Slow pace of change stops firms keeping up with Web

first_imgRelated posts:No related photos. E-research,published by Ashridge Management College, highlights managers’ fears that manycompanies are struggling to adapt to the Net age.Themain barriers to Internet-driven success are the slow, bureaucratic structureof conventional firms, according to E-research.Thesurvey also suggests that a shortage of resources – human and financial – andpoor implementation are barriers to change.Inthe survey of 500 managers, 90 per cent of respondents said they expectsuccessful Internet organisations to be innovative and adaptable.Butrespondents believe that less than half of organisations have these attributes,with many being too bureaucratic and hierarchical. Less than a quarter thinkthese traits would make firms successful in e-business.EdSmith, e-business partner at PricewaterhouseCoopers, said, “Middlemanagers are struggling with what their technology managers are telling them.They are unable to see this as an investment because short-term gains seem tobe very much in vogue.”Three-quartersof those questioned said Internet start-up companies are more of a threat than traditionalorganisations. But the on-line branch of large non-traditional competitors doesnot worry two-thirds of those questioned.Internet-drivenchange has already had a significant impact on information gathering andcommunication. Basic Internet tools are now commonplace, with 80 per centbelieving they are expected to use more information.Ashridgequestioned 500 managers in September 2000, three-quarters of whom were seniormanagers, partners, directors, chief executives or chairs of their organisations.About two-thirds had been involved with their organisation’s Internetinitiatives.Companiesmust speed up their response timesE-researchclaims that many companies need to undergo culture changes to fully realise thecapabilities of the Internet.Lessthan a third of respondents said their organisation responds quickly to change –but nine out of 10 think this is crucial to Internet-based companies.Manyrespondents expect the Internet to have the greatest impact on customerrelationship management.PricewaterhouseCooper’sEd Smith said, “What we will see is that a lot of the structures willdisintegrate in favour of more informal networks. Organisations will movetowards teams which are focused on the customer ñ it will not be up toindividuals to do it all.”Theywill possibly work via the Internet with somebody they don’t necessarily workwith every day.”Reportauthor Helen Wildsmith said, “Organisations will have to get used tooutsourcing. This will mean companies will be influenced by sources fromoutside, making their culture more dynamic.”E-generationcalls for a new breed of leaderInternet-drivencompanies will have to change their approach to leadership, claims the authorof E-research, Helen Wildsmith. Ofthose questioned, 31 per cent describe their organisations as”laggards”, lacking the necessary leadership skills for the Interneteconomy.Nearlytwo-thirds of respondents think their employer is ill-prepared for thee-revolution.Wildsmithsaid, “A lot of the skills managers will need is in reassuring theirstaff. There is a lot of risk involved with Internet organisations and managerswill have to be able to deal with the tension that will inevitably build withinteams because of this.”Leadersshould be prepared to allow people to make mistakes and learn from them ñ theprevailing culture is to try and brush mistakes under the carpet.”PwC’sEd Smith said, “While traditional organisations have older people who areseen as leaders ñ it might be the younger leaders, who are prepared to takerisks who will be successful.”TheInternet therefore presents the greatest challenge to the older generations inthe business.”ByRichard Staineswww.ashridge.org.uk Previous Article Next Article Comments are closed. Slow pace of change stops firms keeping up with WebOn 6 Feb 2001 in Personnel Todaylast_img read more

No more generation games

first_img Comments are closed. Previous Article Next Article Related posts:No related photos. No more generation gamesOn 3 Oct 2002 in Personnel Today As the workforce gets older, boosted by impending age discriminationlegislation, employers need to consider their staff’s changing skills needs.Margaret Kubicek asks if training initiatives will helpLatest research into age issues in the workforce compiled by the Employers’Forum on Age and Penna Sanders & Sidney highlights a host of questionsfacing employers as working life is extended by longer life spans and byemployees’ anxieties about pension provision. Employers must adapt to the needs of ‘Generation Flex’ – not considered‘over the hill’ now until 49 – and the UK must introduce age discriminationlegislation by 2006 which may make mandatory retirement illegal. With thesetensions in mind, we ask how can employers make the most of older workers’skills and keep them up to date? Samantha mercerCampaign director, Employers’ Forum on AgeThere have been arguments about return on investment with regard to trainingolder workers, but if you don’t have fixed ages at which people have to leavethe workforce, the argument that it won’t be worth training them at 58 becausethey might leave at 60 just doesn’t hold water anymore. Different age groups need to be taught in different ways. I don’t think youcan make generalisations about what is best for each age group, though I thinkmixed age learning environments are beneficial. Employers need to be talking tothe individuals they are training and learning from others what works. Peoplehave different learning styles – employers need to be aware of that and supplyappropriate training. Julia DaviesConsultant, Penna Sanders & SidneyPeople are having to work much longer and I think that is going topressurise employers to offer different, more flexible ways of working. The trainingthey offer needs to support that; for example career management workshops tohelp people consider their different options. We encourage the employee to take control of their career and through thatthey need to work out what will keep up their enthusiasm – it may be thingslike taking a sabbatical, or doing more studies. Caroline Waters Director of employment policy, BTGroupIn high-tech areas where training is expensive, there could be a case fornot upgrading an employee. For example, if you had a 64-year-old who intendedto retire in a couple of years, if that training cost £15,000 and you had afour- or five-year payback period, you would hope that you could mutually agreeto upskill in another area that wouldn’t be so costly. Flexibility is the key to working in the future, both in terms of attendanceand location, particularly for older workers. It is a complex environment andyou have to add to your portfolio of training provision. In terms of topics,you need to have training to help people manage their time and optimise theflexible options they’re working with and, for managers, you need to look athow to manage diverse teams of homeworkers, job sharers and so forth. Val o’sheaHR adviser, HalifaxWe haven’t felt the need to pitch training any differently for the moremature recruit, but we have found they add value to training programmes byusing their maturity and life experiences to support the more junior members onthe course, and this continues in the workplace. Last year we ran ‘Recruit2Train’ to meet our large-scale requirement forCobol developers to work in a large mainframe environment. We knew that thescheme would attract individuals with 10 or more years’ industry experience,but they would need training up to use the new technology platform. Of the 25 new Cobol developers, 16 per cent are over 50. That schemeillustrated the importance of tailoring when running programmes for olderemployees. You need to consider their individual experience and build on thatin order to give – and get – value. Ray bakerHead of social responsibility, B&QThirteen years ago we opened our first store staffed only bypeople over the age of 50 in Macclesfield. At the time, we believed as somemight assume, that older people would be more difficult and take longer totrain. We found that was an absolute, total myth – and if we needed any longerit was because they wanted to do more probing, having themselves used so manyof the products we sold. It made us look at our training programmes and modify them in light of theirlife experience. It meant the trainers themselves needed to be quite sharp andcertain in what they were presenting about products. Keith astillHead of corporate personnel, NationwideOlder workers have access to the same training opportunities as younger ones– we take a common sense approach. Eighty per cent of respondents to our lastemployee satisfaction questionnaire thought our career developmentopportunities did not discriminate with regard to age. I’m not convinced thatolder workers have different needs from younger workers, or different attitudes– possibly with regard to technology, but generally not. FeedbackWhat do you think? If you have a view on the older employee,write to the editor. Or if you have a topic you’d like to have discussed on ourTalking Points page, let us know in no more than 50 words. Send correspondenceto Stephanie Sparrow, Editor, Training Magazine, by e-mail: [email protected], fax:020-8652 8805 or post: Training Magazine, 3rd floor, Quadrant House, TheQuadrant, Sutton, Surrey SM2 5AS. Please include full contact details so thatwe can get back to you.last_img read more

What’s it like to be a Purplebricks ‘property expert’?

first_imgJames Humphries-Stone, 29 joined Purplebricks two-and-a-half years agoWhat did you do before joining Purplebricks?I have been an estate agent since leaving school; I always wanted to be one and knew which path I wanted to follow since I was young and the only thing that held me back after leaving school was not having a driving a licence.As soon as I passed my driving test I got a junior negotiator role in a Basingstoke agency – it’s where I live – and then at 23 I became a branch manager of a leading independent in the town, and then two and half years ago I met Kenny Bruce (co-founder and sales director of Purplebricks). The main reason for my move from the high street to Purplebricks was that I had noticed the way in which people were transacting with the high street. I’d seen a shift in the way people were contacting agents more online instead of coming into branches. So for me, it was all being a part of that change.What do you estate agent mates think of you joining Purplebricks?It’s a mixed bag. When I joined a lot of them thought I was crazy, but now it’s more intrigue and a lot more people are asking questions – you know, like, what’s it all about, how do we get involved, what’s it like and so on. I’m meeting with a friend of mine this evening who’s an estate agent to have a chat about Purplebricks.Do you earn as much as you used to?From my own personal perspective, my income during year one was comparable to the one I earned as a branch manager on the high street, and in year two I am in a better financial position than I was on the high street. The reality is there’s far greater earning potential within this business.How’s it different from your old job?The biggest difference is that you’re no longer working in an office and instead work on your own. I didn’t find that particularly difficult because when I was on the high street I worked for a small independent and the owner didn’t get involved much, so it wasn’t like a corporate where you’re being micro-managed and working in a big team. I like working for Purplebricks because it’s a much better work/life balance.Can you pick and choose when you work?I choose to work weekends because that’s when most of my customers are available, but that means that I take time off during the week to compensate for that. And overall it’s much more flexible than the 8am to 7pm, Monday to Saturday you get on the high street.What do your customers think? Do they realise the difference between Purplebricks and the high street?I think there’s still an element of education on our part to be done and that’s something we’re doing day by day, and via our marketing too. But I think because we’re half way between a high street and an online-only agent, we offer best of both worlds and people are starting to embrace that. And our customers seem to love us – we have very high review ratings with sites like TrustPilot.How is your market share locally?I’ve been going for two and a half years now and for the past year, according to the Rightmove statistics, across my postcodes by sales achieved we are one of the top two agents. And day by day we’re seeing a bigger gap open up between us and our main competitors.Are you employed or under a more flexible arrangement?I’m self-employed like all the Purplebricks Local Property Experts but I can’t tell you the details because it’s a bit commercially sensitive. My personal opinion though when I started was, if things played out the way I wanted them to at Purplebricks then my work status was irrelevant. And I thought that, if all else failed, I could always go back to the high street should I need to. Purplebricks is a completely new and different approach to estate agency and being self-employed is part of that – it’s a mix of personal service and technology which allows me to work much more efficiently.  James Humprhies Stone hybrid agents Purplebricks October 4, 2016Nigel LewisWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Hong Kong remains most expensive city to rent with London in 4th place30th April 2021 Home » News » Agencies & People » What’s it like to be a Purplebricks ‘property expert’? previous nextAgencies & PeopleWhat’s it like to be a Purplebricks ‘property expert’?We interview one former high street agent about his switch to the hybrid agencyNigel Lewis4th October 2016015,778 Viewslast_img read more

US Navy working on having ‘drones’ in air 24/7

first_imgBack to overview,Home naval-today US Navy working on having ‘drones’ in air 24/7 US Navy working on having ‘drones’ in air 24/7 U.S. Navy researchers are looking into the possibilities of having unmanned aerial vehicles (UAVs) constantly in the air, providing 24/7 information, surveillance, and reconnaissance (ISR).Working at the U.S. Naval Research Laboratory (NRL), Vehicle Research Section and Photovoltaic Section, researchers are building on the proven concept of autonomous cooperative soaring of unmanned aerial vehicles (UAVs).The research is to investigate the value of combining autonomous soaring algorithms and solar photovoltaics for capturing energy from the environment to extend the endurance of an aircraft.“NRL has twice flown our solar UAV (based on the SBXC sailplane) over 10 hours using a combination of solar photovoltaics and autonomous soaring as part of the ‘solar-soaring’ research program,” said Dr. Dan Edwards, aerospace engineer. “This research is investigating the value of combining autonomous soaring algorithms and solar photovoltaics for capturing energy from the environment to extend flight endurance and mission operations of an aircraft.”A photovoltaic array, custom built in NRL’s Vehicle Research Section and Photovoltaic Section, is integrated into the center wing panel of the PV-SBXC aircraft as a drop-in replacement to the original wing. A power management and distribution system converts the power from the solar arrays into direct current (DC) voltage, which the electric motor can use for propulsion, or recharge a ‘smart battery.’Additionally, an autonomous soaring software algorithm — that would typically monitor the local vertical winds around the aircraft — commands the aircraft to orbit in any nearby updrafts, very similar to soaring birds. However, the algorithm was disabled for the two solar flights in order to assess the solar-only performance. Passive soaring — meaning no specific maneuvers are attempted to catch thermals — was still allowed, to let the aircraft turn the motor off if altitude increased because of an updraft along the aircraft’s pre-defined flight path. The autonomous soaring software was tested extensively in previous flight demonstrations in late October 2015.The UAV with solar arrays built at NRL using SunPower Inc. solar cells, flew for 10 hours, 50 minutes on October 14, 2016. Takeoff occurred at 7:20 a.m. at 95 percent battery state of charge and landing occurred at 6:10 p.m. with the battery at 10 percent state of charge. Thermal activity was very good in the middle of the day and 40 percent of the flight was spent with the motor off, and the solar array partly recharged the battery while the motor was off.The UAV equipped with solar wings incorporated PV arrays from Alta Devices, Inc. It flew for 11 hours, 2 minutes on April 19, 2017. Takeoff occurred at 7:46 a.m., approximately an hour after sunrise, with the battery’s state of charge at 90 percent. Landing occurred at 6:48 p.m., approximately an hour before sunset, with the battery’s state of charge at 26 percent. Thermal activity was very weak and almost all of the flight was spent running the motor. Near solar noon, the solar array provided sufficient power to cruise on solar power alone.The power management system for both flights was provided by Packet Digital, Inc., as part of a grant from the North Dakota Renewable Energy Council.“The experiments confirm significant endurance gains are possible by leveraging thermal updrafts and incident solar radiation, rather than ignoring these free sources of energy,” Edwards said. “Future testing will focus on quantifying the trade space between improvements in solar cell efficiency and combining with autonomous soaring for improved solar-recharging.” View post tag: US Navy Authorities View post tag: NRL May 18, 2017 View post tag: UAV Share this articlelast_img read more

Oxford register impressive victory away

first_imgAfter a disappointing 1-0 loss to Oxford Hawks, Oxford were looking to get back to the form they had showed before Christmas with a trip to Lewes. Missing Richard Bond to injury and with concerns over the fitness of Harry Slater, there were concerns that the Blues might lack some creativity goingforward. This was not to be, however, and, on a perfect playing surface, Oxford quickly seized the initiative. Captain Dave Cresswell had allowed a couple of early opportunities to go begging when he buried his third flick in the bottomleft-hand corner to put his side ahead. The lead was soon doubled, with Cresswell claiming a second from a corner, and, with the defence playing the ball around wall at the back and the front line working tirelessly, openings in the Lewes defence were frequently exploited. Tom Lockton claimed a third and,with the Blues looking strong, a further short corner set-up Cresswell whoflicked hard and high into the net to complete his hattrick with the goal of the day. A mix-up between defenders Chris Sibley and Charlie Duffell saw a corner conceded from which Lewes eventually forced home but the loss of their clean sheet never troubled Oxford and, going in at halftime 4-1 ahead they resolved to experiment in the latter period; going to three at the back with a high attacking man. This created problems defensively but did not prevent the Blues from picking up where they had left off in attack; Martin Pickup claimingtheir fifth from open play. The thinness of the Blues’ defence then told, allowing Lewes to claim a second, but the result was never in doubt and Cresswell claimed a further two goals before the close, bringing his personal tally to five, and securing a fine 7-2 victory for the team.by James Moubraylast_img read more

Union fears over wider impact of Hovis mill closure

first_imgA proposal to close the Hovis flour mill in Southampton has put logistics jobs in Hampshire and Yorkshire under threat.Union chiefs have called for an urgent meeting with Hovis, which announced yesterday that it would be selling two of its flour mills to Whitworth Bros and revealed plans to close its Southampton mill. The company’s remaining mill, in Wellingborough, Northants, would continue to supply flour for the Hovis brand, it added.The closure of the Southampton site, described by Hovis as “significantly loss-making”, will result in the loss of up to 71 jobs at the mill along with 29 jobs in High Wycombe in central milling functions.As a result, warehouse and logistics operations in DHL Bawtry, in Yorkshire; DHL Southampton; and DSV Belfast will cease at the end of the year.“This is a serious blow to the workers and their families and, more generally, for the Southampton economy,” said Unite acting south east regional secretary Ian Woodland. “The mill has been operating for more than 80 years, so there is a lot of history here.“We are asking for an urgent meeting with the Hovis management to explore the business rationale for the proposed closure and to make the case strongly for a rethink on this decision.”Woodland claimed the Southampton site had lacked investment and refurbishment compared with the other Hovis sites across the UK.Unite said it was also concerned about the impact on workers at the warehouse and logistics operations.“We are digesting what this serious news will mean for our members at these three sites in Belfast, Southampton and Yorkshire, which are separate logistics companies working for Hovis,” stated Matt Drape, Unite national officer for logistics and road transport.DHL said its staff affected by the issue – 17 at the Bawtry site and 40 at the Southampton – had been informed of the situation and would enter into consultation with the company and union representatives to discuss their options, including redeploying to other DHL operations in the area.“Both DHL and Hovis stress that the proposed changes are based on commercial reasons and in no way reflect on the performance of the Southampton and Bawtry operations,” said the logistics operator.last_img read more

Protecting What’s Important

first_imgIf I were to ask you, what is the most important thing in your life?  Most of you would answer, your loved ones.If I said, assume your loved ones are safe and sound, sitting on a beach in Aruba, but there is a disaster happening at your house, right now. Fire, or maybe even more invasively, a burglary. What would you be most concerned about? I think most of you would say, your memories, and some would say your critical files and information.It is no different for the companies you work for. In your work life, the most important assets you have are your people and your data. Back to the home scenario; if I were to ask you how, when and where you are most concerned for your loved ones, memories and critical information, you would likely say: “what a silly question, All the Time, Everywhere and in Every situation.” When you think about work assets, we believe the answers to those questions are the same; you need your assets protected all of the time and in every situation, regardless of where they are.Let’s start with the people, just like your loved ones, you never want your people to be attacked, get a virus or be frightened about which street or dark alley into which they should or should not venture. Now let’s think about information….data.  Just as in your home life, how you generate your data and where you use or consume your data has drastically changed in recent years. At home, you were tied to physical photos, paper files, and largely kept your important data locked in a file box or safety deposit box. Today, your photos are digital, your data is on many different devices and is almost exclusively digital. The same is true for your work life. How many of you work outside of the office at least once a week? According to the Dell Future Workforce study in 2016, that number is 52 percent. Ten years ago, or even five, the number of you who did so would have been far less – almost approaching zero.As your employees use more diverse devices, work from almost anywhere, and expose themselves to physical and digital theft scenarios, you need protections in place to help protect your critical assets – and allow you to sleep at night. Your data must be protected at the point of creation, and stay protected when they are shared with partners, or even when they fall into the wrong hands. Wouldn’t you like to have visibility into where your data is being used, by whom, where and on what device?It is now possible to protect data to the file level – and not just when they are at rest on a device inside the network, but also when they’re in motion or in use, and sent outside of the corporate network. Imagine that your marketing team was working with a group of contractors and had to send information about future products to this group in order to develop launch materials. Now your upcoming product strategy is in the hands of temporary external workers. Risky, right? So what if you were able to control that data, determine who has access, apply policies and monitor the activity. This can be as general or as granular as you would like. For example, you want these contractors to have access to these documents to do the work, but when their contract was up next month, set an expiry so they can no longer access them after that date. You can also restrict cutting and pasting, printing or forwarding onwards. Feel more in control? This can all be done without hindering productivity.Dell Data Guardian is the next generation of file-level data encryption. It does exactly what I’ve described above – give organizations control and visibility over their data in addition to protecting it. Companies today need to be able to control who gets access to their data, monitor where the data is and how it is used, and be able to apply rights and policies so that only the right people can access it under the right circumstances. We are here to help. This is what we do every day.For more information, go to http://datasecurity.dell.comlast_img read more

Mendoza highlights ethical business practices

first_imgMendoza College of Business will host its 19th annual Ethics Week, devoted to examining different facets of ethical business practices, from Feb 8. to 11. The week will include a variety events and several different speakers. Lauren Weldon Mendoza teaching professor Brian Levey said the week is also a continuation of the legacy of John Houck, a Notre Dame management professor who died in 1996. “Our last two deans were very fond of saying ‘Ethics is in our DNA,’ and so much of what we do today goes back to this quote from Fr. O’Hara [the first dean of the College], that the primary function of commerce is to serve mankind,” Levey said. “We think of it in terms of management and marketing and accounting and finance, but all of that ultimately is to serve mankind on some level and create something where there is nothing.”The week is co-sponsored by the Notre Dame Deloitte Center for Ethical Leadership, and the events are free and open to the public. Levey said the events are aimed at the entire Notre Dame community, as well as the South Bend community. John D’Arcy, associate professor at the University of Delaware, will deliver a presentation titled, “Data Breach: Failures and Follow-ups,” at the Giovanini Commons in Mendoza on Monday at 12:30 p.m. D’Arcy is a former assistant professor for Mendoza.“His expertise is IT security and his particular topic is data breach,” Levey said. “He’s going to talk about things like the Target data breach, going back a few years ago – this was probably the biggest and earliest exposure of credit card information.” Larry Katzen, a former partner at the accounting firm Arthur Andersen, will speak about the collapse of the company Tuesday at 12:30 p.m. at the Giovanini Commons.“ … The popular narrative about that company is it started as a firm of technical competence and integrity but somehow lost its way, leading to its demise,” Levey said. “Although the firm collapsed, he’s made it his mission in retirement to tell a competing narrative about the firm and the many people that went down with the ship — in his view — wrongfully. Eighty-five thousand people lost their jobs, and he’s on something of a mission to tell that story.”The keynote speaker for Ethics Week, Susan Ochs, will give her presentation Wednesday at 4:30 p.m. at Giovanini Commons. Ochs is a senior fellow and founder of the Better Banking Project and will speak on improving corporate ethical behavior. “Her focus is on organizational culture and, in particular, financial institutions, banks, investment banks, Wall Street,” Levey said. “One of the things she’s come upon when looking at banks is this notion of complexity. On Wall Street, folks seem to value complexity – the more complex the better. In most other walks of life, we try to keep things simple, and there seems to be some sort of bias toward complexity.”Ethics week closes Thursday night at 7 p.m. with a showing of the movie “Margin Call,” followed by a panel question-and-answer session in the Jordan Auditorium in Mendoza. The 2011 film follows people at an investment bank during the first 24-hour period of a financial crisis. “Each of the characters deals with this very practical, but also ethical, issue of what they should do,” Levey said. The panel following the film will include professional specialist Walter Clements, associate professional specialist Jessica McManus Warnell and senior management consulting major Kevin Frost.“Ethics and asking more of business is a hallmark of the Mendoza College of Business. Students have many opportunities to explore issues of ethics in business in and outside the classroom,” McManus Warnell said in an email. “Ethics Week is a chance for our Notre Dame community to come together and hear from experts in the field on key issues facing business today. These events allow us to hear from and discuss real-world implications of ethics in business — an important part of developing our own capacities to lead and serve.”Levey said Ethics Week is just a part of Mendoza’s dedication to making its students aware of ethical issues that arise in business. “We certainly have a reputation for ethics, and Ethics Week is just a part of that — it’s part of this ongoing and cumulative effort to expose students to ethical issues and raise their awareness, give them tools and hope it does some good in the long run.”Tags: business, Ethics week, mendoza college of businesslast_img read more

Beautiful: The Carole King Musical Will Be Adapted for the Big Screen

first_img Beautiful: The Carole King Musical Related Shows View Comments Take good care of our baby! Broadway hit Beautiful: The Carole King Musical is heading to a movie theater near you, produced by Tom Hanks’ production company and released by Sony Pictures. The New York Times reports that Douglas McGrath, who wrote the book for the show, will pen the screenplay. Casting has not been announced; Chilina Kennedy recently took over from Tony winner Jessie Mueller as King on the Great White Way.The movie adaptation will also be produced by Paul Blake, the Broadway incarnation’s lead producer, along with Mamma Mia! film producer Gary Goetzman.Featuring songs written by Gerry Goffin, Carole King, Barry Mann and Cynthia Weil, Beautiful tells the story of King from her early days as a Brooklyn teenager (named Carol Klein) struggling to enter the record business to her years spent as a chart-topping music legend. The production, directed by Marc Bruni, currently also features Scott J. Campbell as Gerry Goffin, Jarrod Spector as Barry Mann, Jessica Keenan Wynn as Cynthia Weil, Paul Anthony Stewart as Don Kirshner and Liz Larsen as Genie Klein. The tuner has also recently opened in London’s West End. Show Closed This production ended its run on Oct. 27, 2019last_img read more

Fridays on the Fly | Blue Lining 101 with Drew Fuller of Redington

first_imgEditors Note: As a brand ambassador for Redington, Drew Fuller spends much of his time combing the small, wild trout streams that criss cross the mountains of the North Carolina High Country. In this week’s installment of ‘Fridays on the Fly’ he shares his secrets for a method of fly fishing known as Blue Lining and recounts a recent experience helping Redington film the latest episode of their ‘Find Your Water’ series. There’s nothing better than scrambling around boulders and up waterfalls in pursuit of wild trout. Trout are plentiful in the North Carolina high country whether you’re into fishing stocked waters, nearby tailwaters, lakes, or my personal favorite—the small nameless streams.People often refer to fishing these small streams as “blue lining.” Blue lining is a favorite amongst Appalachian fly fishermen because the fish are always wild, often untouched, and very abundant.A lot of our creeks are steep and fairly demanding to traverse, which makes for great pocket water. In my opinion it is these less accessible creeks that provide the best fishing.In the North Carolina High County, where I do a lot of my fishing, it’s fairly easy to find remote creeks that support wild browns, rainbows, and native brook trout. I’ve located a lot of my favorites simply by searching maps and Google Earth. Generally speaking, the further you are from people the better it gets.While the fish are easy enough to find, catching them can be another story. Wild trout are well known for being extremely easy to spook.For best results, I’ll try to conceal myself behind obstacles and keep a low profile in general.The fish aren’t very picky about the fly but much more so the presentation. You can consistently fish a dry fly year around in these small creeks with lots of success.So if you are able to stay hidden, get a decent cast, and stay out of the trees, the trout can’t resist.The average fish size ranges from around 6 to 10 inches, with a handful of 10+ inchers. Though rare, some of the streams can support wild trout in the upper teens and 20+ inch range.For casting in these narrow runs and fighting the little fish I prefer to use a short little 2 weight fiberglass rod. It’s hard to beat fighting nice wild fish in some very tight creeks. The amount of action you get and fish you can catch in a day on the secluded blue lines is what keeps me going back!Redington is currently releasing episodes for season 2 of the “Find Your Water” online series. From 2-weights to spey rods, the series will cover a wide range of different fly fishing related episodes. As an ambassador for the brand, I was fortunate enough to be featured in the latest episode.We dragged the KGB Productions crew up and down a few scenic blue lines and around some other local water. It’s hard enough scaling the creeks and not spooking the fish without all the extra gear and crew. But with a little patience and teamwork, everything worked out great.Unfortunately, we were very limited as to how much filming we could get in before the rain set in, making the smaller water unfishable. It was an honor to show those guys around and to be able to represent Appalachian blue lining for Redington’s Find Your Water series. Given the circumstances, I still couldn’t be any happier about how the episode turned out!More from Fridays on the Fly:last_img read more