Managing Talent

In the next hour:

• A contented presenter

• All about you

• Creating a bit of sparkle

• When things go wrong

Ideas are

everywhere ….

A contented presenter

For a happy, safe & secure presenter

… before broadcast

• Things you absolutely MUST do

• Things you really SHOULD do

• Things you maybe COULD do

For a happy, safe & secure presenter

… during and after broadcast

• Things you absolutely MUST do

• Things you really SHOULD do

• Things you maybe COULD do

Ideas are

everywhere ….

The prickly issue

of feedback

Ideas are

everywhere ….The SMART Model

• Specific

• Measureable

• Achievable

• Respectful

• Timely

Ideas are

everywhere ….

And relax …

Ideas are

everywhere ….Making your presenter feel

secure … the news in brief

• Clear, assertive, regular communication

• Be a closet pessimist and surface

optimist

• Stay calm

• Be a buffer

All about you

All about you:

• Your audience is your greatest ally

• Be authentic

• Be brave (about what you do and don’t

know)

• Don’t accept bad behaviour

Creating a bit of sparkle

You as a radiator!

Great production

is not just a 9 to

5

Ideas are

everywhere ….

We love them ….

Not their formats

When things

go wrong

Scenario One

Your presenter has recently been given a

TV slot and now seems bored and

disengaged when he turns up to do your

radio show. He’s arriving 5 minutes before

you’re due on air and often leaves

immediately afterwards. When he’s

presenting his broadcasting feels formulaic

and passionless. What do you do?

Scenario Two

You’re producing a news programme and

have had technical problems, which are out

of your control, all morning. Your presenter

is becoming grumpy and impatient and has

started to comment on air about how poor

the programme is sounding. You have a 5

minute window to chat to her while a

feature plays – what do you say?

Scenario Three

You are new to this production team and

have been given the task of producing a

high profile, well loved presenter with a

strong personality. While he normally hits

deadlines for news and trails, he’s

dismissing your production this morning:

talking way too much, skipping tracks &

missing timings. When you ask him to get

back on track, he just laughs … what next?

Scenario One

• Told the presenter but made no

difference

• Sent presenter home with recording and

got him to defend his position

• Though didn’t get a straight admission,

performance improved

Could have:

• Mentioned damaging brand

• Suggested they work together to refresh

the show and generate new ideas

Scenario Two

• Told the presenter her on air behaviour

was unacceptable

• Asked if she wanted to produce the

programme herself

• Got given job of regular producer!

Could have:

• Agreed to review problems when off air

• Acknowledged audience would notice

Scenario Three

• Went into studio and spoke face to face

• Identified 2 key expectations

• Spoke to editor after show

Could have:

• Referred behaviour to superior

• Spoken to editor during show

• Fed back that show sounded poor

• Asked – what’s the problem?

Managing Talent – Tips

• You’re all on the same team – no them vs us!

• Let your presenter’s personality shine through

• Don’t expect to create sparkle in a vacuum

• Be the best audience for your presenter

• Feedback is essential for all of you to improve