© Millennium Media Entertainment
I am detecting an emerging trend in this business that hasn’t been around for decades. If things are not going the way Managements wants, some will change out the Talent.
I began my Television career in the 70’s. It was a like a revolving door for Talent and News Directors then. People seemed to be randomly promoted, demoted or fired. Major churn was the word of the day. And, this was a gold rush for people seeking better jobs. This finally stopped during the mid 80’s.
But, I am starting to wonder if this trend isn’t making a come back? I have been reading the in trades and hearing horror stories about Talent being reduced and/or replaced, through out the industry.
We can argue all day if Talent are the ones to blame for ratings loses or lack of growth. I know some that believe they should replace premium Talent with cheaper ones, if their numbers are not doing well.
Companies often favor December for parting ways with staff, to save money in the new year.
The logic is that internal or external people might do better and cost less, then the tenured top Talent. Managements feel they have nothing to lose, since something isn’t working. And, if they don’t do something, they will be next to have their heads in a noose.
Not reacting to changes or taking steps to protect your Television career is very dangerous. Please just don’t sit there.
For example, a Top 50 Station recently wiped out it’s morning team and said they are starting over. A typical 70’s throwback move. Another example is an 80’s throwback. A Charlotte station lost its network affiliation and an Indianapolis one is going to lose theirs at the end of this year. How long will people in either news departments think their jobs are still safe? What are they doing now, if they have to move on sooner than later?
So, I recommend people read the rest of this post because it’s more relevant than it was a few days ago, no matter who you are.
Everyone wishing to improve their television news career should read Jim’s short commentary and take it to heart.
Russell is right that most people do not prepare for a job interview. In his commentary, Russell notes how easy it is to research a potential employer via the internet. I’ve put his piece on my Blog, since Russell’s commentary has sound advice.
Applying for a Station Job? Do Your Homework.
http://johnsheehan17.blogspot.com/2014/08/applying-for-station-job-do-your_12.html
I see this all the time when new Talent Clients sent me cover letters to rewrite/pitch stations with. Rarely, does anyone add a station news brand name, in their initial cover letter. That suggests that they didn’t go on the potential employer’s website to see what the station is doing or even calls its News product.
This also suggests they don’t know the difference between a straight news format and a talent driven one. Not good, if you want their attention. However, all this explained and fixed for them.
More and more I am hearing senior news management people complaining that few, particularly their younger Talent, know much if anything about their stations’ news brands. They say their news brand often isn’t reflected in their new hires’ work. But, the new people still want to work there. Doesn’t make a lot of sense, does it?
I have noticing this for some time about many Talent, regardless of their time and grade in this business. Many simply are not working very hard to get ahead.
I have detected a lethargic attitude to how many people do about anything from improving their work to finding a great job.
Most just sit there, really doing nothing to advance their career. And, that is very dangerous, as I said earlier..
The few ambitious ones spend time on improving their presentation and learning this business. These are the people who rise quickly, passing people more tenured than themselves. I am seeing it now.
June to around October is when most personnel changes are made. Check the Trades. Talent are being hired, promoted and demoted across many markets.
Today these same people are in the late 20’s or early 30’s and still on the move, where they work or want to be employed.
I’ve been following what I call the hiring season, which we are in now, and noticed at least 80 of these folks moving up again, either internally or externally.
They deserve their success, since they have had their noses to the grind stone since they got into Television.
The generation starting in the business now, has few like them. This isn’t just my opinion. It’s what many News Directors are saying about job candidates or recent hires. They feel few are trying and many lacking ambition. Their read is that this group doesn’t care and feels entitled. Very dangerous way to embark on a career in this business.
This is very good news for the more tenured late 20’s to 30’s crowd, who fast tracked their careers. Now, they don’t have to worry about younger Talent displacing them. In fact, this age group are continuing to get better jobs.
News Directors don’t have time to continue your education, but they do have time to criticize and fire you. This is a for profit business, for crying out loud.
Young people are so on their own these days. Due to a lack of direction they do what they think is best in their current job or when looking for another. Most don’t bother to figure out industry standards for reels and written materials.
One thing I have noticed too is a fairly large number of Talent, with postgraduate degrees, still sitting in smaller markets much longer than they probably thought they would. A postgraduate degree does not include street smarts about this business. You have to learn how it works, even if you have a Ph.D. in Journalism.
Common sense dictates that reels, showing you in heavy jackets or video from another job, states; Not Current. Crummy protection quality says you don’t care or maybe don’t know what’s good or bad. Not knowing what’s expected will hold you back.
There are Talent in their late 20’s and 30’s who are no better. They have gotten to a 60 something market, but just sit there, doing little or nothing to advance themselves internally or externally.
Years ago, Stations hired Consultants to work with their News Departments. The useful Consultants spent time on Anchors, reporters and producers, in addition to advising News Directors and General Managers.
Stations don’t hire Consulting Firms, as they did in the past. Why? It’s all about the bottom line these days, is many stations won’t hire Consultants to work with you. You are on your own, unless to find a Consultant yourself to work with you.
They want you ready made and then look for opportunities for you. That assumes they will take you on as a client.
My model is totally different. If you are new or been around for seven to ten years, you most likely will need help with your presentation, voice, look etc. Once that is done, I will market you, first to people I have known or worked with, during my 35 years in the business.
She said the video was disjointed, sloppy production values and many of the candidates’ overall look was just bad.
Here’s the deal. It is a tax deduction whether you hire someone like me or one of the Consulting firms, you will get investment back. Personal services are deductions. So, wouldn’t you invest in your career, now that you know this?
Whatever you decide, don’t just sit there and do your homework, as Jim Russell recommended.
Millennium Media Entertainment
Below is a service outline. This list is designed around individuals and isn’t a Consultation Template, because no two clients are the same.
- Anchoring and Reporting Performance Consultation: Pace, Delivery, Voice Tonality, Voice Overs and developing a Conversational Presentation Style or Brand. Your Brand is your unique presentation signature and how viewers identify with you/your work.
- Daily Performance critiques based on Client provided Links. Feedback via email and/or Skype. At least one status review per week, via Skype.
- Appearance... i.e.…Clothing, Colors, Makeup and Hair
- Health/dietary programs to improve overall health, look and increase performance energy
- Producing, writing and packaging
- Performance Training that fits with Station or Network Brands, industry trends and Strategic Career Planning
- Provide leads, posted job openings and job hunting focusing on the quality companies like Hearst and NBC, avoiding the problematic companies, as I explained yesterday.
- Access to O & O’s, Major Groups and Networks. (Representation Only)
- Demo Development and Consultation.
- Provide Marketing Material Templates...i.e. Stationary, Generic Cover Letters and Bios.
- Consultation Pertaining to New Employment Opportunities.
- Advice for Negotiating New Employment Deals and Contracts. (Consultation Only)
- Contract Negotiations (Representation Clients Only)
- Suggested Tax Write Offs...Such as all Costs Associated with MME Services. (Also cable and computer, phone...Etc.)
- MME will provide receipts for payment for Tax Purposes
President and Chief Executive Officer John Sheehan has over 30 years of Senior Television Management Experience, Consulting Television Station Group Heads, Network Executives, Syndication Presidents, Chief Financial Officers, General Managers, Sales Managers, News Directors and Creative Services Managers about almost every aspect of the Television Business.
Besides News, Sheehan consulted several Nationally Syndicated TV Shows including: Win, Lose or Draw, with Burt Reynolds, A Current Affair, The Gail King Show, and Evening Magazine.
Sheehan started Millennium Media Entertainment as a News Program Syndication and Consulting Company in 1999, after being President of the Clemensen Sheehan Rovitto & Company since 1991.
While with CSR, Sheehan worked closely with the CEOs and managements of Allbritton Communications, Anchor Media, CBS Owned and Operated Television Stations, Group W Television (Westinghouse), New World, 20th TELEVISION, Group W Productions, Granite Broadcasting, and CBS’s EYEMARK ENTERTAINMENT.
Sheehan was President and General Manager of Audience Research & Development, from 1988 to 1991. As president, he directed a staff of nearly 60 highly skilled television professionals, providing broadcast research and consulting services to over 120 stations, broadcast and cable networks and syndication clients.
Prior to that, he managed AR&D’s sales and marketing from 1985 to 1988, as Vice President of Client Development. During his time with AR&D, Sheehan increased revenues by over 100%, quadrupling the company’s client base.
Before joining AR&D in 1985, Sheehan was Executive Vice President of SRI Research Center, now The Gallup Organization. He started as Production Manager for SRI in 1978 and within two years, was named Executive Vice President, overseeing all market research and financial operations with a staff of more than 80 people.
When Sheehan left Tonga Feeds, nearly bankrupt when he arrived, the company was earning a 30% profit and influenced 25% of the Kingdom’s economy. Sheehan was offered senior management positions by both the New Zealand and Kingdom of Tonga Governments. He returned to the US in 1978.
Sheehan earned a BA in Journalism from Creighton University. He fluently speaks Tongan, Melanesian, with a working knowledge of Cebuano and Tagalo.
Sheehan also served in The United States Marine Corps.
Below is a partial list of the stations and companies that Sheehan has had working relationships, during his 35 plus year career:
Station Groups, Production, and Programming Syndication Companies
Allbritton Communications
Anchor Media
ABC News
Belo
Buena Vista Television
CBS News
CBS Television Stations
Cox Communications
EYEMARK Entertainment
Gannett Television
Group W Productions
Group W Television
Granite Broadcasting
Guy Gannet Broadcasting
Hearst Argyle Television
NBC Universal
New World Television
Storer Television
20th TELEVISION (FOX)
United/Cris-Craft Television
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