Loser (How to Throw an Awards Competition)

ADDYs. Silver Anvils. Tellys. A Lion or two. Winning awards sometimes seems to be an agency discipline unto itself. I know of at least one large firm who employs a full-time awards coordinator. It’s serious business (well, in the minds of some, at least).

I have one question: With all this firepower, with all of this creativity, with all of these resources, why in the name of all things good and great are the majority of awards entries so lackluster?

OK, you’ve caught me climbing onto my soapbox. But stick around for a moment; as a long-time judge for a number of global, regional and local competitions, I’m trying to help.

Just yesterday, I had the opportunity to serve as a judge for a national competition focused on a conservative but somewhat creative industry. The first few entries were duds — the luck of the draw, we figured. As we dug deeper, the entire lot turned out to be just mediocre or less. This marked the second time in recent months where my fellow judges and I deemed no entrant worthy of an award. There was a trend afoot.

Ignore best practices — no one seems to care. Instead, how about I share a few ways to guarantee that your awards entry is tossed aside? With real examples included, yet masked to protect the not-so-innocent, here we go...

Intrigued? Read my full column at AgencyPost.com, which launched today to to equip communications professionals with information and insights that allow them to innovate and drive their own success.

Look Before You Leap: Social Media Around the World

We welcome Katie Corbut, account coordinator, in her first post for The Schism.

It’s no secret that social media use is growing exponentially. It seems as though new platforms pop up every month and at times it’s hard to keep up with this ever-changing medium.

Some say it started with AOL and instant messaging, others say they jumped on board with MySpace in the early 2000s. Regardless, it’s easy to see that any company wishing to engage with key audiences today, must do so on the Internet in some fashion. The same holds true for international businesses.

Organizations wishing to reach audiences in foreign countries, whether the company has roots there or not, must be guided and encouraged to follow the documented and undocumented rules.

We all know there are certain nuances that are not appropriate here in the U.S. It’s not okay to hold up your middle finger at someone, and people will always look at you funny if you say words backwards. So you wouldn’t go to the Middle East and give the “thumbs up,” or go to Saudi Arabia and say “hello” to a man if you’re a woman.

In the U.S., we enjoy a level of freedom of speech that some countries do not allow – and this must be taken into consideration for countries with strict speech laws.

In a New York Times article, the Chinese government was quoted saying: “Companies that do business in China must follow the laws of the land.” China recently set in motion legislation to further regulate the “spread of harmful information.” Such harmful information will be banned by the government immediately – so be sure to tailor your client’s messaging without using the list of banned keywords.

Christian Arno of Lingo24, a translation services provider, recently wrote a blog post about how to be successful when venturing into the social media realms abroad. Here are his top five tips, plus my commentary against each:

1. Choose the right social networks.

Facebook has over 700 million users (up from 600 million in 2010), but there are still other social media platforms used globally. In China, Qzone is the biggest network for teens and is popular with casual users, while Renren is used primarily by college students. Kaixin001 is like LinkedIn, but for the Chinese network. V Kontakte is also similar to LinkedIn, but is used by Russian professionals – and this network reportedly dominates all other social networks in the country. Orkut, owned by Google, is the biggest platform in Brazil and is also used heavily in India.

2. Find out what people like.

According to Arno, Asia uses social media primarily for sharing and downloading music and videos. In India, games and music sharing dominates social media use. Western Europe mirrors North America the most, as social media is used to share content and information.

3. Develop a [localized] strategy.

Is it more cost effective to develop and execute social media strategies yourself, or would hiring a specialist who lives in the demographic area in which your client is trying to market make more sense?

4. Localize your content.

This is what I was talking about earlier. Don’t walk into a black and white party wearing polka dots and plaid. Read the news, know where you’re going and who you’re talking to. For example, when American fast food giant Kentucky Fried Chicken opened their first restaurant in Beijing in in 1987, they accidentally translated KFC's famous slogan, “Finger-lickin' good” to “We'll Eat Your Fingers Off!” in Chinese.

5. Interact.

The purpose of social media doesn’t change on different continents. Platforms might be different but the idea remains the same: two-way communication is key.

When it comes to using social media around the world, it's important to really do your homework. Sometimes cultural norms are determined by years of tradition, and other times by a legislative entity. As the old saying goes, look before you leap.

QR: Quick Response or Questionable Reasoning

It was 5:30 a.m., and I'd just settled into a chair near by gate. Stifling a yawn, my eyelids opened just enough to see a cheery airport staffer headed my way with a stack of cards in her hand.

What could she be so eager to pass out at this time of the morning? Maybe a Dunkin' Donuts gift card? Some airline miles? None of the above. Instead, it was an invitation to take a short survey about the ROC airport experience, accessed via a QR code with your smart phone.

After seeing QR codes pop up overnight on all sorts of items, here was a well-thought-out application. At a time when the sun hadn't even crested the horizon, the last thing I want to do is punch a URL into my phone, or -- God help me -- speak to someone in person to provide insights on business travel. This was a better, and dare I say reasonable, request -- scan the bar code, answer a few mobile-optimized questions, and I was done.

My faith in QR codes restored, I boarded the plane. With the cabin door closing, I turned off my iPad, my Droid and other various devices, then grabbed a copy of the inflight magazine. I flipped a few pages before finding it...

There before me sat a beautifully designed, full page advertisement for something (I honestly can't remember the product). The copy then invited me to -- you guessed it -- scan a QR code for more information.

So let's think this through... chances are I'm reading this at 30,000 feet, on an airline that has no WiFi capability on its entire fleet of aircraft, and I'm not likely to take the magazine with me when I deplane. What in the hell was QR code doing on that ad, except frustrating the tech novice three rows behind me who kept scanning it only to receive a "page not found" message in her phone browser?

QR codes have their place, right alongside some of the other wah-wah pedals of our profession. Used creatively, they can turn interest into action. But placed in the hands of a team who only sees them as a cool accessory without understanding how they function, they too often miss the mark.

We want to hear from you. What are the best and worst uses of QR codes you've stumbled across over the past few weeks?

Our Sister Blog: Smarty Rants

Now and then, we like to cross-promote the great work being done by our Buffalo office -- Travers Collins. But don't wait for us... head over to the Smarty Rants blog for an inside look at what makes our colleagues to the west tick!

Excerpt 4: Balancing Corporate & Personal Brands

The following is the fourth excerpt from "Walking the Wire: Striking a Balance Between Corporate and Personal Brands" as presented by Mike McDougall, APR at the Ragan Communications / Southwest Airlines conference in October 2011.

Tip #4: Address the Problem Children

So you've screened out the vampires, but you're left with a few employees whose personal brands aren't simpatico with the corporate brand. They're the problem children.

I'm reminded of a conversation with the GM of a mid-market television station. He had a reporter whose personal brand was far outreaching the station brand via social media. That could be the foundation for a fantastic symbiotic relationship, but in this case, the reporter was Tweeting -- in large volumes -- questionable and subjective content.

The GM was troubled. "I know this is an issue, but [person] brings us so many eyeballs," he explained.

What would you do? Let the reporter continue unabated, or step in to make a much-needed change?

Ignoring the problem children won't make the situation disappear. In fact, the longer you ignore the issue, the more severe it will become. Plus, you'll be sending a signal to others in the organization that this type of action is condoned or even expected.

When you do take action, resist the urge to come in with guns a-blazin'. After all, the goal is not to force out the employee, but to find a way to modify his or her behavior in a way befitting the brand. It's a conversation, not an intervention (well, at least not at the beginning stage).

This isn't complex science. It's just a sound general management principle applied to a new medium.

And if you're a parent like me, you know that taking care of a whining child firmly yet with compassion is usually the best path forward. Address those problem children -- now!

To read additional insights from Mike McDougall's discussion, bookmark The Schism or follow our Twitter feed (@McDougallTC). For a copy of the presentation slides, contact us at info@McDougallTC.com.
 

Refreshing Perspectives from HR Chiefs

The auditorium was packed, with the din of  audience chatter overpowering the master of ceremonies' voice as he stepped to the podium. With the glare of the spotlights bouncing off their pearly smiles, the five panelists readied themselves for the discussion that was to come.

Another communications conference, perhaps? Not quite. It was "Up Close & Personal: a Conversation with Chief Human Resources Officers" held in Rochester last night.

The program topic would have you believe that the 130 registered attendees were there to discuss the intricacies of human resources. That's a fair assumption. In fact, I'd come to better understand the mindset of colleagues with whom I regularly work on employee communications challenges.

Carrying even more impact, however, were some broad-based recommendations and insights that just as easily apply to the communications profession as HR:

• From Michelle Graham, SVP HR at Greatbatch: "The secret to career success is rotation, rotation, rotation. You have to live in all of the roles which you someday hope to oversee."
• From Chuck Murphy, associate VP HR at the University of Rochester: "Speak the language of your business partner. How you discuss a topic with your CFO will differ from how you discuss it with your marketing chief or operations VP."
• From Lisa Critchley, SVP HR at Home Properties: "Don't be afraid to speak up. If you have the idea, chances are you'll be assigned the task."
• From Laurie Zaucha, SVP HR and OD at Paychex: "There is never an opportunity not to learn. Take advantage of the situation you're in."
• From Steve DePerrior of The Burke Group: "We're at the point of managing four generations in the workforce. It will take new ideas and skills to effectively communicate with and train them."

Thanks to Nazareth College for hosting this event, and for the panelists giving of their time.

Excerpt 3: Balancing Corporate & Personal Brands

The following is the third excerpt from "Walking the Wire: Striking a Balance Between Corporate and Personal Brands" as presented by Mike McDougall, APR at the Ragan Communications / Southwest Airlines conference in October 2011.

We've discussed setting expectations and seeking the true believers, but what about protecting your brand from those who might otherwise do it harm? It's essential that you screen for vampires.

Most of us don't live in Transylvania, and I wouldn't know where to find a silver spike if you asked me. It's crucial, though, that we know how to preempt a blood-sucking attack.

First and foremost, take an active role in screening candidates for hire, especially in senior or visible roles. We're not just talking about communications roles -- this extends to company-wide hiring.

But HR has that covered, right? They're obviously conducting screens of candidates' personal brands, especially on social media sites that could offer up revealing and salacious details best left under a cloak of darkness. Not so fast.

In my experience, a few progressive HR organizations are digging deep, but many others are assuming that the hiring manager is conducting his or her own research. That's a dangerous assumption to make, especially when a cursory, one-page Google search may turn up few items of interest to the harried executive desperate to get someone in the door.

I'm not advocating that communications screen every candidate ourselves. Far from it, in fact. Our role is to inject a healthy fear of the vampire into our hiring culture. It's a hell of a lot easier to screen out the trouble makers before they arrive in the company versus after they're on the payroll.

And what about the vampires who've already made their way inside, and whose personal brands conflict with the values and mission of the organization? We'll get to those in a moment with tip #4.

To read additional insights from Mike McDougall's discussion, bookmark The Schism or follow our Twitter feed (@McDougallTC). For a copy of the presentation slides, contact us at info@McDougallTC.com.

Change at the Top: Additonal Resources

Attendees at our "Change at the Top: Effectively Communicating Leadership Transitions" session from the 2011 PRSA International Conference in Orlando may benefit from some additional reading on the subject, including these links:

The Managed CEO Transition, CEO Forum Group
Changing of the Guard: 10 Strategies, Miri McDonald
Firing the CEO, Legal & Compliance


For a copy of our conference presentation slides, just click here or contact us at info@mcdougalltc.com.

Five Ways to Elevate Your PRSA Conference Experience

The 2011 Public Relations Society of America International Conference kicks off this weekend in Orlando, welcoming communications professionals from multiple industries and geographies. With top-tier keynotes,  dozens of professional development sessions, a hall crammed with vendors, an extensive hotel complex, and a city designed for visitors, it can take some time to get acclimated, especially for the new attendee.

Since we've been lacing up our PRSA conference boots for the past decade, it's only fair to share a few secrets from our survival guide:

1. Download the PRSA Mobile App. Use your iPhone, Android, Blackberry or Windows Phone to view the extensive conference program, glance at venue maps, look up local dining and entertainment options, and even see contact details for other conference attendees. Get it here.


2. Tap into Conference Social Media Tools. Even if you've seen social media incorporated at other conferences, be prepared to be blown away by its use in Orlando. Follow the #PRSAICON hashtag on Twitter to read realtime updates from other attendees. Follow PRSA speakers at @McDougallTC/prsa-2011-conf-speakers and Leadership Assembly delegates at @MikeMcDoug/prsa-2011-assembly. Check into multiple FourSquare conference locations and sessions. Even send a bit of what you're hearing to colleagues back home by using UStream.

3. Believe the Buzz. PRSA volunteers worked incredibly hard on programming, resulting in a wide variety of professional development topics. So how can you choose the best? A lot rests on the speaker, not just the content. Ask around as to who usually packs a room. See who's actively promoting their sessions on social media platforms (i.e., it means they want you there!). If you've seen a speaker in recent years and he/she is back, feedback must have been good, so see them again discussing a different topic.

4. Find the Gems. Identify at least one professional development session that you wouldn't normally think to attend, and show up there. Doing so lets you stretch your brain, perhaps meet a difference segment of attendees, and even find hidden-in-plain-sight practices that you could bring to your own industry.

5. Use Your Room for Sleeping. Despite the temptation "to get some work done," don't hole up in your hotel room. The conference is a rare chance to network with peers from across the globe, so spend as much time as possible in the hallways, at the sessions, walking the exhibits, and encountering smart, enthusiastic pros and students at every turn.

What's your secret survival tip? Post it in the comments, and we'll share an updated list this weekend. See you in Orlando!

Excerpt #2: Balancing Corporate & Personal Brands

The following is the second excerpt from "Walking the Wire: Striking a Balance Between Corporate and Personal Brands" as presented by Mike McDougall at the Ragan Communications / Southwest Airlines conference in October 2011.

This tip may be one of the most important -- seek the true believers.

Whom do you want associated  with your company brand? Employees who already live and breathe it, who support it, who understand it.

Influencers have always existed in organizations, well before the advent of social media. Go “old school” and work with these colleagues who have been honing their personal brands for years. For those who haven't extended their brands into the digital realm, help them make the leap. Remember that we're aiming for a symbiotic relationship -- you have to give to get.

While this technique could have national or international benefits in some cases, don’t overlook the hyper-local approach. Some personal brands can be more effective in a small sphere – for instance, at a particular office or plant location. Find those influencers, and make sure they're acting as ambassadors for the company with the full backing of the communications team.

To read additional insights from the discussion, bookmark the PR Schism or follow our Twitter feed (@McDougallTC). For a copy of the presentation slides, contact us at info@McDougallTC.com.