what to put in this gap. And what you as a leader choose to put in that gap will shape your culture. And what you put into that gap, will also be what your staff puts in that gap. You will either assume the worst or believe the best.”

“Developing a culture of trust is critical to the health of your organization. Trust fuels productivity. The message of trust is this…I think you are smart enough to know what to do, and you make a mistake, you will tell me then fix it,” says Stanley.

Stanley makes a compelling case to insert trust into the gap when you see your Millennial employee show up late. Choosing to insert your own assumption (for example: all Millennials are lazy) could cause you to overreact or lash-out and ultimately erode trust.

If the tardiness becomes a chronic issue, continue with the below steps.

2. Address Quickly

“If you want to build a culture of trust, you must confront fairly and quickly and refuse to sit on it. Before I assume the worst, I should at least ask for the facts. The consequences of concealment are far greater than the consequences of confrontation,” says Stanley.

Waiting so long that you react in anger towards the tardy employee is unacceptable and unprofessional. Or waiting too long and beginning to document their every move, you run the risk of making the employee feel like they are “being watched.”

After a few offenses, approach the employee directly. Schedule a one on one, coffee run, or lunch where there is ample time for both the employee and the leader to discuss the issue. They might not have a valid excuse or reason for their behavior, but they will appreciate you believing the best.

Don’t let your fear of being the “micro-manager” or “bad manager” get in the way of being the manager they need.

3. Diagnose the Cause

While in conversation with the late-arriver, take the posture of a coach trying to help the Millennial employee (like a doctor trying to diagnose the problem) and ask probing questions like…

  • Are you late for some things or everything?
  • Is there a certain day or time when you’re late?
  • How do you feel when you are late?
  • Does the amount of time you are late vary? (It’s likely there is a psychological hurdle if the amount of time is always the same and a mechanical problem if the amount of time varies day to day.)
  • What causes you to be late? According to Diana DeLonzor, author of Never Be Late Again: 7 Cures for the Punctually Challenged, there are seven categories for late people:
    • The Evader: Struggle leaving the existing task until it’s perfect or 100 percent completed.
    • The Indulger: Lacking in self-control.
    • The Rationalizer: Won’t admit the problem and blame external factors.
    • The Rebel: Actually enjoy the idea of knowing that other people are waiting for them.
    • The Absent Minded Professor: Prone to innocent flakiness or the condition of attention deficit hyperactivity disorder and get easily distracted on their way. They often lose track of time, misplace car keys, and forget appointments.
    • The Producers: Over-achievers who simply over-schedule their days and underestimate the amount of time their tasks will take.
    • The Deadliner: Subconsciously enjoy the thrill of the last minute rush. Rushing relieves boredom.

These are not excuses. Knowing the tardiness tendencies is the first step in getting lateness under control.

Both parties have responsibilities: Managers should take an active role in helping Millennials diagnose the cause and Millennials must be open and willing to discover the causes or tendencies that cause them to be late.

Alternate Step: Offer a Flexible Schedule

Why fight biology, hardened habits, or extenuating circumstances (family obligations, medical issues, etc.) when a re-engineered or custom schedule would allow the employee to be more productive and relieve you of some heartburn. Steps 1-3 may reveal that a flexible schedule would work best for the individual and team.

If you go this route, be prepared to explore other options for other employees, but you might be due for a 9-to-5 shake-up anyways. (Read this for how to manage a Millennial remote team.)

4. Communicate the Consequences

Don’t assume Millennials realize how their tardiness impacts others. Help them to see it clearly.

Quantify it. When you’re 10 minutes late to a meeting with 10 of your teammates, that is 10 minutes times 10, which is 100 minutes of unproductive time.

Help the Millennial to see the ramifications/consequences their tardiness has on other people. For example, because you were 15 minutes late, James had to fill in for you and the client ended up having to wait. Or not having you available online at 8:00am results in customer requests that sit for more than one hour.

Or consider putting it into context Millennials might understand: imagine having an issue with your Netflix account, submitting a trouble ticket and waiting an hour for someone to contact you. Would you tolerate that timeline?

Also communicate some of the intangible consequences of being late: diminished trust, colleague resentment, and looking less responsible as a professional.

5. Discipline

Every employee but especially the early-career Millennials will have varied learning curves when it comes to correcting their tardiness. Some will only need a subtle reminder while others will need disciplinary action.

Disciplinary action could include:

  • Requiring they make up the time.
  • Docking their pay.
  • Decreasing their bonus.

Enforcing steeper disciplinary action may be warranted if their behavior has negatively impacted the bottomline, the company culture, or a client relationship. (Read this for how to terminate a Millennial.)

6. Acknowledge Improvement

If the Millennial employee’s behavior improves, make it a priority to acknowledge it. (Read this for how to deliver recognition to Millennials.)

(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.

People Attract People

dicktaylor
Dick Taylor

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:  Dick Taylor,  CRMC/CDMC
Dick Taylor Blog
https://dicktaylorblog.com/

One of my favorite activities each Memorial Day Weekend is to listen to WABC Rewound streamed over Rewound Radio. What makes this weekend so special is that people from all over the world are listening to the stream at the same time. It’s a coming together of people of all ages to celebrate one of the greatest radio stations America ever produced.

Why WABC Rewound is So Popular

This year, I streamed WABC Rewound driving back to Virginia after spending a couple of weeks in my home state of Massachusetts. Over 7-hours and four states, the stream via my iPhone7 pumped through my Honda Accord’s premium 7-speaker, 270-watt audio system was rich, full and continuous without buffering or interference of any kind. That all by itself is something to note. Streaming audio today is becoming seamless.

But it wasn’t the music that attracted me, though the records are the “music of my life” from my days in high school, college and as a disc jockey. No, what attracts me – and everyone else that faithfully tunes in each year – are the personalities.

Herb Oscar Anderson, Bob Dayton, Dan Ingram, Ron Lundy, Bruce Morrow, Charlie Greer, Bob Lewis, Chuck Leonard, Johnny Donovan, Harry Harrison and George Michael, plus the newscasters that delivered news every hour.

We are attracted to the people. People we grew up with.

The New Yorker magazine wrote back in 1965 that listeners to WABC were part of the WABC family. We were “cousins” of Cousin Brucie. We were part of the Ingram tribe as he called us “Kemosabe.”

Mornings went “all the way with HOA” as New York’s morning Mayor Herb Oscar Anderson started our day before Harry Harrison moved from WMCA to WABC.

Contests, Features & Promotions About People

WABC invited listeners to vote for their “Principal of the Year” (16-million votes cast in 1964), mail in for a “Kissin’ Cousin Card” or a “Kemosabe Card” (drawing in 150,000 requests in a single week).

Herb Oscar singing “Hello Again” live on the radio and reading lost dog announcements, celebrating birthdays.

Each personality became a member of the family. Your family. And like a member of the family, you took them everywhere you went. To the lake, on a picnic, in your car, to wake up with or go to sleep with. They were companions and we were part of their community.

Father Peter Gregory

“Without people, there wouldn’t be a priesthood,” was the often-heard proclamation of Father Peter Gregory of St. Charles Church in Pittsfield, Massachusetts. Father Peter has been the pastor of St. Charles for nearly three decades. “The church is people,” he told a reporter who interviewed him on the eve of his retirement.

I bring up Father Peter because at a time when many churches in Pittsfield have closed their doors due to a lack of followers, St. Charles is doing quite well.

It’s not the most glamorous of structures – other churches in the city I might rate more inspirational – and it’s not in the best neighborhood. No, what it has had is a spiritual leader that believed in people and whom people believed in right back.

A Mount Rushmore Sized Opportunity for Radio

I love reading the weekly Mid-Week Motivator articles from a good friend and former consultant of some of the radio stations I managed, Tim Moore.

Recently Tim asked “Why is Talent Development in Neutral?”

He wrote that his life’s education seems to have been about understanding the challenges and concepts of what it takes to be a winner. It meant he would constantly be looking for character and excellence in people who hadn’t found it yet.

The irony about today’s radio, Tim says, is “glaring opportunity, constricted by the inability or lack of will on the part of many companies and their leaders to insist on the culture of better.”

Air talent goes un-coached while radio has a huge opportunity to build relationships with its listeners. Building the same kind of bond I had with the personalities of WABC, WKBW, WTRY, WPTR, WBZ, WRKO, WDRC, WBEC, WBRK, WLS, WCFL and so many more.

Focus Groups

Over the years, I’ve been to many diary reviews and a few focus groups. What you see are the attraction of radio listeners to radio personalities.

While a particular format may be what initially attracts a listener to a radio station, it’s the radio personality that is the glue that will cement the listener’s loyalty.

Tim says, “It’s the personality of a station that locks-in listeners’ interest and daily habit.” “The implications are simple, obvious, yet largely ignored: without better talent (defined as more relatable, interesting, and reciprocal people on the radio) we are treading water,” says Tim.

Who Influenced Dan Ingram, The Real Don Steele, Dale Dorman or…?

Most radio people my age grew up with the most talented and engaging radio personalities to grace the airwaves of American radio. They were our teachers. They were available for us to listen to and mentor under 24/7, 365-days a year.

In addition to them, we had program directors – many of them off-air – who coached us and inspired us to be better.

I’ve often wondered about the iconic radio personalities that did it first. Who did they learn from? How did they become the engaging, relatable, interesting personalities that attracted our ears like metal to a magnet?

And can a talent voice-tracked over multiple radio stations ever be as compelling to not just listeners but to the next generation to want to pursue radio as a career?

Again, Father Peter understood his church’s most valuable asset, its youth. “It’s the kids and youth who are the future of our church,” he said. “I’m now dealing with kids whose parents I had as kids.”

The Community Band

Once upon a time, every community in America had at least one town band. Most of them are long gone.

When I was managing a radio cluster in Lancaster, Pennsylvania I came to know and love the New Holland Band of New Holland, Pennsylvania.

The band was not only strong and vibrant, but performed at a level that would have made John Phillip Sousa proud. Its concerts are very well attended and it has produced some of this country’s finest musicians, some of whom now perform as part of the President’s band.

Why did the New Holland Band not just survive but continue to thrive? It understood it’s all about people. The band’s members are made up of a diverse group of professional, semi-professional and student musicians. The oldest member of the band has been a member since 1959 and the newest member since 2016. It’s this blending of youth with experience and wisdom that keeps the New Holland Band fresh, contemporary and relevant.

Junior Achievement

It was the initiative of one of my hometown radio stations (WBEC) that convinced the Junior Achievement to create a JA Radio Company.

Junior Achievement was founded in Springfield, Massachusetts in 1919 by Theodore Vail of AT&T, Horace Moses of Strathmore Paper Company and Massachusetts Senator Winthrop Murray Crane (who’s family paper company, Crane and Company, makes the paper all U.S. currency is printed on).

The JA website states: “Junior Achievement is the nation’s largest organization dedicated to giving young people the knowledge and skills they need to own their economic success, plan for their future and make smart academic and economic choices. Junior Achievement’s programs—in the core content areas of work readiness, entrepreneurship and financial literacy—ignite the spark in young people to experience and realize the opportunities and realities of work and life in the 21st century. Our Purpose: Junior Achievement inspires and prepares young people to succeed in a global economy.”

WBEC’s management realized that getting high school students actively involved with the radio station would engage their parents, siblings, families and friends too. Many of them who owned local businesses. It was both mentoring a new generation of radio broadcasters as well as leveraging the people attract people principle.

Human Development

As Tim Moore says, “Human development is the essence of life. Weak excuses such as ‘we don’t have the time to develop talent’ are just chin boogie.”

All my radio life, I’ve invested my energies in the development of people. Many of them today are owners and managers of their own broadcast operations.

I’m also proud to have spent the past seven years of my life as a broadcast professor paying-it-forward to a new generation of broadcasters.

Radio is a people business.

It will never attract people to its product like it once did without a serious commitment to talent development.

Reprinted by permission.

Dick Taylor has been “Radio Guy” all his life and is currently a professor of broadcasting at the School of Journalism & Broadcasting at Western Kentucky University (WKU) in Bowling Green, Kentucky.  Dick shares his thoughts on radio and media frequently at https://dicktaylorblog.com.  

How to Attract Millennials With a Compelling Recruitment Video

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

Finding talent for your organization is an ongoing process. It’s even more ongoing  today as Baby Boomers retire and Millennials change jobs in record numbers.

As stated in my previous article, How to Attract Millennial Workers in 2 Simple Steps:

What are Millennials looking for when considering a job?

  • The No. 1 thing Millennials want to know about a company is its “culture and values,” followed by “perks and benefits,” and “employee perspectives of the company.”
  • The top obstacle to Millennials accepting a job is “not knowing what the company is like.”

A compelling and informative recruiting video can satisfy both of the above Millennial needs when it comes to considering a job. Here are fifteen elements to include in your recruitment video in order to effectively attract the right Millennial talent.

  1. Don’t tell, show. 
    Video is the preferred method of consumption for the Millennial generation. Showcase what it looks like to work at your company.
  2. Infuse authenticity. 
    Give the viewer a genuine sense of the workspace, company culture, and employee perspectives.
  3. Showcase your growth. 
    Millennials are interested in becoming an integral part of something that’s going somewhere. Use interesting visuals or comparisons to showcase your company’s recent growth.
  4. Expose your culture. 
    Spend more time emphasizing the company culture than explaining your product or service. Millennials put a premium on culture.
  5. Flaunt your employees.
    Millennials want to see who they’d be working alongside. The more diverse and creative the team…the better. Ditch any clip art and stock video and just use your real employees.
  6. Unveil the lifestyle.
    Millennials often choose a city before they choose a job. Show the community amenities of your hiring city. Highlight the eateries, coffee shops, bars, public transportation, venues, etc.
  7. Reveal the office.
    Highlight the innovate workspaces and work perks (pets at work, adjustable desks, cafeterias, game rooms, etc.).
  8. Depict an actual day. 
    Show what it looks like going to work, who they are going to meet there, a typical desk, the elevator they will use, where they will park, how they will collaborate, and where meetings are held. The easier they can visualize themselves at your organization, the easier their decision.
  9. Show off technology. 
    Millennials desire an innovative environment to quench their tech dependence. Show employees interacting with the various pieces of technology through the office.
  10. Exhibit social perks. 
    Millennials are looking for community as much as they are a job. Highlight your community outreach, office sport teams, and parties.
  11. Feature your leaders. 
    Allow Millennials to see or hear from senior leaders inside the organization. Highly visible leaders give Millennials the impression of a flatter organization, which they prefer.
  12. Get quirky. 
    No Millennial dreams of working for a stuffy organization. Do not make the video too corporate and robotic. Find ways to inject some quirkiness.
  13. Short video. 
    Attention spans are shortening at alarming rates. Create a 1-1:30min recruiting intro video and then serve up other longer videos (if necessary) for those interested in learning more about your organization.
  14. Compelling music. 
    Your video’s music can make or break the video. Music can demonstrate your relevance, innovation, and the pace of your organization.
  15. Visible call to action. 
    Make sure viewers know exactly what their next step should be (ex: visit www.xyz.com/hiring to apply or text APPLY to 12121). Make it clear and visible. Place it at the end of the video and in the video description.

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

Reprinted with permission.