Video Promo for REALITY TV


With tomorrow being the official release date for the book, be sure to look for it at your local bookseller, online, or at http://www.mwp.com.

Thanks again to everyone who has made this book possible.

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10 thoughts on “Video Promo for REALITY TV

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  1. Nice sizzle! Love the stats at the beginning and how they build up to gi-normous with DWTS and then into your credentials. Music was a good pace and intriguing. Can’t wait for my book to arrive!!

      1. Thanks Troy, every expert like you deserves more book sales, blog traffic, and shows to produce, we really benefit from the sharing.

        I see your blog has meta tags in it, good, they can be fleshed out with keywords. “Reality TV” looks like a tough topic to rank high on the google, but as this blog gets more views and posts it stands a good chance of ranking on page one of searches. Changing the book’s title to “Reality TV” was a smart move for ranking.

        Just in — I made that post an hour or so ago and googlebot already picked it up! The search is “reality TV book” on google, page one, 9th listing. Blogs pick up so fast vs domains.

  2. My book was delivered yesterday and I’m ecstatic! The feel is great, from the matte cover, to the thickness, fits perfect with all the stuff I have to carry daily in a bag like my laptop. Can’t help but jump to different topics, I learn a lot when I do this, plus the humor and analogies are great, not over the top…this is really intriguing. It makes me feel like I can really do it, not fantasy. Looking forward to reading it from cover to back this weekend!

  3. Nice piece. Nice use of stats. Good build-up. I was surprised by how you sound though. I haven’t watched any of the videos in the sidebar as I want to save them for last after I’ve read your entire blog archive. Not sure what I was expecting. Not a nice mild sounding normal person. You sure you’re in reality TV? 🙂

    1. Scott: This one gave me a smile. Yeah, I’ll cop to a certain mildness. I’m not prone to freakouts or wild rants, and certainly don’t fit the producer stereotype, that’s for sure. All the folks I really admire in the business are level-headed but passionate when it counts.

  4. Scott, if you expected someone with a slight “edge”, look up Mark Cronin, though you’ll still see his level of diplomacy.

    Troy’s laid-back demeanor, sense of humor, professionalism, and writing style reminds me of screenwriter Terry Rossio. Pros like this can be an enigma to the “guns” who are used to receiving and dishing out lashings on the slippery circuit of screenwriting blogs. His book gives special emphasis on the collective effort a production requires — it’s definitely more of a “democratic” vs “authoritative” management style.

    Reading between the lines, the book is also a leadership guide, with advice to edify coworkers, maintain good contacts, not mingle with the cast, etc. These are the things our parents never told us, but should have, as it makes both life and career much easier.

    1. I worked for Mark Cronin on The Surreal Life. He had a lot of energy, passion, and was quick to register his pleasure or displeasure with a situation (which ain’t a bad thing, by the way, we all do things differently). Great guy, but I haven’t seen him in years. He had a great game show called CRAM years ago that I wish had lasted longer.

      As to my management style, I learned a long time ago that in the corporate world, the object of most good leaders is to replicate yourself by helping your workforce along and giving them opportunities to learn by taking on additional responsibilities. You can’t live in fear that you’re going to somehow be outshined by your people and eventually replaced — that’s no way to live. I’ve helped people along that have blown past me on the ladder — and guess who they reached back for?

      If there’s one thing I do really well in the office, it’s delegate responsibility. If you work with or for me, you’ll get your share of the workload and then some. It’s actually one of the reasons people like working for me most of the time… their career advancement matters to me, and expansion of their skill set is critical to that advancement.

      The book certainly at least hints at that philosophy, and I encourage anyone in any profession to not just keep their heads down and do great work, but to talk with those above them about their long-term goals once in a while.

      1. Over the years, my management philosophy has been based on three guidelines: “Always hire people better than you.”, “Never underestimate the power of secretaries.”, and “Tie tow lines to all your subordinates.”

        The first is just plain good sense. When you hire, you delegate. That’s why you’re hiring them. You cannot handle the full workload and need help. Unfortunately, I know many managers who are afraid to hire someone that they think is better than them for fear that upper management will like the new guy more than the one that hired him. That’s just bullshit. As Clint Eastwood once said in a movie, “A man’s got to know his limitations.” Focus on what you do best and delegate the rest as budget allows. Find the best person for what you’re delegating away and your company/division/department/whatever will do wonders. You’ll look GREAT and that is the surest way to advance in the corporate world.

        As for the second philosophy guideline above, that is something I learned from from my Dad. I remember him stressing this lesson to me when he was talking to me about his management style. My father was the permanently-hired chairman of a department at a university and permanently hired because of his excellent management skills. All the other chairs at the university were “rotating” chairs and their departments suffered because of it. And he wasn’t just talking about secretaries. It was about all your subordinates. Don’t take them for granted. Don’t think they’re meaningless to your career. Don’t believe your own press releases. Everyone that is “under” you largely determines how successful you will become. All those “under” you will have direct impact on “your” success. Yes, even the janitor. Be nice to all of them. Learn their names, birthdays, and take the time to chat with them from time to time. Give them presents for their birthdays, anniversaries, appropriate holidays, etc. Take an active interest in their careers and try to help them advance. Shield them from those above you and they’ll go to Hell and back for you.

        As for the third guideline, what I mean by that is that you should ALWAYS tie your raises and bonuses to your subordinates. Not and NEVER theirs to yours. Just yours to them. If you get a raise, they get a raise. You get a bonus, they get a bonus. Not the same amount but proportional to each’s salary/wage. Really fight for this when you’re being hired. Be willing to accept less of a raise and/or bonus if it means you can give this to your subordinates. I have NEVER come across something as good as this piece of advice. I have blown the socks off of people that have hired me by my insistence on this and have NEVER had anyone that hired me not think this is a brilliant idea. You do this single thing and your subordinates will view your success as their success. They know if they can make you look good, they’ll benefit. They will cheer and celebrate every raise and bonus you’ll get. Your secretary will tap into the corporate grapevine like never before and help you pounce on opportunities and avoid landmines. Everyone on your team will be working to make you succeed and not fail. Your subordinates will truly think of themselves as being on YOUR team. Yup, even the janitor and security guard. This will not be lip service by them. They will honestly think of themselves as being on YOUR team. This is something that is NEVER taught in business college courses and SHOULD be. Your subordinates are not deaf and blind. They are constantly hearing and seeing things around them. They hearing and seeing things YOU don’t hear or see. You need them looking out for you and tying them to your raises and bonuses is the best way of doing this. You do this and you will rise faster than anyone else. Guaranteed. I’ve lived it. I know it.

  5. This is great stuff, Troy. I first found out about Mark Cronin in a series of online video clips where he discusses Reality TV production and all the aspects, very well done segments, which eventually led me to this blog and purchasing your book.

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