Leadership and Mentoring for the 21st Century

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Leadership and Mentoring for the 21st Century

• Growing the Radio Leaders of
  Tomorrow
• Presented By
• The Mentoring and Inspiring Women in Radio Group

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When you left for work this morning, what did you
leave behind?

• Your opinions?
• Your background?
• Your native language?
• Your race?
• Your politics?
• Your ethnicity?
• Your gender?
• Your sexual orientation?
• Your uniqueness?
• Your ideas?
• Yourself?

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A workplace can only be diverse if the people who
work there can be themselves.
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Fact Minorities seldom make it to the upper
echelons of radio management.
The United States population reflects societal
and cultural changes that are not reflected in
the radio industry.
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Facts Among General Managers at the 13,800
radio stations only 15 percent are female 10
percent are African American 6 percent are
Hispanic MStreet Publications, 2006
diversity data published by MIWs. All
information is subject to the limitations of data
provided by radio companies. Possible errors may
occur.
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Facts Among General Sales Managers at 13,800
radio stations only 30 percent are female 19
percent are African American 5 percent are
Hispanic MStreet Publications, 2006 diversity
data published by MIWs. All information is
subject to the limitations of data provided by
radio companies. Possible errors may occur.
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Facts Among Program Directors at 13,800
radio stations only 9 percent are female Less
than 2 percent are African American Less than 1
percent are Hispanic MStreet Publications,
2006 diversity data published by MIWs. All
information is subject to the limitations of data
provided by radio companies. Possible errors may
occur.
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Facts Approximately 53 percent of all radio
station programming is skewed toward female
listeners. A combined 25.9 AQH share points are
concentrated among stations that feature either
Spanish or Urban formats in the top 100 metros.
2005 Arbitron
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And yet In the Fall 2006 Arbitron Survey
Out of the 13,800 radio stations in the United
States, 678 (4) had Spanish-oriented formats
1,100 (7) had Urban formats. 52 percent of the
U.S. population is is female 14
percent is Hispanic
13 percent is African American.
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Fact Many women and minorities leave their
companies or even the business in order to grow
and achieve their personal career goals.
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The High Cost of Turnover

• Lost productivity during transitionthe head
  leaves before the body does
• Executive time planning transition and
  interviewing
• Lost skills, knowledge, contacts training of
  departing employee
• The Business Cost and Impact of Employee
  Turnover by William Bliss, Bliss Associates,
  Inc.

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The High Cost of Turnover

• Time and productivity or mistakes of temporary
  fill-in staff
• Hiring and training of new person
• Lost productivity of new employee
  is 12 weeks on average

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The High Cost of Turnover in dollars and sense

• Up to 150 of the annual salary of the departing
  employee
• Plus the negative impact on employee morale and
  productivity
• All directly impacts your bottom line

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Why a Mentoring Program?

• It increases employee retention by an average of
  20
• It helps develop the future leaders of your
  company
• It increases job satisfaction
• There is a direct line transference of expertise
  and knowledge

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Why a Mentoring Program?

• There is an essential link between employee
  retention and diversity management Researchers
  at Gallup discovered that organizations that have
  high levels of employee satisfaction and
  retention also tend to have strong and
  well-run diversity programs.
  --
  DiversityInc Magazine
  March 2006

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Why a Mentoring Program?

• Increased ability to translate company values
  and strategies into productive actions
• Allows information about the bigger picture to
  pass through to other people and other parts of
  the business
• An investment in the future of your company and
  in the business of radio

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Implementing a Mentoring Program

• Establishes a clear-cut, company sanctioned
  initiative
• Determines the match of Mentors with Mentees
  based on needs and desired outcomes
• Provides company-wide guidelines and goals

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Implementing a Mentoring Program

• Helps to identify the needs of each Mentee and
  manages their expectations
• Makes it mandatory to supply updates and
  progress reports
• Makes it mandatory to track the effectiveness of
  the program

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Implementing a Mentoring Program

• Allows diversity to grow within a company and
  encourages everyone to value our differences
• Generates Good PR companies can show how they
  support and encourage diversity/enhances company
  reputation
• Facilitates transitions due to acquisitions, new
  hires, transfers or promotions

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With a Mentoring Program

• Companies can
• Engage in positive mentoring experiences
• Assess specific training needs and fill them
• Establish mentoring goals and track them
• Have accountability managed by an dedicated
  program manager

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With a Mentoring Program

• Companies can
• Match Mentors expertise with Mentees needs or
  desired career growth path
• Clearly define access boundaries
• Manage mentoring activities and focus
• Help to form a leadership succession plan

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With a Mentoring Program

• Companies can
• Reinforce and strengthen corporate culture and
  values
• Increase productivity and terms of employment
  reduce turnover
• Leverage in-house expertise and the intellectual
  properties of the company and its people

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What will a Mentoring Program Achieve?

• Focused staff development determination and
  development of high-potential people
• Improved performance, productivity and employee
  retention
• Leveraged relationships and leadership talent
  pool

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What will a Mentoring Program Achieve?

• Company-wide diversity initiatives at all levels
• Improved performance of all staff
• Transference of the expertise and corporate
  memory of the company to all staff

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What will a Mentoring Program Achieve?

• The strengthening of management, staff and
  entire company to

Help Increase The Bottom Line!
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What will a Mentoring Program Achieve?

• The DiversityInc Top 50 Companies for Diversity
  Index calculated by Standard Poors, yield a
  23.5 percent higher return than the Standard
  Poors 500 over a 10-year period.
• -- DiversityInc. Magazine
• March 2006

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The Mentoring Program Essentials

• Each department identifies up to three high
  potential minority management candidates or
  Mentees
• Each Mentee is paired with a Mentor
• Every corporate executive and senior manager
  should participate to
• Signal the importance and value of the program
  and make participation of all senior people
  non-negotiable

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The Mentoring Program Essentials

• What will the Mentees be looking for?
• Exposure to the community through networking,
  both in the company and in the industry
• A Mentor who has a passion for the process
• Opportunities for accelerated personal and
  professional growth
• Strict confidentiality
• Access and honest opinions
• Increased self-awareness and self-discipline
• The chance to learn how to grow their career

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The Mentoring Program Essentials

• Establish goals and program duration at the
  beginning (ideal 12 months)
• Schedule specific meetings and keep to the
  schedule be consistent
• Have a focus and a written agenda
• Meet or speak one-on-one at least once monthly

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The Mentoring Program Essentials

• Establish a relationship based on trust, mutual
  respect and confidentiality
• Define and manage expectations
• Push the Mentee out of their comfort zone
  challenge them to stretch their limits

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The Mentoring Program Essentials

• Arrange quarterly meetingspreferably out of the
  officeof all Mentors and Mentees
• Feature two or three Mentors as panelists
• Mentees come prepared with topics and/or
  questions

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The Mentoring Program Benefits

• Mentees learn more about the business, the
  company and senior management
• Senior management gets to know all the Mentees
  to identify where qualified minority candidates
  are within the company
• Everyones network expands

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The Mentoring Program Highlights

• This investment in the growth of high potential
  management candidates will bring more success to
  the company and it
• Inspires loyalty
• Saves the company the cost of recruiting and
  training
• Shows the FCC that you are serious about
  diversity