In today’s AHA Fast Take Friday, Ruth looks at the importance and value of a communications audit.
The value of an audit
Social media – how far is too far?
I saw something on Facebook this morning that really made me sit back and think. I have quite a few “friendly acquaintances” on Facebook. For the purpose of this blog, I will call them “pals.” These are people I have met and like, but that I don’t connect with very much in the real world. Some I met through work, others from my personal life. Many of them I met while travelling.
I don’t hold the same political views as some of them. I have to admit, I have found some of the discussions and ideas put forward by a some of my “pals” a little worrisome. Especially when it comes to politics – specifically in the U.S. There are some very personal attacks on politicians happening these days – on both the Democratic and Republican sides. We’re seeing a little of it here in Canada but not to the degree that it happens in the U.S.
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Engage or they will engage without you
There have been good articles written recently (The Globe and Mail and BC Business) that talk about Air Canada and the Canadian Union of Public Employees (CUPE) labour negotiations and how Facebook played a strong role. Both articles are worth a read, whether you work in a union environment or not. They are proof that social media is a key tool in your organization’s communication. It’s here to stay. Even if you are engaging and facilitating open and relevant discussion, groups will still form (and are forming at this very moment) without your input. At the very least, you need to know about them.
At AHA, we have done a great deal of work studying online behaviour relevant to communication. What is being said and discussed online is a key component for an organization – from building and managing its reputation to dealing with potential issues and crisis communication. However, there are still large organizations that have not yet come to terms with this for some reason. Some aren’t even monitoring what is being said or who is saying it. More and more we are seeing issues come up, not from an outside source, but through online discussions by employees.
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Are you a storyteller?
At a recent client brainstorming meeting about brand journalism and how we could better tell the story of the organization, there was a senior staff member that was clearly not engaged in the process. For the purpose of this blog post, we’ll call her VP Skeptical. She sat back with her arms folded, checked her BlackBerry every minute or so, and in pure Survivor Tribal Council fashion – rolled her eyes when someone else said something that she didn’t agree with. Yet VP Skeptical didn’t speak up. So I asked her what she felt was the best story they could tell. Her response was interesting. She said (with a little bit of sarcasm in her voice): “I just don’t see the value in any of this. Why can’t we just buy an ad?”
That was an interesting comment and one I felt we had to address. As communicators, we often see the value and rationale for telling an organization’s story through a range of approaches such as media relations, videos, articles, etc. Not everyone’s brain works that way and it’s important to engage in discussion around this.
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When good is good enough
There are times when good is good enough. This may sound odd coming from a small agency that prides itself on exceeding expectations and delivering excellence every single time. It might even sound a little hypocritical. I think it’s realistic and smart business.
There are times when the excellence comes in the moving forward component – in joining the conversation, in engaging with stakeholders, in reaching out and opening the door for discussion. Over the years, I have seen several client organizations get stuck – and I mean stuck – in rewriting speeches, articles or entire websites over and over again because they weren’t perfect. I have seen communications teams fracture over this type of approach. And it doesn’t mean the work wasn’t good or that it wouldn’t have been effective.
This type of dysfunction is more about the organization than about the work. Sometimes it’s a weird form of passive aggressive behavior. Other times it’s because someone (or several people) are paralyzed by the fear of moving forward and making a mistake. I can tell you that in many situations, the mistake is in doing nothing.
It is easy to hide behind perfection, the lawyers, or to create a committee that can’t agree and so nothing moves forward. When that happens, it isn’t about the communications strategy or initiatives, it is a much bigger issue that needs to be addressed. It’s about leadership and teamwork.
Check out the great piece on Ragan.com entitled: 6 lame excuses for not communicating for more on this topic.
How does your organization behave? Are you good enough?