Monday, November 6, 2017

Episode #045:



The second season of Brandwidth On Demand is starting as a year of ‘firsts”. Our first confab coverage (Morning Show Boot Camp), and this time, our first ‘dual guest’ episode.

Fred Jacobs
is well known as one of radio’s leading visionaries. His JACOBS MEDIA created the Classic Rock format and with the initiation of the annual benchmark Jacobs Tech Survey, he’s been acclaimed as a pioneer in the connected car movement, and overseen the growth of their JACApps division.

Steven Goldstein
is recognized as a thought leader in audio programming, marketing and management. His track record of success spans virtually every major radio format for some of the nation's top broadcasting companies. He was a co-founding partner in Saga Communications, serving as Executive Vice President and Group PD from 986 until 2015, when he founded Amplifi Media.

Now these two have teamed up again for what could be a real game changer in bringing radio back into the home…with a new venture called Sonic AI. Their goal: teach YOU the ‘skills’ to make sure your station brand(s) join the new tech parade back INTO THE HOME!

If you plan on being in radio the next year or more, we hope you find this MUST HEAR episode as motivational as it is inspirational!


See SonicAi in action, and IMAGINE the ways your station brand(s) could excel!








BONUS CONTENT:
The RADIO You Tube of the week:





Granted, this is market #1, but some examples we can all learn from:
1.)  Cool thumbnail shot (although some might want to add a station logo).
2.)  Solid produced open/close (this can be done affordably with a little effort.)
3.)  No 'security cam' video here.  Handheld, 'real' movement and well lit!
4.)  Stellar on-demand content for the target audience.
5.)  Digital, discoverable and easy to share!

by David Martin

SHORTLISTED
Good things happen when you’re shortlisted. The raise or promotion you want, your next big job offer, they depend on a short list. Your objective should be getting on and staying on a few short lists. Here’s how it works. 

When managers are putting together budgets (deciding which folks deserve a raise), considering promotion of in-house candidates for an opening or looking to hire from outside the company, a few names will get attention. Those names are shortlisted, that is, they’re on a short list of people managers think about when making a specific decision.

Whether it’s actually written down or only top of mind, people on short lists have the inside advantage. Managers could know which players are working hard, getting it done and deserve a raise, they may have a good idea of which player on their team has the talent stack to be the best person to promote when an opening happens, they might have someone outside the company they would love to hire if given the right circumstances. However, they may not. Get busy.

The first step to getting and staying shortlisted is to follow the advice of that famous banjo player…Be so good they can’t ignore you. Steve Martin is right. Become known by your work, by the results you produce.

The second step is to manage up, make your manager aware of your needs and your goals. The third step is to reach out to a select group outside your company and make them aware of your situation and career objectives. This is a process not an event. Asking for a raise, expressing an interest in being promoted or contacting someone at the station you dream of working at needs to involve a campaign rather than a one and done ask.


What’s the best approach? In my experience, the most effective way is to ask – be direct. “What should I do to improve my chances of getting a [dollar goal] raise?” “What skills should I work on improving to get promoted to [position]?” “I want to work for you. What skill set will you be looking for when you’re hiring your station’s next [position]?”


Pro tip: Always ask for a raise early and often before budgets are done and apply for the job that’s not yet available. Get shortlisted before decisions are made.