The Work in Sports Podcast - Insider Advice for Sports Careers

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Vince Gennaro: NYU Tisch Institute for Global Sport – Work in Sports Podcast Jul 01, 2019

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Vince Gennaro, Associate Dean of the NYU Tisch Institute for Global Sport, dishes on baseball, analytics, cool ranch Doritos and the new Masters in Global Sport at NYU on this edition of the Work in Sports podcast!Hi everybody, I’m Brian Clapp, Vice President of Content and Engaged learning at WorkinSports.com and this is the Work in Sports podcast…A few months back I interviewed Lewie Pollis, Philadelphia Phillies Lead Quantitative Analyst for Amateur Scouting… and something he shared during that interview has really stuck with me. While in college, he took it upon himself to conduct a research study into evaluating players impact on the collegiate level, and pitched it to various college teams, leagues and conferences in hopes of landing a position.This was his proof of concept, his calling card to the teams to not just say he was a worthy addition, to prove it with action. It is also a leap of faith in himself - he put in a lot of time and effort to do a thorough investigation, but there was no promise of return. He could have invested time and effort creating the doc, and then sending it out to teams, following up with leads, digging for action… and had nothing come of it. But it did. One college program had their interest piqued by what he sent, talked with him and eventually offered him a job… which eventually led to an even better job with the Phillies. All because he went an extra step, a risk.He's not alone, Brian Killingsworth, CMO of the Vegas Golden Knights came right out on our show and said - when you apply for a job include something that makes me take notice. He cited doing research into the value and impact of eSports or pitching a new social media concept. Crafting a research document -- anything extra to help you stand out.This concept sticks with me because we’re always looking for ways to help you differentiate yourself. I was reminded of this again in my research for today’s guest on the podcast, Vince Gennaro, associate dean of NYU’s Tisch School for Global Sport.Back in 1974, Vince was 27 years old - an economic consultant to various industries in addition to working as an economic analyst at the Federal Reserve Bank of Philadelphia. He had his MBA and a passion for baseball. Inspired by veteran right-handed pitcher Catfish Hunter signing a then-lucrative free agent deal with the Yankees - Gennaro decided to analyze if the contract was a real value to the Yankees. He reached far beyond performance metrics, he applied statistics, mathematics, and technology to dig into the overall impact of the player, not just performance, but economics as well -- how many additional tickets would he sell? After this extensive research, Gennaro concluded that Hunter's value to the Yankees that first season was $680,000. This was the beginning of his Player Valuation System, which, in addition to analyzing the value of specific players, shows how winning percentage, promotional days, ticket prices, attendance, and other factors interact and affect the bottom line in the operation of a major league club.Teams took notice of this new methodology of evaluating a player's true value. Since that time Gennaro has consulted with various baseball teams, owned a women’s professional basketball team, written endless columns for outlets like Forbes, The Wall Street Journal, Yahoo Sports, is the president of SABR society for American baseball research, hosts a baseball show on SiriusXM and is the Associate Dean for NYU’s Tisch School for global sport. Not a bad resume. He’s one of the wisest people I’ve ever had the pleasure of interviewing -- he’s Vince Gennaro.Listen in to the Work in Sports podcast with Vince Gennaro to learn more!

Mark Coscarello: Talent Acquisition Manager at the USGA – Work in Sports Podcast Jun 26, 2019

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Mark Coscarello, Talent Acquisition Manager for the USGA joins the Work in Sports podcast to discuss how he finds the best talent for the job.Hi everybody, I’m Brian Clapp Vice President of Content and Engaged Learning for WorkinSports.com and this is the Work in Sports podcast…There is nothing quote like Sundays in the summer with golf on the TV. I’ll admit I don’t have the time to sit down and watch 4 hours of a tournament every weekend, or for that matter to get out and play, but there is something special about the US open and father’s day. The United States Golf Association’s biggest event of the year, it’s the perfect marriage of fatherly celebration, perfect weather, and the relaxing comfort of a day perfectly tailored for golf fans. But the USGA isn’t just a one trick pony, focused on a singular championship event. They are the governing body of golf in the US and Mexico - in charge of establishing the rules, creating the national handicap system, testing golf equipment for compliance, and conducting 14 championship events and two international team competitions each year.To accomplish these types of yearly goals takes staff, lots of staff, ranging from Data scientists and Senior Directors of Championship Administration to museum librarians and interns. The opportunities are vast at the USGA and they all channel through a talent acquisition team headed by this weeks guest Mark Coscarello. Mark knows better than anyone, an organization thrives based on the strength of their employees. He knows it’s his over-arching goal to attract the best talent to come work for the USGA and then help to establish a culture and environment that will make them want to stay. But I guess I should let him tell you all about that... Here’s Mark Coscarello, Talent Acquisition Manager at the USGAQuestions for Mark Coscarello, Talent Acquisition Manager at the USGA1: You’ve been in talent acquisition for over 20 years and have experience at major institutions like Google, Johnson and Johnson and Pfizer - as you compare those huge operations to your current role in Talent Acquisition for the USGA, what makes sports different from an employment standpoint?2: So many people play golf and are fans of golf -- but we both know that doesn’t necessarily qualify them to work in golf. What is your process for finding people that have the right skills to work in your operation3: You’ve been at the USGA for almost 3 years now, have you observed any patterns of demand? Are there certain roles or positions that are growing in need? 4: Let’s talk about the hiring process in a little more detail, you represent a premiere brand, one that hundreds, likely thousands of people, would love to work for. When you have an opening, what is your process for narrowing the field to a manageable number5: Every student I talk to has an innate fear of being just another resume in a stack of applicants. How does someone catch your eye in the process?** Follow: What about standing out for the wrong reasons? Are there any pet peeves you see on resumes, cover letters or other materials? Things that make you cringe?6: When you are going through the process with a candidate - whether it’s a phone interview or face-to-face - you’ve been doing this a long time, do you work off gut feeling, or a more data-centered process?7: Obviously every situation and every role is different - but as you look back over the people who have been hired during your time in sports, is there a certain trait, skill or aptitude that is consistent across those who become successful?8: what is your take on the right way for someone to follow up with you or someone on your team? This is likely the most common question I get – “I interviewed for a job but haven’t heard anything, what should I do!”…well, Mark, what should they do?9: On your LinkedIn profile you mention one of your tasks is to “create talent ambassadors across the organization” can you explain what that means and how it positively influenc...

Demand Authentic Communication! Work in Sports Podcast Jun 24, 2019

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Hi everybody, I’m Brian Clapp…. Wait for it… Vice President of Content and Engaged Learning at WorkinSports.com and this is the Work in Sports podcast.Not sure that rolls off the tongue yet, I need to work on the new title. I was in such a routine saying director of content for WorkinSports.com ...I could say it in my sleep. We have a lot to talk about today. First what the heck does it mean that engaged learning is on my title now?Well, outside of my work on the podcast I’ve been working in developing online courses as part of our plans to educate our audience on WorkinSports.com. I’ve been developing content for 6 years now, with over 500 blog posts and approaching 200 podcast episodes...but we wanted to ramp things up a bit, and online learning is the way.We’ve just launched our first four courses under our Work in Sports Academy courses are perfectly targeted for college-age students, or people trying to change careers into the sports industry. In these courses I’m not teaching you how to sell tickets, or scout a prospect - I am teaching you the tactics and strategies behind getting hired. Course 1: Gaining the RIGHT experienceCourse 2: Building and Maintaining your NetworkCourse 3: Your Resume, Cover Letter, and Personal brandCourse 4: Interviewing for Jobs and Internships.You can purchase them individually based on your needs… or bundle them as a package and buy all four for a discounted price. I’m pretty pumped about this -- and it is why my title now includes Engaged Learning.Now, on to today’s subject.We need to discuss Authentic Communication -- because I fear I have failed all of you and it’s been bothering me all weekend. So I get this promotion and I update my LinkedIn profile. I’m a LinkedIn addict, this is very normal behavior for an addict. As you all know LinkedIn makes your change in title a news item on your connections notifications pages. So, I have 5,600 ish connection and the onslaught of messages begins.Now, before I get into my rant I want to make something really clear - I appreciate all the well wishes, I really do and I am not scolding people for saying “Congrats on your promotion!”BUT, we need to really think about our actions. Ok, so dialing back a second, after the promotion gets posted on LinkedIn I’ve had 1084 reactions -- that’s messages, likes etc. 1084 people did something related to this notice. There were 4 types of responses:1: An open-ended response2: A customized response3: An autoresponder response4: A simple like of the status update.Let’s break these down a bit and get at the root of their purpose, thoughtfulness, and impact - starting with the open-ended response.This is the best of the best. Someone responded something like “Whoa, this is great news congratulations… so what kind of new responsibilities will you have?”Why is this the best? Because it actually engages your subject in real, authentic communication. Asking a question is the best way to get a thoughtful response, show you actually care about the person and prove you aren’t just blitzing through the networking steps. If you want to build relationships with people, that have depth and meaning, you need to ask more questions about the other person. Get them talking and sharing and explaining. They just got promoted, they are excited! Take advantage of their opportunity to deepen their relationship with you. Out of 1084 people do you know how many people did this? How many people asked me a customized open-ended question? One. Jess Dewell, you are the big winner. Jess asked “Congrats on the promotion! What is the most exciting part of this new role?”This led to an actual real-life conversation between the two of us. That is the goal! Right? Isn’t it? If it isn’t the goal, I’d like someone to explain to me what their goal is.Now, Before I get all bonkers on autoresponders -- I want to say, just barely a step below that is what most of you that listen to this podcast did. Most of you are really kind, smart people,

Greg Amiel: Ottawa Sports And Entertainment Group – Work In Sports Podcast Jun 19, 2019

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We're headed north of the border for today's podcast episode with Greg Amiel Community Engagement Coordinator for Ottawa Sports and Entertainment Group. Hi everybody, I’m Brian Clapp Director of Content for WorkinSports.com and this is the Work in Sports podcast…I was speaking yesterday to a friend of mine from the University of Florida, sorry all you Florida State fans...cough Jake Kernen…, anyway we were discussing some of the trends he sees in his students. I like to keep up with what’s happening at the student level, the trends the pain points the problems and fears, and the best way for me to do that is to speak with students, and with professors, administrators at the college level. One of the things we discussed was online learning, something that we didn’t have as I came up in the industry. And what’s really cool about online learning, from my friends perspective, is that it opens up possibilities for so many more people to be part of the educational experience. I love that. I felt inspired after hearing that. I think about my college experience, and for me, it was never a doubt, I was going to college. That’s not to say we were rich, we weren’t at all, we were firmly middle class, but college was happening for my brother and I. I was going to pick a school, relocate and live there and be in charge of my own existence and dedication.This is not a reality for the majority of the world. College isn’t a foregone conclusion, it’s a dream, a fantasy, a concept that can’t be taken for granted. Over the multiple years since I graduated, college has become even more cost-prohibitive, which means the education gap, and in turn, the wealth gap, has increased.This is scary. We shouldn’t be a world of have’s and have nots. I’m not going to politicize this, but I do believe opportunity should be more readily available. And before some people get on me, I’m speaking of opportunity, a chance to thrive and grow. Online programs, their growth, and importance, can’t be underscored. These programs when done right, especially at some of the top level institutions who are now investing, open up doors to so many people. Those who need jobs to survive the day to day, those with physical ailments that may make a traditional campus experience difficult, those with complex lives who have uphill climbs but want to better themselves for their future. I choose people for our podcast interviews in executive roles, mid-level managers, and entry-level staff. You know the common thread for all of them -- they have a college education, many in fact have their Masters. They had the opportunity to thrive. Without getting too preachy, and I’m trying really hard to just speak honestly without trying to sermonizing, I realize more than ever I had an opportunity. I never questioned whether or not I’d go to college, I never doubted I’d get a high-level education, and play sports, and have the equipment and new cleats, and someone to drive me to and from practice. I never doubted these things. I was lucky. Not everyone is. Keep that perspective as you walk through your journey, take advantage of the opportunities you get, don’t feel any guilt about them, but you sure as hell better make the most of them. And look around, outside your comfort zone, notice not everyone has it the same way you do, pick someone else up. Help someone else out. Train someone, mentor someone, hire someone. That’s how you change the world. Today’s podcast guest is Greg Amiel, Community Engagement Coordinator for Ottawa Sports and Entertainment group -- owner of the Ottawa REDBLACKS (CFL), Ottawa 67’s (OHL)& Ottawa FURY FC (USL)...which means even just 2 years into his postgraduate sports career, Greg has a ton of experience… Let’s get into it with Greg Amiel…Questions with Greg Amiel, Ottawa Sports and Entertainment GroupFirst off I’d like to say congratulations, you are my first Canadian guest -- which is odd since our CEO and CMO are both Candian,

Your Most Difficult Job Interview Questions and Why They Were Asked Jun 17, 2019

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You can figure out how to answer interview questions when you consider why they were asked in the first place. Let's run through some examples on this episode of the Work in Sports podcast!Hi everybody, I’m Brian Clapp director of content for WorkinSports.com and this is the Work in Sports podcast.As you hopefully know by now, we have a private Facebook group for this podcast. It has a very inventive name -- we call it - the Work in Sports podcast private group. I know right? Lots of branding meetings and focus groups went into the creation of the name. Quick side story -- this is a new record, I've barely even started and I’m already into a side story -- anyway, I was at the NASSM conference a week or two ago and met with many sports management professors. One was Dr. Karen Boleska, from Husson University, I’ve spoken in her class before and it was nice to meet her first hand. Well, she told me about another podcast she listens to called “How to Be Awesome at Your Job” and she kept discussing what made it great, and all I could think of the whole time was… damn, that’s a much better name for a podcast. I mean outs is brand relevant since we are WorkinSports.com, and it’s clear we’re going to talk about working in sports… but “how to be awesome at your job” podcast is a pretty good hook.Ok back on track -- maybe mine should be called the tangent inside a diversion wrapped in an aside podcast -- anyway the reason I brought up the facebook group for the 10,000 time is because I’m going to do something kind of fun and related to it this beautiful Monday morning - I’m going to use it as the launching point for our discussion.Group member Erin Preuter posted last week:As I prepare for an interview tomorrow I wanted to ask everyone what was the hardest or most unique question you’ve ever been asked during an interview?Well, the group responded and I’m going to highlight some of those responses here and then explain a little about why they may be asking them, and how I may answer them.1: Scott MacDonald -- I was once asked who was my hero and why, and I got kind of emotional talking about my late father, but I feel like it helped humanize me a bit in the interview.2: Jeff Gillis: I was asked who I was.3: Ashley Potts: I prepared for a lot of logistical job questions and then got asked which Game of Thrones character I would be and was totally caught off guard haha.4: William Edward: I was asked what movie or character represented my sales career so far. Caught me off guard!5: Ramon Sanchez How would you organize weekly tasks?6: Kevin Wilson: My question was to describe how you would change the culture, without negatively impacting morale? 7: Before the last filter at my last hiring process, I set my mind telling myself “this job is mine.” The interviewer was an extravagant guy who asked me what I saw first in his office as I crossed the door, then he made me tell him a real story and a false story, and, finally, he said: “imagine I’m an oracle that will answer any question you may have, what would you ask me?” I said: “how far will I go?” He thought for a second and said: “you’ll break into the top.” They hired me over a year ago and now he says he “relies on me blindly.” Today's Sponsors!Hey everyone it’s Brian, we’ve got a really fun podcast episode coming up today, but first let’s talk about the Masters in Global Sport from NYU -- the associate dean of the program is an industry leader, Vince Gennaro, he’s consulted with major league baseball teams, been one of the originals in the world of analytics, and is totally dedicated to the globalization of sport and all that goes into it. I just conducted an interview with Vince for the podcast, and I’ll be honest i was ready to run through a wall… well, metaphorically speaking. He got me fired up, his passion and his intellect for the business was inspiring. I can only imagine what class is like!The MS in Global sport is a 36-credit, 16-month master’s degree.

Andrew Sidney: Houston Rockets Director of Group and Inside Sales Jun 12, 2019

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Sometimes finding your fit in the sports industry requires you to figure out what you don't like before you figure out what you do like. Andrew Sidney of the Houston Rockets explains in this weeks Work in Sports podcast.Hi, everybody, I’m Brian Clapp Director of content for WorkinSports.com and this is the Work in Sports podcast.A few weeks back on our little program I mentioned the idea of having a company first attitude towards job seeking. We all so often look for roles that fit our skill set, which makes sense, and is still a logical way to search, but I also espouse the benefits of looking at the companies that fit you, your personality and your career goals -- even better, when they have a reputation for training and developing staff.Think of it this way -- your fit, early in your career, matters for your overall ceiling. Would David Carr, #1 draft pick of the expansion Houston Texans in the 2002 draft been a more successful player if he hadn’t gone to an expansion team and get 249 times over his first 4 years in the league?Would Tom Brady have been as successful if he hadn’t landed under Bill Belichick and played in one system his entire career?Would Devin Booker be a household name if he wasn’t putting up huge numbers for a terrible team in Phoenix? Your fit matters. Athletes don’t have a choice, you do. I know it’s idealistic when you are first starting out to think you can demand anything, or be selective in your roles. We are all guided by fear and when you are job searching you tend to go wherever someone is interested in you.But, consider for a second, how important culture and role and development and training really are to your future. I started out at CNN/Sports Illustrated and I look at that like I was getting my Masters from the experts in journalism. That was a perfect fit for me and set me up for every success I have had.If I took another offer, at a small station in the midwest, I may have toiled there and never really took off in my career. I may never have developed a profile, or really enhanced my skills.I remember starting at CNN and we had a few weeks of training before we did a damn thing. That was the best possible thing that could have happened to me. It made me comfortable, and it set me up to succeed.I was watching Bar Rescue the other day, yeah I watch some bad TV I’m sure you do too, but anyway, they were talking about national food chains, your Chili’s and Applebee’s and the training they put all of their servers through. The steps of service I think they called it.They take the effort to train their employees so their customers get an expected level of service and come back again and again. What does this have to do with sports jobs?Well, it’s simple, when you begin to isolate organizations you really want to work for, part of your research should be into their training and their culture. How much effort do they put into making their employees the best they can be?Today’s guest Andrew Sidney, Houston Rockets Director of Group and Inside Sales, spent 5 years with the Frisco RoughRiders, double-A affiliate of the Texas Rangers. And as Andrew will tell you, they were dedicated to training staff, teaching them best practices, how to operate, and how to succeed. They set their staff up with apartments in the area, and clearly cared about their development. That is what you are looking for in your first jobs and internships. An organization that sees you as more than a means to an end, an opportunity to solve their problems -- you want to be part of an organization that will help you develop and learn. Take a note out of John Elway's playbook -- the top-rated player in the 1983 draft, Elway was going to be drafted by the woebegone Colts and basically say “no” Forcing a trade to the Broncos.Had he not invested in himself and his future, spurning the Colts for the more established Broncos, who knows if we ever would have known and seen the superstar he became. Value yourself,

Tips for Your Sports Industry Resume – Work in Sports Podcast Jun 10, 2019

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How do you craft a resume to stand out in the sports industry? That's easy, listen to this podcast episode.Hey, everybody, I’m Brian Clapp Director of Content for WorkInSports.com and this is the Work in Sports podcast.Coming up later this week on the Pod, Andrew Sidney Houston Rockets Director of Group and Inside Sales… just conducted this interview late last week and it was awesome. Andrew has a cool background, interned with 3 different minor league teams while in college - dabbled in PR, operations, coaching...ended up getting a sales job with the Frisco RoughRiders and loved it, has never looked back and now just 10 years into his career he’s an executive with an NBA team. More on his story coming up on Wednesday...tune in for that. But today...it’s a fan question! I love Mondays, maybe it’s my ego because in these episodes I get to talk a lot more, on the Wednesday's I have to consciously tell myself to shut up and let them talk...but on Monday it's all me, baby!So let’s check the question for today -- it comes in from Bradley in San Diego… Bradley what would you like to know?Hi, Brian, this is Bradley -- I’ve been really focused on your tips for creating great resume lately since I’m not sure mine is up to quality yet. You mentioned the importance of metrics having data in your resume to prove you are capable of making a tangible difference, but what else can you share...any new ideas or concepts that can help us stand out for the right reasons?Bradley, it’s a good question - I admit I don’t do a ton of resume advice for a couple of reasons. 1: It's such a subjective thing -- every person reading your resume is going to have a different style they are looking for, or content they seek, or format. So for me to provide advice that may or may not be right for that scenario freaks me out. I like to give advice that works, and I’m never sure resume advice is all that black and white. That said, there are best practices to follow, standards of operation, that we can lean into and follow. 2: The other reason I don’t do a ton of resume advice is because I get tons of agitated feedback every time I talk resumes. When I talk about including metrics in your resume like “increased twitter followers by 23%” or “implemented a social media campaign that resulted in a 17% increase in revenue” or “created a mentorship program that resulted in 80% less turnover in 1st-year staff”...When I talk about this stuff, which is super powerful, and you should do immediately, I invariably get 100’s of emails saying -- YEAH BUT, how do I do that for my career! My career doesn’t have metrics. And then I spend the next 32 hours writing back to people telling them, yes it is, here's 3 examples...now you do the rest. See I’m a bit crazy and I respond to everyone, and next thing you know I’m in this black hole of responding to people’s resume inquiries and proving them wrong that they can create metrics to measure performance, then I pull what’s left of my hair out. And it’s a viscious cycle. So, Bradley, for you, and for the sake of this podcast, I will venture into the resume waters again. Just don’t hate mail me, people. I would also like to add that in the upcoming release of our online course, The Sports Career Game Plan, brought to you by yours truly and WorkinSports.com - for purchase soon on our site -- I have a whole course module on resumes, cover letters and personal branding. The course is bonkers, if you like this podcast you are in for a treat, and we’re making it super cheap so everyone can get involved. Ok, back on track - let’s talk new resume ideas. And new is relative. Let’s say it’s ideas that make sense and work.1: Start with your purpose. We’re going squishy to start. Nothing black and white here, we’re starting with tone and feeling! If you are somewhat lost and scrambled in your career goals and aspirations -- that will come through in your resume. I’ve read resumes before and thought afterward -- I don’t get this person.

Emily Jaenson: Reno Aces General Manager – Work in Sports Podcast Jun 05, 2019

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Listen in to the podcast interview with Emily Jaenson, Reno Aces General Manager to learn more about MiLB, leadership, gender equality and much more!Hey, it’s Brian, coming up today on the show Emily Jaenson General Manager of the Reno Aces Triple-A affiliate of the Arizona Diamondbacks but before all that greatness -- let’s talk about the University of Dubuque and their Masters in Sports Management program.I was just at the NASSM conference and got to met one of the sports management professors at the University of Dubuque, Kevin Cattani, very impressive dude. Ok, back to the program details -- 30 credit hour program, that can be completed in one year - they have face-to-face and online options, love that flexibility, and they focus in on, amongst other things, leadership training. This stood out to me their emphasis on leadership because as you know I have a thing for leadership. But seriously, this is how you reach high in your career -- everyone you compete with for jobs will have skills, but not many are leaders. People with only skills may reach Director level roles in their career - those with skills and leadership become SVP’s and CEO’s. The other great part about the University of Dubuque program - lots of opportunities to gain experience - integrated field experience and professional development opportunities.This education can change your career ceiling -- check out dbq.edu/MMSM for more informationNow let’s start the countdown…Hi everybody, I’m Brian Clapp Director of Content for WorkinSports.com and this is the WorkinSports podcast.Finding the best guests is often about reading and staying up on what’s happening. I scour trade magazines looking for people who are quoted in articles. I look at conferences and search through their speaker lists. I read feature articles to see who is out there changing the industry.I approach it this way for a few reasons -- if they are speaking at a conference that means they have a point of view and are comfortable sharing it. That’s important on a podcast.If they are quoted in articles, again, they are a respected thought leader with a point of view. And if they are featured in articles, well, that speaks for itself… they are interesting and they have a story to share.This week’s guest hits on all three. Emily Jaenson is everywhere and it’s well-deserved. As the highest ranking female in Minor League baseball, she’s garnered much national attention...but you know what I learned, she’s way more than just a novelty title. As the GM of the Reno Aces, the Triple-A affiliate of the Arizona Diamondbacks, she’s a smart, creative leader who is motivated to make positive changes in her organization. But you know one trait that really stood out to me during this interview we conducted last year. She’s a listener. And that is the first sign of a leader.She ascended to the GM role in May 2018 - mid-season - and instead of saying “we’re going to change how we operate and do things in my vision!” She spent the first season going forward with the previously established plans, listening and learning from her staff. That takes self-confidence. Most new managers in any role, think they HAVE to change things or else they aren’t bringing value. This is misguided. Change for change’s sake isn’t inspiring to a team. Coming in guns blazing trying to shake up the apple cart isn’t leadership, it’s chaos.The best leaders enter with calm confidence, listen, ask questions, learn, observe...and then, make changes when they are sure those changes fit this organization. Not all ideas work in all markets, you can bring cookie cutter ideas into a new location.I personally learned this the hard way. When I was at CNN we had top of the line equipment, we established industry best practices, we ran like a machine (most of the time). When I eventually left CNN and headed to Fox Sports, i had notebooks and notebooks of notes and ideas I wanted to implement immediately.Do you know what that did?

Let’s Talk About Leadership in the Workplace – Work in Sports Podcast Jun 03, 2019

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Most people who think they are leaders in the workplace are doing it all wrong. In today's podcast, we're going to break down four important traits of real leaders! (Psst, anyone can be a leader, not just senior executives)Hey, it’s Brian before we get into today’s QA session on leadership - a topic I am very excited about, we want to welcome NYU to the Work in Sports family! The NYU School of Professional Studies Preston Robert Tisch Institute for Global Sport announces the NEW MS in Global Sport, a 36-credit, 16-month master’s degree. The increase in global events and sports development in countries like China, Brazil, and India, the growth of soccer and rugby in the US, the expansion of US sports globally like basketball and baseball -- these are the events changing the landscape of sports. The sports industry is more global than ever, and NYU recognizes that fact with their new Masters in Global Sport.I’ll be honest - looking back I really wish I had done some international study - I’m fascinated by different approaches and techniques in accomplishing goals, and this program will introduce you to so much of that. Designed for busy professionals from around the world, the program is predominantly online and includes four one-week residencies—two in New York City and one each in Tokyo and Madrid. Ooh, Madrid is on my short list of places I really want to go - wonder if they are hiring any adjunct professors. I should probably wonder that in my head rather than on the ad. Gain a comprehensive knowledge of sports business on a global scale.Learn more and Apply TODAY at S-P-S dot N-Y-U dot E-D-U slash Global Sport 1Thanks, NYU -- Now, let’s start the countdownHi, everybody, I’m Brian Clapp, Director of Content for WorkinSports.com and this is the Work in Sports podcast…I spent the last few days in New Orleans, Louisiana at the NASSM conference - that’s the North American Society for Sports Management conference, lots of sports management professors from around the globe sharing their research and having little breakout sessions to discuss their findings and open themselves up to questions from their peers. Some really cool stuff - and it was great meeting Kevin Cattani from the University of Dubuque, Karen Boleska from Husson, Sam Todd from the University of South Carolina, who we partnered with on some research into sports job seeker mentality, and a bunch of other professors I had the pleasure of meeting.I was there in part to pitch our new online course focusing on the strategies and tactics of getting hired in the sports industry. And I have to say I’m pretty proud, all of the professors pretty much said ‘this is exactly what we need’You see professors and deans recognize that they are experts in their specific section of the sports industry -- maybe it’s finance, HR, public relations, event management - but they don’t really spend enough time talking about how to get a job once you graduate, and the strategies you need to employ to get hired.That’s what our course teaches. In fact, many colleges are going to start using our course as part of their curriculum moving forward - because we focus on actionable advice in the four pillars of getting hired:Gaining the right experienceBuilding and maintaining your networkMastering your resume cover letter and personal brandAnd Interviewing for jobs and internshipsThis is the stuff no one teaches you-- but is so important!Now, if your school is going to use our course - awesome you are in luck! If not, you individual person dedicated to your craft of working in the sports industry - can buy it direct on our site starting soon. Or -- tell your professors to contact me bclapp@workinsports.com - and I can do a demo with them. If the school signs up you get a highly discounted group rate!If you have questions -- ask, I love talking about what we have created and I’m very excited about it.Ok, let’s get into today’s question on leadership from Alisha in North Carolina:“Hi Brian,

Kenneth Shropshire: A Deeper Understanding of the Sports Industry May 29, 2019

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Kenneth Shropshire, CEO of the Global Sports Institute at Arizona State University joins the Work in Sports podcast to discuss the future of our industryHey it’s Brian before we start today's podcast episode with Kenneth Shropshire CEO of the Global Sport Institute … let’s talk about, the master's program at the University of Dubuque!If you’ve been considering getting a masters with a foundation in business, but an emphasis in sports, the Masters in Management - Sports Management at the University of Dubuque could be your perfect mix.I’ve long state my personal preference is for Masters in Sports Management to be rooted in business, since that is the language of our world. Sports is just another big business, but in a much cooler package if you ask me. The University of Dubuque program offers face-to-face or online options and is just a 30-credit hour program, so it can be completed in 1 year! The curriculum is focused on building leaders in the sports world and includes integrated field experience and professional development opportunities. Check out the University of Dubuque's program - visit dbq.edu/mmsm Now let’s start the countdown…Hi everybody, I’m Brian Clapp, Director of Content for WorkInSports.com and this is the Work in Sports podcastSometimes we act like sports is settled science. Athletes play games, fans buy tickets and t-shirts, coaches coach, trainers nurture, businesses buy suites and entertain clients -- it’s the circle of sports.But in reality, there is much more than that going on in the business of sports. Sure we all still care about the box score of last nights game, we want to know why Kawhi Leonard is able to do what he does, how Tom Brady seems to defy the laws of aging and understand the rise of the Minnesota Twins… but in all honesty, sometimes that’s the superficial part of the industry. Yes, it’s the most important, without games and achievements and stars there wouldn’t be anything else. But, we should be proud that there is much more to contemplate. The sports product is more than beefcakes running fast and jumping high, there are intricacies and impacts that need to be studied and better understood.But sports is much more than the elite, it’s also the everyday. The athletes that aren’t on TV, still have questions that need answering - like should your child play football with a concussion? What are the chances your child can become a pro athlete? Should you drink Gatorade instead of water?The communities who support teams have questions - like should the public fund a new stadium in their city? And why aren’t more Latina girls participating in sports?These are the types of questions the Global Sport Institute at Arizona State University sets out to solve through research. But this isn’t the type of research that gets passed around from scholar to scholar never making a real impact, it’s the type that is filtered down into the communities and to the people that need them most. One of the massive advantages of the Global Sports Institue is that it works cross-functionally with other departments within Arizona State, from engineering to sociology, to the athletic department and beyond. That’s how they achieve the real depth of knowledge and game-changing research abilities.At the head of this program is Global Sport Institute CEO and this week's guest, Kenneth Shropshire. It’s funny, I’m 44 years old, so I don’t generally refer to people as Mr. or Mrs. that often -- I usually go first name and am comfortable with that. But Kenneth Shropshire is a Mr. Shropshire… he is a commanding presence with a global impact over his 40 years in the sports industry. We’ll get into his impressive background during the interview, but know this… if you hear me call him Kenneth, it was because he asked me to… I kept wanting to call him Mr. Shropshire, out of respect for his worldly accomplishments as they relate to race, college sports, sports agency and so much more… Here he is, Mr. Kenneth Shropshire,

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