Posts Tagged ‘communication experts’

Communication Important in Change Management (Shocking!)

Tuesday, May 25th, 2010

A professor from San Francisco State used three quick cases to show that when employees are dealing with difficult change initiatives, leaders have to talk with them.  Stunning, eh? OK, I’m feeling snarky today, I admit it!

Professor Mitchell Lee Marks writes in the 24 May issue of the Wall Street Journal (in the MIT/Sloan Review section) that empathy, making the business case and getting employees to think about the future are essential to getting them to let go of the past and move on. It ain’t brain surgery, but for many business folks, the fact that there are actual people hiding under the numbers on the income statement can be a bit of a shock. Here’s a quick rundown of Dr. Marks’ thinking, and my two cents.

  • Dr. Marks likes empathy, because employees often feel that no one understands their pain. He calls for leaders to acknowledge the feelings of fear and resentment. My Take: That’s an oversimplification. You run the risk of insincerity– remember President Bill Clinton’s “I feel your pain…”? You will have to demonstrate that you care — and it’s anyone’s guess whether you’ll be believed. You have to try, but it’s not a certainty that it will work. Nor is it certain exactly what kind of demonstration is most likely TO work. It’s trial and error. A bit of venting IS healthy, but not too much and not too often.
  • Making the business case is the hardest dictum to follow, because the most persuasive facts and data from the leader’s perspective are often not-so-much for employees. My Take: Don’t make the business case into a pie-in-the-sky employee benefit if there is any chance of downsizing, layoffs, firings — whatever you want to call it. Making the business case is like the flip side of empathy, because it’s much more a left-brain activity.  Facts and data eventually win the day, but have some pity for these folks.
  • Looking to the future — the visionary leader sees the next objective, then the next and so on, and is supposed to keep us focused on the future. My Take: I don’t think you can get people to focus on how great the future will be until they exit the “anger” stage of their mourning. The world is changing fast. Talk about customers to move from problems to solutions.

I think what set me off was Dr. Marks’ tone (probably the editor’s tone, now that I think about it). It was as though all of this was brand spanking new.

News flash — every leader should know this backwards and forwards. It’s part of leading.

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Measurement Crucial to PR’s Business Value

Tuesday, May 18th, 2010

My learned Australian colleague Geoff Barbaro waxes rant in a post from 17 May (US time), where he inveighs against measurement.  Perhaps not the concept, as much as the practice. He asks:

Do you measure how you look after your family? Do you count the meals, the trips to school, the time spent with children to evaluate effectiveness? When you buy that great new dress or suit that you love, did you then sit down and work through complex metrics to measure what you did?

So why do you think it’s different in business? I’ll tell you why, it’s because you don’t trust people to do the job you employed them to do. You don’t believe they are motivated and care about their work, so you can only make sure they are working by measuring what they do, and then argue that this is the motivational tool. Measuring because “we do what we measure” is a failure of leadership, a failure of motivation, a failure of selection, a failure to define values, a failure of engagement and a failure of communication.

Sorry, Geoff, but this is fuzzy-headed thinking about a vital enhancement to the profession of Public Relations.

I started a comment on Geoff’s blog (a fine and interesting read, btw), but found that it was all too likely that I’d hijack it. And that’s not right. So, here is my reply to Geoff’s shot across the bow. Man the torpedos!

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Oh, my. Nothing like an existential rant to get one’s blood up, eh Geoff?

Let’s start by differentiating terms. Measurement isn’t gotcha. It’s not “check-up-on-the-poor-employees.” Neither is it merely about outputs or activities, at least not when it’s strategic.

We in PR have long been the only department in a firm that can say to the C-suite, “trust me” and get away with it. The question on the CEO (and CFO, especially) mind these days, however, is, “What business value do I get for my investment in PR?”

We can take a SWAG (stupid, wild-assed guess) at the answer, but then we sound like witless weasels (um, we build reputation and protect…uh, no, uh, we get media coverage…no, uh, we help the organization communicate effectively, wait, ummmm.)

The fact is that most of us don’t have a clue what the quantifiable business value of PR is, and that’s why PRSA has commissioned a task force to work on that very question. It’s also one of the driving forces in modern PR. It’s created an industry specialty that people are finding value in, even though there is much sophistry and bad measurement out there.

In modern business, every department must contribute to the bottom line. So, direct sales and the support for sales is a winner, as is direct effort to improve efficiency, save money, etc. There’s also credible research about the effect on brand awareness, attitude and disposition of various PR activity. On the internal side, engagement metrics, and employee knowledge and behavioral metrics lend credence to a communicator’s value.

The trick is to a) Measure what matters; and b) Link communication outputs to business outcomes. This is, indeed, a hairy process, filled with risks — bad math the most prevalent, if you ask me.  Correlation is not causation, but frequently it’s a pretty good stand-in for it, if your math is good.  We mustn’t give up on the goal of establishing impact metrics and ROI just because it’s so much easier if we don’t!

I don’t know, Geoff, if I agree that “what gets measured gets done,” but I’m sure that if you can’t measure it you can’t manage it.

Cheers,

Sean

@commammo

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Theater of the Absurd in Social Media Metrics

Tuesday, May 11th, 2010

As we PR people feel our way along in social media, the marketers are declaring the End of Times for everything else. Anecdotal evidence shows that big companies are pulling big money out of traditional advertising and funneling it into social media, and that bears examination.  But as I’ve said, I’m not ready to write obits for mass marketing/advertising in favor of “marketing to a segment of one” right this very minute.

I first heard that phrase (Marketing to a segment of one) from the lips of Steve Cone, legendary marketer and then-CMO with KeyCorp. He was the architect of dropping the “Corp” and/or “Bank” from the company name in favor of the symbol you see at right.

That made Key one of just three companies in the US bearing an eponymous symbol for its name. Shell and Apple are the other two.

Key made a strategy of getting people to see the Key logo and associate it with “bank,” as in, “I need to stop by the Key on the way home.”  The idea, Cone claimed, was to stop thinking of mass marketing — with all of its efficiency and logical, numbers-driven strategy, and think of “marketing to segments, eventually to a segment of one.” So then came emerging affluents, wealth management, small business, middle market, large corporate — all of those categories based on grouping customers in some logical way, then changing strategy to target them.

This requires information about customers and prospects. When it comes to social media, that information is scattered to the four winds, unless you’re on Facebook.  Twitter’s foray into geo-location, Foursquare, and many other social media firms are trying to gather as much data about YOU as possible to facilitate what is a pretty old marketing model.

Just as at the onset of the Web Age you had hundreds of companies popping up to “help” companies enter the Internet realm, now at the onset of the Social Media age you have companies popping up to “help” companies enter this realm. The part that twists my noodle is when companies purport to know how to measure social media come up with yowlers — like the Vitrue Facebook fan value imbroglio, the Altimeter study on correlations between social media activity and stock appreciation, and now Vitrue’s assertion that frequency of mention in social media is somehow a reflection of its social media reputation.

Vitrue offers a chance to compare brands in a handy Flash gobo that produces a cool pie chart. Just for fun, I compared Ford (which Vitrue pronounces its winner) with a couple of random words — sure enough, pop “the” in there, and you find upteen thousands (OK, 134,000) ‘somethings’ and the aforementioned cool pie chart. Ooh, and there’s a bar chart too! So kewl.  W00t!

I could go on for 1,500 words, but won’t. It’s another cow pie pretending to be a metric.  Resist this assault on rational thinking.

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Big Banks Get Whipped: 2008 News Coverage

Monday, April 26th, 2010

Think back two years. The financial crisis hit its gallop around this time in 2008, when the U.S. government sold Bear Stearns to JP Morgan Chase before its wrecked hull could breach and take the global economy down to Davy Jones’ Locker.  But that was just the beginning of a wicked huge bear market brought on by inflated real estate prices, preposterous mortgage loans, complicated and unregulated investment vehicles, and a collapse in confidence by everyone from global investors to your local school custodian.

Those of us who watched from a courtside seat (and wished we were in the bleachers, one bank CEO said) remember it all too well.

That’s why I thought twice about hearing University of North Carolina-Chapel Hill’s David Remund, a doctoral student, present his paper, “Crisis of Confidence: News Coverage of America’s Largest Banks During the 2008 Financial Crisis” at the 13th Annual International PR Research Conference.

Remund did a content analysis of news releases and national and local newspaper coverage of the 10 largest American banks for the second half of 2008, looking for some kind of systemic understanding about how these banks used crisis communication techniques to spray some pain-killer on the daily parade of negative information marching down Main Street.

Two crisis communication theories applied: Image Restoration Theory, which holds that if you’re at fault, you admit it and share the steps you’re taking to address the situation and prevent it from recurring. Situational Crisis Communications Theory says that you need to show concern for people who’ve been hurt by your crisis. Remund’s hypotheses offered that banks that acknowledged the financial crisis and showed concern for consumers in their media relations efforts would enjoy a higher proportion of confidence-building news coverage as a results.

Whoops. Remund’s findings were the exact opposite, with neither hypothesis supported.

Instead, the media pretty much held that banks’ actions contributed to the financial crisis, and the quietest banks got the greater proportion of positive coverage.  So, what happened?

As I wrote in my own research covering one company, the crisis had so many contributing factors, was so broad and so extensive that we got to the point where facts and data simply didn’t matter. It was a mob, running headlong down the street screaming, “Run! Run!” Everybody had to run, even as they asked what what happening. Secondly, Remund’s research drew from a rather small batch of news outlets and from only the largest banks.

Finally, by the third quarter of 2008, the news media wasn’t about to trust pretty much anything that banks had to say. Washington Mutual raised capital and swore up and down that it was solvent, even as its capital dwindled away toward federal seizure. Lehman Brothers didn’t think it had any problems in the summer and was dead by September. IndyMac, Countrywide, Wachovia, National City… all positioned themselves as in good shape — but what else could they say?

We PR people are always recommending the most transparent approach — the article of crisis communication faith seems to be , “Tell it first, tell it fast and tell it all.” Aside from a recent study, all the literature calls for that type of approach.  I believe it’s far more situational — once you’re in a systemic crisis that reaches past you and your world, your ability to affect its course gets a lot more difficult. Sometimes, you just have to wait it out.

The Remund study reveals more about the limits of crisis communication, than about bank public relations in a crisis.

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Two Important Reads

Saturday, April 17th, 2010

Will all that’s been going on lately (teaching class, presentations, conferences, client discussions) I’m a little behind on my reading. Good thing Google Reader keeps stuff around for me.  Two pieces from the Harvard Business Review website (AP Style says that’s OK now) bear a close read, one on the use of Twitter-type tools for internal communications, and the other summarizes several new perspectives on business strategy.

Tools such as Yammer have brought Twitter capabilities (microblogging) into the enterprise. Authors Jeanne C Meister and Karie Willyerd cover the cases of LG Electronics and Meredith Corporation in using Yammer and Socialtext to reduce the lengthy process of designing training programs and communicate speedily and across silos, respectively. Use Microblogging to Increase Productivity is worth your time.

In Strategy By Any Other Name, Walter Kiechel notes that speakers who usually discuss business strategy have been shoved aside by economists and journalists talking about the global financial crisis. He finds, however, that strategy has just gone a bit underground — it’s showing up “all over the place in contemporary management literature, albeit sometimes under different cover.”

Kiechel covers a lot of ground, with links to many resources. One that looks particularly interesting is The Power of Pull, by John Hagel and John Seely Brown.  Their core thinking is that the old economy “was based on ‘push,’ forecasting what would be needed or what would sell and then mustering resources to fulfill that demand.   The new world is one of ‘pull’ — find people and resources exactly when you need them, attract them to you even before you know they exist, and then pull the best from within them, and yourself, to achieve your potential.”

Certainly Hagel and Brown’s idea has history — we communicators have been trying to puzzle out the push vs. pull argument for a really long time (at least as long as I’ve been in this career, anyway.) I’m eager to add the book to my summer reading list.

In the meantime, check these two pieces out — and if you’re not reading HBR in some form, get on it.

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Survey: Internal Comm Effectiveness ‘Important Concern,’ But…

Thursday, April 1st, 2010

Researchers Dr. Juan Meng of the University of Dayton (Ohio) and Dr. Bruce K. Berger of the University of Alabama cut to the chase in their research presentation at the Institute for PR International PR Research Conference. Their first finding? “Though communication effectiveness has been an important concern for organizational leaders, the assessment of communication effectiveness has not been widely applied by using business outcome metrics in organizations.” Sigh.

Meng and Berger used both the results from the 2007-2008 IABC Research Foundation/Watson Wyatt international survey of senior communicators, and a series of in-depth interviews with 13 IABC Gold Quill winners to look for process links between internal communication effectiveness and organizational financial performance.

For me, this represents a sort of Holy Grail: we internal comms experts know that our work is impactful, but have lacked the hard evidence of causality that we perceive the C-suite respects and demands. I was disappointed, yet again, though that first finding is by no means the only one.  In brief, the other five are:

  • Measuring internal comm effectiveness should be standard operating practice.
  • There’s lots of measurement going on, evaluating awareness/understanding; engagement; job performance; employee behavior, and improvement in overall business performance.
  • Everyone has good reasons why measurement isn’t as robust as it should be, and they’re the usual culprits — lack of time/money/staff and the pain of finding actual cause-and-effect toward business results.
  • The measurement approaches used are employee surveys, employee participation in communication activities and manager surveys.
  • Four valuable purposes for internal communication: Explaining/Promoting programs and policies; educating about culture and values; providing information about performance and financial objectives, and helping employees understand the business.

At Goodyear, we made great progress toward true outcome measurement for internal communications, but didn’t quite get there. We did establish a strong link between employee knowledge/comprehension, intranet use and managerial behavior, but never got the chance to take everything to the organizational performance level.

At National City Corporation (the regional bank), our focus from the first day I arrived was on external measurement, for a variety of reasons. But the internal side wasn’t ignored — we were a Gallup Q12 company, and despite the wretched economic conditions and horrific, calamitous financial performance of the company, we still topped 94% participation in the Q12.  Right until the last moment, we were using Q12 results in our planning process, as well as beginning to use editorial content more strategically. But, again, we weren’t reaching the business outcomes level of measurement.

Here’s a quote from one of Meng & Berger’s in-depth interviews:

I think the biggest challenge in measurement continues to be convincing clients to spend, not so much the money, but to spend the time. As the industry develops, I don’t have a hard time in convincing them about the validity of measurement, but they are reluctant to actually take the time away from business to actually administer surveys or focus groups or some other measurement tools.

Looks like we have to continue making those tools easier to use and more valuable, even as we continue to scale the mountain tops for the Holy Grail.

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Amazon’s Recovery from Kindle Content Deletion Crisis Evaluated

Wednesday, March 24th, 2010

In the middle of 2009, owners of e-reader Kindle got a nasty surprise when Amazon snatched back e-books that it turned out were supplied illegally. Amazon’s supplier didn’t have the rights to distribute the content, so Amazon accessed Kindles and deleted it.

Seems like no problem to me, but then, I don’t have a Kindle. Amazon got to enjoy seven days of flame and shouting for its trouble.

Drs. W. Timothy Coombs and Sherry J. Holladay of Eastern Illinois University (kind of a hotbed of pithy PR scholarship), presented a paper about Amazon’s week from hell at the 13th International PR Research Conference.  Dr. Coombs is a preeminent theorist on crisis communication, the author of several books and papers about it, and a good presenter who carries a quick wit with his slide rule.  He a smart dude.

Apparently, the “Kindle Community” was pretty angry about having “their” stuff unceremoniouslyyanked. Amazon’s notification statement lacked complete information, or ordinary human compassion, according to those who read it:

“The Kindle edition books Animal Farm by George Orwell, published by MobileReference (mobi) and 1984 by George Orwell, published by MobileReference (mobi) were removed from the Kindle store and are no longer available for purchase. When this occurred, your purchases were automatically refunded. you can still locate the books in the Kindle store, but each has a status of not yet available. Although are rarity, publishers can decide to pull their content from the Kindle store.”

Commenters went ballistic, and before you could blink, there were boycotts threatened. So Amazon CEO Jeff Bezos posted an abject apology, saying in part: “Our ‘solution’ to the problem was stupid, thoughtless, and painfully out of line with our principles.” He beat on his company pretty hard.

Coombs and Holladay found that the florid, nearly over-the-top apology worked very well. 71 percent accepted the apology, nearly 16 percent accepted it conditionally, and just 13 percent rejected it.  More important, more than 21 percent indicated they were more likely to buy from Amazon versus 10.5 percent said they were less likely to buy.

So what’s that mean? It means that Coombs’ main theories of crisis communication are holding steady in the online world — the process of admitting you’ve done wrong, taking steps to rectify the situation and ensure it won’t happen again, and beating yourself up a bit in the process result in restoring positive feelings among your stakeholders.

There surely are crises where this won’t happen — some things are just too bad — but this study gives additional support to the basis for advice during crisis times.

Watch for the complete paper in May when the IPRRC proceedings are released.

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Hooked on PR Research

Monday, March 22nd, 2010

One of the great professional pleasures of my life involves an academic conference filled to the brim with fascinating public relations research. It’s the International PR Research Conference put on by the Institute for Public Relations, and I’ve attended four of the past five years. That it’s held early in March in Miami, Fla., has NOTHING to do with it!

OK, well, it has a little bit to do with it.  The tropical breezes feel especially fine in the icy wake of February in Cleveland, and there is terrific food, shopping, pleasant walks and an excellent pool. But, other than that, it’s all business for three days.

I’ve had the good fortune to present at IPRRC twice; the first time, 2008, I presented a paper with my research pal Dr. Julie O’Neil of Texas Christian University that covered one large company’s internal communication program, focusing especially on the measurement of the work. It won an award, of which I am very proud indeed – the Jackson-Sharpe Award for research by an academic and a practitioner (I’m not the academic, or wasn’t…).

This year, I presented a work in progress, an exploratory study of corporate blogs and Twitter activities, with an eye on whether they’re demonstrating James Grunig’s Excellence Theory – are they conversations? – or other PR theories.

The idea is to see what actually IS in this space for 18 companies – the work is ongoing (frantically; the final paper is due May 1), and I was able to share a few key findings.

  1. There’s a lot of using social media as a broadcasting tool – no two-way, no evidence of symmetry (mutual change) – and persuasion, therefore, still rules.
  2. There are a couple of firms that are doing yeoman’s work and engaging in conversations – there are also seven or eight companies who’ve abandoned their blogs since December 2009.
  3. One industrial giant, interestingly, has subject matter experts blog and then engage engineers and customers in a discussion about improving the product – this is a rarity.
  4. Twitter as link-bait is quite in evidence.
  5. The Cluetrain may have left the station, but it’s creeping along a siding, not hurtling on a MagLev track.

This is hardly conclusive or particularly scientific – that’s why we call the paper exploratory. Dr. O’Neil and I have more work to do this coming month, but this paper is intended to be the first of three. Next step is a qualitative discussion with some of the people behind social media at our subject companies, followed (we hope) by a quantitative survey of users of corporate blogs and their associated Twitterverse (we’ll see; that’s going to take some cash…).

In the meanwhile, stay tuned over the next few days as I recount some of the work that impressed me the most at IPRRC this year.  Once our paper is done, we’ll share.

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4 Steps to Improved Manager Communications

Friday, February 12th, 2010

Every manager encounters a thousand communication opportunities every day.  It’s a metaphorical statement, but you catch the drift. A thousand chances to add value; a thousand chances to screw something up. The best of them, the leaders, know what to do with those opportunities, and fortunately, it’s not a secret.

Oh, sure, there are “naturals” out there — those gifted souls whose kind and gentle nature makes them magnets for great teams and whose command of language makes them a joy to work for. But most managers aren’t naturals when it comes to communication. They need to be carefully taught.

In my work with literally thousands of managers over the years (quite shocking to have totaled them up last year…), they seem to have two big problems in communicating with their teams.

1. They think more about what they need to say than what they need to listen to, and
2. They fail to consider the audience before deciding on messages, or methods to communicate.

Some of the issue is simple education — many people become managers because of technical expertise. They’re great engineers, accountants or public relations people who get promoted. They don’t have formal training that helps them be effective managers, let alone effective communicators. They often think communication is someone else’s job, except for operational and policy matters.

Yet, they’re often harsh critics of their own bosses — middle managers seldom feel like they know what they need to know. That takes its toll, as resentment builds. Managers feel like they’re going into battle with an unloaded weapon. Pass these four methods along to fill that gap, and use them yourself!

  1. Think critically about audiences. In this case, the more specifically, the better. It’s not just “employees” — there are groups of employees with differing needs, experiences and objectives that must be considered. Apply the same discipline to the leaders above your level.  An exhaustive listing of these potential groupings will help give a firm foundation to your communication plans.
  2. Consider communication objectives in the context of business objectives. Managers should be specific about what they want employees to think, feel or do as a result of communicating with them.  Again, go through the same exercise with your own management in mind. Keep your objectives organized by audience so you can make all communications work toward those goals.
  3. Evaluate messages. Messaging isn’t limited only to information flowing from you to subordinates. Boil down and simplify to be sure your language fits precisely the objectives for your audiences. As Strunk and White wrote, “Make every word tell.” Your employees, and your boss, will thank you for taking the extra time to do so.
  4. Finally, you’re ready to consider HOW to communicate. Methods can vary from hot (face to face discussion) to cool (email, telephone) to cold (memo, letter, statement).  As you think about the first three items on this list, fit the method to the context. Think of this less from your own preferences, and more from those of your audience, given the objectives you have for them. It’s the essence of receiver-focused communication.

If there were a #5, it would read: “Start now.”

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The Measurement Debate Continues

Tuesday, February 2nd, 2010

The estimable Shonali Burke has started a fortnightly Twitter chat — #MeasurePR — that begun 2 February, with the equally estimable Katie Paine as first guest. I caught only the last half, which featured good discussion and the usual paroxysm over advertising value equivalency. AVE is bete noir for @KDPaine and @Shonali, who both are categorical in their condemnation of the practice. A couple of participants, however, say that there still is demand on the part of clients for AVE.

The Institute for PR Measurement Commission condemned AVE last fall, AMEC (the professional organization for media evaluation firms) has declared its intent to find a logical replacement, and a recent paper offered Weighted Media Cost as an element worthy of inclusion in measurement programming. Where does this leave us?

I have no stake in this game. My personal belief is that AVEs are bad science, but I’m also sensitive to the need to help clients. AVE is easy for a client to grasp — “if we paid for the space our story ran in, it would have cost us X.”  Katie points out that doctors won’t prescribe a medicine if it’s not right for the patient. AVE isn’t life and death — but what do we do after we’ve explained the drawbacks and negatives and the client still wants it?

I can’t help but put myself in that situation — young company, trying to latch on with a client. Do I tell the client “No. I won’t do AVE” and risk having him/her say, “Well then, I’ll go find someone who will!” ?

#MeasurePR had much more great content than this AVE nonsense, and I really do wish we could collectively move on. I’m done writing about the debate, at least for now.

Looking for a quick way to improve measurement?

Start setting objectives and measuring your attainment of them. Stop worrying about generating lots of eyeballs and do some audience research to reach the right ones. Start looking for correlations between your various communication outputs (and outtakes) and business metrics, such as revenue, cost savings, cost avoidance, time saved, help desk traffic, speed of benefits enrollment, travel system savings, expense systems savings, etc…

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