Dispelling Myths: Online Authority

In between some satire, there always seems to be some seriousness in conversations about online authority. Some social media participants want to measure this stuff, even if it for the sole purpose of vanity or perhaps selling snake oil.

There is enough of it that Jennifer Leggio lent a near perfect expose entitled "Twitter popularity does not equal business acumen" on ZDNet. The article mentions several reasons that online popularity doesn't equal much of anything. Her hope was to dissuade executives from considering popularity as a measure.

"My point that [the number of followers] should be a very, very small consideration for enterprises still stands," she concluded.

She's right. Equating online popularity to influence or so-called authority is much like equating real-life popularity to influence or authority. Online, some participants seem to forget that Jerry Seinfeld might make a fun spokesperson for Microsoft, but Bill Gates didn't place him in charge of R&D.

Eric Peterson, a web analytics expert, also poked some fun at the topic, pointing to Twinfluence, which measures velocity, social capital, and centralization. But then asks if “influence” is the best measure of success in social media. Or should people pay closer attention to something like the Twitter Ratio as a measure?

The answer is neither. Social media measures generally consider reach. And reach is, well, reach.

Influence cannot really be measured online because it suggests something that online measures do not account for — changes in behavior or actions that produce outcomes (sometimes offline). Simply having a large number of readers or friends or followers doesn't mean you have influence over them. And even if you did, that influence may be limited in scope.

There are other challenges too. As Shel Israel once pointed out: if someone has three followers, then who those followers are might make all the difference. Or, turning to one example I like to use, there are several social network owners who have less friends than other participants.

This simple fact touches on why authority cannot really be measured online either. Most professionals have friends who are experts in their field that have yet to be concerned with developing an online presence. And, if they were participants in one of a thousand social networks, they may or may not ever be popular. Yet, there is no denying their authority.

What can be measured online is reach. But sometimes, having ample reach isn't all it's cracked up to be. The wrong message communicated to tens of thousands of people instead of a few hundred is still the wrong message.

Advertising Pain: Agency Outlook For 2009

As goes mainstream media, ad agencies might follow.

For a little over a year, mainstream media and marketing has continued to tumble. In fact, according to AdAge, Wal-Mart Stores and McDonald's Corp. were the only two of Advertising Age/Bloomberg AdMarket 50 stocks to see gains.

The rest of the 48 marketer, media and agency stocks were all down in 2008, with most dropping double digits in value. Not surprisingly, McClatchy Co. fared the worst of all, down 91 percent.

As for ad agencies, they are struggling too. In October of 2008, AdAge reports agency employment fell to 182,400, a loss of 6,200 jobs from the business-cycle staffing peak. Combined market capitalization of the Big Four agency firms — Omnicom, WPP, Interpublic Group of Cos., Publicis Groupe — in December 2008 was $23.4 billion, not dramatically above the June 2007 market cap of WPP alone ($18.3 billion).

While some of it can easily be traced to the recession, not all of it is a byproduct of tough economic times. Advertising agencies and marketers seem to be struggling because fewer and fewer advertisements are capable of cutting through the clutter. Perhaps it's no coincidence that Wal-Mart won after capturing understated consumer sentiments with its "Save Money. Live Better." campaign.

Ad Agencies Will Have To Listen In 2009

While some pinpoint the problem to the advertising industry's relatively slow embrace of social media as suggested by a promotional video for Age of Conversation 2, another part of the equation is simpler still.

Remember the Matrix? In 1999, the Matrix took audiences by storm and won four Oscars, including Best Visual Effects. Four years later, audiences hadn't had enough, but were already saying that The Matrix Reloaded was a little too much of the same. By the time Revolutions hit theaters, the franchise had long jumped the shark.

The advertising industry has done exactly that. In the early 1990s, many agencies moved away from messaging to focus on Photoshop, Flash, and special effects. The new tools easily caught consumer attention. But by the end of the 1990s, it wasn't really enough.

So some agencies pushed harder with guerrilla marketing to generate buzz. But nowadays, buzz is not enough. Consumers want to relate, which is why a simple Wal-Mart ad can boost sales in a down season and give the company 17.3 percent year-to-date gain for 2008.

Listening to consumers isn't about social media. It's about relating to the audience, regardless of the media. It always has been. And only those agencies that remember that will see any hint of success in 2009.

Wishing Everyone: Very Splendid Holidays

The Velveteen Rabbit, written by Margery Williams and illustrated by William Nicholson, has always held a special place in my heart for reasons I won't share here. Suffice to say that in the story, the Rabbit learns that being "real" is not how you are made, but rather by the relationships you have with people, no matter how fleeting those first meetings may be or how shabby some of them become. The impact is lasting, well beyond what any of us will really ever know.

It was also the theme of our greetings this year; just a little cheer for family, friends, and now you too. Enjoy through Monday.

Acquaintances may fall like leaves from a tree
in between passersby and uncertainties,
velveteen rabbits and rubbish.

And never do we really know which brief imaginings
may one day spring forth a lasting reality,
unconditional love and generosity.

Happy Holidays

Copywrite, Ink.

Twittering: 'Twas The Night Before Christmas

My son knows a little bit about social media. And occasionally, he looks over my shoulder when I have time for Twitter.

"So what's Twitter really like?" he asked me yesterday.

I could have explained, as some suggest, how the tools are used for conversations and those conversations are dependent, in part, on who you follow or who follows you.

But given the spirit of the season, I simply surmised that "it's a lot like the night before Christmas."

"How so?"

"How so, indeed," I said. "Take the last two weeks for instance …"

***

'Twas the night before Christmas, when all 'cross the Web,
No Tweeter was blogging, not even Perez.
The postings were done, auto-scheduled with care,
each blogger hoping that St. Click would soon be there.

Ike Piggot and his Personal Brand were all snug in their beds,
Dreaming up analogies to help fill some heads;
And Geek Mommy in her 'kerchief, and Armano in his 'cap,'
had just settled down for a two-and-a-half hour nap.

When out on the lawn there arose such a clatter,
Mack Collier sprang to his screen to see what was the matter.
Away to the feed, Lisa Hoffman flew like a flash,
Tore open her browser, and started looking at Mash.
The blog drama du jour was on PR embargoes
Spurred on by Arrington with new media in tow.

When, what to my wondering eyes should appear,
But a miniature man, and eight tiny urls, oh dear.
Spurred on by their social networks, so lively and quick,
I knew in an instant it would be BC's pick.

More rapid than viral, with widgets they came,
And they whistled, and shouted, and called each other by name;

"Now, Eggertson! now, Maltoni! now, Sledzik and Ryan!
On, Lewis! on Vargas! on, Kaufman and Gylon!
To the top of all searches! To the top of all lists!

Now Digg away! Digg away! Digg away all!"

Compared to all topics, those favorites did fly,
They bypassed all critics with an odd ROI,
So up on those memes, with conversations they flew,
Stumbling some posts, and delicious saves too.

And then, in a twinkling, though Chapel thought it a spoof,
Did Jeremiah say social media is recession proof?
Even I drew my mouse back, and was turning around,
When down the chimney came Brogan in a bound.

He was dressed all in leather, from his head to his foot,
And his clothes were a mix between Web Betty and woot;
A bundle of Kmart toys he had flung on his back,
Made him look like a peddler just opening his pack.

His eyes -- how they twinkled! his dimples how Jacob!
His cheeks were like Megan, his nose like Chris Lynn!
And his droll little mouth was drawn up like a bow,
And the beard of his chin was as white as the snow;

The stump of a stogie held tight in his teeth,
And the smoke it encircled his head like a wreath;
He had a broad face and a Jason Falls belly,
That shook, when he laughed like a bowlful of jelly.

He was chubby and plump, a Shel Israel elf,
(Basile laughed when he saw him, in spite of himself;)
A wink of his eye and a twist of his head,
Let other brand builders know, they have nothing to dread;

So he spoke not a word, and went straight to his work,
Filled most of the stockings (except for some jerks),
And then, laying his finger aside of his nose,
Giving a nod, mentioned Izea, his host;

And he sprang off to backtype, or some other system,
And away they all flew like the Rowse of a thicket.

And then I heard him exclaim, ere he drove out of sight,
"Happy Christmas to all, and to all a good-night."

***

"It's like that every week?"

"Yeah, pretty much."

Happy Holidays.

Toiling Over Titles: Everybody Online

Reflecting on last week's post, Chris Brogan noted that some people questioned his journalistic integrity even though he is not a journalist. But what struck me about his post, and the comments that followed, is a lesson learned 12 years ago.

What's In A Title?

Absolutely nothing.

For Chris, maybe he learned it last week (maybe sooner, I don't know). For me, it was while overseeing a statewide literacy benefit. As the event chair, I had an opportunity to meet both outgoing Gov. Bob Miller and incoming Gov. Kenny Guinn. One introduction seemed smooth; the other, not so much.

Afterward, a colleague and mentor of mine asked me which introduction went better. So I told him, along with my rationale.

Copywrite, Ink. was founded as a sole proprietorship in 1991. In 1996, we became a C corporation. For the team and me, the incorporation was a pretty big deal. Personally, it also meant I didn't "grant" myself the title "president." In the short course of five years, I earned the title as well as the address inside the Bank of America building in downtown Las Vegas (we've moved several times since).

When I spoke with Gov. Miller, I presented myself in exactly that way — as president of a fast-growing corporation. But when I spoke with then Gov.-Elect Guinn, we spoke mostly about my early work as a freelancer and as a sole proprietor. From my perspective, one conversation was delivered with confidence; the other with uncertainty.

"I have news for you," said my colleague. "They both went well and they were the same. They didn't see the president of Copywrite, Ink. or a freelance writer (as I was then, with support staff). They only saw Rich Becker."

While there are a great many people who will disagree with it, the lesson was well-learned. People are neither titles nor are people what they do (eg. visit a Four Seasons and you'll see a hotel manager is equally likely to flip a cushion).

How Titles Apply.

Without going into too much detail (some things are best left for other projects), appreciating that titles don't mean anything at all has served me pretty well. It's helped me connect on a human level with some of the world's wealthiest men during interviews (you'd be surprised how many journalists are intimidated by their subjects), and hopefully kept me human and approachable (I have half dozen or so titles on any given day).

For me, if it wasn't for search terms, I wouldn't mention any of them. In fact, the next time we print business cards, I'm leaving the labels, er, titles off entirely. They matter to me about as much the number of people someone employs, awards they've won, or, for the online crowd, the number of followers they have. Sure, we have those numbers if people care to have them, but they don't mean much beyond a context.

Playing With Labelers.

It's also why, even though some people disagreed with my take on Chris Brogan or even Forrester for that matter, I tried to be balanced among several perspectives. In one case, I only saw the situation (with Brogan just happening to be at the center of it). In the other, I only saw a study with missing components (that were later added in via a blog post). In both cases, it could have been anyone.

It also helps me decide who I read online. After a few months or more, you can get a sense of who feels entitled by their labels, er, titles, or whatever other buzz words mean something to them. They also tend to be the same people who call other people names or demand credentials anytime their ideas are challenged.

"Who are you?" "What study will back you up?" or "Why I haven't I heard of you before?" they demand from others while resorting to name-calling and judgments with an impecuniousness of character (sometimes puffing up their own credits in the process).

Yeah, I know that trick too. When the ideas can't stand on their own, toss some weight behind them with a long list of "fill in the blank." You know what? As an online participant, never feel obliged to answer these charges because the question reveals less about you and more about them. Of course, I sometimes make exceptions for sport.

"Which titles, accounts, relationships, and awards interest you?" I ask them. After all, at that point, it's all about them anyway.

For everyone else, I'm just me. My name is Rich. Nice to meet you too.

Thinking Internal: Watson Wyatt Study

Never mind external communication for a minute, think internal too. According to Watson Wyatt, more than one in five companies (23 percent) plan to make layoffs in the next 12 months, with almost two in five (39 percent) reporting that they have already done so. But layoffs aren't the only concern employees have.

Hiring freezes also jumped from 30 percent in October to 47 percent this month. Eighteen percent are planning a hiring freeze in the next 12 months. Salary freezes jumped from 4 percent in October to 13 percent. And 61 percent are revising merit budgets. Other changes include any combination of the following: travel restrictions, benefit reductions, restructuring, reduced training, health premium increases, and salary reductions.

“All indications are that 2009 will be a difficult year for both companies and ultimately employees,” said Laura Sejen, global director of strategic rewards consulting at Watson Wyatt. “It will be up to employers to find an effective way to manage this challenge by balancing their financial situations with the likely impact on employee engagement.”

Watson Wyatt's report encourages employers to help mitigate the effect of any decision by considering employee morale, including: choosing the greatest cost savings while doing the least damage to the company's employment brand; communicating extensively and frequently; differentiating bonuses and pay increases; and heightening employee recognition programs. Here are some additional tips from employee communication programs we have developed with several companies over the years:

• Educate supervisors about any upcoming changes first. Not only are employees likely to go to them with questions first, such meetings also provide a forum to prepare for any unforeseen questions.

• Allow supervisors to communicate the basics. Studies consistently conclude that employees trust face-to-face communication the most, and look to their immediate supervisors as the most credible source of information.

• Demonstrate consistency in communication. Depending on the changes being made, employ the company's standard communication model (face to face, video conference, etc.) as a means to connect employees to top executives.

• Provide employees with written material. The outline should include why changes are occurring, what changes are being made, the rationale behind those changes (it will save jobs), and a defined timeline for communication updates.

• Establish clear lines of two-way communication. When employees have questions their supervisors cannot answer, scale for appropriate contacts, such as designated human resources personnel and/or high level management. Collect feedback and address concerns in follow-up communication.

• Communicate straight. Provide employees with clear expectations of what the changes mean, what management expects to happen, what management expects to do if it does not happen, and the frequency of updates to come.

• Notify all external stakeholders as appropriate. Provide a consistent message, including to the media if appropriate, with similar commitments to keep communication candid, open, and honest. In every case, communication should flow from the inside of the company, out.

• Follow up the communication frequently. Communication from supervisors should be reinforced by other established communication channels (eg. bill inserts, newsletters, bulletins, etc.), demonstrating the progress of the plan. (Avoid e-mail notifications as electronic communication elicits stronger emotions and has a higher risk of being forwarded.)

• Increase management visibility. Change represents an opportunity for management to establish trust with employees. It is especially worthwhile for upper management to visit departments to recognize top performers and teams.

While one Gallup poll pinpointed that employees are hoping to be reassured that they have "stability, trust, hope, and compassion," the word to remember is empathy. Understanding a person's experience by sharing that experience, especially in regard to layoffs or temporary cutbacks, can help communicators and management avoid breakdowns that leave management appearing unconcerned and untrustworthy.

Keep in mind, like all communication, communicating change is not a cookie cutter operation. It is a process that guides communicators through a series of steps, allowing them to make situational adjustments. Almost every company culture is slightly different.

More importantly, internal communication remains top of mind because no amount of external communication can reverse employee morale once it is damaged. In some cases, the effects of improper communication won't be felt until an economic turnaround, when disengaged employees will quickly leave. Where will they go? Somewhere that has created a climate of trust.