Media on media

Houston billionaire energy exec buys Texas Monthly

Texas Monthly has a new owner. Texas Monthly/Facebook

For the second time in less than three years, Texas Monthly has a new owner. Randa Duncan Williams, chairman of Houston-based midstream oil and gas company, Enterprise Products Partners LP, has purchased the Austin-based magazine. The terms of the sale were not disclosed.

The magazine will become a part of Enterprise Products Company (EPCO), "a privately held company which owns interests in commercial real estate and ranching, as well as a substantial interest in Enterprise Products Partners L.P., a publicly traded midstream energy company," says a release.

"I have been an avid Texas Monthly reader since I was a teenager," says Duncan Williams, chairman of Texas Monthly, LLC, and of EPCO, in the release. "My family is delighted to provide the resources to support this iconic Texas institution which is nationally recognized for its editorial flair."

Williams is the daughter of EPP's late founder, Dan L. Duncan. She has a net worth of $6.2 billion, according to Forbes.

In TM's official statement, president Scott Brown is quoted as saying Duncan Williams wants to own the magazine "forever."

Forever may be what the magazine needs, following a tumultuous era for Texas Monthly, considered to be both a beacon of Texas culture and a shining example of long-form magazine journalism. In 2016, it was purchased from Emmis Communications by Genesis Park, a private investment firm led by Paul Hobby of the famed Houston-based Hobby family. Following that purchase, Hobby took over the role of chairman and CEO of the magazine, launching an arguably rocky tenure for Texas Monthly.

In February 2017, Hobby announced that Tim Taliaferro would be taking over the editor in chief position from Brian Sweany, a longtime TM staffer who climbed the ladder from intern in 1996 to taking the editor position following Jake Silverstein's departure for The New York Times Magazine in 2014. About a dozen notable writers left after Sweany's departure, though it's unfair to say it was a result of the masthead shakeup.

Just a few weeks into the Hobby-Taliaferro regime, journalism watchdog Columbia Journalism Review reported that Texas Monthly, a 13-time National Magazine Award winner, was going in a lifestyle direction. Reader reaction — not to mention the response from the journalism world — was swift, forcing the magazine to backpedal.

A year later, the magazine faced another misstep, this one involving Bumble and an alleged pay-for-play on social media. The somewhat salacious story also broke in the Columbia Journalism Review and eventually led to Taliaferro being moved into the newly created role of chief innovation officer. Thus began a year-long search that ended with Dan Goodgame being named editor in January 2019.

It's not breaking news to say it's an uncertain time for journalism, and Texas Monthly has clearly not survived unscathed. But hopefully Duncan Williams' purchase will help move the "national magazine of Texas" into a new era, one with a clear and bold vision.

For the sake of one of the nation's best magazines, we hope so.

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This article originally ran on CultureMap.

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Building Houston

 
 

SurgWise is giving surgical teams the right support for hiring. Photo via Getty Images

A surgeon spends over a decade in school and residency perfecting their medical skills, but that education doesn't usually include human resources training. Yet, when it comes to placing candidates into surgical programs, the hiring responsibilities fell on the shoulders of surgeons.

Aimee Gardner, who has her PhD in organized psychology, saw this inefficiency first hand.

"I worked in a large surgery department in Dallas right out of graduate school and quickly learned how folks are selected into residency and fellowship programs and all the time that goes into it — time spent by physicians reviewing piles and piles of like paper applications and spending lots and lots and of hours interviewing like hundreds of candidates," Gardner tells InnovationMap. "I was just really shocked by the inefficiencies from just a business and workforce perspective."

And things have only gotten worse. There are more applicants hitting the scene every year and they are applying to more hospitals and programs. Future surgeons used to apply for 20 or so programs — now it’s more like 65 on average. According to her research, Gardner says reviewing these applications cost lots of time and money, specifically $100,000 to fill five spots annually just up to the interviewing phase of the process.

Five years ago, Gardner came up with a solution to this “application fever,” as she describes, and all the inefficiencies, and founded SurgWise Consulting, where she serves as president and CEO.

"We help provide assessments to help screen competencies and attributes that people care about," Gardner says. "(Those) are really hard to assess, but really differentiate people who really thrive in training in their careers and people who don't."

Aimee Gardner is the CEO and president of Houston-based SurgWise. Photo via surgwise.com

These are the non-technical skills, like the professionalism, interpersonal skills, and communication. While SurgWise began as a service-oriented consulting company, the company is now ready to tap technology to expand upon its solution. The work started out of Houston Methodist, and SurgWise is still working with surgery teams there. She says they've accumulated tons of data that can be leveraged and streamlined.

"We're now pivoting from a very intimate client approach to a more scalable offering. Every year we assess essentially around 80 percent of all the people applying to be future surgeons — those in pediatric surgery, vascular surgery, and more,” Gardner says. “We’ve used kind of the last five years of data and experiences to create a more scalable, easy-to-integrate, and off-the-shelf solution.”

Gardner says her solution is critical for providing more equity in the hiring process.

“One of our goals was to create more equitable opportunities and platforms to assess folks because many of the traditional tools and processes that most people use in this space have lots of opportunity for bias and a high potential for disadvantaging individuals from underrepresented groups," she says. "For example, letters of recommendation are often a very insider status. If you went to some Ivy League or your parents were in health care and they know someone, you have that step up from a networking and socioeconomic status standpoint."

Personal statements and test scores are also inequitable, because they tend to be better submissions if people have money for coaching.

SurgWise hopes to lower the number of programs future surgeons apply to too to further streamline the process. She hopes to do this through an app and web tool that can matchmake people to the right program.

“Our ultimate goal is to create a platform for applicants to obtain a lot more information about the various places to which they apply to empower them to make more informed decisions, so that they don't have to apply to a hundred places," Gardner says. "We want to essentially create a match-style app that allows them to input some data and tell us 'here's what I'm looking for here are my career goals and any preferences I have.'”

While that tool is down the road, Gardner says SurgWise is full speed ahead toward launching the data-driven hiring platform. The bootstrapped company hopes to raise early venture funding this summer in order to hire and grow its team.

“As we continue to consider this app that I talked about and some of the other opportunities to scale to other specialties we're gonna start looking for a series A funding later this summer.”

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