Posts Tagged ‘reputation management’

What are your predictions?

Sunday, January 1st, 2012

I decided to take a stab at putting together a “communication predictions for 2012″ post and asked on Twitter for contributions in hopes of getting it out this coming week. As it happens, Judy Gombita (@jgombita) and Paul Seaman (@paulseaman) have obliged with their thoughts, and Heather Yaxley (@greenbanana) has written a definitive post on PR trends that bears close examination.

I’d  appreciate your thoughts, especially about measurement and internal communications. Where might we go in 2012?

My reactions to Judy and Paul are below – about Heather’s piece, I can say only, READ IT.

Judy’s comment:

Fingers crossed @CommAMMO: #corporatecommunications (aka #PR) is going to embrace LEADing (not OWNing) #SoMe for integrated communications.

Integrated communication is not only inevitable, but highly desirable, especially around Social Media. What I’d hate is to have Marketing inserted between Integrated and Communication.  As Judy’s crossed fingers aver, this isn’t an ownership question, it’s a question of leadership. You know my adage: All marketing is communication, but not all communication is marketing. Thanks Judy!

And Paul’s:

@CommAMMO #corporatecommunications the only safe prediction is that 2012 is unpredictable. Yet I forecast an increase in PR spend over 2011.

Speaking as a small businessperson, I hope Paul’s right! But I also hope that the increase in spend includes a modicum for effective measurement, research and evaluation. We CAN measure the effectiveness of communication activity and do so cost-effectively, but not for free. I fervently hope that the extra PR ducats are for issues management, reputation and employee communication, not just publicity and press agentry. Here’s hoping. Many thanks, Paul.

Note: 2012 marks my third year in the land of entrepreneurship and blogging/tweeting. It’s been fun, and I very much appreciate your kind attention to my fevered scribblings. As per lately, I’m blessed with clients, teaching, grad school and family obligations, but aspire to participate in a few chats and cogitate herewith for your consideration. Mazel Tov for 2012!

-Sean

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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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‘Change Agents’ often get changed

Monday, August 1st, 2011

Allstate Corp. announced the departure of Joseph Lacher, the head of its home and auto insurance businesses, and the Wall Street Journal blames comments Lacher made about company CEO Thomas J. Wilson.  According to the Journal story, Lacher used a multi-syllabic phrase with lots of F’s and K’s and S’s while complaining about the company’s financial results.

Apparently Lacher has been under scrutiny for a while — the second-largest U.S. insurer pointed to less than-expected results in Lacher’s unit for his abrupt departure, which the Journal says came a couple of months after the vulgar commentary.

Why is this worth discussing?

A Wall Street analyst said that Lacher had been brought on board as “an agent of change,” with an eye toward revamping the company’s culture and improving operations. This is familiar.  Large, older companies often have proud histories and well-established cultures that can be (well, nearly always are) resistant to change, particularly if the change is coming from “an outsider.”

I have no idea what sort of leader Lacher was (or is) — but I know of several cases where external talent is brought to a company to shake things up and change the status quo, and the status quo rebels. We know that senior leaders can be a little, well, arrogant.  They’re here because someone thought enough of them to pay them the big bucks and hand them a bunch of responsibility, that mostly, they earned via a track record of accomplishments.

Confidence isn’t in short supply, and many believe they’re fixing something that’s broken, especially in companies with recent operational and performance issues. That can lead to abrasive personalities and griping managers.

But who cares if they gripe? You hired this person to make change, and nobody likes change. What winds up happening is that the reactionary forces inside the company overwhelm the change forces. You can’t get things done and the regression to “what’s always been done before” drags down performance.

In most cases, the conventional wisdom says that a new leader needs to establish a specific plan for his/her first 100 days. Many say that outlining priorities for change during that time is essential, but I disagree.

The first 100 days should be spent asking questions and listening.

What are the main issues that hold down performance? How have you addressed them in the past? What was most and least effective? Who are your stars? What makes them successful? How do you and your team work together? What are your personal strengths and weaknesses?

Describe a time when you’ve had to make a difficult change to your work, your life or your team? What did you think you did well during that time? What would you do-over if you had the chance?

You can’t assume that the changes you plan to make are right for the new organization. You need to learn and tailor your recommendations to your new company.

Joe Lacher had been at Allstate for a while, two years this fall, and the Journal cited sources that claimed he was getting frustrated with his boss’s style.  It could be that Lacher used his first 100 days wisely, or perhaps he got everyone peeved and wore his ambition on his sleeve.

Change can’t be imposed, it has to emerge, and it needs the right conditions to thrive.  You won’t make change by telling your team that the CEO is a F’ing A$$.

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Social Media Making Inroads Internally

Wednesday, June 22nd, 2011

A festive #ICChat on 16 June raced through the portfolio of social media tools that @GEHealthcare is putting to use for internal communications, thanks to special guest Ilene Rosen, who manages communication technology for the company.

Rosen (@irosen) notes that as a heavily regulated industry, it might seem that user-generated content and tools that promote unfiltered dialogue would be shunned, but not so. GE healthcare remains extremely cautious about external use of such tools, though Rosen helps the comms team employ them both internally and as appropriate, externally. On the internal side, the company uses Blogs, Wikis and discussion forums effectively.

@irosen               I have a great job @gehealthcare. I help our comms ppl match the right techtools to their comms strategy and offer support/training #icchat

@irosen               My background is primarily in intranets, web production and content management #icchat

Rather than using third-party software, Rosen says GE Healthcare uses custom products>

@irosen               Q1: The majority of our tools are “homegrown” vs off the shelf/enterprise. #icchat

Video is increasing in importance for @GEHealthcare:

@irosen               Q1: An internal video platform will be launching within a few weeks as well #icchat

@csledzik @irosen Was video platform a response to having a lot of video content already? Or in anticipation of having a lot more video? #icchat

@irosen               @CommAMMO We generate many videos in Comms but were just hosting them on a server with no ways to measure them @csledzik #icchat

@irosen               We have been cooking the idea for a few years for the videohub and Corporate GE found a great solution that we are all excited about #icchat

Judy Jones, a first-time participant (Thanks!) asked a really good question:

@redjudy Do you find that IT pushes back on your ideas? And if so do you have a method to address their concerns? #icchat

@irosen               @redjudy we have a good relationship w/ IT and value their input as a partner so if they raise an issue, there is a good reason #icchat

@CommAMMO .@irosen @redjudy Big win for us at Goodyear was building rela w/IT, esp CIO-finding comm ground. Many IT issues are similar 2comms #icchat

Relationship-building has always been a critical skill for internal communicators, but it’s never been more important to partner with IT (and HR) than now.  The tools are more sophisticated and dynamic (how hard was it to read a magazine?) – and being a bridge between the technical and editorial could be a career growth strategy all its own.

@irosen               Part of my job is 2 educate people on the tools and empower them- but need 2b realistic, not everyone is comfortable with technology #icchat

@irosen               Blogging is a good example – It is easy for me to blog, but there are ppl who c all the “bells and whistles” etc and freeze up… #icchat

@irosen               @CommAMMO Every tool that is rolled out, we make sure training is available – sometimes by myself and sometimes outside the team #icchat

@irosen               I also maintain a wiki for basic educational/training/how to tips that I encourage my team members to contribute to #icchat

Why use these tools internally?

@irosen               The ultimate goal we want 2 reach is 2 have the same web experience internally as empl have when they go home &boot up their laptops #icchat

@CommAMMO               .@redjudy @irosen can’t say enough how import it is to match work comm tools w/home expectns. New gen of wrkrs won’t have it othwys #icchat

Darn straight. We’re in competition for share of mind.

If blogs, wikis and discussion groups are working, what isn’t?

@JPChurch:        A2: We’ve tried podcasting, but hasn’t really taken off … not sure why. Time? Too many other options? Need more research. #icchat

@irosen               Q2: hmmm….hard to say but if I had to pick one it would be podcasts. Email is still the killer app (no surprise there) #icchat

@jgombita @CommAMMO I’m making an educated guess here, but my guess is “tagging” photos and videos, etc. #icchat

@Wedge #icchat @jgombita I find more people are getting to grips with tagging on the #intranet and those people evagelise!

@csledzik            @jgombita People don’t understand benefits of metadata — they just get frustrated when they can’t find something. #icchat

What about technology to help employees collaborate?

@irosen               We have an internal collaboration tool that has not really taken off – #icchat

@irosen               Techy companies are going be all over collab platforms while we may not be – and that’s ok #icchat

There’s more in the transcript (thanks to www.searchhash.com) that’s well worth reading.  Find it HERE.

Join us 14 July for another edition of #icchat – and follow @commammo on Twitter for info about our special guest, and the time of day of the chat.

Thanks to all participants — @christyseason @johndeeretara @twistina @domcrincoli @chris_pb @allthingsic @ericakei  — and those quoted above.

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When You Don’t Need to #MeasurePR

Thursday, May 26th, 2011

No Measurement!

Being a measurement evangelist feels like really hard work sometimes. On the one hand, I haven’t been at it long enough to complain — witness the indefatigable Katie Paine and Angela Jeffrey, who’ve been toiling in the trenches for, well, a long time.

But there surely are situations where measurement is unnecessary, right?

For example, you’re, I don’t know, Walmart. Your stock is suffering, there are employee lawsuits, and one of your stores has been destroyed by a tornado. How much measurement do you need to do to know you’re media coverage is, well, tortuous?  It’s likely that no amount of proactive management is going to turn your story around — at least not meaningfully.

Or, you’re a big money center bank — yep, the titans of capitalism currently getting the lion’s share of blame for the financial crisis (some of which is just wrong.) Can’t you make an educated guess about your coverage?

Aside from my personal financial stake in getting Walmart or a big bank to hire me to help them with measurement, I’ll give you three reasons why you should not measure – and three reasons why you should.

Forget Measurement When:

  1. You cannot make a difference. Sometimes business will hand you a dirt sandwich, and you have no choice but to eat it. There’s no need to weigh the sandwich, examine the types of dirt , evaluate the sandwich-maker, etc. Just eat it and move on.
  2. You’re unwilling to do what it takes to make things better.  Often, the worst media situations are when you’re “making tough choices.”  Layoffs, facility closures, moves from one city to another, hiring more executives. The path to turning the story around leads through the organization revisiting its management decisions — deciding not to outsource, keeping the plant open and operating, renovating existing headquarters rather than pitting your incumbent city against somewhere else.  See #1, above.
  3. It’s more expensive to measure than the program your measuring.  Advanced statistics are miraculous. We absolutely can measure the specific impact of public relations/communication activity on the bottom line. We just need a lot of data to isolate our impact from everything else that influences the bottom line.  That costs money (not as much as you might think, but still,) so let’s spend wisely.

Do Measurement When:

  1. You care about whether what you’re doing is working or not. You have objectives, and hopefully, they’re specific, measurable, achievable, realistic and time-bound (S.M.A.R.T.) They have a benchmark, target and timeframe. So, if you don’t measure, how do you know whether you’re making progress?
  2. You know you need to change.  Make data-driven decisions! Your intuition is flawless, of course, but as I’ve said many times, the days of PR/Communications being able to wave a hand and say, “trust me” to the c-suite are over.  A former boss told me, “facts and data win the day,” and that’s good advice.
  3. You need numbers to share with the numbers people.  Qualitative, quantitative, no matter. There are times when the people you need demand numbers. Measure to give them what they need.  Share of voice/discussion, peer comparison of tone of mention, trends in coverage overall, message presence/absence, correlation of coverage to Web traffic. Do measurement when you need to do it!

There is one other reason to do measurement — though more accurately, it’s research we want to do, not only measurement.  It’s the right thing to do. It puts us on a firmer foundation. It informs our opinions and enhances our credibility.

What’s your view?

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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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Blog-cation coming to a close…

Saturday, May 14th, 2011
Portage Lakes, Ohio

By Sean Williams, All Rights Reserved

I’ve committed a grievous sin in social media land. I’ve taken a bit of a Sabbatical from blogging and mostly, from Tweeting, with a few exceptions. Now I have a bit more time on my hands, as I wait to see what my schedule is like for a big research project and the response to a couple of proposals. So, I’m intending to babble on a bit more in the coming days.  One such venue will be Thursday’s #icchat, the Twitter-based discussion on internal communications that I conduct monthly.  Join us at 10 a.m. eastern on 19 October.

I’ve not done a great job marketing the chat — it’s not as sexy as #measurepr, #PR20Chat or #Kaizenblog, I guess because it’s more concerned with internal matters than social media and press relations.  However, we do have good discussions on our topic, so I hope you’l join us…

 

 

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