Archive for the ‘Public Relations’ Category

Herman Cain as Crisis Lesson

Wednesday, November 9th, 2011

Others have already written on this topic, so I’ll offer just a few things to consider when discussing Republican Presidential candidate Herman Cain.  Foremost is the distinction between legal advice and public relations advice: they’re not the same thing.

There are four women who’ve claimed that Cain offered unwanted and unwelcome sexual advances during the 1990′s, when Cain led the National Restaurant Association. All four were employees of the NRA, though one was no longer an employee when she claimed the harassment occurred. Two filed complaints and received cash settlements. To others did not file complaints. Legally, payment of settlements is not proof of guilt. PR-wise, most people would say they are.

Legal-beagles are no doubt telling Cain to deny these incidents occurred. No one can prove otherwise, legally.  Sexual harassment seldom occurs with witnesses present. Ask President Clinton about his experience with these matters. His alleged behavior while governor of Arkansas was orders of magnitude more egregious — state troopers acting as spotters? Dropping trou to Paula Jones? And then there’s Monica Lewinsky — hmm, leader of the free world and white house intern?

Under the law, sexual harassment has two potential proof points — hostile work environment or quid pro quo. Pattern of harassment that creates the hostile environment or swapping sex for employment. Under the law, being a boor isn’t a crime.

So for an attorney, there’s no evidence of sexual harassment. For a PR counsel, that simply doesn’t matter. Who here believes that these four women made all this up, especially the two who filed complaints and received cash?  One publicity-seeking money-hound is one thing. Four is another.

Meanwhile, Cain denies, and the story is hot every day. What if Cain’s news conference had featured this statement:

My fellow Americans, as much as it pains me to say it, there was a time in my life when I behaved less than admirably regarding my relationships with women, and the allegations you have seen and read lately stem from that dark period some 15 years ago. By the grace of God and the support of my family, I was able to recognize that though my actions did not fit the legal definition of sexual harassment, they were still inappropriate and wrong. I deeply regret my actions and have sought support and guidance from my family and my faith to become a better man, a better Christian.

We could wordsmith this to death, of course, but where does the media go after hearing this? Cain could have taken questions, and to each that asked for details, reply that there’s no point in rehashing the incidents, and that he is very sorry for the pain he caused to the recipients of his unwanted attentions.

Of course, the whole thing flares up again if there are additional allegations from after the NRA, particularly Godfather’s Pizza, where he was CEO. The other thing to keep in mind is that the case against President Clinton was more substantive on par — more people, the Troopergate material, and a continuing pattern.

Chances are, Cain won’t get the nomination anyway — but I don’t think it’s the end of his campaign.

 

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PR as sales support: EZ 2 Measure, but…

Thursday, September 22nd, 2011

Our ongoing conundrum in public relations measurement is how best to move our practice from simple output measures to more substantive matters. Mostly, we struggle to connect our outputs to business outcomes – results. This puzzle has led to thinking of ourselves as extensions of marketing, looking to conduct activities that have a more direct impact on sales. Certainly a fair number of people are having a fair amount of success in that respect.

There are a few things that worry me about this type of focus. Among them, Whither internal communications?  Subject matter that targets employee engagement often has little direct effect on revenue. Even attempts to get employees to “think like owners” and “spend each dollar like it was your own” have to have only the most tangential effect on savings. Does that mean we shouldn’t attempt to help employees identify with the company? Avoid communicating the benefits of working there? Forget about generating employee ambassadors?  I hope not.

What about corporate social responsibility? Helping to create the environment where the organization can thrive is critical, but doesn’t turn up consistently on a balance sheet. There’s research that says people want to do business with companies that match their own ethical priorities, but that’s not the same direct connection as conducting a product PR campaign focused on sales.

Investor relations and government relations have different impact than direct sales – it’s part of the public affairs world that, like CSR, has a roundabout relationship to sales. Do we stop doing that? (BTW, I’m aware that these are usually separate departments, but stick with me, please.)

As apocryphal as these cases might sound, there’s a real danger in thinking of PR only in the direct-sales case. Our profession is wider than that.  When we seek to measure only in ROI terms (a financial term with a financial result), we unnecessarily limit ourselves and start to think that if one sees everything as a nail, every tool looks like a hammer.

Reputation and issues management should be critical to strategy development. Third-party endorsement and the two-step flow to influencers are still relevant.  Sales-related PR isn’t wrong or bad — it’s just not the only relevant game in town.  We have other tools in the toolbox that serve different purposes…All marketing is communication, but not all communication is marketing.

 

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Collaboration – 3rd “C” Toward Integration

Thursday, August 11th, 2011
Copyright, Creative Commons

The essence of collaboration

We think of integration as logical for organizational communication. But there’s resistance to integration as well, from budget jealousy to outright turf wars preventing even the low-hanging fruit from being plucked.   As I wrote earlier, we can realize a lot of the benefits of integration by adopting a step-by-step process, starting with communication, proceeding to coordination and finally to collaboration. These are the 3 C’s.

Collaboration is working jointly with others or together, especially in an intellectual endeavor (adapted from Merriam-Webster). The key difference between coordination and collaboration in our context is discrete effort: when we collaborate, we decide to combine our efforts toward completion of an activity. Here are two examples from my own history.

The Goodyear Tire & Rubber Company operates a decentralized communication team, with the geographic business units in Asia, Europe/Middle East/Africa, Latin America and North America each operating its own communication team.  The heads of comms for each have a dotted line back to the chief communication officer, but budgets and functional reporting is to the business unit, usually to the unit president.

Goodyear moved along the 3 C’s spectrum slowly. It used to be that sharing strategy and plans was strictly ad-hoc; some units would forward a couple of pages to the CCO, some would give only the broadest outline. That made it very difficult to represent for the function with any sort of context, let alone establish common processes.  Best practices among units didn’t circulate well, and even budget visibility was limited.

By establishing an HQ position dedicated to increasing both communication and coordination, Goodyear was eventually able to establish a common planning process, combination bottom-up and top down.  With the intranet circulating best practices (often just a short story detailing what PR event had occurred and the results), in short order teams within units began to collaborate, borrowing event strategies and communication content from one another and working on cross-functional projects. Members of the corporate communication team were even invited to speak at regional communication meetings.

At National City Corporation following a determined effort to increase communication and collaboration across the communication function (see my posts Use 3 C’s to Work Together and The 3 C’s Toward Integration: Coordination), Marketing reached out to the retail communication group for assistance with a new campaign.

Corporate Communications worked with other units on materials development, retail asked for Corporate Comm help for a retail investing project, and Corporate Communications, Legal and Investor Relations formed a cross-functional team to work on financial PR releases. Even the measurement program benefited from collaboration, with marketing asking Corporate Communications to research the impact of news media coverage on a direct mail campaign, and corporate comms working with marketing to include unpaid media in its regular brand research (See “Measuring Company A”), and the Risk group asking for Corporate Comms help in understanding the impact of media on reputation.

Both of these cases marched steadily from communication to collaboration.  At both companies, there also were situations where they got stuck — a business process optimization team struggled to get past the communication stage, for example, and never made it to collaboration. But even in that case, the visibility of budget spend and the decision to coordinate several business unit and function-specific process improvements still demonstrated value.

It’s hard to truly integrate departments for a lot of reasons — the desire of executives to control their expense profiles top-to-bottom, among them.  The financial folks will want to add a fourth C — consolidation — which often seems like a synonym for integration. No leader wants to give up either headcount or budget willingly, regardless of the benefits – alignment, consistency and efficiency among the most frequently noted.

However, if we apply the 3 C’s effectively, we can gain all the benefits of integration except the financial ones.  For a lot of organizations, that’ll work just fine.

 

 

 

 

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The ’3 C’s’ toward integration: Coordination

Wednesday, August 10th, 2011

On 9 August I introduced the “3 C’s” — as a pathway toward integrating communications, or at least realizing the benefits of integration.  The first “C” is communication, where we reach out to one another to share information about our activities and solicit some feedback. The second C is coordination.

The definition of coordination is bringing into a common action, movement, or condition (slightly adapted from Merriam-Webster). I expand that definition like this: Coordination means mutual sharing of information that leads the parties to alter in some way that information, or its planned distribution.  You and I discuss our respective goals and what we’re doing to fulfill them, and we alter our plans as a result of that discussion.

For example, back to National City in 2008 — financial crisis, etc. We’d started communicating across our business unit silos, and realized that one of the units was planning a communication at the same time another unit had a major management announcement.  In our discussion, the latter unit asked if the former could wait a couple of days to avoid conflict. That used to be a recipe for a turf war, but because we’d discussed the need to coordinate and agreed, the two units came to an agreement in short order.

That sequence got replayed a lot — the units would make a few changes to messages, timeline, even audience to accommodate each other.  It made for a much more harmonious team, but also made it easier on the audiences, who didn’t have to try and absorb multiple messages and priorities. It also had the ancillary effect of sharpening and making more consistent the business unit and corporate messages.

There were a couple of times when corporate needed to insist on changes, but prior to the onset of our communication meetings, we might not have even known something was coming from the business units, let alone have the chance to offer suggestions to focus the messages.  We also made our own adjustments from time to time — in particular, stepping in when a unit’s distribution got moved up and conflicted with our own activity. That generated trust and credibility and permitted us to gain valuable visibility to an important business unit priority.

Coordination is a logical follower to communication, and it sets the stage for the next of our 3 C’s — collaboration.

 

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Use 3 C’s to Work Together

Tuesday, August 9th, 2011

There’s been an animated discussion over at SpinSucks.com following a post from the always interesting @GiniDietrich on whether public relations needs mostly to be about driving sales.  Gini says,

You see, I believe a few things:

  1. Public relations (not publicity) can and should be measured to sales results;
  2. Public relations professionals need to gain some basic marketing skills or our industry will become defunct;
  3. Public relations is the very best place for content development because we are, after all, writers; and
  4. Really good content does more than attract Web site visitors or increase brand awareness – it generates inbound leads for the sales team.

Reading the comments, it’s evident that she’s got a lot of support for these notions, and while I don’t disagree that PR can drive sales, I don’t see that as the only role we PRs should play. There’s a bunch of stuff that we can do — issues management, employee communications, reputation management — that could be claimed by other departments but are mainly within our primary skill sets and usual responsibilities. The comment stream debates the point more than adequately (and entertainingly.)

But the reason I’m taking up your valuable time now is about how to set aside our provincialism and play well with others.

There’s substantial scholarship in the area of integrated communications, both against it in concept and for it. The thrust of the argument is whether all communication functions are aiming toward an eventual marketing outcome — driving sales. My colleague at Kent State University, Bob Batchelor, is solidly in that camp, as are communicators like @BethHarte and Gini.  I’ve frequently said that all marketing is communication but not all communication is marketing, but that could be a style preference: for too many marketers, all stakeholders look like customers, and all channels look like megaphones — I don’t want to “sell” to employees, community leaders, governmental officials, et. al.

I fully recognize the elegance of a unified approach to communication strategy. There are many benefits to integrating communications, but actually pulling everyone into the same department can be challenging, and we have to guard against efficiency getting the best of tailoring messages and methods. So how do we realize the benefits of integration without necessarily integrating?

I’ve got a process: The 3 C’s — Communication, Coordination and Collaboration.  I want to give each of these appropriate due, especially regarding how you measure, so I’ll tackle the first in the this post, then write some more on the others.

Communication seems so easy and basic, but it isn’t.  I’m aware of two organizations – large, global, complex — where you learn very quickly that the various communication functions aren’t talking to each other very much at all.  In particular, matters of budget, strategy and tactics take place in isolation, siloed-off from the beady eyes at “corporate.”

In short order, that leads to inconsistency in go-to-market (we can be consistent and still have appropriate tailoring), and lack of appropriate visibility and strategic alignment. At National City Corporation, a regional bank, we were in the thick of the financial crisis.  The communication team was distributed — a relatively small corporate department, with the business units (Private Bank, Corporate Bank, Retail and Operations) hosting their own departments.

Given the crisis circumstances (anyone remember 2008? Me too.), we needed to speak with one voice, to provide leadership and strategic understanding, to know what employees and customers were talking about.  So, we instituted a daily conference call for communication leads across the company. We started discussing these matters — not with an eye to seize the conversation and dictate strategy, but to better understand the situation and provide guidance.

Within five meetings, our working relationships improved. Within a month, we agreed to meet in person and work through a strategic process to better align our groups. Three months in, we were able to cut the meetings to weekly, because we’d started cooperating on many communication opportunities.

Communication opens doors — but only when it’s done with a heart for authentic improvement and understanding, not power grabs and dictates.

More on this coming up.

 

 

 

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Bloggers – Got Paid? It’s Commercial Speech

Thursday, June 2nd, 2011

Earlier this year, I did some research on the U.S. Federal Trade Commission guidelines on endorsements and testimonials for a class. As I dug into it, I wrote a post promising to share the paper, so here it is. I thought I’d share the results in hopes that anyone in social media would understand that pay means business, and that means disclosure.  The style is academic, which means there are a lot of endnotes and a sizable bibliography, but it shouldn’t kill you.

The short version: If you get stuff from a company to write about (even if they don’t demand it be positive), you are expected to tell your readers. If what you say is deceptive or misleading, you could be blogging from the Hotel GrayBar — or at least be a little lighter in the cash department.

But wait a second, what about free speech?  Journalists don’t need to disclose if they get free stuff!  Well, let’s just say that the Government — and the Courts — have ruled that your free speech is secondary to the rights of consumers.

I don’t think I can argue. But you can — just read the paper first.

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PR Learnings from Mobile Marketing

Tuesday, May 17th, 2011

Michael Schwabe, thunder::tech

For the marketing folks, the advent of sophisticated handheld devices like iPhones, Blackberrys and tablet PCs is an irresistible draw to push messages out. Michael Schwabe of thunder::tech, an integrated marketing agency, made that abundantly clear at the May 12 meeting of the Cleveland Chapter of IABC.

Schwabe covered a high-level set of interesting uses for smart phones and always-on Internet geegaws — provided your main goal is to sell stuff, one way or another.  This is no knock on Mike, he did a great job — the title of the talk , after all, was “mobile marketing.” Applications for your iPhone to facilitate ordering.  Websites optimized to look good on a Blackberry screen, QR and AR codes that make it easy to snap information off a flyer or add content to some kind of arrangement that isn’t there beforehand.

Perhaps most fascinating (and a bit disturbing) were the applications that use GPS to tailor sales appeals — you’re at the mall, and American Eagle texts you, saying: “Hey, Sean, check out the sale on jeans we’re having at the AE store?”  Holy Phillip K. Dick!

Amid all of this talk about relevancy, situational marketing, search optimization, SMS, Web display ads, and in-application advertising, I just had to ask about application to public relations (broadly defined.) Mike’s response was a good one, albeit a little limited. He talked about reaching media members where they want to be reached — pitching via text or email, etc.  He’s right, but my follow-up questions are more targeted. Here’s what he said in an interview by email.

Sean: I get the mobile applications when it comes to media relations – but what of reputation management, or issues management?  What about using these tools for building stronger relationships among our stakeholders?

Mike: It’s a very interesting and complicated question and I’m glad we have this chance to discuss it more. Reputation and issues management in a mobile world really translates to PR practitioners being available 24/7/365. Because so many people have their mobile device by their side both day and night, it’s seemingly expected that we are open to communicating at any time. There’s positives and negatives to that.

Positively, a perception of always being available is a great client relationship point. It moves PR practitioners from being vendors to trusted advisers. The other side is that PR professionals need to find a personal and professional balance in their lives (as I believe every professional does). We need to ask ourselves when “accessible” becomes too accessible.

Right now, the effect of mobile on the core concept of media relations is that it speeds it up – accessibility, surveying, RSS reading, etc. Also, the 24/7 nature of the job that mobile technology allows us really plays into the true nature of crisis communications.

However, I can easily see more dynamic impacts in the future – dedicated applications and websites for pushing information and taking inquiries, for example – imagine if we could easily mass email a news release from our phones. The problem isn’t so much that the technology doesn’t make all of these things possible; it’s that no one has blended them together to make an ideal tool set.

S: The entire “integrated marketing communications” universe puts public relations into a box beneath marketing, with all our activity required to offer sales support. How does the mobile explosion affect all of the things that aren’t direct sale support?

M: I would respectfully disagree that “integrated” means PR must support sales. If PR departments allow themselves to be put into that box, then they need stronger leadership. However, aside from that possible tangent, it’s really the same comparison offline as it is online – which I think gets lost much of the time when you start to think about tackling an online campaign. Consider the reputation of the company or the products and services you are promoting. Each company or client has plenty to offer in traditional media relations, mobile just accelerates the access to the information.

To make these efforts effective, consideration must be given to how you are found online. If you want to rely on mobile to drive conversation, you have to have a mobile-ready website that’s easy to navigate with easy to find contact information. Further, the proliferation of social media and it’s accessibility on mobile devices mean you have real-time access to your consumers. Find out what they want and use that informal method of research to drive immediate messaging reactions or possibly multivariate testing opportunities. For some fun reading, I think the list presented here is interesting, and while it may not provide “must-use” tools as the title says, it does a good job illustrating how PR pros can use mobile technology and apps to get things done quicker and on-the-fly.

S: What sort of interest in internal communications applications have you seen? (and if not, why not? )

M: The best examples have been the mobile-enabling of company calendars and sales and support materials. Where there’s been a shortcoming is in mobile-enabling branding and media documents.

As your employees travel or are on the road for a day, the flow of information is still going – the media cycle does not stop – something your readers are no doubt aware of. With mobile networks getting faster (3G and 4G technologies), there’s no reason to limit anything you would get on a desktop plugged into your company’s network to just that desktop. Make it mobile, but do it intelligently. Make sure files are easy to download and content is easily findable. The best examples I’ve seen are executed on a tablet like the iPad where companies will develop a tablet- ready website and password protect it to give only internal groups access to as much of the same information that their intranet or local server does. Another way to Web-enable and protect a lot of the needed information is through cloud computing, which is a subject in and of itself.

There is hesitance to Web and mobile enabling much of this information and that hesitance usually comes from IT departments – we love them because they keep us running, but we turn and stomp out of their offices when they throw around their weight with arguments like, “It won’t be secure so we can’t put it online or give you access to it outside of the office.”

While that is a valid point, it’s also frustrating. All we want to do is serve our customers or not have to worry about coming into the office to get that file we forgot, but the security risk is sometimes too great. What if you could access all of your company’s financial and trade-secret information on your phone and then you lost your phone or it was stolen? There are numerous reports of it happening with laptops and mobile devices can be an even easier target. While I can’t disagree, I think there has to be a happy medium to give PR pros on-the-go access and still keeping the information secure.

S: Thanks Mike – I appreciate you taking the time!

What I surmise is that if we see PR only in the media relations or sales support view, we’re going to lose, not just our credibility, but also our jobs. We’ve seen lately more evidence that building relationships across our constituencies is more important to our organizations than simply increasing the volume of opportunities to see our messages.  Regardless of relevancy, message fatigue and competition are going to put a lot of stress on the traditional marketing environment.

I can see how exploiting the two-way (or multi-way) capabilities of mobile could lead to discussion between our clients and us — as well as between end-users and organizations. All of that gets not only to sales opportunities, but also to brand-wide communication. The ability to put such a powerful tool in employee hands alone means much for the cause of collaboration, at lower cost and more efficiently overall. Bringing customers, prospects and employees together by the palms of their hands is a very intriguing prospect.

This week on #icchat, we’ll tackle video in internal communications — still relevant or old hat? Join us Thursday, May 19 at 10 a.m. North American Eastern Time on Twitter. Just search for #icchat (though using TweetDeck or TweetChat makes Twitter chats much easier to handle…)

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Employers shocked, shocked, that morale is low

Wednesday, March 30th, 2011

In what can be described only as a stunning command of the obvious, a MetLife study shows that workers are growing restive as the economy rebounds from three years of struggle, and that employers are oblivious.

A story in the 28 March edition of USA Today quotes a psychologist saying that workers are stressed after watching co-workers get fired, being told to take on more work for the same pay, and longer hours. The MetLife veep is quoted (nice pop, MetLife PR!) saying that business’s understandable focus on financial matters has led to it ignoring human factors. It is pretty easy to be a “best employer” when the tide is in and Wall Street rocking.

There’s even an indirect from Towers Watson saying that companies are having a hard time “attracting employees with critical skills.”

How can any company say they’re surprised by these results? Add in a healthy dose of capitalist excess in the form of higher executive pay and you have a combustible mixture of anger and envy alongside the feeling that you need to leave to be appreciated.  During a downturn, people are OK with making less money — they indeed are just happy to have a job. After their sacrifice (which is how they see it), when the picture turns better, they expect to make up lost ground — the 3% raise isn’t enough — they didn’t get a raise for two years, so now they want 9% to pick up the slack. But Wall Street will punish any company that lets its fixed costs leap up like that!

Where’s a leader, though, who’ll redirect his or her whacking huge bonus to throw a bit more on the regular employee pile? How about a one-time 401(k) contribution? Maybe a small bonus to show the boss notices the dedication of the past few years?

If they can’t see how the tough stuff hurt loyalty and morale, they don’t deserve to be in business.

 

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Is Blogging Commercial Speech?

Sunday, March 20th, 2011

Courtesy of FBI.gov

Here’s a little brain-teaser for you.  Not too long ago, the U.S. Federal Trade Commission issued regulations saying that bloggers who get into product promotion have to tell us if they got compensated for doing so. How does that ruling affect the free speech rights of the bloggers?

I’m going to do some research as part of the class I’m taking — Law of Advertising and Public Relations — and after I turn in the paper (and get a grade on it) I’ll return to this topic. I found a really interesting article in the American Business Law Journal that explores this topic, mostly from the perspective of the company and its own blogs, but the discussion on what constitutes commercial speech is rich indeed. And, it offers a lot of other articles and legal opinions that will help my research immensely.

But, in the meantime, what’s your view?  Is a product review paid for by the company commercial speech, or individual speech not subject to the FTC’s rules?

 

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Measurement Musing: Questions…No Answers…

Monday, December 20th, 2010

Public Relations measurement is so essential, yet so poorly understood. I’m sure it’s my bad that after gaining one client upon launching my business that focused on measurement, I haven’t had a second.  I’ve done some strategy work, some writing, and now am working on a  long-term project for a client that once again, has no measurement component to it.

I do wonder whether I’m just not the right person to help organizations measure — there are other, longer standing, better educated folks out there. Maybe it’s my destiny to stick in the internal communications space, rather than the measurement angle.  Of course, I try never to make life decisions any time from December through February — the seasonal affective disorder reaches its nadir (or zenith) as the winter solstice arrives and lingers through the cold, gray months.

I introduced measurement to my PR Tactics class at Kent State this fall — just a brief tablespoonful — I’m hoping that they remember it as they enter the profession. One thing’s for sure — they certainly had better measurement components in their final projects! Whoo-hoo!

This spring, I’m teaching a course in PR Metrics — so perhaps this is how I can drive measurement into our profession: give it to the kids who’ll replace the dinosaurs in a few years…

Speaking of which, I’ll be sourcing case studies in measurement — and entertaining guest speakers (either in person or by Skype) — so if you can help me out, let me know!

More questions:

Why do so many companies still see news media and social media as mutually exclusive instead of related?

When thinking about measuring social media, why we want to categorize it in the same way we do news media?

Why do we think reaching the most people is better than reaching the right ones?

Why do we want to define influence as only occurring through social media, and why do we so narrowly define it IN social media?

How come we can’t come up with a better means of determining appropriate scope and scale?

Why do people think the only marker of PR intelligence and value relates to external communication?

Why do companies fail to measure employee communication outcomes? Matter of fact, why do we still count clips?

Why am I thinking these hairy thoughts ?

Are these rhetorical questions? (No…)

BTW, don’t miss the Twitter chat, #MeasurePR with @Shonali Burke, Tuesday at 12 noon.

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