Same old departments and managers are represented in every program. Ad Director and Managing Editor who do not know how to run a company yet are promoted each and everytime. When the economy gets better, I will definately look at other alternatives. I am tired of the promotion of unqualified individuals that are based on what they accomplished but who they know. No wonder Gannett is losing the battle.

Retention? It would be nice to know how many leadership alumni have been laid off. At The Des Moines Register a good number of the "identified" talent were laid off.

These programs are good in concept but very costly. Anyone remember the executive development programs of 2002-2005? Promotable maangers from around the company in different departments spent months flying to different papers to be trained and learn about Gannett culture. The final exam was a presentation at corporate. The goal was to come up with projects that could be implemented around the county. How many of these ex-edp'ers are still standing after all the time and money spent on them? Not many, I bet.

To: Gannett Operating Unit Heads
Human Resources Representatives
Corporate Managers
Date: January 7, 2010
Re: Launch of the 2010 Gannett Mentoring Program

We are pleased to announce the launch of the 2010 Gannett Mentoring Program (GMP) for mid-level managers who are considered high potential employees who we want to retain. The program is designed to offer managers counsel in key areas such as communication, employee relations, delegation of responsibilities, motivating employees, decision making, and improving team performance to name a few. The program has proven to be successful as a key retention and development tool for your high potential managers.

We are asking you to nominate managers to be mentors and mentees for the 2010 mentoring program. The nominating and pairing process has been fine-tuned to make the mentoring experience more meaningful and satisfying for the mentors and the mentees. We have attached nomination forms and self nomination forms you can distribute with this email. In addition we are attaching a list of employees who participated in the program last year and want to volunteer to be mentors this year. Please review that list and let us know if there is someone on the list who should not be considered. All participants will be approved by division leadership and a final roster of the participants will be made available to unit heads.

The nomination forms are due Tuesday, January 19, 2010 to Allison Looney. Please send them by noon EST.

The 2010 company-wide launch is scheduled for March 1, 2010. The program is centered within regional clusters and includes managers from all divisions. The company’s units in the U.S. are grouped into clusters within geographic regions across Gannett divisions. The clusters are designed to minimize travel and create opportunities for the mentor and mentee to have a face-to-face meeting on occasion. The list of geographical clusters accompanies this letter.

There are four Regional Coordinators listed below who will be assisting with the administration of the program along with 21 other Cluster Coordinators listed on the attached Cluster Coordinator Roster.

· Northeast Region: Keith Bulling
· South Region: Ann Weinberg
· Midwest Region: Tom Tate
· West Region: Patricia Whitehouse

If you have any questions, please don’t hesitate to contact us. We appreciate your support for this important program.

Roxanne Horning
Sr. Vice President/Human Resources

Virgil L. Smith
Vice President/Talent Management

Yeah, I know what you're saying. So many people who went through that GOO program ended up either getting laid off or leaving the company of their own choosing. It does seem like an enormous waste of time and money if the people at the local level are going to layoff the leadership program participants or let them get a new job without any attemp to retain them. Oh well, what can you do.

HA! I was one of the GOO participants when that was running and found myself with a pink slip. What a waste of company time and money.

KrayolaKat wrote:Who are they leading? Who is left, but themselves?

First thing that came to mind was the poem, The Walrus and The Carpenter:

http://www.jabberwocky.com/carroll/walrus.html

Well, actually I thought about it way back in August however if Gannett needs a theme poem, this could be it!

Who are they leading? Who is left, but themselves?

Guess they are trying to retain the last remaining talent they
have left. Anyone with an ounce of brains would be looking
for a new job.

Do you think all groups will be doing this?

Gannettoid wrote:Gannett's Interstate Group president, Michael Kane, sent a memo Aug. 28 to the group's publishers and general managers introducing a leadership development program.

"With your help we will be selecting up to 50 of our top 'emerging leaders' to participate in the 2009-10 inaugural session," Kane told the recipients.

READ THE MEMO AT http://www.Gannettoid.comleadership0909.html

Is there anyone left to choose from FOR this program?

Gannett's Interstate Group president, Michael Kane, sent a memo Aug. 28 to the group's publishers and general managers introducing a leadership development program.

"With your help we will be selecting up to 50 of our top 'emerging leaders' to participate in the 2009-10 inaugural session," Kane told the recipients.

READ THE MEMO AT http://www.Gannettoid.com/leadership0909.html