For most publisher jobs, newspaper companies still seek candidates with newspaper backgrounds, executives say. However, newspaper departments other than the newsroom are producing skilled leaders, especially marketing and advertising, says Walker. The methods of succession planning and management training haven't changed much over time, though the skills emphasized have. Executives look for successors who bring adaptability, a collaborative-management style, technological acumen and a willingness to cross departmental borders. A group of Fortune 500 executives recently told the American Management Association that the quality they value most in those who aspire to top- management jobs is flexibility.
Newspaper executives agree.
N.Y. Of course, Stone still wants candidates grounded by experience and solid management skills. But publishers, recruiters and human-resource professionals talk first about looking for flexible leaders who can give and take direction without getting whiplash in the process. In addition to collaborative management, employers' wish lists for new leaders include charisma, the ability to inspire others, the courage to take risks, awareness of one's own strong and weak points, respect of peers, and a zest for continuous learning. Ethnic diversity often plays a role, too. Part of our normal search procedure is to develop a diverse pool of candidates, says Walker.