How much planning has your organization dedicated in enhancing (or, God forbid, establishing) a creative corporate culture?
First, let’s get a grip on the “creative” in creative corporate culture. Creativity isn’t just for design firms, art studios and elementary craft projects. Creativity and creative thought is necessary for all agencies and communication professionals who seek innovative strategies for their clients. Consider your organization’s best and brightest idea—was there not a light bulb of creativity that popped on (even flickered) that lead you down the path of project righteousness?
It’s also important to recognize that culture comes from the people—it is the people. Think about the individuals within your organization—what are their personalities like? Who are they outside of work? What tickles their fancy? All of these things lend to the culture of your organization, and ultimately your agency’s product. Once we begin tapping into these quirks, culture begins to form.
As daunting as the idea of a creative corporate culture may seem, fear not my fellow PR and marcom professionals. If you are one of the bold and daring to take on the challenge of building said culture in the New Year, here are a few tips for your right brain to digest:
1. Get a desk tchotchke, already. Culture is built by sharing parts of our personality with those around us—what better place for that than your workspace? If your personality could be personified by something small that fits on your desk, what would it be? Find that thing, embrace it and share it!
2. Build a community space. Forget the archaic days of water cooler chats. People like to hang in hip spaces—gather ‘round a Wii, create a community bulletin board or have a reading nook filled with industry related publications. As the saying goes, “if you build it, culture will come.”
3. Play games and buy toys. Incorporate games (and yes, even toys) into traditional office activities. Play a round of Apples to Apples before a staff meeting, or leave baskets of building blocks around the office. Using different parts of the brain is important to creativity and improving the overall quality of our ideas.
4. Find a platform and give back. A surefire way to build corporate culture is engaging team members in charitable activities—it feels good to give back, and when you do it as a group it creates unique bonds and fun memories. Find a kooky charitable activity in your town and make a day of it!
5. Eat, drink and be creative. The easiest way to enhance an organization’s culture is eating together. Consider a monthly potluck where staff can bring their favorite fares for teammates to enjoy. Encourage exotic recipes and fanciful presentations—these always create a buzz around the office.
“The On-Demand Brand: 10 Rules for Digital Marketing Success in an Anytime, Everywhere World” characterizes the challenge of demanding attention from a new generation of consumers who want what they want, when they want it, and where they want it. Here are the new marketing rules I support:
- Insight comes before inspiration. Innovative marketing starts with customer insights culled from painstaking research into who your customers are, and how they use digital media. Then it’s time to innovate through the channels or platforms that are relevant.
- Don’t repurpose, re-imagine. Digital quite simply is not for repurposing content that exists in other channels. It’s about re-imagining content to create blockbuster experiences that cannot be attained through any other medium.
- Don’t just join the conversation, spark it. Create new online communities of interest, rather than joining existing ones. Ask why it should be, and why customers should care. Then give them a reason to keep coming back. Keep it real, social, and events-based.
- There’s no business without show business. Remember Hollywood secrets. Your brand is a story; tell it. Accentuate the personalizable, own-able, and sharable. Viral is an outcome, not a strategy. Make people laugh and they will buy.
- Want control? Give it away. Several companies, including Mastercard, Coca-Cola, and Doritos have let customers build commercials and design contests, with big rewards for the customer and for the company. That’s giving up control, with some risk, to get control.
- It’s good to play games with your customers. Games are immersive, but shouldn’t be just a diversion. They need to drive home the value proposition. Don’t forget to include a call to action, like leading people to the next step of the buying process.
Experts have defined engagement as a persistent state of work fulfillment. This fulfillment translates into enthusiasm and passion, higher than average levels of concentration and focus, and an irresistible boost of energy. Indeed, passion, focus, and energy are key components of engagement. Take away any of these factors and engagement suffers.
The potential positive impact of engagement on the organization’s bottom line is substantial. In 2002, the Journal of Applied Psychology released a meta-analysis of 7,939 business units in 36 companies that related engagement to improvements in customer satisfaction, productivity, profits, turnover, and safety records. More recently, a 2006 study in the Journal of Managerial Psychology connected engagement to employee satisfaction and commitment.
Moderation governs employees’ energy. Simply put, workers cannot feel exhausted and be engaged at the same time. Interestingly, the 2003 study “Recovery, Work Engagement, and Proactive Behaviour” in the Journal of Applied Psychology connected regular repose and engagement. Moderation reminds us that people need to recharge their batteries.
Manager represents empowerment. Employees seem more engaged when they have some decision-making power and a greater sense of control over their jobs.
Moon symbolizes learning. In general, people are more engaged when activities tax their energy and intellect. This factor feeds employees’ confidence and sense of accomplishment, adding meaning to the job.
Read about the other eight M’s in this article in Training & Development, Jan 2008
Video has become an essential marketing tool. It’s a great way to tell your story, show the human side of your business and communicate highly complex ideas in an easy to digest manner. But while video has the power to deeply engage, it also has the power to bore the viewer to tears—and creating compelling video is different than writing, say, a compelling blog post.
Starting a camera and spouting out a thousand words of brilliant prose does not make a compelling video. There are proven techniques and tools that can help make your videos engage, hold attention and wow the viewer. Here are 10 tools that can help you get started.
1. Prezi. This is a interesting take on the slide presentation as it allows you to create one giant and more easily connected idea and then use the tool to zoom, pan and fly all around the presentation to create a really dynamic feel. It’s not the easiest tool to master, but check out some of the incredible examples on the site to get inspiration.
2. YouTube Editor. I like this tool because it’s free, and because you’re using YouTube to host and stream your videos anyway, it gives you some nice editing capability right in YouTube. You can also add annotations and transcripts to your videos making them more SEO friendly.
3. Camtasia. This PC and Mac desktop software is the market leader in the screencapture video world. Screencast videos are a great way to demonstrate how something online works. Camtasia has some nice features that allow you to add focus to areas on your screen as well as annotations and URLs.
Sometimes it’s darkest just before the light. Here are 11 great articles to assess the times we’re in, and plan for better days.
Five C’s for Communicating in this Crunch
We’ve developed a gut-check list of “Five C’s” to help guide communications on dire economic subjects, from news releases to corporate Web sites to internal communications.
10 Tips for a Challenging Economic Environment
9. Communicate authentically. Strong leaders acknowledge the challenges they struggle with and, by doing so, build trust among followers. Rather than being a sign of weakness, it’s a sign of strength.
Marketing and PR tactics, budgets likely to change during recession
What companies don’t realize is their marketing budget will go a lot further and create much more buzz in a down market. As your competition pulls back, you should become much more aggressive. When you do, you will achieve top-of-mind status and grab market share as the economy stabilizes and will be able to remain on top during the next upswing in the economy.
Are You a Media Savvy Leader? How Agency Heads Can Boost Results in a Tight Economy
I think the inability of the PR business to really comprehend what Web 2.0 is about is shocking. So, real leaders get in there and they take a look at the trends in media and online and get active there. For example, if you’re going to offer a CEO blog, you have to be prepared to spend an hour a day doing it—not every other day. Also important is understanding and respecting the online world’s mindset of sharing—it’s all about developing conversations with constituents.
Your website can thrive in a recession
It is 14 times cheaper to allow a customer to complete a task on a website than to have the customer complete the same task over the phone. The Web is 35 times cheaper for completing such a task than a face-to-face interaction. Isn’t that a compelling business case for a website during a recession?
The range of possible futures confronting business is great. Companies that nurture flexibility, awareness, and resiliency are more likely to survive the crisis, and even to prosper.
Time to Reboot: What to Expect in Politics, Policy and PR in 2009
For those in consumer PR, this will be a tough year as product-side clients retrench. But if you are engaged in advocacy PR, public affairs or crisis communications, 2009 may be a robust year for your business, especially if you can hitch things to the “change” agenda in Washington and on Wall Street.
Social Media Begins Forcing the Totally Transparent Layoff
The combination of social media technology such as Twitter—where people post updates about themselves online at Twitter.com—and a cultural shift toward greater personal disclosure means more and more employees will document details of their dismissal, said Jennifer Benz, a communications consultant based in San Francisco.
Give Data a Human Touch to Weather the Economic Storm
The key, say many experts, is to use customer data and analytics for its original purpose: forging stronger customer relationships.
Market Smarter in 2009: Make the Right Choices
Remember two words: frequency, consistency. Even with finite resources, it’s vital to maintain a level of frequency and consistency. It is crucial to stay in front of your customers and prospects. You should never disappear for stretches at a time. If that means you need to focus marketing efforts on a few of your strongest market sectors, do it.
5 Lessons on Marketing for the Recession
Lesson: Keep hiring channels open and be pickier than ever. For anyone who hasn’t read Hard Times or any of the Studs Terkel interview compilations, they are an incredible insight into people’s attitudes and behaviors throughout history. I highly recommend
INTEL
Always pause and think before posting. That said, reply to comments in a timely manner, when a response is appropriate. But if it gives you pause, pause. If you’re about to publish something that makes you even the slightest bit uncomfortable, don’t shrug it off and hit ‘send.’ Take a minute to review these guidelines and try to figure out what’s bothering you, then fix it. If you’re still unsure, you might want to discuss it with your manager or legal representative. Ultimately, what you publish is yours – as is the responsibility. So be sure.
Perception is reality. In online social networks, the lines between public and private, personal and professional are blurred. Just by identifying yourself as an Intel employee, you are creating perceptions about your expertise and about Intel by our shareholders, customers, and the general public-and perceptions about you by your colleagues and managers. Do us all proud. Be sure that all content associated with you is consistent with your work and with Intel’s values and professional standards.
It’s a conversation. Talk to your readers like you would talk to real people in professional situations. In other words, avoid overly pedantic or “composed” language. Don’t be afraid to bring in your own personality and say what’s on your mind. Consider content that’s open-ended and invites response. Encourage comments. You can also broaden the conversation by citing others who are blogging about the same topic and allowing your content to be shared or syndicated.
How should employees behave as company representatives on social media platforms?
- Transparency. Should employees acting as company agents identify themselves? Should they use their own names? Should they list their job title? Should there be specific rules that apply their use of photographs or avatars?
- Confidentiality. What information are employees allowed to disclose? Is this information already public? If not, does it require specific approvals? Who gives permission for release of non-public information? Is the information of competitive value?
- Financials. How should employees discuss corporate results or financial situation? This is particularly important for publically traded companies where regulatory agencies are involved.
- Copyright. How are intellectual property (aka IP) issues to be handled? What are the internal procedures? To whom should employees address their questions?
- Competitors. Since social media forums tend to be open to the public, how should employees treat competitors and their representatives? Are there specific procedures that they should follow?
You must decide – as an organization and as an individual team leader – what spirit you intend to convey with the participation of your employees in social media.
If your intention is for them to be simply mechanical amplification vehicles for a very carefully crafted marketing message, that can work. You’ll likely see some results in terms of absolute reach and volume of short-term message resonance. You will sacrifice a degree of credibility on behalf of your individual representatives and personality and genuineness on behalf of your brand in favor of a consistent, safe(-r) message. You will also likely sacrifice culturally, since your employees will realize they’re part of a marketing machine, not someone who is entrusted to help build and shape a brand.
If your intention is for employees to become individual voices for your organization and unique representatives of your company’s values, personality and diversity, that can work too. You’ll likely see results in terms of trust and affinity for your brand as well as better identification of your advocates, both internal and external. You will sacrifice a certain amount of stability and potential consistency of message in favor of communications that are more unique and individual. You’ll also sacrifice some predictability around outcomes and need to rely on strong education and culture initiatives to guide your teams and hone their own sense of good judgment.
The bottom line: governance and guidance is important. But it’s a means to more scalable social media, not the end.
We’ve said many times here — and will continue to — that social business transformation is far more cultural than it is operational. Getting your employees involved is no different, and your policies and guidelines need to consider not just what you don’t want to happen, but instead what values, vision and intent you want your teams’ social media participation to convey.
You must decide – as an organization and as an individual team leader – what spirit you intend to convey with the participation of your employees in social media.
If your intention is for them to be simply mechanical amplification vehicles for a very carefully crafted marketing message, that can work. You’ll likely see some results in terms of absolute reach and volume of short-term message resonance. You will sacrifice a degree of credibility on behalf of your individual representatives and personality and genuineness on behalf of your brand in favor of a consistent, safe(-r) message. You will also likely sacrifice culturally, since your employees will realize they’re part of a marketing machine, not someone who is entrusted to help build and shape a brand.
If your intention is for employees to become individual voices for your organization and unique representatives of your company’s values, personality and diversity, that can work too. You’ll likely see results in terms of trust and affinity for your brand as well as better identification of your advocates, both internal and external. You will sacrifice a certain amount of stability and potential consistency of message in favor of communications that are more unique and individual. You’ll also sacrifice some predictability around outcomes and need to rely on strong education and culture initiatives to guide your teams and hone their own sense of good judgment.
The bottom line: governance and guidance is important. But it’s a means to more scalable social media, not the end.
We’ve said many times here — and will continue to — that social business transformation is far more cultural than it is operational. Getting your employees involved is no different, and your policies and guidelines need to consider not just what you don’t want to happen, but instead what values, vision and intent you want your teams’ social media participation to convey.
Read full article via sideraworks.com
- Strategic communications help a business achieve its objectives. That is their purpose.
- Effective communications are those that produce measurable results and they can be a competitive differentiator.
- There are costs associated with communicating, but there can be costs associated with not communicating as well. Internal communications seek cost-effective and creative solutions to solve complex communications challenges.
- Employees are drowning in information, but starving for understanding. Our job is to make the important interesting.
- Credibility is the foundation upon which effective communication is built. Unless it is believed, a message has no worth.
- Face-to-face communication is the most desirable form of communication because it is immediate, personal and interactive. Most employees say their immediate supervisor is their preferred and most credible source of information about the business.
- Communication is, by definition, a two-way process. Feedback mechanisms must be part of every employee communication.
- Communication is a management responsibility. Internal Communications supports leaders by serving as consultants, facilitators and resource partners.
- As in any effective strategy, form should follow function. The medium is the message.
Joe Pulizzi over at the Content Marketing Institute recently shared a fascinating video presentation from Coca-Cola about their upcoming marketing strategy.
The short version?
Content marketing has arrived.
For more than 100 years, Coca-Cola has been one of the world’s foremost practitioners of what they call “one-way storytelling.”
(You and I call that an advertisement.)
But Coke — in the form of their brilliant VP of global advertising strategy, Jonathan Mildenhall — is looking around and realizing that the 30-second television ad won’t take them where they want to go next.
To do that, they’re turning to the tool that’s quickly becoming the most important strategy for smaller businesses — content marketing.
For anyone who still thinks that content marketing is some kind of fad, take a look at the thinking (and dollars) going into Coca-Cola’s marketing strategy, aimed at doubling worldwide consumption of Coke by the year 2020.
The videos are compelling, but they’re also packed with advertising jargon that can be about as intelligible as Klingon.
And yet, this is a peek into a great marketing and advertising mind — and there are some juicy strategies we can carry off and implement in the real world.
Here are a few of my favorite ideas from Mildenhall’s presentation
The term “content marketing” sounds like a hip buzzword to describe the latest marketing craze, but in reality, the concept has been around since the first newsletters came rolling off the presses.
And if there’s one single reason why companies around the world continue to incorporate “content marketing strategies” into their yearly plans – it’s because it has been working for hundreds, if not thousands of years!
Let’s go over a short recap as to why content marketing is a good marketing strategy to employ for today’s online audience:
- Show You’re an Authority on a Subject – When you offer unbiased and valuable information on a given subject matter, you earn trust with people who visit your blog or website. And as well all know, increasing the trustworthiness of your brand, tends to increase business.
- Search Engine Traffic – Ten years ago, piling on content was a surefire way to grow traffic, but thanks to content farming and Google catching on to other SEO trickery, it’s not that easy anymore. However, the more content you create, the more search engine traffic you will accumulate simply because you will be increasing your longtail search visibility. But more importantly, well written content gets linked to – and backlinks are vital for climbing search engine rankings.
- Build Your Marketing List and Readership – And as you commit to writing great content day in and day out, hopefully you are building up a list of readers whether it’s through Twitter Followers, Facebook Fans or email and RSS subscribers. As your marketing list grows, the more flexibility you have to promote and share offers to your subscribers.
The following resources below will help anyone learn about why content marketing is important to any business and how to get the most of it.
For Beginners
For beginners to people looking for primers on content marketing, these links will get you on the right track.
1. What is Content Marketing – Copyblogger’s introduction to the world of content marketing. If you don’t know what content marketing is, then this is the perfect place to start.
2. The Beginner’s Guide To Blogging & Content Marketing – Learn how to source freelance writers, promote your content, and more with this free e-book.
3. Creating Consistent Content: A Content Marketing Plan – This post will help you create a content marketing schedule and (hopefully) stick to it.
4. Why You Need To Be Doing Content Marketing – This post outlines 10 content marketing goals worth pursuing.
5. The Time For Content Marketing Is Now – A call to arms post on why you need to be jumping on content marketing now. Post also includes stellar examples of content creation done right.
6. The Periodic Table of Content – Types of content broken down into ‘elements’ on a periodic table. An easy way to look at what types of content there are and approximately how long each type of content should be.
7. 7 Content Marketing Myths: Selling the C-Level – It’s not easy to get executives to buy in to new marketing initiatives – use some of the tips in this post to learn how to sell the c-level on content strategy.
8. The Content Marketer’s Guide To Web Content – This is an introductory post to the different types of content on the web with some examples of where + how you can use them. If you ever need a primer on content, this is the post to refer to.
- Make a list of critical vs. non-critical activities. As in, which ones will impact my customers and the current or future survival of my business? Then, focus only on those essential activities. Eliminate, delegate, or postpone everything else.For me, that meant I cancelled a bunch of non-essential social, community and volunteer activities. This is a great way to find out what you’re really, truly passionate and energized about. I found I easily ditched my boring Dreamweaver course but nothing was going to get between me and my djembe drumming class (great therapy!).
- Figure out what you can reasonably do and what you can’t, with the understanding that you need to get some rest and take extra care of yourself during a stressful time. I had over a thousand emails/alerts in my inbox, most of them to satisfy my endless cravings for information. Without mercy, I deleted everything that didn’t require action.
- Set expectations up front. For me, clients consistently identify reliability as one of my core brand attributes. While waiting for hours in the hospital, I sent each of my key clients (and suppliers) a personalized but brief note. I let them know I had a family situation and that I expected to meet my deadlines, but there was a small chance I may need a bit of extra time. All thanked me for letting them know. Turns out I met every deadline.
- Be authentic (but not needy). Many of my client and peer relationships have turned into valued friendships. People in my network genuinely wanted to know how I was doing. Although it would’ve been easy, I refrained from giving them an aloof, conversation-closing “everything’s fine.” I showed them the real me and shared what I truly felt – fear, hope, exhaustion, gratitude, imperfection. In less than 30 words (they want to know you’re OK, but enough already).
- Ask for help from your support system. It doesn’t need to be big. It doesn’t need to be lasagne. Despite my fierce need for independence, I asked my mastermind group, my friends and some of my close clients to send their positive, healing thoughts, if they were so inclined. They were grateful to feel like they could help. I was grateful to feel supported. Strangely, it made us all a little closer.
Here’s a few things to remember when you’re creating a strategy:
- Social media thrives on interaction, so make sure you’re giving your fans and followers something they can’t just read off your website.
- Add some personality to messages so that your fans know there’s actually a person on the other side of the connection.
- Remember that different communities have different personalities, so don’t just spam them all with the same line. If you’ve done your job correctly, people who belong to more than one social community may be following your account on each, so it is a red flag to see the same line of content on each. That flag says you’re spamming me.
2. Turn blog posts into advertisements.
If you’re blogging consistently, you’re on the right track. But if all your blog posts are about your own product or service, you’re really just advertising. Don’t do this! Provide value for the readers of your blog. They didn’t come to your blog to read about how awesome XYZ service is, although you can definitely link to that service or even mention it at the end of a post. The more in-depth and interesting your blog posts are, the more people will realize that a) you know what you’re talking about, and b) you’re not just giving them a used car salesman-type pitch. The best blog posts get the reader to think highly of the author, which makes them think highly of the company, which makes them remember that company when they have a need for your product or service. Be subtle. Give readers the perception that you’re awesome, but don’t shove it down their throats.
A lot of organizations think they know what information employees want. Unfortunately, many seem to get the answers wrong. When employees don’t get what they need to know, they don’t buy-in. They don’t feel a sense of connection with the organization, and they don’t understand the business.
That’s interesting on a lot of levels, not the least because employees want to know many of the same things that senior managers want to know. According to our research representing more than 500,000 employees, here’s some inside information about what employees really want to know about their companies:
1. The business direction.
Where is the organization heading? This is essential to an employee’s career self-analysis. Organizations that have strong values and a compelling vision are more appealing than those which do not. High performing employees understand the business direction and how they fit in to the whole.
2. What is changing, when it will change and what needs to change.
Change may not be constant, but it is frequent. It’s critical that employees think in terms of what changes and improvements they need to make in their own work. To do so, they must understand the changes occurring or planned within the world around them.
3. The reasons behind decisions.
Organizations leave the reasons out of their communication far too frequently. When employees doesn’t know the reasons, they speculate and often assume a far more negative reason than reality. Understanding reasons leads to buy-in and commitment. Plus, sharing the reasons behind decisions demonstrates trust, which is in increasingly short supply these days.
4. An open, two-way environment.
No one aspires to a closed, one-way environment. But the best and brightest take openness for granted. It’s a given that they will be able to freely share their input throughout the organization. For many managers, that’s threatening, and they respond by shutting off the flow of information. Organizations still struggling with open dialogue will be challenged to retain their top employees.
5. How changes will affect them and their colleagues.
At the very least, employees need to know that someone is considering the effect on them and those close to them. Managers sometimes leave out the effects because they are “negative.” But employees can handle bad news; what they cannot handle is not knowing. Also, determining the effect doesn’t have to be left to the manager he or she can engage the employee in dialogue about the potential effect. That increases the perception that the organization cares about the employee.
These five things can contribute to better manager-employee relationships, to the work environment and to retention. It’s our job as communicators to help our management understand these five items so that every time they speak with employees, this is what comes out of their mouths.
And then after they mention these items, the next best thing for management to do is shut up and listen to what employees have to say.
But that’s for another article.
When you think of social media marketing, you may only consider the potential for introducing new customers to your products and services through social interaction. However, social media marketing is an effective way to keep your existing customers happy – and happy customers drive repeat sales that can significantly impact your bottom line.
Here are five easy tips to help you increase your revenue stream from existing customers with social media.
1. Reward frequent purchases
Since it costs more to acquire a new customer than to retain an existing one, why not increase revenue by encouraging your customers to make purchases more frequently? If you sell products, you can entice customers to come back more often, and if you sell services, you can promote add-on services and upgrades.
Offer exclusive deals and specials to your social media community, basing the discount on the customer level or frequency of purchase. For example, you could offer a coupon to your Facebook community, providing them with a discount off their fourth purchase.
2. Encourage more spending per purchase
Another way to increase revenue from existing customers is to encourage them to spend more at each purchase. You may set a goal to increase each transaction by 25%, for example. Once again, create exclusive deals for your social media community. For example, offer a coupon for $40 off a $150 purchase to increase product purchases.
For service industries, consider bundling your offerings together, providing a discount for multiple services that will entice your customers to spend more. You could use Twitter to drive awareness of the deal with a call to action.
3. Continue engaging customers to keep your communities strong
No one wants to see an endless stream of deals and promotions with very little customer interaction or information sharing. Be sure to continue with your engagement strategy as you add deals and promotions to your tweets and postings.
The rule of thumb for an effective content mix is 20% company-related content and 80% relevant third-party content and direct engagement with your fans. So mix in the promotions carefully, and you will continue to have a thriving community.
Here are six rules of thumb that will help you write a sales message that actually helps you move an opportunity forward. I’ve got a few examples below, too, so you can see how to turn a bad message into a better one.
1. Write like you talk.
Sales messages are meant to be spoken. Even when somebody reads the message, you want readers to feel like you’re talking to them personally. Therefore, whenever you write a sales message, ask yourself: “Does this sound like something I’d actually say to a real person?” If not, your message won’t work well.
Before: “Engineers efficiently evaluate and improve their designs using our software tools. We are dedicated to building the most advanced vehicle system simulation tools.”
After: “Engines designed with our simulation software are more fuel-efficient than those that aren’t.”
2. Use common words rather than biz-blab.
Unfortunately, when most business folks sit down to write something, they turn into Dilbert’s pointy-haired boss and start writing in gibberish, stuffing sentences full of important-sounding terminology that means little or nothing. The cure is to use simple nouns and verbs that have a precise meaning.
Before: “We provide ‘one stop shopping’ for all of your HR needs. Through a single relationship, you have access to HR services for the continuum of the employment life cycle.”
After: “We help our clients with hiring, compensation, compliance, and training, so that they can spend more time running their business and less time and hassle dealing with HR details.”
3. State facts rather than promises.
Promises are only meaningful to people who already trust you, and that list probably doesn’t include prospects who aren’t yet customers. In fact, most people view a promise from a stranger with skepticism if not outright suspicion.
It’s more effective to provide a quantitative, verifiable fact that creates credibility.
Before: “You’ll love our dedicated account managers, comprehensive inventory, reliable delivery and competitive pricing.”
After: “Our customers save as much as $100,000 a year when they purchase directly from our account managers.”
Having worked in internal communication in a variety of organizations since 1997, I’ve seen and heard a lot of myths and aphorisms about “good communication” which, alas, are either untrue or deeply overstated.
Here are eight of the real doozies—I’m sure there are others; if you know of any, pile into the comments below:
Social Media is new
This one is an absolute classic—the idea that employees talk with each other informally and that those informal conversations are important is one that is as old as any organization. The only thing that’s new about social media is the technology—and how it makes this process easier. Word of mouth is timeless.
Treat employees like customers
One of the true “doh” ideas on employee communication, even if it did spawn the “internal marketing” industry in the ‘90s.
Workplace relationships are far richer than the ones employees have with their cereals and even their cars. Workplaces are where employees hold most of their personal relationships, exert much of their personal efforts and energies, and are where they derive most of the resources for the other aspects of their lives.
Employees are much more like citizens than like customers.
Good communication is free
I remember seeing this howler recently on some HR blog somewhere. It somehow places no value on the time involved with preparing, delivering and understanding any message—assuming that employees don’t work for free either. And some good communication really does cost money too.
Employees can’t say no
One of the big myths of internal communication is the assumption that, at the end of the day, the employee is not free to disagree with or resist the messages he or she is being given. I’ve found this particularly prevalent in American companies, who take a directive tone in their communication much more frequently than do European companies. The downside of presenting something as fact to staff who disagree is that can act as a charter for sabotage or at least reinforce resistance. And, despite the best efforts of corporations, resistance has hardly been eliminated from corporate cultures.
Use the disembodied “we”
Nothing smells of bad communication—not to mention resistance to individual accountability—like the use of the disembodied “we” to communicate an organization’s policies, stances, or changes in official behavior. Such use of the “royal ‘We’” can also be highly disempowering and even feed resentment among those who don’t see themselves as part of that “we”. My core writing principle—no quote, no story.
Good communication is all about recognition
Recognition is important—sometimes even critical to employee retention and morale. But that doesn’t necessarily mean that every bit of employee communication needs to be larded up with 25-year service awards for staff at far-away cafeterias. An over-emphasis on recognition in internal communication can get in the way of urgent and strategic messaging. Where possible, keep the recognition machine ring-fenced from more pressing communication activities.
It’s all about the bosses
One online conversation I saw recently discussed the extent to which an over-emphasis on quoting CEOs and senior executives was driving down readership for a certain tool—to the point where the editors stopped quoting senior management entirely. I personally think there needs to be a balance—CEOs and senior executives are effective at setting parameters and policies, but stories from the field are far better at bringing those things to life.
Line Management Cascades are the best form of communication
To many in corporations, the only “real” form of internal communication is the line management cascade—the formal presentation of authorized corporate information by the line manager to his/her staff, to be repeated step by step until the presentation reaches the shop floor unscathed.
But while cascades do an excellent job of reminding people “who’s the boss”, cascades fail on many other grounds. For one thing, they move with bovine velocity, with long gaps between delivery by a boss and by his/her direct reports, magnified over geography and hierarchy.
Secondly, the further they move, the more corrupted their tone and content become—particular when managers omit sections for time reasons (or perhaps, darker motives), or when they add in inappropriate inflections or gestures (air quotes for a new bit of terminology, for instance). Third—while less prevalent perhaps most damning—they inevitably omit information or smooth over gaps or rationales, which then prompt a surge of back-channel communication to get clarifications or seek to clarify through the distribution of rumors.
While, as my colleague Liam Fitzpatrick would say, “internal communication is not rocket science”, I would also argue that it’s neither voodoo nor witchcraft either. Being able to take on clients and bosses who seek to play “communication strategist” and overspecify tools and tactics is one way to help ensure your own effectiveness in these interesting times.
Pregnant mothers are being pooled to place ads on their round, shiny stomachs as part of “tummy branding.” Some argue that this is how news is created. To some, this is “desperate branding” in action. Welcome to “guaranteed-to-fail branding,” a process that ensures a top spot on the list of branding failures. These projects are sometimes called “reality branding.” There is no limit to these weird processes.
Roy Disney said, “You need branding when your product has nothing to offer.” Roy’s uncle, Walt, invented Mickey Mouse and created the Disney empire. At the time, the word “branding” was reserved only for cowboys branding herds of cattle by the fiery iron.
The word “branding” is dangerously overused. Many people use branding as a cure for all kinds of problems in all kinds of businesses. To lay claim to a deeper understanding of this elementary word, branding agencies all over the world have developed some cute variations of it, from “emotional branding” to “primal,” “sensory,” “musical,” “internal,” “external,” “holistic,” “vertical,” “abstract,” “nervous” and all the way to “invisible” branding. However, to see these distinctions, you will need special 3D spectacles.
The list of branding types is almost like the three MIT wizards who took an academic conference for a ride by submitting a paper in all fake jargon: “Rooter: A Methodology for the Typical Unification of Access Points and Redundancy.” Their paper was accepted.
Haphazard Branding
There are hundreds of such branding terms pointing to the same thing. Let’s analyze and see how this historical process of branding ownership marks on animals got transformed into a word circus, bending the state of mind among corporations, institutions and many governments.
Branding is often presented as a culturally, emotional or lifestyle crazy, sugarcoated packaging process. Sometimes it is like rap music, with spinning colors or psychedelic pastel overtones accompanied with hip-hop idea drivers. Other times it comes with esoteric concepts to camouflage the products or services just long enough to get the customers’ attention. Most of the time, it comes as juicy ideas under some new blanket term of branding that is designed to create a safe and secure feeling for the corporation while waiting for the thunder from the charge of anxious customers.
For some reason, if the highly anticipated traffic doesn’t show up, then the term is changed immediately to the likes of “primal branding,” with a twist or a new style dance added to the circus. The same single promotional process is re-named repeatedly.
The idea is that when share prices fall, call the branding team and let it apply its “fiscal branding” to mail fancy brochures to shareholders. When products fail, let the “visual branding” make logos makeover, and when elevators don’t work, give it to the “yo-yo branding” unit, as they are real experts in north and south mobility. Floor please.
Today, branding is a mixed bag of basic, traditional advertising tools, simply waxed and packaged to appear as intellectual advice with an expensive price tag. It is targeted to fit any hungry frame of mind, and is designed to make corporations feel ever so comfortable with terms like “verbal,” “digital,” “audio,” “smelly,” “silent” or “loud” branding, as all these terms are designed to offer great safety and invisible lifelines to sinking ships. But does it work?
Just Promotional Tools
At times it does, as corporations do need solid and real branding. However, it most often fails, frequently due to lack of substance, quality, intelligence and experience. What is now being offered in the name of branding includes perfumed stationery at the banks, as sensory tickles, jingles and chimes for the funeral parlor — just raw promotional tricks.
These approaches fail because they are just basic promotional tools and skills and because they are trendy quick fixes. Branding has been defined so many times by so many experts that it is almost useless to redefine it. Like beauty, it is in the eye of the beholder.
The presentation of fancy fireworks at a huge marina as a big branding exercise might be merely ordinary to some other company. Hundreds of hired people walking on a busy street with their foreheads painted with the names of products might be kinky, tacky or too smart, all depending on the culture and mental level of the client.
Pregnant mothers are being pooled to place ads on their round, shiny stomachs as part of “tummy branding.” Some argue that this is how news is created. To some, this is “desperate branding” in action, to others it is getting the word out at any cost.
Welcome to “guaranteed-to-fail branding,” a process that ensures a top spot on the list of branding failures. These projects are sometimes called “reality branding.” There is no limit to these weird processes.
Most of the time, the creative powers overtake the process, and fancy jargon becomes the Band-Aid while the Laws of Global Corporate Image, Rules of Corporate Nomenclature and Name Identities, Cyber Domain Management, Principals of Marketing and Global Branding are all completely ignored as being too rigid, too serious and too formal.
Solid Training, Thorough Skills
Let’s face it, these branding rules are very hard to learn and very difficult to apply because they require solid training and thorough skills. Simple, raw promotional skills backed by big budget fireworks are only “accidental branding” at play, where everyone becomes happy as long as there is some noise. In the recent past, this is how “high volume” or “intense” branding got the center stage. Today, in this budgetless environment, it is only a dream for most agencies to get such mega breaks.
U.S. businesses are still very much overdosed with over-branding. Massive turnover in the advertising and branding industry, compounded by the Internet , e-commerce and outsourcing has created a large glut of branding consultants with too many faceless, nameless consulting services and Web sites.
The market is simply glutted. Western branding agencies are losing their grip by not producing world-class standards and are becoming a laughing stock by adopting, in a panic, monkey-see-monkey-do campaigns.
In reality, you definitely need proper branding today; the type is not the issue. However, first you must have something very good to offer. You also need highly specific and proven branding with highly tactical positioning skills, under proper corporate and brand name identity and image laws, rather than raw graphic and promotional tools.
‘Useless Branding?’
Empty concepts and poorly designed and beaten up products and services can’t be resurrected with some abstract branding terms along with some flashy campaigns. Big money spending will not buy big image anymore. It worked in the past, but times have changed. Today, the latest cyber-branding techniques are in big play. Corporations are opening up to a debate on this subject among senior management and ignoring the old, traditional branding methodologies.
As e-commerce matures by the minute, the masses of customers have successfully ignored the expensive blitzes and pretended to have some type of an early Alzheimer’s condition to justify their memory loss. Nothing sticks in mind any longer.
The blasted, useless messages are instantly forgotten. The 15-minute fame suggested by Andy Warhol is now only a 15-second blip on the global e-commerce landscape. What was previously shoved on 24-7 ad campaigns and lasted at least a year is now completely forgotten the very next day.
Should we now re-define branding all over again? Should this word be re-invented? How about “useless branding?” No, not yet.
– Naseem Javed
– 7-27-05
It’s rare these days to find a rational manager who doesn’t have at least a modest appreciation for the value of effective employee engagement. It’s more a question of degree. How much of it do you want … how much do you appreciate its impact on business outcomes … how far will you go to get it?
One company, OTTO, has set a standard that’s hard to beat. What’s more, they’ve proven the kind of results it can produce on the bottom line. Based in Carpentersville, Illinois, near Chicago, OTTO is a highly successful manufacturer of high-precision electrical controls and communication components.
Just how far has OTTO gone to engage people – inside and outside the company – to create that success?
Beginning with Basics
For starters, they offer employees an array of development opportunities including instruction in blueprint reading, math skills, GED preparation, English-as-a-second-language courses and more. They’ve also created a culture of idea generation among employees that produces a constant flow of product innovations. For a lot progressive companies like OTTO, though, that’s just table stakes.
Investing with Vision
Several years ago, the company did something extraordinary that raises engagement to a whole new level. President, Tom Roeser, decided to invest in the housing and commercial real estate market – not as a speculator, but as a visionary. His goal was to produce a three-pronged benefit for the business, for employees and for the community at large. He saw an opportunity with the flood of foreclosures on the market, and the company purchased 80 homes and town houses. Then they gut-renovated the houses and put them up for sale – many for their own employees. Making it even easier for people, they also provide short-term financing, working with Kane County which provides interest-free loans up to $20,000 to help new homeowners get started.
Committing to Community
Aside from making housing affordable for employees and others in the community, the initiative has stabilized neighborhoods and eliminated gangs that were squatting in abandoned houses. But there’s more. Roeser also led an extensive effort to renovate the historic buildings where the company houses its manufacturing operations. He made that decision even though he could’ve torn them down and put up a new factory for half the money. Then he took it a step further and renovated other historic structures near the downtown district.
Benefiting Business
Just a nice guy with a big heart bent on making people happy? Maybe a little. But the main reason he does it is because it’s good business. The company is marking its 50th anniversary this year, and they’ve got plenty to celebrate. With a workforce of 530 employees, company sales this year will be near $100 million. What’s more, they’ve been profitable 49 of their 50 years in business. The future looks just as bright as their storied past with longtime blue-chip customers lined up like Deere, Motorola, Caterpillar, the Secret Service and others.
Call it a coincidence, but to me it all adds up to one clear conclusion. If you want people inside and outside the company to go the extra mile for your business, you need to take the lead by doing extraordinary things for them. Or to put it another way, what goes around comes around – usually many times over.
Les Landes, Landes & Associates
Buy Les’s webinar replay: Getting to the Heart of Employee Engagement
Most leaders agree that effective collaboration is more important than ever in today’s turbulent business environment. In a “do-more-with-less” reality, it takes ongoing teamwork to produce innovative, cost effective and targeted products and services. In fact, a company’s very survival may depend on how well it can combine the potential of its people and the quality of the information they possess with their ability (and willingness) to share that knowledge throughout the organization.
But here’s the problem . . .
The collaboration that is so critical to organizations is being blocked by knowledge-hoarding silo structures and the accompanying “silo mentality” that has become synonymous with power struggles, lack of cooperation, and loss of productivity.
So what’s to be done? Here, from A to Z, are my most successful strategies, based on 25 years of helping clients around the world tear down silos, reduce conflicts, and increase collaboration.
A. Find ways to ACKNOWLEDGE collaborative contributors. Recognize and promote people who learn, teach and share. And penalize those who do not. In all best-practices companies, those hoarding knowledge and failing to build on ideas of others face visible and serious career consequences. In those top companies, employees who share knowledge, teach, mentor, and work across departmental boundaries are recognized and rewarded.
B. Watch your BODY LANGUAGE. All leaders express enthusiasm, warmth, and confidence — as well as arrogance, indifference, and displeasure through their expressions, gestures, touch, and use of space. If leaders want to be perceived as credible and collaborative, they need to make sure that their verbal messages are supported (not sabotaged) by their nonverbal signals.
C. Focus on the CUSTOMER. Nothing is more important in an organization – whether it’s a for-profit company or a non-profit group – than staying close to the end user of the service or product you offer and encouraging feedback and 2-way dialogue. When you build collaborative relationships with your customers, you give them power and investment in your organization’s success.
D. DIVERSITY is crucial to harnessing the full power of collaboration. Experiments at the University of Michigan found that, when challenged with a difficult problem, groups composed of highly adept members performed worse than groups whose members had varying levels of skill and knowledge. The reason for this seemingly odd outcome has to do with the power of diverse thinking. Group members who think alike or are trained in similar disciplines with similar knowledge bases run the risk of becoming insular in their ideas. Instead of exploring alternatives, a confirmation bias takes over and members tend to reinforce one another’s predisposition. Diversity causes people to consider perspectives and possibilities that would otherwise be ignored.
E. ELIMINATE the barriers to a free flow of ideas. Everyone has knowledge that is important to someone else, and you never know whose input is going to become an essential part of the solution. When insights and opinions are ridiculed, criticized or ignored, people feel threatened and “punished” for contributing. They typically react by withdrawing from the conversation. Conversely, when people are free to ask “dumb” questions, challenge the status quo, and offer novel–even bizarre–suggestions, then sharing knowledge becomes a collaborative process of blending diverse opinion, expertise and perspectives.
F. To enhance collaboration, analyze and learn from FAILURE. Leading innovators like Apple see their failures as being as insightful as their successes. The goal is not to eliminate all errors, but to analyze mistakes in order to create systems that more quickly detect and correct mistakes before they become fatal.
G. Collaboration takes GUIDANCE by managers who know how to harness the energies and talents of others while keeping their own egos in check. Successful organizations require leaders at all levels who manage through positive influence and inclusion rather than by position.
H. Eliminate HOARDING by challenging the “knowledge is power” attitude. Knowledge is no longer a commodity like gold, which holds (or increases) it’s worth over time. It’s more like milk – fluid, evolving, and stamped with an expiration date. And, by the way, there is nothing less powerful than hanging on to knowledge whose time has expired.
I. Focus on INNOVATION. Creativity is triggered by a cross-pollination of ideas. It is in the combination and collision of ideas that creative breakthroughs most often occur. When an organization focuses on innovation, it does so by bringing together people with different backgrounds, perspectives, and expertise – breaking down barriers and silos in the process.
J. JOIN the social media revolution and utilize Web 2.0 technologies – tools and processes that allow people to share opinions, insights, experiences, and perspectives in order to collaborate and to self-organize.
K. Realize that there are two kinds of KNOWLEDGE in your organization: Explicit knowledge can be transferred in a document or entered in a database. Tacit knowledge needs a conversation, a story, a relationship. Make sure you are developing strategies to capture both.
L. LEADERS at all levels of an organization can nurture collaboration within their own work group or staff. And the most successful of these leaders do so by taking the time and effort necessary to make people feel safe and valued. They emphasize people’s strengths while encouraging the sharing of mistakes and lessons learned. They set clear expectations for outcomes and clarify individual roles. They help all members recognize what each of them brings to the team. They model openness, vulnerability and honesty. They tell stories of group successes and personal challenges. And most of all, they encourage and respect everyone’s contribution.
M. MIX it up by rotating personnel in various jobs and departments around the organization, by creating cross-functional teams, and by inviting managers from other areas of the organization to attend (or lead) your team meetings.
N. Employees with multiple NETWORKS throughout the organization facilitate collaboration. You can accelerate the flow of knowledge and information across boundaries by encouraging workplace relationships and communities. Use a tool like Social Network Analysis (SNA) to create a visual model of current networks so you can reinforce the connections and help fill the gaps.
O. Insist on OPEN and transparent communication. In an organization, the way information is handled determines whether it becomes an obstacle to or an enabler of collaboration. Employees today need access to information at any time. From any place.
P. Collaboration is a PARTNERSHIP. As one savvy leader put it, “To make collaboration work, you’ve got to treat people the way you want to be treated. It’s pretty simple, really. Treat all employees as your partners. Because they are.”
Q. Ask the right QUESTIONS. At the beginning of a project, ask: What information/knowledge do we need? Who are the experts? Who in the organization has done this before – do we have this on a database? Who else will need to know what we learn? How do we plan to share/hand off what we learn?
R. The success of any organization or team – its creativity, productivity, and effectiveness – hinges on the strength of the RELATIONSHIPS of its members. Collaboration is enhanced when employees get to know one another as individuals. So when you hold offsite retreats, organization-wide celebrations, or workplace events, be sure to provide opportunities for “social” time and personal relationships. Taking time to build this “social capital” at the beginning of a project will also increase the effectiveness of a team later on.
S. Collaboration is communicated best through STORIES – of successes, failures, opportunities, challenges, and knowledge accumulated through experience. Find those stories throughout your organization. Record them. Share them.
T. TRUST is the foundation for collaboration. It is the conduit through which knowledge flows. Without trust, an organization loses its emotional “glue.” In a culture of suspicion people withhold information, hide behind psychological walls, and withdraw from participation. If you want to create a networked organization, the first and most crucial step is to build a culture of trust.
U. Combating silo mentality requires UNIFYING goals. Business unit leaders must understand the overarching goals of the total organization and the importance of working in concert with other areas to achieve those crucial strategic objectives.
V. The incentive to collaborate is the VALUE of the exchange to both the organization and the individual. When the assets and benefits of productive collaboration are made visible, silos begin to break down.
W. Your WORKPLACE layout encourages or impedes the way the organization communicates. To facilitate knowledge sharing, you need to create environments that stimulate both arranged and chance encounters. Attractive break-out areas, coffee bars, comfortable cafeteria chairs, even wide landings on staircases – all of these increase the likelihood that employees will meet and linger to talk.
X. Take a tip from XEROX. It discovered that real learning doesn’t take place in the classroom – or in any formal setting. In fact, people were found to learn more from comparing experiences in the hallways than from reading the company’s official manuals, going online to a knowledge repository, or attending training sessions.
Y. Collaboration is crucial for YOUR success. We’re witnessing the death of “The Lone Ranger” leadership model, where one person comes in with all the answers to save the day. We now know that no leader, regardless of how brilliant and talented, is smarter than the collective genius of the workforce.
Z. Forget about reaching the ZENITH. Collaborative cultures are learning cultures – and knowledge sharing is an ongoing process, not an end point.
Carol Kinsey Goman, Ph.D. is the author of nine books including CREATIVITY IN BUSINESS and “THIS ISN’T THE COMPANY I JOINED” — How to Lead in a Business Turned Upside Down. She delivers keynote speeches and seminars to association and business audiences around the world. For more information or to book Carol as a speaker at one of your events, please call: 510-526-1727, email: CGoman@CKG.com, or visit her website: http://www.CKG.com.