Posts Tagged ‘reputation management’

Communicators too often out the door in hard times

Monday, March 8th, 2010

I’ve been a regular reader of the New York Times’ Corner Office series, where they interview a senior executive, usually a CEO, about how they hire, how they lead and manage and what they do.  There is a central theme that runs through literally all of these interviews: communication excellence.

Every exec talks about how important communication is to their work — both by them and with them. Of course, there is a bit of the “usual” about that kind of statement. No one would ever say, “communication is not important at all in my work.”  But what I find striking about this observation is that ostensibly, we public relations people are the experts in communication, but get too easily dismissed from the leadership table.  We are welcome during times of crisis (the one time, it seems, that the mahogany row types understand our value) but aren’t regularly consulted about the communication dynamics of decisions.

Additionally, financial pressures often lead to cuts in the communication staff that could help the company deal with the financial issues, particularly internal communication.  It’s a fact that internal communication pros earn less than their media relations colleagues and tend to be lightly regarded. I’ve encountered this in my own career. I feel reasonably comfortable saying that generally, businesses don’t care about internal communication very much at all. They care about “getting the word out” internally, or “making sure we’re all rowing in the same direction.”  But honest improvement in the process of communication within the enterprise? Not so much.

Why?

Some of the issue emerges from a distinct lack of communication curriculum in colleges of business. Marketing, management theory, finance and operations, but no communication theory that could help leaders understand their workers (and customers) better.  More of the blame goes to convenient financial thinking. It’s easier to impose across-the-board cuts than dig into an income statement and excise the real waste, duplication and nonessentials.

One company had a largely decentralized communication structure that permitted significant duplication in communication infrastructure. Some such duplication is inevitable in a multi-national company, but why have 40-something different intranets, run on multifarious platforms? Why not unify newsletter design under a singular brand?  This company really has no idea what it spends on communication, because the units are autonomous — the financials are opaque.

Canada’s Bombardier (a few years ago) published a paper newsletter that permitted regions to wrap their own around the corporate version. All the design elements reinforced the brand. You knew it was a Bombardier newsletter whether you were in Montreal or Dublin, Ireland. That kind of consistency is economical.

How about automating manual processes on the intranet? Sounds like it should be an easy sell, but companies look at the up-front costs and decide to forget it.

I fault us.  As the putative experts, we should have a deep understanding of how moving communications levers will create value for the business.

But too many of us don’t have a clue, and that means, when the going gets tough, we’re the ones who get told to get going…out the door.

Driving Me Crazy: Southwest Didn’t Err

Wednesday, February 17th, 2010

Sometimes I really think the end of the republic is nigh.  A large man who usually buys two seats (because he is so large) wants to snag an earlier flight which has only one seat, cannot fit without discomfort to himself and his hapless row-mates, so he cries, “discrimination!” Oh, and he also has a new film coming out soon. Hmmmmm. Grrrrrr.

According to a story in the Newark Star-Ledger website, Kevin Smith fit into the middle seat with the armrests down, but the flight crew believed he was a safety risk and removed him from the aircraft. Smith activated his 1.6 million Twitter followers to take Southwest Airlines to task.

The story clips from several bloggers, including Sonny Gill, the HuffPo and a couple of others. The debate seems to be over whether airlines need to make accommodations for “persons of size.”

Southwest has a policy. If you’re big, buy two seats. Smith knew the policy and often did so, according to numerous media reports.  As a frequent traveler, I know that it’s good to get home early if you can. But if my choice is to wait a while and have my comfy two seats instead of being a human Panini, I’m waiting.

We all know that air travel today is like bus travel in 1966 (which I remember, thanks) — crowded into old, creaky seats, mashed together, with substandard sanitary facilities and somewhat, er, limited cuisine.  Southwest does a fab job, in my book, of making a rather unpleasant task bearable,  mostly with good cheer, Heineken and tasty bags of peanuts.

I don’t think they needed to apologize.

I can’t shake the idea that the esteemed Mr. Smith is subscribing to the old adage that all publicity is good. I wonder if we compare movie openings press coverage, that his clip count will be higher this time around.

Employee Engagement: HR Claptrap, or Communication Result?

Monday, January 25th, 2010

Today’s #icchat, moderated by @susancerulla and featuring @lindabeth on Twitter spilled over for an hour or so, at least for a few internal communication experts. @mklein818, @wedge and @danasml had a Tweet-convo that featured Mike’s opposition to engagement as an appropriate focus for internal communicators. He and Dana went back and forth a while defining the term (and disagreeing), and Mike averred:

“Why ‘m critical about ‘engagement’ stuff –one-size-fits-all approaches dominate and many employees don’t need to sing comp song”

I think this is the crux of the argument.  The Gallup Organization has been doing engagement research for a very long time, and it’s Q12 system includes, “I have a best friend at work.”  In their defense, they have tons and tons of data that support the idea that social matters are a huge part of employee satisfaction. But to me, in the modern age, this is irrelevant.

The engagement infrastructure wants to systematize employee sat, distill organizational behaviors to a checklist of things to do and declare victory.  But we know that different employees are motivated by different things. If we focus on productivity as a function of satisfaction (positing that productive employees are more into their organizations than unproductive ones), does individual happiness at work count?

I know that if we help our employees better understand our business, competitors, processes and strategy, they ought to be better at their jobs. Workers need to have the information they need to do their jobs. I know that providing information in a way that’s valuable and resonates with workers is critical to that process of building understanding. And I know that workers who have a clear understanding of how what they do every day fits into the organizations objectives tend to be more knowledgeable about the business and better at their jobs.

So, do they need to “sing the company song,” as one of Mike’s tweets read?

No, they don’t. Look, employee happiness is too dependent on factors outside of my control. I need respect and involvement. The #icchat today was on how to make employees ambassadors, and the central thought was that it’s a fairly organic process that requires organizations (especially leaders) to walk their talk. You can’t create raving fans among employees by starting an ambassador program, for gosh sakes. It will be the rare organization who’s ready to ask their employees to step up. But, if there is a sense of shared sacrifice (that is real), shared purpose, shared potential success — you’re in the game.

The term “engagement” has been abased, turned into a supposed cure-all for corporate cancer. It isn’t. If an organization isn’t transparent with employees, treats them like children, doesn’t give them the responsibility and accountability they need to be successful, loads them with useless trivia and then asks them to be influencers in their personal orbits, that organization deserves scorn.

There’s going to be more on this topic, that’s for sure.  To take part in the discussion, join @susancerulla, @lindabeth and me each Monday at 1 p.m. Central/ 12 noon Eastern U.S. time. Oh, and read today’s Tweet Stream too.

Effective Messaging is Not Passe

Thursday, January 7th, 2010

As much as many of our social media mavens would like to have it so, the concept of messaging isn’t going away for some time. The methods of delivery are definitely changing, but in public relations, we still have to reach people.

There’s a fashionable trend denouncing “talking at customers” as opposed to “having a conversation.” the trend is going on15 years old, at least. Social media’s recent sprouting of new tools (kind of like a Swiss Army Knife) has made me ponder whether the inexorable decline of mainstream media would lead, finally, to a lack of organizational interest in messaging.

If so, that’s bad news for the PR industry, as Marc Hausman (@StrategicGuy) wrote today.

But I still believe that as long as organizations have objectives, they’ll need messages: crafted, interesting, tailored to audience, pithy, memorable, descriptive, fascinating, thought-provoking and even wise. For that, they’ll continue to need lowly, ink-stained (er, pixel-stained?) wretches who understand the transformative power of words.

A friend once wrote that words are powerful, they create reality. Motivation, excitement, laughter, sadness — in our Western culture, we depend greatly on words.

This becomes even more important in the social media age, when everyone is a publisher, and it’s up to the individual to glean the seeds from the dirt and chaff.  There still needs to be an organizational voice carrying consistent, clear messages to stakeholders. It may be one of many (and it should be), but it needs to exist.

Marc is right — if PR firms rely totally on media relations for their enterprise, they are doomed. Or, at least, they’ll be a lot smaller than they are now. Of course, social media doesn’t scale very well — cultivating a relationship with a blogger takes as much effort as doing so with a magazine editor or a reporter — but the number of people reached is typically much lower.

Now, before the “it’s not about eyeballs” people light torches and scream for my head, let me say that until we better understand the communities we might want to reach in social media, we’re stuck with the lack of scalability complaint.  It holds us back from helping organizations see the benefits to them of social media engagement.

Once we can get a better read on the characteristics of communities, we can make the scale work — it’s not much different than looking to reach readers of a given magazine. But, we need independent data on the communities and a clear understanding of what we can expect, whether we are selling directly to them, or merely engaging them for reputation purposes.

As astonishing as the advances in technology have been over the past five years, we still have audiences and we need words to help us reach, influence, reward and interact with them. We still have objectives to attain and a business to run. And messages aren’t going away just because the means of delivering them is.

A Manager Who Can’t Communicate Can’t Lead

Tuesday, December 15th, 2009

“As soon as you move one step up from the bottom, your effectiveness depends on your ability to reach others through the spoken and written word.” It’s been years since Peter Drucker offered that bon mot, but it certainly seems to be truth. The New York Times’ Corner Office feature, which runs Sundays on page two of the Business section, talks to business leaders of all stripe, and each of them has something to say about the importance of communication to their business style.

Dec. 6, Joseph J. Plumeri, Chairman and CEO of Willis Group Holdings (the insurance broker whose name now graces the former Sears Tower in Chicago), was Corner Office’s subject. He said:

I spend 25 percent to 30 percent of my time calling my associates — whether they had a family problem or pulled off a great deal and brought in a new client, or saved a client. Two-minute phone call, or handwritten note. I can’t begin to tell you how important that stuff is. E-mails are easy, but sometimes they get in the way of really feeling how somebody feels about your effort.

Is it time consuming? Yes. But that’s what you’ve got to do…

Plumeri goes on to say that helping people understand and believe in the choices the company makes is essential to realizing business vision.

On Dec. 13, Nancy McKinstry, CEO of Wolters Kluwer, a Netherlands-based information services company, says “Every culture is very different in how people make decisions” as she relates how her leadership style changed over time according to the communication styles of her team.

In the Netherlands, where our company is based, people really want to be heard early in the process. So if you just go to someone and say, “I want you to go take this product and enter this new market,” most likely the first response they’ll say is, “No, and let me tell you how that won’t work.” What they really want to say is, “I’m not going to commit yet to that objective until we have a chance to really sit down and explore how we’re going to do that, what your expectations are, and how we measure success.”

Then, when I work with my Italian colleagues and the Spaniard colleagues, what you find is they can’t always tell you how they’re going to get something accomplished, but they manage to get it done.

Shocking news, really, that one’s leadership team expects to have a clear strategy in place before acting, and wants the freedom to choose how to accomplish the goals they’re responsible for.

What concerns me is how few middle managers (or even executive managers) have undertaken the sort of self-examination that both McKinstry and Plumeri evidently have. In 20 years, I’ve met only a handful who embrace the power of participative communication. By the way, they’re the leaders who typically win in the marketplace.

Why don’t more organizations evaluate the communication strength of their leaders?  One reason is the perception that you can’t hold people accountable for “soft” skills. Yet, we know that there are very strong correlations between effective communication behavior and employee understanding and comprehension. So, if we want an informed, educated workforce which understands the business and their role in it, their managers will need to be the ones providing context and leadership.

Therefore, let’s evaluate communication skills among managers and come up with ways of helping those managers improve and thrive. It’s not too difficult a concept.

Objectives most critical element in measurement

Tuesday, December 1st, 2009

One smart PR pro told me years ago that even the best road map is useless without a destination. Because so many communicators are struggling to understand the role of strategy in a world of fascinating tactics, it can seem like the universe is throwing map after map to us, shouting “you need this right now!”

When I step back from “being strategic” (quite a trick for someone once called, with some derision, “strategy boy”) it is no exaggeration to say, echoing the travel metaphor, that the best strategy is useless without an objective.

Strategic objectives need three things: 1) a benchmark. You need to look back to see where you’ve been. 2) A target. You need to look ahead and see where you’re going. 3) A time period. You need to articulate how long it’s going to take to get from where you were/are to where you want to be.  If you’re missing any of those things, chances are good that you don’t have a strategic objective.

The trick is, too often, we set objectives with no clear understanding of where we are, let alone where we were. That’s where research comes in. It’s right out of PR 101 — start with research before you launch a campaign — and we find lots of reason not to do the research. Sometimes it’s related to cost, sometimes to our own skillsets. We like to think of ourselves as creative geniuses, unencumbered by such trivialities. This attitude is especially prevalent in media relations, where our relationships and seat-of-the-pants skills can mean so much in a crisis; when things go right in our activities, that can reinforce the perception that PR is art, rather than science.

Of course, our “gut” is merely the application of our accumulation of experience, both in terms of time and in terms of education. We think we know what our employees, or our customers, for example, know/think/feel about our organization, when we could remove any uncertainty with some simple research.

But, I digress — the objective-setting process is even more important when considering social media.  Too many organizations are jumping in without a clear idea of what they want to accomplish.  More on this topic to follow.

What about your communication planning process? Does it start with objectives?

Still stuck on AVEs

Monday, November 23rd, 2009

The continuing debate over advertising value equivalency reached the pages of the New York Times 22 Nov., with a “Soapbox” piece saying Hollywood studios are cutting ad budgets and using public relations as an alternative. One anecdote:

Disney recently went so far as to develop a computer program to help it determine how much monetary value was coming from such publicity efforts. It can quickly plug in data — “Access Hollywood” had a 30-second interview with a star of “The Middle,” a new ABC comedy — and the program spits out what that same 30 seconds would cost to buy.

AVEs are a sore spot in PR circles these days.  KD Paine, measurement maven extraordinaire, has campaigned against them for years as bogus figures that don’t quantify the value of media hits. The Institute for PR Measurement Commission (of which I am a member) officially condemned the practice in October, and PRSA has formed a blue-ribbon panel to address measurement generally — looking to a world without AVEs.

I believe there are certain circumstances where AVEs are useful — product publicity, for one, where features and benefits are the subject. But AVEs need to be net of cost, be based on actual charges, not simply “book rate,” and the publication has to be targeted to the specific business need. My example is Goodyear, the tire company. If they get a product review in Road and Track, it’s going to be relevant to their audience, include features and benefits, and in nearly all cases quite similar to an advertisement. What’s unaccounted for is the reader’s perception of value — AVEs are limited by an inability to include the weight of third party independence.

Look, notwithstanding this last paragraph, AVE is a bad metric 90 percent of the time, and there are other ways of evaluating media coverage that are better.

So, why does it appear that so many firms are stuck on this difficult metric? Well, AVEs are simple to understand. Here’s what it would have cost us to buy this time or this space — that’s a lot easier to grasp for a lot of people. There also is the pressure on PR agencies levered by their clients — “I understand you don’t like AVE, but I have to have a dollar figure to tell my CEO, so if you don’t give it to me, I’ll find someone who will.”

Still, I wish that more companies would stop using AVE. Oh, and that more people would understand that PR isn’t limited to publicity and press agentry. Perhaps the best reason not to use AVE is that it doesn’t measure the reputation work that represents most of what PR work is in business these days. For every stunt PR trick, there are months of quiet conversations with centers of influence, months of work on helping employees better understand their industries and organizations, and programs designed to help people grasp the significance of a company’s role in the community. There is more to our profession than being a low-cost replacement for marketing.

Discussions you should read

Tuesday, November 17th, 2009

Several good ones:

Rich Becker — great discussion in the comments on social media concepts…

Brian Solis — Do we need to redefine “influencers?”

Chuck Hemann — What impact on social media use/adoption does organizational culture have ?

Paul Seaman — The Excellence theory says PR is about fostering relationships. Paul disagrees.

Ethics in PR: The Social Media Question

Tuesday, November 10th, 2009

In the political firestorm that engulfs the United States, one side claims the other has no principles, whilst the other claims their opponents show a slavish devotion to ossified beliefs that make no sense in modern America.  Moral relativism, one side’s rhetoric goes, has brought our society to the brink of destruction. Outmoded thinking, the other side’s speaking points read, has made our country a cruel, Darwinist dystopia, where “survival of the fittest” is played out in policy.  For some reason, the ongoing debate of tea parties and new Fascism makes me think about public relations.

The collapse of centralization of news and the growth of social media is fueling a similar decamping in our profession.  On one side, those who believe that social media is an incarnation of evil, bent on destroying the concept of objectivity and authoritative sources, not to mention the homicide of the public relations industry. On another side (there are more than two), those who see social media as the democratization of information and the dissolution of concentrated media power, elevating ordinary people and adding to the diversity of voices in the media mix.

The ethical questions percolating for me these days relate to our role as PR people in participating in social media.  In the sense of the “Excellence Theory,” social media should represent the triumph of two-way, symmetrical communication; active engagement of organizations and their stakeholders, seeking mutual benefit.  But it seems to me that organizational participation in social media is still largely an asymmetrical game of persuasion, of message sending rather than dialogue. Marketers dominate the conversation online, devaluing PR objectives regarding reputation in favor of metrics focusing on revenue generation.  Organizations continue to struggle to find applications for social media inside the enterprise (speaking broadly here; fully aware there are exceptions), as despite efforts to embrace openness and multi-directional communication, command and control is difficult to release.

The dilemma for practitioners is especially acute for agencies and suppliers, and the ad value equivalency debate is an example. AVE has been discredited for years, but is still in common use because many clients demand it. They understand it, and AVE provides a shorthand description that they find useful.  The Institute for PR Measurement Commission recently condemned the practice, with one member writing that just because something is popular doesn’t mean it’s right.  When a client pays an agency and asks for AVE, we should say “no,” goes that argument. But the fear is that, “If I don’t give them AVE, they’ll go find someone who will.”

On the social media side, should all organizations use social media?  What is our ethical responsibility here? I’d be hard pressed to say that everyone should embrace social media.  I cannot make that claim, that is, if I care about giving good advice to my client. It’s not much different than telling a client reflexively that they need an intranet, or a newsletter, or a video. I need to understand the client’s objectives before I jump to tactics.

That doesn’t even address the more serious ethical challenges represented by social media.

Look at the Astroturfing issues, from fake blogs to agency staff commenting on client products.  Is the free market of ideas and caveat emptor sufficient to rein in those who have no compunction about engaging in such tactics?

I have always been an idealist with respect to media, seeing the years between Edward R. Murrow and Watergate as the pinnacle of journalism, heroic reporters, courageous editors and committed publishers digging for The Truth, all with peerless ethical grounding. The disappearance of even the pretext of objectivity in journalism (reaching its zenith — or nadir — with MSNBC/Fox News/The Washington Post/New York Times) has disgusted me, even as I admit that objectivity was a goal, not a reality according to my own journalism professors. We could aspire to objectivity and embrace fairness, something few media outlets now even attempt, at least by my crude measure.

Certainly the outright failure of the trust equation (media, government, business all suffer), should be laid bare here. One must evaluate the media’s biases and objectives, and caveat emptor reigns there, as well.

People determined to do wrong will find a way if their personal ethical compass permits. Maybe that’s the scariest part of all of this. We’re relying on individuals to manage their own ethics in a time when ethics are subjective, not objective, and right and wrong are relative concepts.

NYT ‘Corner Office’ shows power of leadership communication

Monday, November 2nd, 2009

It’s usually on page two of the Sunday New York Times business section. A short Q & A with some notable business leader that covers the usual ground –  “How do you hire? What are the most important leadership lessons you’ve learned?” This week, Harvard’s president, Drew Gilpin Faust, is on the hot seat, and she joins a long list of her peers in crediting effective communication for much of her organizational effectiveness.

There isn’t anything particularly earth-shattering in the interview, and truth to tell, there usually isn’t. But I continue to be heartened by the focus on communication as a business process that I see in this feature almost every week. Faust says:

“I spend a huge amount of time reaching out to people, either literally or digitally, and with alumni networks all over the worl, so that I can connect. Leadership by walking around — that a digital space now, it’s virtual space.  An enormous amount of my job is listening to people, to understand where they are, how they see the world so that I can understand how to mobilize their understanding of themselves in service of the institutional priorities.”

The interviewer says, “But you can’t make everybody happy.”  Her reply:

“No, you don’t make everybody happy, but if people feel they were listened to, they’re going to be much more likely to go along with a decision.”

If that short conversation doesn’t motivate communicators to see themselves as something other than a media publicity machine, I don’t know what will.  We, alone in the organization, are well-equipped to counsel leaders on communication effectiveness.  Yet, we too often cede this skill to Human Resources (“Well, it’s really about training people, and that’s HR!”).

We are the experts at communication. We understand why dialogue and discussion among our employee base is important. We know what a good presentation is and how to help improve the level of communication in our organization.  If not us, whom? And yet, most of us would rather work with a reporter on a media story than do the hard work of remaking our organizational culture from hierarchy to high performance.  We rationalize that choice by claiming that the media story has more impact on revenue. But the jury is still out on that, except for marketing communication and product PR. I submit that we’d positively affect reputation in a measurable way if we focused more on making our leaders and their teams communicate better.

I’ve been reading the Corner Office in the Times for years. I haven’t yet seen an executive say that media relations is a core leadership function.