February 3, 2022
Top stories



■ CNN reporters grill WarnerMedia CEO on Jeff Zucker's departure (CNN) / Jake Tapper blamed Chris Cuomo for Zucker ouster in tense meeting with Warner boss Jason Kilar: ‘The Bad Guy is winning’ (Mediaite) / Here is the full exchange last night between Jake Tapper and Jason Kilar at a meeting in CNN’s DC bureau (Michael Grynbaum) / Dylan Byers obtained an audio recording of Jason Kilar's confidential meeting last night in CNN's D.C. newsroom which featured fear, anger, and profound loyalty to Jeff Zucker (Puck News) / ‘In the course of a more than hour-long Q&A session, three things became clear: CNN’s top staff believe that Zucker’s punishment was unnecessary; they are dubious about Kilar’s motives for the decision (and wonder if his own fraught relationship with Zucker played a role); and they are at a loss to understand how the network will function in the absence of a leader who was intimately involved in nearly every aspect of the network’s programming.’ (Puck News)










Press freedom






  1. The hiring process sent bad signals. Was it well-organized? Were the interviewers welcoming, even if they asked tough questions? Or did the candidate lurch from person to person, some of whom seemed unprepared or unenthused? Even worse, did any of them diss their colleagues or dump on the organization during the conversations?
  2. Inclusivity seemed more than iffy. Candidates are acutely aware when there are few (or no) others in the organization who look like them. They are understandably wary about the absence of people whose backgrounds or expertise, including at the top level of leadership, resemble theirs. Red flags also fly when candidates are told they are being hired to “lead change” but sense that the organization lacks the resolve and resources to make that hard work a reality.
  3. You’re a market laggard — and it showed. People go to work for underdog organizations all the time — for the right reasons. It may be less-than-first tier (in size, ratings, circulation, engagement, or awards) but if the outfit is scrappy, its team seems happy and there’s a clear mission and vision, people opt in. But if those elements are lacking, there’s no strategy for improvement and growth, and the place seems mired in mediocrity, they opt out.


-- Jill Geisler, Bill Plante Chair in Leadership & Media Integrity at Loyola University Chicago and Freedom Forum Fellow in Women’s Leadership

Resources
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