Posts Tagged ‘communication methods’

Useful Discussion on Measuring Social Media Influence

Tuesday, July 13th, 2010

Creative CommonsLynne d Johnson is working on a means of measuring social media influence, and is asking good questions about current tools and models. She rightly says that the core issue is a lack of a good definition of influence, and covers a couple of methods – Razorfish’s Social Influence Marketing Score and Altimeter’s Social Marketing Analytics — while calling for a deeper definition.

I always am wary about anything smacking of “calculators” in social media and PR, particularly those advanced by companies with an interest in selling social media as a revolution.  But Johnson’s role as SVP of the Advertising Research Foundation lends a serious imprint to the task. The ARF is working with the Word of Mouth Marketing Association (WOMMA) to create a set of social media measurement guidelines for the industry, she wrote.  My only concern is that the effort — being driven by marketers — will continue the marketing-centric, impression-oriented, reach-focused, quantity over quality mentality we’ve seen so far — or that it will be full of, well, BS metrics and methods.

Johnson writes of her similar concern, “I don’t think we’re talking about a wrong way of looking at influence, but we could be looking at only one side of the equation. In measuring social media, we have to listen, observe, and study to understand who the real influencers are. Perhaps an influencer’s influence isn’t driven online, but offline. Here’s where Razorfish’s SIM Score (or perhaps Altimeter’s Social Marketing Framework) can help us capture–along with the aid of engagement in a private community, an interview or survey–the offline component.”

Read the piece — it’s worth it.

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Getting in Touch with My Inner Geek

Wednesday, July 7th, 2010
bit of a mashup from Integrate 2010

Death by IT PowerPoint - well, just illness...

A couple of weeks ago, I attended that IT conference I wrote about before, Integrate 2010: Uniting the World of IT.  The group putting it on was the Greater Cleveland Local Interest Group of ITSMF-USA, which is a professional association for IT Service ManagementAs I mentioned, it was great — I learned something new, met some interesting people and commiserated with yet another staff function that feels unappreciated. Here is part one of some observations about the sessions and speakers I saw.

George Spalding, VP Global Events, Pink Elephant

Spalding is a jovial, pink-faced man with round tortoise-shell glasses and a somewhat unconventional delivery for his speech, “2000 Years of IT Service Management.” He started his piece with a series of slides that took stories from the Bible and refit them into info tech situations. Think “Noah’s Ark” as an IT Enterprise Software project. His point was to show how silly typical IT responses to issues are — “Why do incidents happen? Someone made a change. Don’t we test these things?”

Spalding went on a while with Biblical story-telling, and from my perspective could have shortened the list. His main audience seemed to be charmed — and there was no denying the main messages: “You’re not in the IT business anymore” was the critical nugget — sound familiar? Prior to Y2K, Spalding said, “Fear, Uncertainty & Doubt” gave IT the freedom to do as it pleased. Once the world kept spinning into the new millennium, IT moved into the service business, and now there’s no returning to the old ways. He’s obviously comfortable with this speech and delivery — he could have been even better with some judicious editing, and a bit of presentation skills editing, too.

Michael Lundblad, Rational Worldwide Sales Executive, IBM

Mike Lundblad comes with a story. An ex-Marine officer, he speaks well, commands attention and represents an important company. The content of his presentation, “How to Recover from an Application Heart Attack,” was so far into the IT manual that I really couldn’t wrap my head around it.  He also seemed mainly to be describing products (Rational and Tivoli), rather than offering some type of independent advice or action steps. Of course, maybe that’s par for the course at these conferences — it was my first one!

Bob Balassi, chief technology officer, Maryville Technologies

Bob wore the same suit/shirt/tie combination on the dais as he wore in his program photo. He was a very polished, smooth speaker, but didn’t move at all (missing clicker hindered the show…note: buy your own – and don’t forget to bring it!). The static delivery hurt the presentation, but didn’t kill it. The title of the presentation is too long to include, but it was on what’s called IT Transformation. That’s the wholesale redo of a company’s IT world, moving from being technology driven to business driven. It’s kind of like when PR teams reorg to align more with their clients, rather than their own internal preferences.

His big message was that A) The transformation will continue (209 million Google results); B) Merger situations tend to push IT into the background, but improving these tools in a service format can yield a 25%-40% productivity increase and a rise in net present value of 5%-10% — that’s real strategic value, not just control-oriented window dressing. Could we make a similar claim for a communications transformation?

In another easily adapted bon mot, Bob said change management – both IT and organizational — is critical to success. Adopt-Adapt-Transform is the modality he shared, along with the need to engage employees and top leadership. He said there are stars, skeptics, cynics and slugs (and stabilizers), and you have to know how many of your team are in what category. I could have been hearing from just about any business improvement consultant. He did a fine job, though his PowerPoint was killing me.

More in part two.

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Internal Communications at its Best

Tuesday, July 6th, 2010

The UK’s Liam FitzPatrick wrote a post decrying the tendency of internal comms people complaining about manager communication incompetence.  FitzPatrick says: “I believe we get the internal clients we deserve.  If senior managers are used to a diet of crap communications support, that is all they’ll ever understand.”

He’s right, and he’s wrong.

The challenge always is whether to keep fighting or just give managers what they want.  FitzPatrick relates a story about a senior manager who wants “intelligence” about what employees are saying and thinking from her internal comms support.  There are a lot of things a skilled internal communicator can do to gather that intelligence, but much of the budgetary process is more output-focused than outcome-focused (echoing the same tendency elsewhere in corporate communications.)

The key for any of us is research (he said self-servingly — my practice includes research services, just sayin;.)

The research doesn’t even have to be quantitative, though tying qualitative assessment to intranet traffic, for example, can shed a lot of light on the effectiveness of our internal comms activities. We don’t have to do formal surveys, which can be very expensive and time consuming, if all we’re looking for is a snapshot to share for planning and strategy.

At Goodyear, we used an intranet poll to get just that sort of intelligence — it was a great window into what at least some employees were thinking, and it gave us a source of content, too.

But, there is no replacement for more formal measurement — even with qualification of our poll results, we still got management questions about the reach of opinion, which is a valid criticism. The old ROPE method (Research, Objective, Programming, Evaluation) still holds truth.

Meanwhile, read FitzPatrick’s piece. It’s worth reading (and commenting — no comments on his blog, so I wrote this post!)

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CEO Transitions Need Employee Attention

Monday, June 14th, 2010

When you’ve worked most of your life in big companies, as I have, it’s easy to forget that major change is a huge employee issue regardless of the size of company.  Big company complexity can be daunting to contemplate, and I’ve heard people pine for smaller firms with the idea that big change would be easier. News flash: It ain’t necessarily so.

Central Federal Corp and CFBank – a four-branch bank headquartered in suburban Akron with 66 full-time employees, according to Yahoo! Finance — is going to find out how easy it will be, now that former kahuna Mark Allio stepped down. According to Crain’s Cleveland Business, Allio offered his resignation at the company’s annual meeting, and now the firm is searching for a new leader, with General Counsel Eloise Mackus steering the ship in the meantime (and “indicating interest”, per the Crain’s piece).

During any big change process — and a CEO transition is usually a big one — employees get distracted; it’s human nature. There are at least 65 people at that company wondering 1) Who’ll be the boss? 2) What will he/she change? and 3) What will it mean for me. It won’t help matters that the company’s financial performance (as with many banks) has suffered during the recession. Now the boss quits and there’s going to be a “process” to replace him.

Employees are ripe for worry, and worried employees seldom give great service, which ostensibly is the raison d’être for community banks.

The tendency of the board and leadership team is to look inward to themselves and the shareholders. Yes, they have a fiduciary responsibility to those owners, but they must not ignore their wider team. I don’t know that they have or have not — but they will need to ramp up the contact with the ordinary employees and be sure they’re equipped with the right tools to manage the customers and prospects.

Here are three “must-dos” –

1.  A note to employees with a draft customer letter — explaining the change and next steps, including a basic timeline.

2.  Questions-and-answers document anticipating what customers, community leaders, friends and family will want to know about the change.

3.  Commitment to a weekly email note and a twice-monthly conference call for managers updating everyone on progress.

It’s not a hard thing to do at all, and following these steps can make it a whole lot easier to glide through the transition.

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Crisis Analysis, SocMed Use, Get Globe/Mail Attention

Friday, June 11th, 2010

Canada’s outstanding The Globe and Mail has two stories today worth noting.  Vancouver, B.C., retailer Lululemon is using Twitter to gather intel from its customers about what sizes and colors to stock; British Petroleum gets second-guessed in its crisis communication strategy under the headline, “Lessons in Leadership Spill from BP.”

BP’s feckless communication strategy, especially demonstrated by company CEO Tony Hayward’s frequent gaffes when speaking off the cuff, deserves to be pilloried. Hayward and company were obviously led by lawyers in this regard, minimizing the potential impact of the disastrous gusher, appearing too rarely in public and pointing blame to subcontractors. Hayward’s “I’d like my life back” rang especially tone-deaf in the wake of 11 deaths and the potential for catastrophic wildlife impact (not to mention the economic peril for the gulf fishing industry.) Several communication experts get quoted in Wallace Immen’s excellent piece, including Michael Stern (Michael Stern Associates), Prof. Julian Barling (Queen’s University School of Business), and Guy Beaudin, (RHR International).

Lululemon sells athletic ware, and by all accounts does a bang-up job of it. Some of the success, according to CEO Christine Day, is due to its use of social media — Twitter and Facebook.  Reporter Marina Strauss quotes Day: “We learn more about [which items are in demand] on Facebook and social media: what are the guests really screaming for, and so we use [the feedback] to get a little bit more indication.”

Keeping an eye on its 127,000 Facebook fans and 32,000 Twitter followers gets Day and company a faster view than its store performance metrics (and offers perspectives from people who are just thinking about going to the store, rather than having bought something there — that’s an interesting view on potential demand, the pipeline, some call it.)

The social media use has two purposes, according to the article — to gather information, and to drive traffic to the company website. When we’re looking for ways to measure the effectiveness of social media, website traffic is more often cited than the research value, which is a pity.  Going back to the ROPE method of communication planning (Research, Objectives, Programming, Evaluation), you don’t have anything without the research.

If social media served no other purpose than market intelligence, it’d still be worth the investment, no?

{P.s., my Canadian sojourn is nearly complete – back to a more regular schedule next week.)

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Mainstream Thinks it ‘Gets’ Social Media

Tuesday, June 1st, 2010

Two mainstream media stories 1 June tackle social media. The Wall Street Journal ($) offers perspectives on the ultimate measurement of social media effectiveness, direct sales through social channels; Cleveland’s The Plain Dealer looks at the risks of permitting social media use at work, quoting security consulting companies, lawyers and interactive marketing expert Dominic Litten (@DJLitten).

The Plain Dealer story is fairly predictable — “corporate challenges” presented by social media, together with tales of employees fired, foolish companies and an emphasis on the need for strong policies.  The central message is “CONTROL.” This disappoints me, especially because the story dwells so much on blocking social media. Katie Herbst (@katieherbst), who manages social marketing for an insurance company, offers a good counter to the blocking argument, pointing out that time-wasting won’t necessarily be limited by the lack of social media.

The Journal piece talks about apps that can turn social media platforms into sales generators — unmentioned is the time-honored technique of pointing people to a URL.  A couple of strange notes — a marketing professor is quoted saying that businesses must advertise to make people aware of their Facebook fan page, and that large numbers of fans are needed to “sway” buyers. This is a very traditionalist approach that ignores the relationship-building that’s at the heart of social media’s appeal.

Also, the story includes the requisite warning that social media could make for customer service challenges — another professor recommends an even higher level of service to support a Facebook page than other channels.  A Houston sports retailer added a Facebook app to its Facebook Fan page in 2008, but has sold only 50 products through it. Again, a narrow view of success, because unmentioned is the impact of Facebook relationships on other sales channels.

In both of these stories, the reporting is surface-only. The frames in which they operate are very much rooted in mainstream marketing, and little in either story (apart from @DJLitten’s good perspectives on technology and productivity) reflect the reputational and relational opportunities that social media is really all about.

Of course, many marketers are guilty of similar biases — they see the “captive” audience of Facebook fans and want to broadcast to them. Learning to see these tools in their proper context is a challenge all its own.

Present company definitely included.

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HBR: Research Shows Futility, Not Fear, Quashes Employee-Manager Dialogue

Wednesday, May 26th, 2010

A group of researchers looked into the state of employee-manager discussion and found that fear of retribution is not the leading cause of employee silence.  Instead, it’s futility, at least among the professional class, and among women, a Harvard Business Review story said today.

If this research can be extrapolated, the emphasis we communicator-types have placed on helping managers create a “safe” environment for people to speak up isn’t helping managers get the straight scoop that they need. It’s almost an HR article of faith that humanistic style, paying close attention, smiling and telling people you really want them to share is the path to effective leadership. Now this.

Does employee feedback matter? It does to employees, but we can’t get at the problem presented by this research without addressing the elephant in the living room… When they give feedback, does anything happen to fix the issues they share? It’s just like doing employee surveys — if you aren’t willing to change your organization as a consequence of the research, don’t do it.

The disappointment of truly thinking like a business owner and offering suggestions that go nowhere is soul-crushing. Why do it if it just doesn’t matter? Cue up Bill Murray and “Meatballs.”

On the other hand, what if organizations committed to changing where it makes sense and letting people know. Sounds kind of, well, motivational.

Nah.

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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!

========================

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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