Thursday, July 21, 2016

3 ways you could be harming your career

You have big aspirations for your brand and career. Could you be derailing your goals without realizing it? Here are three subtle mistakes communicators make every day:

1. You focus communications on your department or organization, not your audience. You want to get your messages across? First, you must show audiences you understand their needs.

2. You take orders; you don’t allow yourself to have ideas. You have a valuable perspective on stakeholders and the business. Entice execs to notice and respect your ideas.

3. You sometimes secretly think content doesn’t matter. You bring a voice to your brand. You inspire audiences to take action. Give yourself and your work more credit.

Find out how to put yourself back on track at “The Influential Communicator” on Sept. 26-27 in New York City. Learn from industry experts how to craft content programs that irresistibly push business goals and make you an indispensable C-suite partner. Take control of your content and career!

Register here, and save $100.



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5 compelling openings for your next presentation

Can your audience form an accurate impression of you in just two seconds?

The late Nalini Ambady, a professor of psychology at Boston’s Tufts University, was fascinated by that question. To answer it, she and a colleague designed a study to test whether such “thin slices” of an impression could truly be accurate.

She filmed 13 instructors teaching their classes throughout the semester and, at the end of the term, collected student evaluations of those instructors.

Later, she edited two-second clips of those instructors and showed them—without volume—to students who weren’t enrolled in those classes. The students were asked to evaluate the instructors using several criteria, including overall competence.

Her findings were remarkable.

Students who watched only a two-second video clip of the teachers formed similar impressions to the students who were enrolled in the classes for the full semester. (Ambady’s work made its own impression, serving as one of the main sources for Malcolm Gladwell’s business bestseller “Blink: The Power of Thinking Without Thinking.”)

Other studies have found similar results. Some show that first impressions are formed within seconds, while others find they take just a few minutes to solidify.

Whichever studies you believe, the end results tell a similar story: People will form opinions about you quickly and, once they do, those opinions can be difficult to reverse.

My newest book, “101 Ways to Open a Speech,” is intended to help you take advantage of your next presentation’s opening moments. In this article, you’ll find five opens from the book that will help you grab your audience from the start:

1. The unexpected definition opening

In September 1980, just two months before Americans were to choose their next president, Republican nominee Ronald Reagan and incumbent President Jimmy Carter found themselves deadlocked at 39 percent apiece, according to a Time poll. The United States was mired in an economic recession at the time; inflation was in double digits, and unemployment was at near-record levels.

In an effort to paint Carter as out of touch, Reagan cleverly redefined three terms during a speech in New Jersey:

“[Carter’s] answer to all this misery, he tries to tell us that we are only in a recession, not a depression. As if definitions, words relieve our suffering…If it’s a definition he wants, I’ll give him one. A recession is when your neighbor loses his job. A depression is when you lose yours. And recovery is when Jimmy Carter loses his.”

Rather than offer a classic dictionary definition of those terms, Reagan redefined them in an unexpected way that delighted his audience and earned enthusiastic cheers.

Redefining terms can have an oversize impact on your audience. If you’re speaking to a group of “stay-at-home” parents, for example, you might redefine the term like this:

“Unlike most people, you know exactly what it means to be a ‘stay-at-home’ parent: driving to the park so your little ones can run around, taking them to the doctor, going grocery shopping, stopping at the art supply store so they have a project on a rainy day. When you think about it, I’m not sure why we’re called 'stay-at-home’ parents—we’re rarely home! It would be far more accurate to call us what we really are: 'on-the-run’ parents.”

2. The newscaster 'tease’ opening

News anchors are experts at keeping viewers tuned to their programs. Before tossing to commercial breaks, newscasters often deliver a compelling “tease” intended to hook people and prevent them from flipping to a different station.

Unless you’ve consumed unusually little mass media content, you’ve probably heard thousands of news teases:

“Did the local sports team win tonight’s big match against their rivals? We’ll tell you, next.”

“A well-known politician got into a screaming match with reporters today. The video, after this break.”

“Which movie just earned six Academy Award nominations and leads this year’s pack? Our film critic has the rundown, right after the weather forecast.”

This opening borrows from that technique by adding similar teases to the more traditional “summary open.” For instance, you might begin a talk about the overall performance of the U.S. economy in the last quarter by saying:

“The market sent mixed signals last quarter. Today, I’ll talk about why the stock market was up, why the housing market was down, and why consumer spending hasn’t budged in almost a year. Along the way, you’ll learn why Ford can’t seem to sell big trucks this year, why France will have more homeless retirees in five years than we have here in the United States, and why one unusual but reliable signal tells us that the same stocks that led the recent rally may soon go bust.”

In that example, the second sentence contains the summary opening, and the third adds the more engaging newscaster tease.

[RELATED: Speechwriters, join our LinkedIn group and meet the world’s best executive communicators. Get free tips and strategies, too!]

3. The show of hands opening

One of the most overused presentation starters is the “show of hands” question. The problem isn’t usually with the device itself, but with the ham-handed manner in which it’s used.

Too often, speakers ask a question that leads nowhere:

“How many of you have used this new product? Oh, OK, great.”

Worse, they ask a patronizing question:

“How many of you would like to earn more money?”

Audiences bristle at such condescension. Participation for its own sake isn’t enough.

The question you pose should challenge conventional thinking, lead to a counterintuitive conclusion or add an unexpected dose of humor. It should allow members of the audience to see how their answers compare with those of their peers, perhaps leading them to reconsider their previously held positions.

Great opening questions must lead somewhere, so connect the audience’s response to your next comment-and prepare several different transitions in case you receive an unexpected result.

For example, an expert in body image research might ask:

“If given a choice, who here would rather be completely blind-for the rest of your life-than obese?”

Assuming very few people raise a hand, the expert could connect the audience’s response to the main point this way:

“It appears that this audience would overwhelmingly choose the gift of sight, even if that means living as an obese person. But you’re not the norm. Research from Arizona State University found that one in seven women would prefer blindness to obesity. That tells you a lot about how much emphasis our culture places on physical appearance-and that comes at a high cost to our health.”

4. The rapid-fire statistics opening

Statistics without context tend not to stick, so you might be surprised I sometimes recommend “drowning” your audience with a rapid-fire series of statistics that individually don’t contain much context.

Facebook COO Sheryl Sandberg demonstrated why that works when she opened her TED Talk with five quick statistics:

“The numbers tell the story quite clearly. A hundred ninety heads of states, nine are women. Of all the people in parliament in the world, 13 percent are women. In the corporate sector, women at the top, C-level jobs, board seats, tops out at 15, 16 percent. The numbers have not moved since 2002, and they’re going in the wrong direction. Even in the nonprofit world, a world we sometimes think of as being led by more women, women at the top, 20 percent. We also have another problem, which is that women face harder choices between professional success and personal fulfillment. A recent study in the U.S. showed that of married senior managers, two-thirds of the married men had children and only one-third of the married women had children.”

Sandberg’s quick succession of statistics doesn’t succeed in making any individual number particularly memorable-few audience members will remember the specific figures-but works for a different reason: Her drumbeat of data creates an overall impression.

For her purposes, it wasn’t important that people watching her speech remembered any particular data point. It was more important that they remembered her broader points—such as the fact that professional women are underrepresented at the executive level—and if her opening statistics communicated that message to her audience, they served their purpose perfectly.

5. The non-expert quote opening

In 2009, New York-Presbyterian Hospital ran a series of television commercials called “Amazing Things Are Happening Here.” The advertisements featured real people—including patients and parents of pediatric patients—who received care at the hospital.

Advertising Age called the campaign a “game changer,” writing:

“While testimonials are hardly a new idea in hospital advertising, New York-Presbyterian’s approach stands out. Shot in polished black and white, and lacking the tear-jerking background music that characterizes many 'testimonial’ style hospital ads, the films are unadorned, intimate portraits of real former patients…Not only do they…not feature actors, the ads are unscripted and their subjects appear real and natural. Heather McNamara, for instance, mispronounces the name of the hospital in a way that any nine-year-old understandably might; it wasn’t edited out.”

You can quote a patient, a janitor, a customer, a “man on the street,” a woman you once sat next to at a dinner party, your spouse’s college friend, a stranger who experienced the same situation the audience finds itself in right now, or anyone else who is unknown—but has wisdom to offer—to your audience.

This opening also works for another reason: “real people” often do more to sway audiences than experts. In “Influence: Science and Practice,” Robert Cialdini writes, “We like people who are like us, and we are more willing to say yes to their requests, often in an unthinking manner.”

Quoting a “real person” to whom the audience relates can help strengthen the audience’s bond with you; after all, you’re the person who had the wisdom to regard a person the audience deems trustworthy as deserving of mention, so you will receive the credit from the audience.

Brad Phillips is president of Phillips Media Relations, which specializes in media and presentation training. He is author of the Mr. Media Training Blog, (where a version of this article originally appeared) and two books: “The Media Training Bible” and “101 Ways to Open a Speech.”

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2016’s most powerful brands

It can be a struggle for organizations to get to the top. Which is the best of the best?

Tenet Partners has the answer. It recently released its annual list of the top 100 most powerful brands.

The firm uses the CoreBrand Index to determine its list and surveys roughly 10,000 opinion leaders on familiarity (awareness of a brand) and favorability (a brand’s perception). They then measure how each organization performs in terms of its overall reputation, the perception of its management, and its investment potential.

[RELATED: Join us McDonald’s HQ and learn how to use storytelling to drive employee and customer engagement.]

You can check out the full list here, but 2016’s top 10 are listed below:

1. Coca-Cola

2. Hershey

3. Bayer

4. Walt Disney

5. Apple

6. Microsoft

7. PepsiCo

8. Johnson & Johnson

9. American Express

10. Google – Alphabet Corp.

Surprisingly, Google hadn’t made the top 10 list until this year. Several other organizations experienced brand boosts as well. “Since 2011, Google’s BrandPower ranking has been on the rise - improving their Familiarity and Favorability metrics every year for the last six years in a row,” Tenet Partners’ press release read.

Amazon, which came in at No. 54, rose 15 positions year-over-year. The company, along with Bank of America (No. 68, rising 12 positions from last year), Macy’s (No. 95, rising 12 positions), eBay (No. 29, rising 11 positions) and Clorox (No. 47, rising 11 positions) were all the most improved brands that the survey found.

However, not all brands fared as well.

Eastman Kodak (No. 59) fell 12 positions from last year, and was joined by Nintendo (No. 94, falling 12 positions), General Motors (No. 74, falling nine positions), Walgreens (No. 41, falling eight positions) and Western Union (No. 84, falling eight positions).

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A guide to better video marketing

In marketing, effective storytelling is essential to reaching audiences.

What makes certain stories more effective than others? It has to do with drawing a special “something” out of the reader, listener or viewer.

The goal for many of today’s marketers is to inspire their audiences and elicit an emotional response to their content. What’s the best medium to do that? Many marketers would suggest video.

According to data from VidYard’s Video Marketing Handbook, more and more brand managers are presenting powerful themes through visuals. A recent report even calls video “the storytelling format to rule them all.”

Thinking of adding a video component to your next marketing campaign? Have a story to tell, but you’re not sure whether a visual element is the best way to tell it?

If you seek to share your organization’s values and message with your audience through a brand-focused video, here’s how—along with highlights from the report:

Make people feel something

Engagement often starts with a desire to “strike a chord with your audience” or “better understand your customer.”

Tapping into your audience’s mind, body, soul (or wallet) begins with a feeling. To break down your target audience’s emotional wall, you must elicit inspiration, humor, happiness, sadness, anxiety or fear.

From VidYard:

It doesn’t really matter if your audience is laughing, crying or feeling inspired at the end of your video, but they better be feeling something or you’ll be easily forgotten. Your goal is to convey an implied voice or brand persona and have people resonate with it. Whether it’s your on-screen talent’s wit, the language you use to speak about your brand’s beliefs, or even the topics you choose to cover, you’re trying to create content that triggers targeted emotions and trying to tie these high-power feelings to a specific action you want your audience to complete.

The way your brand delivers its message—and when—requires the ability to persuade.

If you seek to sway consumers and direct them toward your brand, VidYard suggests adopting an all-hands-on-deck approach.

The report says, in part:

There’s no doubt that video can now be used for much more than brand awareness. Video is no longer a marketing-based silo and can actually involve every business unit from your creative team, to your demand generation experts and your sales reps.

Here’s more:

Video stories can be sourced from all parts of the business. From R&D to your interns, there are tons of stories to be told, it’s just a matter of finding them. To encourage employee advocates to contribute stories, the culture must clearly support risk-taking and failure.

How can you unify departments and get everyone working toward the same goal?

Hone the emotional aspect of your campaign; then refine your strategy.

Here’s more fom VidYard:

One glance at the types of videos brands are releasing these days is enough to see that there’s a huge trend toward content that makes people feel. Times are changing and gone are the days when creating an especially impressive video was the only piece of the puzzle. Today you need to refine your video strategy and start monitoring your performance as it relates to ROI. Marketing technology has evolved to fit the bill and you can now track exactly who’s watching your video content, and for how long.

Find out what drives consumers

Depending on your brand’s product or service-and its price-VidYard data suggest digging deeper into your customers’ decision-making processes.

Jacqueline Jensen, a community evangelist at Piktochart, says customers’ overwhelming response to certain videos is simple science.

From Jensen:

If you aim to share a story that appeals to your audience, is easy for them to comprehend, and will be something they remember, we are finding that the science points to using visuals, including images and videos. Visuals and videos are recalled much more promptly than text or other sensory inputs—65 percent for visual content, versus 10 percent for pure text.

Most consumers don’t want to sit through a boring informational video, let alone associate that video with a brand they trust. To migrate away from yawn-inducing content, YidYard advises being realistic about your expectations:

There are only a few things you can actually achieve with each 90-second video spot. Consult with your team on the one essential point of the video (the main objective that aligns with the goals of the business). Remind them that you’re not looking to include all of the messaging points in your video, rather you’re aiming to create a provocative, entertaining spot that gets people talking about—and remembering—the issue that your company can help them solve.

Target your niche

If approaching your entire target audience with one video seems like an impossible task, take things one niche at a time.

From Jensen:

Great content isn’t always found in the same bucket as advertising-focused content. For example, with [a recent] Blab series, we talked to a PR professional, a well-known sketch-note artist, and the CEO of Blab. With each expert interview, we were able to target those in our community who are interested in those specific topics.

VidYard calls that “narrowcasting.” To do it properly, the report advises getting the quest for viral videos completely out of our heads:

“Going viral” is a naive approach to video marketing because, in reality, you can only secure millions of views if you have an audience with millions of people in it to begin with.

Instead, the report says to start here:

If you narrowcast a targeted message that capitalizes on the pain points of your ideal prospect, your video will retain viewers who are actually interested in what you do and likely have the budget to spend on your offering. In other words, you’ll attract and maintain the leads worth following up with.

Getting your video out there

Although marketers may thrive when conceptualizing a strong storyline and marketing strategy for their video content, that confidence can quickly turn to fear once production is underway.

From VidYard:

As companies get started with video there are always questions about budget, outsourcing, expectations around production value, and how to create great assets without breaking the bank.

Start here:

  • Determine whether your video will be produced in-house, or if you will outsource production. If your budget falls under $10,000, outsourcing might be more feasible. If the sky is the limit moneywise, perhaps it’s time to hire a full-time videographer. VidYard advises choosing someone with directing experience and a great sense of timing when it comes to editing.
  • Outline your expected output. Data say more than one-third of large organizations produce roughly 100 marketing videos annually. If you plan to use video marketing for the long haul, VidYard says to increase staff. Though many marketers might think in-house creative video teams are only an option for large outfits, any organization can hire or assemble a dedicated video team.

This VidYard graph shows how various organizations are approaching video:

(IMAGE)

Make sure it shares

Social media and video are becoming a marketer’s peanut butter and jelly.

If your target audience is on Facebook, post your videos there. If you want to expand your reputation with a variety of social media users, use your content to interact with them directly.

From Jensen:

[We started a] “User Stories” series using video because we’ve found a beautiful video is a powerful way to share a user’s story. For us, it’s about going behind the scenes and showcasing to our 5.5 million users worldwide how [our brand] has impacted one life.

We have found video to be one of the most transparent and powerful ways to take our community behind the scenes of the company and what we value. We are open to trying different platforms to see which experience resonates most with our community of users. As we explore, utilizing video, community interest and engagement guide us.

Here’s how VidYard’s report advises sharing your content and maximizing your video’s reach online:

  • Post your video on multiple pages on your brand’s website (blog, a resource hub, product page, etc.).
  • Use marketing campaign landing pages.
  • Insert or link to your visual content in outbound email marketing campaigns.
  • Establish a presence on social media channels. (Pay close attention to the sites your prospects use.)
  • Start a YouTube channel.
  • Create your own, dedicated video resource hub.
How do you use video in your marketing strategies, Raganreaders? What additional advice would you offer?

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5 lessons for communicators from stand-up comics

For those of you tired of tedious press releases…

For anyone who’s delivered a speech to a chorus of yawns…

To anyone writing those same stale articles you first wrote when boy bands ruled the earth…

Your audience is just as sick of your anemic prose as you are. It’s not your fault. Business messaging has been dry and boring for so long that it’s practically become background noise.

There is hope, though. Some communicators are so good at what they do, we hang on their every word. They can make anything interesting, from Hot Pockets to the stomach flu. They just happen to call themselves comedians.

So read on to find out why you have stop thinking like George Orwell and start thinking like George Carlin.

1. Comics can make any topic interesting .

Comedians live and die on engaging their audiences. Take Brian Regan—he can talk about the serving size of Fig Newtons, and you’ll still want more at the end. Fig Newtons aren’t funny; they’re completely unimportant.

Brian proves it’s not what you say; the magic is in how you say it. Some call it delivery. Some call it style, tone, voice. No matter what you call it, it’s what you have to develop to captivate your audience.

Are you funny? You don’t have to be. Style can be anything that infuses you into your work. It can be quirky, erudite, colloquial, sparse—even wordy or snarky. As long as it’s authentic, identifiable and appropriate, you’ll move your story forward in a unique way.

2. Comedians practice and polish their craft all the time.

There are a rare few comedians who can get up on stage and improvise for extended periods of time or riff on audience interaction. It’s a gift, but even gifted comedians spend hours and hours practicing, polishing, tweaking and testing their material.

Too often, we work in a vacuum. How often does someone else look at your blog posts before you publish them, or listen to your speech pre-performance?

Unless you’re at an open mic night, or your comic tells you the material is new (and they do, sometimes), you can bet it’s already delivered thousands of laughs. Their goal and ours, too, is to make all this work seem fresh and new every time.

3. Comics know we have the attention span of—hey look, a bird!

People in my age group (nearly 40) grew up on television. We took in endless quick-cut, 30-minute shows interrupted by 15-second commercials flashing by at intervals. Millennials have lived most of their lives tethered to smartphones; 140-character tweets and even shorter texts come in, rapid fire, all day. It just gets worse for Gen Z.

To keep things fresh and interesting, you have to move fast; just ask TED curator Chris Anderson:

[Eighteen minutes] is long enough to be serious and short enough to hold people’s attention. It turns out this length also works incredibly well online. It’s the length of a coffee break. So, you watch a great talk, and forward the link to two or three people. It can go viral, very easily.

The 18-minute length also works much like the way Twitter forces people to be disciplined in what they write. By forcing speakers who are used to going on for 45 minutes to bring it down to 18, you get them to really think about what they want to say. What is the key point they want to communicate? It has a clarifying effect. It brings discipline.

4. Comedians speak like real people.

We know jargon is awful—but why? Jargon is poisonous because it’s abstract and cliché. Audiences, readers—everyone—wants details and concrete imagery.

Here’s a brilliant quote from Jerry Seinfeld: “Marriage is like a game of chess, except the board is flowing water, the pieces are made of smoke, and no move you make will have any effect on the outcome.”

It’s all about painting pictures with words. Remember when your third-grade teacher used to tell you, “I want showing writing, not telling writing”? Well, it’s still true.

5. Comedians know that laughter equals agreement.

This is why so many comedians write jokes revealing a simple truth. George Carlin was the king of pointing out all the stupid things we do in life—and then making us laugh at them: “Have you ever noticed that anybody driving slower than you is an idiot, and anyone going faster than you is a maniac?”

This is a powerful thing: getting people to laugh at their foibles by presenting them in a humorous context. Some think of this as translation. I think of it differently: When people laugh, they do so because at some level, they are agreeing with you.

It’s easy to see why you would want to use humor in your communication. If you get people to agree with you up front through laughter, the rest comes easy. It’s like a persuasive shortcut, no matter if you are candidly being persuasive or just selling an idea. You don’t have to work as hard when people are laughing.

The bottom line is you don’t have to be a stand-up comic to be a stand-up communicator. Humor is a great tool, but you don’t have to be a comic genius.

The techniques they employ can make you successful, too. They work hard. They’re not afraid to fail (failing on stage is a requisite experience). And they see perfection as a moving target—just as you do. That’s why you can take these ideas to the bank.

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Wednesday, July 20, 2016

PR Daily's CSR Awards deadline is extended…again!

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Time to get a dynamic visual communications strategy

Have you:
  • Created a powerful YouTube channel that brings new energy to your brand?
  • Integrated Snapchat into your social media strategy?
  • Strengthened your LinkedIn promotions with strong visual stories?

If your answers are no, no and no, fear not. Join us at Cisco for our Visual Communications Conference on Sept. 21-23 in San Jose, California. Let visual communication experts show you how to create a visual communications strategy that propels your organization to the forefront of your industry.

Images power the fastest growing platforms Snapchat and Instagram. Our brain processes visuals 60,000 times faster than text. Millennials are more distracted than ever. Brand managers everywhere rush to follow this emerging trend. It’s time to let your visuals do the talking.

Register here, and save $100!

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A guide to millennial marketing

Marketing can be a difficult occupation—and marketing to the millennial generation can be even tougher.

First and foremost, the younger demographic values authenticity and their peers’ opinions. Consider that 84 percent of millennials say that user generated content influences what they buy. Plus, 82 percent are comfortable enough with brands to interact directly with them.

Though they may get a bad rap for being unmotivated and a little too dependent on their parents, there’s no denying the buying power of a generation that boasts 87.5 million Americans.

They rarely pick up magazines and newspapers or listen to the radio, but 85 percent own smart phones. Millennials are also the second largest U.S. population using the internet.

This adds up to an interesting challenge for marketers.

[WHITE PAPER: How to communicate with a millennial workforce.]

Luckily, the University of Southern California’s online master of science in applied psychology created a guide to help. Learn more about how (and why) organizations are targeting this generation, by checking out the infographic below:

Save

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8 apps that boost employee morale

When employee morale dives, your business falters. Employees are the lifeline of your business; without them, you have no business. So you must find ways to keep employee morale high.

This isn’t an easy thing to do. Here are eight apps that will help you, among other things, raise morale, reward employees and schedule more easily:

1. ZipSchedules

The biggest complaint many employees have is schedules. Take the hassles out of scheduling and ensure that employees easily manage their shifts: Try this tool free for 30 days. Its maker doesn’t require a credit card to get started.

2. Morale

Track the mood of your team to figure out when they need a boost. Team members can rate their moods with a click. Everything is anonymous. Team managers can track the moods of team members, understand graphs and patterns and manage remote teams. Executives can gauge employee morale, as well as monitor how their decisions affect departments.

3. iappreciate

Use this to show your employees you appreciate hard work and dedication. Celebrate careers, give rewards for results, and encourage every employee. This will really help boost morale. Write a positive note to an employee, send an ecard, and even create certificates.

[FREE DOWNLOAD: Not all staff sit at a desk all day. Here are 10 ways to reach them.]

4. TinyPulse

More than 1,000 businesses, including Michelin and Capital One, use this tool for employee engagement. Leaders learn how their workforce feels from employee feedback on what workers think and feel about their jobs and their workplace. This performance management tool greatly improves employee performance.

5. Trello

Here’s a tool that spurs you to collaborate to get more done. Use its boards, lists, and cards that let you organize and prioritize projects so work gets done faster. It’s free, and you will find this a tool your business should not be without.

6. Training Apps

A better training app means better employee morale. You can start using many training apps right away, and many are free or cheap. These apps not only improve morale in the trenches, they also make training a whole lot easier for management.

7. Achievers

Everyone likes to feel appreciated. Show appreciation by giving employees small gifts for a job well done. This tool helps you do just that. Employees love to use this! Its rewards include entertainment, dining, travel, Visa gift cards, concierge services, and donations on behalf of employees to their charities.

8. Expensify

If you have employees who submit expense reports, you need this tool. Use it on the go with iPhone, iPad, or Android. Track expenses, snap pictures of receipts, create and submit expense reports quickly and easily. No longer must you be in the office to do your expense report!

Kathleen Olson is freelance writer from New York. A version of this article first appeared on Business2Community.

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Do your crisis plans include muzzling your execs?

What potential crisis could have a substantial impact on your business?

The typical things that come to mind, at least in the B2B tech sectors, include data breaches, product recalls, acts of nature and tragic accidents.

Research out of the UK adds one more thing: upper management. Igniyte, a UK-based PR firm, commissioned a study of 508 managers finding that “40 percent of UK managers surveyed cite their higher management team as the biggest risk to a PR crisis.”

In many ways, PR is about diplomacy.

Here are two common challenges in effective crisis planning:

  1. Justifying the value of updating plans and communications that may never be used against competing and more pressing priorities; and
  2. Foreseeing all the potential triggers.

According to this study, potential triggers ought to include executives’ potential comments and actions.

“Just one ill-judged tweet from a key executive of a high-profile brand can bring the whole company into disrepute, or just one negative comment from a disgruntled ex-employee online can cause questions to be asked about how you treat your staff,” according to Simon Wadsworth, founder and director of Igniyte as cited by Communicate Magazine.

[EVENT: Learn to find your leader’s real voice at the 2016 Leadership and Executive Communications Conference.]

The benefit of crisis communications planning often isn’t revealed until the heat of a crisis.

Yet there’s a sizable population in corporate communications that admits to lacking a plan. This study found that 17 percent said their company didn’t have any crisis management plan, while 10 percent “said they didn’t think their company was well prepared for a crisis.”

If you don’t have a plan, how can you be prepared at all? As for management, it’s worthwhile to invest in media training for your execs before a crisis occurs.

A version of this article first appeared on Sword and the Script.

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9 free and low-cost tools for content marketers

Despite its importance in today’s marketing strategy, content marketing can be costly, especially for a small to mid-size business operating on a limited budget.

Fortunately, there are great online tools that won’t bust your bottom line. Here are some favorites:

BuzzSumo Pro. The newly launched Pro version helps marketers stay informed and produce more effective content marketing through content alerts and detailed insights into what elements are working for any topic or business. It offers real-time notifications whenever new content is published or linked to a tracked domain. You can try it free for two weeks; premium options start at $99 per month. (Free Trial/Premium)

Feedly. To track the latest news and reviews in a particular online arena or industry niche, look no further than Feedly. The RSS reader adds to your feed all new content published on your favorite sites, enabling you to monitor activity and stay current with industry innovators. The basic option is free with up to 100 sources. The Premium Pro version provides unlimited sources and keyword alerts, and it has a search/filter capability. If you’re interested in analytics (and why wouldn’t you be?), check out Feedly’s Team version. (Free/Premium)

Canva. Effective content marketing relies on great visual images, and Canva is your go-to platform for imagery. It’s simple to use (with drag/drop functionality) and is chock full of features that facilitate the creation of engaging, well-designed content. Canva is loaded with libraries of templates, images, icons and fonts to help you add pizzazz to your marketing materials—whether an infographic, meme, social media header or eBook. The basic version is free, with pay-as-you-go options available. For your advanced needs, Canva for Work provides premium options. (Free/pay-as-you-go/Premium)

[RELATED: Learn advanced and classic visual comms strategies, including infographics, Snapchat marketing, VR, 3D, 360 Video and more.]

Easel.ly. Infographics are good for early-phase content needs, and Easel.ly helps you create simple infographics with free templates. Once you’re hooked, you can add more features and options with the Pro Account. (Free/Premium)

ContentMarketer. This reasonably priced, premium product helps identify and contact influencers by Tweets and/or email.

  • “Notifier” scans posts and schedules tweets to everyone mentioned.
  • “Connector” provides templates and scheduling for outreach emails to aid networking and increase reach.
  • “Marketer” combines both features and offers CSV upload for bulk contact; it offers capability to “hunt down” contact details for targeted outreach campaigns.

It’s a pretty cool tool, especially if you’re interested in lead generation, and there’s an option for just about every budget, with prices from $9 to $49 per month. (Premium)

Buffer. This platform enables you to schedule social media posts across multiple time zones, so you’re maximizing your platforms’ impact. Buffer offers a free version with a limited number of accounts and posts, or a premium account that affords you more social media profiles and scheduled posts, and it includes analytics. Buffer pricing starts at $10 per month for premium, and it goes up to $399 for teams and agencies. For those with greater needs and a bigger budget, Buffer offers Buffer for Business, an Enterprise option ($899). (Free/Premium)

Followerwonk. From the terrific Moz family, Followerwonk is amazingly useful if you’re seeking insights into your own Twitter audience or that of your competitors. Use it to search Twitter bios to connect online, analyze followers and optimize activities to get the best out of Twitter. Followerwonk is free for one profile with limited features, $29 per month for up to three profiles and $79 monthly for up to 20—the latter two each with a range of features. (Free/Premium)

Pay-per-Click Facebook/Twitter ads. PPC isn’t free but it can help you get the most out of a limited budget. My partner Eric Vidal wrote about WordStream founder Larry Kim’s use of PPC on Twitter and Facebook to help snag 100,000 unique visitors for one blog post, all for around $50. Want to know more? Check out Eric’s post, Using PPC to Market and Amplify Your Blog Content.

Google Analytics. Google Analytics can do much more than people realize. You can see (and track) website visitor traffic specific to your content, as well as what content is resonating with your audience, how they found that content, what devices and operating systems they’re using, and how that content performs month over month. (Free/Premium)

Hopefully these are tools you’ve either not yet heard of or are not yet experimenting with—and you’ll give them a try. What did I miss? What are your favorite tools and why?

A version of this article first appeared on V3Broadsuite.

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Twitter opens account verification to all

If you, your organization or your clients are rock stars on Twitter, you can now get recognized as such.

On Tuesday, the platform announced that it was opening up its verification process to all accounts. Once a great mystery, Twitter has given the coveted blue checkmarks to roughly 187,000 accounts—only 0.06 percent of its 310 million monthly users—that it deemed “to be of public interest.”

In a press release, Twitter said:

The @CDCgov was one of the first Twitter accounts to be verified in order to help citizens find authentic and accurate public health information straight from the source. Among the other first accounts to be verified include @NASAArmstrong, @KimKardashian, @Oprah, @MilwaukeePolice, @SF311, and @TonyHawk.

Now, Twitter users can request verification through an online form. The company also created a guide and says your account must have the following in order to be considered:

· A verified phone number

· A confirmed email address

· A bio

· A profile photo

· A header photo

· A birthday (for accounts that are not company, brand, or organization accounts)

· A website

· Tweets set as public in tweet privacy settings

Getting verified ultimately shows Twitter users that the accounts of influential organizations and public figures are who they claim to be, but for brand managers, the mark might also serve as a badge of honor. It might also attract more followers if Twitter remains selective about the accounts it verifies.

WEBCAST: Get social media “next practices” from the big four platforms.

Getting verified also enables you to filter your notifications, which can cut down on harassment (though brand managers shouldn’t use the feature to ignore consumers’ tweets).

The Verge reported:

The disparity [between verified accounts and number of users], alongside increased pressure to provide anti-harassment tools, means more and more users may only be interacting with those who share their verification status. For instance, Twitter lets verified users filter their notifications to only show replies, mentions, or likes by other verified users. (The new Engage app offers some of those features to regular users as well.)

“We want to make it even easier for people to find creators and influencers on Twitter so it makes sense for us to let people apply for verification,“ Tina Bhatnagar, Twitter’s vice president of User Services, said in the company’s press release. "We hope opening up this application process results in more people finding great, high-quality accounts to follow, and for these creators and influencers to connect with a broader audience.”

Twitter users shouldn’t worry that everyone will be deemed an “influencer,” though.

Gizmodo reported:

Currently, less than 1 percent of users are verified. Twitter has been manually verifying new accounts for the past few years, and while that number might skyrocket now that the process is simple, the company says the mark is still reserved for accounts “determined to be of public interest.” So don’t worry, it’s unlikely your cousin’s account with three tweets in five years will get that coveted check mark.

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Tuesday, July 19, 2016

Brands on brands on brands. How'd you stand out from the rest?

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3 things exceptional corporate communicators do

Your work as a corporate communicator entails much more than just managing your organization’s intranet and social media accounts.

The stories you tell can affect business goals and the bottom line.

Become a corporate comms superhero in your organization by attending our Employee Communications, PR, and Social Media Summit at Microsoft on Sept. 28-30 in Redmond, Washington.

How do industry standouts make sure they get exceptional results? They do three things:

1. Prioritize culture. They know the importance of a strong corporate culture in garnering positive PR.

2. Incorporate visuals. Savvy professionals use videos and infographics to tell powerful stories on social media.

3. Craft a bulletproof crisis plan. Having a response team and running practice drills is crucial.

This is your chance to set yourself and your organization apart. Make sure you don’t miss out.

Register here to save $100!

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Inside Nissan's social media command center

“The social media space moves so rapidly,” says Nissan’s senior manager of social media and customer strategy, Bryan Long.

In a recent presentation, he talked about the past, current and future state of Nissan’s social media program to explain how they’re developing the customer experience.

Long’s department started in 2012 with four people. Since then, they’ve grown to have six to eight agents at any given time-six of those, Long says, are “strong-willed millennials.”

Although his team is steeped in customer care, he says it’s a little more complicated than just being a part of the call center. Long calls it a “hybrid model” of customer service.

“We’re based in the headquarters building, but we’re not a part of consumer affairs-we’re not even in the same vertical. We’re not in marketing, and we don’t report to PR, but we listen on behalf of the entire organization,” he says.

Although they concede it’s an unconventional model for a big brand, he says it’s worked well for his team.

Their initial workflow was not without issues. Here’s how it has progressed from September 2012 to now and where they see it going:

“In the past, it was absolute craziness. Everybody had to have their finger in it, and it was nuts trying to route information. Moving forward, we’ve simplified it quite a bit as we’re taking on more work and finding better, easier ways,” Long says.

[ATTEND FROM YOUR DESK: Learn social media “next practices” from Facebook, Twitter, Instagram and LinkedIn.]

“In the future, we’d like to have the opportunity to talk to customers directly. Is this last workflow oversimplified? Absolutely. But will we get there? Hopefully.”

In 2015, the team launched a social media command center, which is physically structured to be wide open and accessible. When you get off the elevator on Long’s floor, you’re right in the middle of it. He says the command center is helping them get to their future state of social media, because it’s helped his team sell ideas internally.

“One unintended benefit of the command center is that we’ve held 40 different presentations bringing in different groups to give them a tour and explain what we’re seeing,” he says.

Image here

They also host a “social media monthly” meeting inviting anyone who has an interest in social media to learn about what’s trending, what they’ve posted and what they plan to promote.

“We try to integrate ourselves into the business as opposed to them integrating themselves into social media,” says Long.

He says that to move forward, they have to think about things a little differently: “We don’t have the time to take it slow. We have to leapfrog and get social into the business, and the way we do that is to speak the language.”

Long says that entails showing how social media can increase revenue, decrease risk and reduce cost:

  • To increase revenue, Long’s team is looking to foster communities (like the emotional segments in their half-ton class of trucks) and expand their lead management capabilities.
  • To decrease risk, he says the biggest thing they can do this year is focus on protecting Nissan’s reputation. That includes governance, getting employees up to speed on social media compliance and creating training groups.
  • To reduce cost, they’re using tools strategically across channels and the organization and resisting the push to adopt a new technology or platform from every agency they work with.

In the end, Long says they’re focused on bringing different pieces of the organization together for a better customer experience.

“The automotive industry spends a ton of money in advertising, and we’re still big spenders in TV. The worst thing that can possibly happen for us when we’re spending those kinds of dollars is to have the message break down somewhere,” Long says.

He explains that there are lots of places for that potential breakdown: advertising, native websites, consumer affairs, dealer websites and the dealership lot.

Long says: “There’s not a better tool to manage and connect all of those pieces together than social media. That’s our goal-to make sure we’re tying those pieces together.”

You can watch Long’s full presentation here. A version of this article first appeared on SocialMedia.org.

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Survey: Emotional compatibility drives hiring decisions

Do you want to attract and retain top performers? It might be time to start looking more closely at how you foster relationships. Candidates are driving the job market in 2016 and they are increasingly making professional decisions based on emotional compatibility with their prospective employer. In fact, according to a recent survey of American office workers, positive emotional connections and work relationships are no longer just a luxury for employees and job seekers—they’re a necessity. This priority on relationships is forcing employers to rethink their strategic approach to hiring, candidate retention and growing corporate culture. Relying on emotional intelligence factors and personality data are driving the American workplace to become a new emotional workplace.

Applying the science of personality and emotion.

Survey data shows that compensation alone is no longer enough of a singular selling point for top performers and job candidates. There needs to be a promise of connection and autonomy, coupled with responsibility on behalf of the employer to identify what can be controlled and improved when problems arise. When asked to rank the top three reasons they look for a new job employees cite friction with managers, poor internal communication and lack of empowerment via workplace/cultural policies. The theme of problems arising through strained relationships can be heard loud and clear.

[FREE DOWNLOAD: How do you communicate with employees who are on their feet all day?]

So how can employers guarantee solid relationships between employees and a collaborative, productive work environment? Getting actionable insights, like the business world has grown so accustomed to, out of these three pillars may seem like a daunting task. But there is one critical though often overlooked tool employers can employ: personality data.

Related: Four tips to land top talent for your company.

If used properly, personality data gives the employees extremely valuable insight into their colleagues, managers into their reports and executives into their companies as a whole. This allows employers to re-think their strategic approach to hiring, candidate retention and growing corporate culture for lasting success.

Personality assessments that are built to hone in on an employee’s work style, examining workplace motivators, triggers, etc. are a valuable first step for gaining insights into employees. Taking an analytical look into these traits can make it easier to implement a meaningful, proven strategy for improving the emotional intelligence, corporate culture and bottom line of a brand. Here are a few ways this data can be used to a business’ advantage.

Make sure each employee feels company-wide respect.

Employers need to understand their employees unique work style, habits and environmental needs. Taking into account how employees derive satisfaction and view accomplishments on the job will go a long way, as not everyone translates achievement, success or failure in the same way. With personality data, you can parse out how each personality style responds to a spectrum of job factors, and use that data to inform business structure and build a better emotional workplace.

Related: The CEO’s checklist to keeping employees happy and fulfilled.

Re-think team structure, based on personality and work style.

Don’t forget to think about how you can help employees build strong relationships with colleagues. Top performers place a lot of value on having a cohesive team that works well together and understands each other’s needs. Making sure they are matched with peers who balance their style or jive well—even if they’re a different personality type—will increase productivity for individuals and teams and mitigate avoidable job snafus.

Learn the difference between management style and preference.

Train managers to know and take into account how each of their direct reports works best, and acknowledge the differences. Place importance on matching the right mentee with the right mentor. Having a strong rapport with their boss and/or supervisors will make employees more satisfied and lead to better business outcomes for all involved.

Related: The strengths and weaknesses of your leadership style.

Employee retention will be defined by emotional connection.

50 percent of American office workers have stayed at an unsatisfying job because of positive emotional relationships. Conversely, 65 percent say they would look for a new job because of poor internal communication. The unifying factor in both of these responses is the importance connections played for workers. It’s a strong indicator that companies need to re-think how executives, managers, and employees convey emotional intelligence in the workplace.

In the candidate-driven market this becomes especially important, as companies will live and die by emotional intelligence. They will increasingly need to learn what makes their employees feel emotionally fulfilled at work on both an organizational and personal level—and implement policies, processes and technologies that can help facilitate such experiences.

Jason Wesbecher is CMO of Mattersight and CEO of Docket. A version of this article originally appeared on Entrepreneur.com. Copyright © 2016 Entrepreneur Media, Inc. All rights reserved.

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Campaign denies plagiarism in Melania Trump speech at RNC

In marketing, imitation campaigns are often seen as forms of flattery.

In speechwriting and public speaking, lifting the words from another source is called plagiarism.

Accusations of “cribbing,” “plagiarism” and “word stealing” were flying within minutes after Republican presidential candidate Donald Trump’s wife, Melania, spoke Monday night at the Republican National Convention in Cleveland.

From Time:

A passage Trump read about her upbringing borrowed heavily from the structure and phrasing used by Michelle Obama in her 2008 convention speech.

“They’re nearly identical,” wrote former Obama speechwriter Jon Favreau, in response. “Somebody is seriously fired.”

Journalist Jarret Hill tweeted the initial accusation, which opened the floodgates online:

Here’s the portion of Trump’s speech that raised red flags and prompted the derisive hashtags #FamousMelaniaTrumpQuotes and #MelaniaSpeeches to trend overnight:

From a young age, my parents impressed on me the values that you work hard for what you want in life: that your word is your bond and you do what you say and keep your promise; that you treat people with respect. They taught and showed me values and morals in their daily life. That is a lesson that I continue to pass along to our son, and we need to pass those lessons on to the many generation to follow because we want our children in this nation to know that the only limit to your achievements is the strength of your dreams and your willingness to work for them.

The Trump campaign’s response: Denial

Very early Tuesday morning, Trump camp’s senior communications advisor, Jason Miller, issued the following statement:

Campaign staff continued to deny the allegations in an additional interview on CNN.

“To think that she would do something like that knowing how scrutinized her speech was going to be last night is just really absurd,” campaign chairman Paul Manafort told CNN. “There’s no cribbing of Michelle Obama’s speech. These were common words and values. She cares about her family. To think that she’d be cribbing Michelle Obama’s words is crazy.”

Many are calling the speech similarities undeniable and are asking Trump to apologize.

[RELATED: Speechwriters, join our new LinkedIn group and meet the world’s best executive communicators. Get free tips and strategies, too.]

From Chicago Tribune columnist John Kass:

The Trump campaign is now the 8-year-old boy with chocolate cake all over its face, telling mom he didn’t have any snacks before dinner.

During an Illinois delegation breakfast early Tuesday, Chicago Tribune statehouse reporter Monique Garcia reported that Trump’s former manager, Corey Lewandowski, said staffers responsible for the Melania Trump speech must be held accountable.

Kass adds what many are echoing online:

Now the Melania issue isn’t just about a speech, but about how Donald Trump may govern if he’s elected president.

You don’t wing a speech at a convention. You make sure it wasn’t taken from someone else. Not doing so raises legitimate questions about whether you have any idea how to run a national political campaign.

And you don’t wing it in the Oval Office. The smart thing to do would be to present the metaphoric head of Melania Trump’s speechwriter to the media.

Online chatter

By mid-morning Tuesday, Yahoo Finance reported that the verified account belonging to @TheJusticeDept tweeted a link to CNN’s coverage in what users dubbed “trolling.”

Although the tweet was quickly deleted, it was retweeted by a reporter for The Atlantic:

In response, media relations pro Brad Phillips tweeted:

Yahoo Finance attributes the flub to a staffer confusing the Justice Department’s Twitter account with a personal account:

So why exactly is the Justice Department, which normally only uses its Twitter account to announce serious policy and criminal justice matters, making remarks about Melania Trump? The answer, as Twitter users have pointed out, is almost certainly that a staffer, who has access to the agency’s social media tools, inadvertently tweeted from the @TheJusticeDept account rather than his or her personal one. These sort of foul-ups are not uncommon in the corporate world, where social media marketers have tweeted embarrassing messages from official brand accounts.

Last words

Tuesday afternoon, CNN reported that the Trump campaign has no plans to “fire anybody on the campaign or to take any disciplinary action against anyone.”

Here’s more from CNN:

As campaign chairman Paul Manafort indicated at his morning news conference, the campaign’s posture is to simply move on from this without addressing it any further.

Sources familiar with the campaign’s handling of Melania Trump’s speech identify top Manafort deputy Rick Gates as the person inside the campaign who oversaw the entire speech process for Melania Trump. Gates is denying he oversaw the Melania speech process.

The office of the first lady has yet to respond to the comparison of her 2008 speech.

What do you think, Ragan readers? Was the Trump campaign right in dismissing the similarities in the two speeches, or should campaign staffers be held accountable? What effect might this have as the controversy festers?

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Why 'sticking to key messages' is not always good advice

The prevailing wisdom in PR has been that you should keep hammering away at the key messages you’re trying to get across in a media interview, no matter what.

Is the reporter asking you a completely unrelated question? Doesn’t matter—repeat your key message.

Do they want to speak to you about an issue or topic your key messages don’t even cover? Doesn’t matter—repeat your key message.

Is the interview a fairly relaxed conversation about your company’s strategy, rather than a reputation-destroying crisis? One size fits all—just repeat your key message.

If you do this enough, this line of PR thinking goes, your points will stick and the reporter will repeat them. The industry even gave this approach a name of its very own: “block (the reporter’s actual question) and bridge (to your key message).”

Great—except it rarely works.

[RELATED: Think like a journalist to get your story covered at our PR Writing Conference.]

Without a doubt, messaging is vital to PR success. Your spokesperson or leader should know the story they want to tell, how to tell it and why. However, that’s very different from the “block and bridge” definition of a key message: a narrowly worded statement, aimed exclusively at promoting the speaker’s self-interest and repeated ad nauseam.

Leaders are counseled to “block and bridge” when they speak with reporters because of the illusion of control it creates. After all, if every single one of your answers contains the same one or two points you’re trying to convey, the reporter is bound to use them somehow.

You’re also creating a simple script for your spokespeople to follow, which makes missteps less likely. Nothing bad can happen if you talk only about how great you are or how well your company is doing, right?

This logic might make sense at first blush, but I have seen it in action both as a reporter and during my communications career, and the results just don’t bear it out. Here are a few reasons why this approach doesn’t work most of the time:

It erodes trust and insults the reporter.

Imagine a reporter asks you about the economy’s impact on your business, and you answer by saying, “That’s a good question, but the real point here is how well equipped we are to continue to deliver sustainable earnings growth.” Block, bridge, key message. Great.

Of course, what’s really happening is you are openly showing that you don’t understand or care about what the reporter is trying to do and why you’ve been given the opportunity in the first place. You’re also implying you think you can defeat the reporter’s professional-grade spin detector through brute force alone. You can bet the reporter knows this, and it can cost you interview opportunities down the road, in addition to destroying any existing trust.

Years ago, while working as a journalist, I called a soft drink company for a story about the industry. I wanted to speak to someone in marketing about the sales decline in one product category. The company could have offered someone who was willing to acknowledge that the market had changed, and who could talk about what the company was doing about it.

Instead, I was treated to a “block and bridge” interview about how everything was completely, unequivocally great. Rather than a conversation, the exchange felt as though the spokesperson was reading a set of two or three key messages to me, over and over again, regardless of what I was asking. It was a frustrating waste of time. I never used any of the comments, and didn’t bother calling the company for future industry coverage.

It hurts your brand and authenticity.

Even if you succeed at jamming your key message in the reporter’s face enough to get them to print some version of it, there is a good chance your quote will be highly incongruous with the rest of the story, or taken out of context altogether. I’ve also seen many instances in which interview subjects were perplexed as to why a journalist paraphrased what they said and parked it at the bottom of the story—or did not quote them at all.

Quite often, repetitive, lazy and blatantly self-promotional “block and bridge” key messages are to blame. I recall reporter colleagues complaining of being “key messaged to death,” which was synonymous with a wasted interview.

You also have the audience to consider. The customers, prospects, investors and other stakeholders who read, watch or hear your interview could see you as absent, inauthentic, unrealistic or thoughtless. This can have long-lasting, negative ramifications for your brand and your stock price.

It wrongly assumes all media requests the same.

To be fair, “block and bridge” can work when you’re facing a legitimate crisis, with little available information early on, as well as a rapidly evolving storyline. For example, if an equipment failure at your company causes a power outage, you will only be able to tell the media that you’re investigating, at least until you have more information, no matter how many questions they ask you.

The same is true when you’re trying to protect your reputation in a news cycle during which rumor and inaccuracy have tainted the coverage. When you’re trying to set the record straight, factual repetition can be key.

However, in the vast majority of media interviews, adopting the “block and bridge” strategy comes across as needlessly wary, cautious and even paranoid.

For example, if a new competitor to your business emerges and a reporter comes calling, you shouldn’t assume they are “out to get you.” It’s great that you’ve been given a chance to insert yourself into the story. It’s an opportunity to talk about what sets you apart, how your leaders have shaped the industry thus far and how you will innovate to stay ahead.

There is a better way.

Experienced and confident leaders know when to ignore the “block and bridge” counsel, and savvy communications advisers who truly understand the media very rarely invoke it.

Good spokespeople and their advisors know the story they want to tell and, notably, how to tell it authentically, transparently and in a compelling way. Again, it’s important to know and understand your messaging, rather than to drill home a set of rigid “block and bridge” key messages.

I firmly believe that PR success for companies hinges on healthy, respectful, give-and-take relationships with reporters and editors. That means an open and mutual understanding of each other’s goals, and of what makes a good story.

“Block and bridge” tactics almost never have a place in this sort of worldview. When a good storytelling relationship exists between an organization and a media outlet, there is no room or need for repetitive stonewalling with irrelevant key messages to hammer home a point.

Focus on storytelling.

That doesn’t mean leaders and companies should abandon any hope of telling a strong, positive story about their businesses. Quite the opposite—narrative arcs in which adversity is overcome can be truly compelling, especially if they’re anchored around human, multi-dimensional characters. Are you telling a good story? That should be the focus.

In addition, if you build trust with reporters, over time they will become more willing to listen to the story you’re trying to pitch, just as you will become more interested in listening to their queries when they come calling. They’ll also be more receptive to hearing your side when crisis hits.

So, as you get ready to act on your next media interview, think about more than just your company’s key messages. Begin long before then: Connect with the reporters and bloggers who cover your company, and see what they find interesting about you and how you can help each other.

Wojtek Dabrowski is the founder and managing partner of Provident Communications, a boutique corporate communications firm based in Toronto. A version of this article first appeared on LinkedIn.

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Monday, July 18, 2016

5 mistakes to avoid when sending LinkedIn requests

Given the expanse and importance of LinkedIn, most people try to add and accept meaningful connections on the professional network.

Still, there are reasons why you might not be making the connections you are hoping for:

1. You’re not sending a personalized message

If someone walked up to you at a networking event and said, “I’d like to add you to my professional network,” you would probably give him a confused look. Sending a generic LinkedIn invitation to a stranger without introducing yourself is a big mistake.

Instead, check their profile and find a meaningful interest that you share. Start by introducing yourself, and then mention the thing you have in common. Your potential connection needs to understand who you are. It is also crucial that they see how they, too, can benefit from this professional connection.

2. Your profile is lacking significant information

If you don’t have a headline or a professional profile photo, chances are your connection requests are going to be ignored. Having a complete LinkedIn profile and optimizing it for search help potential connections to know that you are legit.

[FREE WHITE PAPER: Help your executive master three basic areas of communication.]

How can you make sure that your LinkedIn profile is complete? Make sure you have these important components:

  • Headline. Describe what you do and whom you work for.
  • Summary. This is arguably the most important element on your profile. The LinkedIn algorithm searches for keywords on your page, so take full advantage of the 2,000-character space to tell people what you do. Jazz it up by adding mixed media, such as images and videos.
  • Experience. Your profile will seem incomplete and humdrum if you don’t go beyond what’s on your résumé. Adding relevant images, videos, presentations or articles will help your profile stand out and enhance your credibility.
  • Endorsements . Unfortunately, our competitive society loves numbers. Opting out of endorsements or having very few will make your profile seem suspicious. Reach out to family members or co-workers to boost endorsements.
  • Connections. When someone is considering your invitation, they think, “How will this connection benefit my network?” Ten to 20 connections is a small, unimpressive network. Try connecting with friends, co-workers, family members, neighbors, fellow alumni and former colleagues before you send connection requests to prospects and recruiters.
  • Customizable LinkedIn URL. You can create your URL based on your first and last name or the industry in which you are knowledgeable.

Although there is no one right way to craft a LinkedIn profile, you will be more likely to connect with prospects and recruiters if your profile is complete and optimized.

3. Your spelling, punctuation, and capitalization is flawed.

If you have improper spelling, punctuation and capitalization, people will be inclined to delete your request. Most prospects and recruiters will call you out for it every time. On a professional network, you must clean up your mistakes and have a polished profile.

4. You’re spelling their name wrong.

Check and double-check the name of your potential connection. If you misspell their name or call them by the wrong name, you will be ignored.

5. You’re trying to sell something.

If you want to sell something to a prospect on LinkedIn, do not try to do so on your initial request. Many prospects and recruiters want to cultivate their professional networks. They don’t want you sending some crappy sales pitch to all their connections. Try having a more meaningful conversation rather than sending a template sales pitch.

No matter how you change your approach to connecting, some people will not accept your request. Don’t take it personally; users have varied philosophies. It might just be an indication that your targeted person isn’t seeing what they would gain by connecting with you.

Why do you accept or reject LinkedIn connection requests?

Melinda Lathrop is a PR major at Champlain College and a social media intern at Delta Marketing Group. You can see more of Melinda’s work at http://ift.tt/29OWUhf. A version of this article originally appeared on LinkedIn. ·

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Navigating AMEC's new framework for measurement

(Author’s note: In the interest of transparency, I run a consulting organization that designs measurement programs so I could conceivably profit from helping people fill out the framework. I’ve also developed a different framework that I use in my work called the 6-Step System for Perfect Measurement.)

The hottest thing in measurement this month is AMEC’s new integrated evaluation framework, unveiled with great fanfare at AMEC’s International Summit in London.

It’s an interactive version of the original AMEC framework, intended to make it easier for clients to implement Barcelona Principles/standards-compliant measurement in their organizations.

It features multi-colored squares. Each one requires you to provide information about your organization’s campaign or program. The seven squares are:

  1. Objectives
  2. Inputs
  3. Activity
  4. Outputs
  5. Outtakes
  6. Outcomes
  7. Impact

When you click on each square it asks you questions such as, “What are the broad objectives of your organization?” and then, “What are your communications objectives?”

Visually, it is certainly an enormous improvement over the old framework, and its interactive nature is a lot less daunting than the old PowerPoint version. In the end, it will be just as challenging to fill out as the earlier version because all the problems inherent in the old framework still exist, despite the sexy new front end.

Sure, there’s a taxonomy that offers examples of the types of answers they’re looking for, but the confusion will persist because the very smart people who created the framework live and breathe measurement every day of their working lives. Many people, if not most, work primarily with large, sophisticated organizations that have at least some background in measuring results.

Unfortunately, that is not your typical PR enterprise. The vast majority of PR is for small to mid-size businesses, restaurants, NGOs and government agencies. These are the people who show up at conferences, attend workshops, and participate in webinars-and they’re asking far more basic questions than the framework will answer.

I filled out the new framework (twice) using a recent PR campaign. In this first round, I used the responses that members of the PR team gave at our first meeting:

 

The initial conversation left large gaps between what they saw as organizational objectives of the particular event. There was considerable confusion between inputs, activities and outputs, and no clear connection between the organization’s objectives and what the actual impact would be.

In working with the client, we did eventually identify target audiences and objectives. We connected the dots between the communications activity and the ultimate impact. Furthermore, they now have a wonderful working dashboard offering information with which to update management on what was a waste of effort (or not a waste of effort). It just took a bit of time to sort out the definition of “working” and “not working.”

I filled out the framework again, this time with the information I used to make their dashboard. After a long day of checking the taxonomy and making sure I had put everything in the right boxes, I have these tips for anyone trying to do the same:

1. Before you Google “AMEC framework,” do your homework.

What all measurement requires-regardless of what framework, tool or anything else you employ-is a thorough understanding of the organization’s business goals, such as, “What is the mission?” and, “How does it make money?” and, “What is the perceived role of PR in that process?”

For agency folks, this is your biggest weakness and one reason why PR gets no respect when budgets get tight. If you don’t have an agreed-upon definition of how PR contributes to the success of the organization, then you’ll never get past square one (literally).

So meet with your boss, your boss’s boss or whoever is asking, “What have you done for me lately?” and make sure you agree on what the organizational goals are and how PR contributes to them. Click here for a recipe that will walk you through the process.

2. Bake cookies to find your “inputs.”

Some answers to the framework questions about target audiences and strategy may lie in other departments. Depending on the size of your organization, information on specific target audiences/personas or even overall strategy may well lie in sales, marketing or customer intelligence. If you’re at a nonprofit, answers may reside in membership or development. In government agencies, there may be a data center or a committee that has the answers.

[FREE WHITE PAPER: Ninety-three percent of communicators think it’s important to measure the impact of internal communications.]

Visit whatever departments hold the clues-and bring treats. I’ve always gotten much more information with chocolate chip cookies than an email. Depending on their stress level, a good scotch can also be an excellent persuader.

3. Look at the communications budget for “activities.”

What you’re really doing with this framework (and any measurement program for that matter) is determining what efforts are worthwhile and which are not. The fundamental concept is “worth,” which implies a financial or resource commitment. Rather than offering a list of activities, which could quickly become a nightmare of random metrics, you should list only those activities that require either a significant amount of money, time or other resources. (You can get to the others later.)

Because the Conclave on Social Media Measurement Standards has determined that you “earn” a share, I wouldn’t even bother with the “S” column; just include any shared data under “earned.” Also, note that “earned” doesn’t mean what you have already earned, but rather what you plan to do in terms of “earned” media-e.g., what you’re writing, the nature of the media outreach, speechwriting or anything that is going to require resources.

4. Outputs are what you’ve checked off your to-do list.

After you’ve listed all the activities, now you need to see what actually happened: Did any of that activity reach the agreed upon target audiences? This is where you can “count” the number of news items that ran or that you “earned.” Tally up the paid media placements and anything that was shared. Add the data on clicks, time on site or whatever metrics you’ve agreed are important from your web analytics platform.

If you’re measuring events, count the number of attendees, as well as anyone who used your hashtag. Whatever you do, try to avoid completely inaccurate definitions of “reach” and “impressions.”

5. If you don’t have good survey or engagement data, skip the “outtakes” section.

Essentially, outtakes are what your target audience actually takes away from all the stuff you’ve listed in step 4. In order to understand what a member of your audience actually “takes away,” you have to ask their opinion. In other words: Are they more aware or more likely to consider or prefer your brand? Although engagement is not the same as awareness, it may be an acceptable proxy for evidence of attention on the part of your target audiences.

6. “Outcomes” should be the same as your communications goals you listed in Step 1.

Go back to Step 1 and cut and paste your communications goals in the “Outcomes” section and change the tenses. For example, if the goal was “Increase preference in the new brand by 10 percent,” then the outcome should be “Increased preference in the new brand by 10 percent, as measured by pre/post testing.” If that didn’t happen, prepare a good explanation.

7. “Impact” should be the same as the organizational goals you listed in Step 1.

Go back to Step 1 to copy and paste the business goals in the “Impact” section and change the tenses. For instance, if your organizational goal is “Generate a 10 percent increase in qualified leads from communications activities” or, “Increase support for independence by 10 percent among Scottish women,” your impact should be “Increased support for independence among Scottish women by 10 percent as measured by an average of public polls.” If the impact is different, prepare a good explanation.

Ultimately, I love this framework, not because it is perfect, nor even particularly easy to use, but because it poses the kind of questions that I’ve been answering for 30 years.

What has been your experience using this framework? Please offer your insights in the comments section.

A version of this article first appeared on Paine Publishing.

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