Debating Social Media: Deloitte

Deloitte Consulting LLP has been entering the conversation about social media in some interesting ways for some time, including, most recently, adding a brand new moniker for its online activities. Christine Cutten, principal, Deloitte Consulting LLP, places social media under the banner of collaborative marketing.

Cutten's and other content is available at Deloitte Debates under the banner of customer management (it's not under collaborative marketing as the release stated). It's presented in a point, counterpoint format and includes discussions from several members inside the Deloitte team. For purposes of this post, I'll stick with the release, which includes some of Deloitte's prevailing points and follow up with a few of our own.

• Proactively manage your collaboration strategy. Cutten suggests to be effective, you'll need dedicated resources responsible for managing your collaboration strategy, keeping up with the important trends, and making careful choices about where to engage. Sound advice.

Less sound is the suggestion to invest in building a presence wherever high-impact discussions are happening. The investment needs to be made where your customers are. The concept to consider customers first was reinforced to me the other day when I asked a colleague of mine why their organization chose MySpace over Facebook. The reason was simple enough. Despite national demographics and trends, their localized audience doesn't use Facebook; they use MySpace.

• Get serious about risk management. Cutten writes that there are some critical investments that companies cannot ignore. For employees, they suggest understandable policies, effective training, and continuous monitoring. Doing things on the fly without sufficient resources can do more harm than good. Sound advice.

The only caution in considering the above is in the definitions. Companies seem utterly confused about where monitoring employees might begin and where it might end. Companies and organizations need to be mindful in choosing internal or external spokespeople. Not everyone wants to use their social networks to market the company; and not everyone is well suited for it anyway.

• Be authentic -- but discreet -- in engagement. Establish clear engagement policies to drive consistency and mitigate your own risk. Always be honest about who you are, provide information that is helpful, and allowing insiders to share the occasional inside scoop can generate goodwill and credibility. Sound advice.

Companies needs to add a healthy dose of internal communication to the mix. In reviewing hundreds of companies with online engagement and in working with several dozen, successfully integrating employees into the communication plan seems to hinge not on external online communication but rather a corporate or organizational trust on the inside.

• Align internal processes. You can't provide fixes to problems if your marketing and engineering departments don't see eye to eye on what the problems are, or how to solve them. Sync up internal processes with virtual teams. Sound advice.

Whereas some people become concerned about controlling messages and corporate speak, we would consider the above point a clear example of message management. If you speak as a team or organization or company, it makes sense to ensure everyone is on the same page or the team will lose credibility over mixed messages.

• Build and evolve capabilities. Companies often mistake their current IT department as the answer for all things Internet: an approach that often comes up short. Roles such as Webmaster, forum monitor, bloggers, Web designers and widget developers may be necessary. Use third parties if you can't build them internally. Sound advice.

What is missing, however, are assets that companies already have on hand, internally or externally. Seasoned communicators with generalized and integrated skill sets that may include marketing, public relations, investor relations, etc. can often be the tie that binds communication functions together.

• Measure interactions. Someday, performance metrics will emerge that demonstrate the full value of collaboration marketing. But until then, it makes sense to start with basics such as site usage, page hits, and the overall tenor of the discussion. Hmmm...

Partly, but not exactly. Outcomes remain the best measure of all communication, not merely traffic or page hits. I was recently reminded of this once again when one of the blogs we administer saw visitation soar to 10,000 visitors. Did one of the posts suddenly resonate with the general public over the intended audience? No. A government worker committed suicide and someone with the same name was featured on the blog several years ago. Several bloggers had taken our interviewee's image and incorrectly assigned it to the deceased. We spent the better part of a day correcting the problem before our interviewee's family and friends heard the inaccurate news.

More to the point, however, is the simple fact that all communication can be measured. While the tenor of discussions can count, traffic and page hits are only an indication of reach. In many cases, like the mistaken identity story, it doesn't count. (Heck, host one chat session on Twitter and popular measures such as followers and re-tweets automatically inflate for no other reason.)

Overall, Deloitte's discussion is worth reading. While not all of the content and conversation demonstrates a deep understanding of the space, the fact that Deloitte considers social media, or what it calls "collaboration marketing," and has adopted it is good. The next step for many people is simply getting it right. And when it comes to social media, "right" is situational.

Defining Terms: Critical To Communication

I serve on the board of a nonprofit organization, and one of the conversations that continues to creep into meetings is one I've learned to stay away from. The conversation is whether or not the organization wants to retain its only public fundraising event.

On one hand, it is the organization's only public event. As such, it tends to be its most visible asset and among its most likely to be covered by the media. Those who would keep the event always point out that it is profitable, but that profit varies from year to year, depending on any number of factors that include the economic climate, auxiliary fundraising, and the location of the event. More than that, they say it has become an integral part of the organization's reputation.

On the other hand, it requires significant staff time and volunteer support. In some cases, those who would prefer to let it go generally dismiss the attendance and any profit as a measure of success. And in doing so, they generally do not consider auxiliary features that may impact the event such as whether the speaker is local or national, whether the organization hosted a silent auction, and whether media coverage has any bearing on the long-term success of the organization.

What's Missing Is A Definition

As simple as it sounds, what's missing is a definition. What constitutes a successful event? Profits? Attendance? Media coverage? Public relations (as the event benefits individuals, companies, and other nonprofits)? Without a definition, the outcome of the event (successful or not) is merely defined by each individual perspective. And that's never good.

Some people tell me (some of them students; some working professionals) that measurement in communication is optional. And yet, even beyond communication, it seems to be a critical component.

Benchmarking is important too. And so is considering any number of tactics.

Knowing these things or even asking about them can make a big difference in understanding whether it is a worthwhile asset or not. For example, we might ask what factors are contributing to or detracting from the success of the event. Do national speakers attract more attendees than local speakers? Does a silent auction add tangible value as a profit generator or, perhaps, an outreach in contacting businesses that have no other means to contribute? What about the value of the event to the community and whether or not that has any bearing on the decisions being made? What do any event sponsors think? What about visibility, branding, and reputation? Was the communication handled properly? Were all elements on time? And so on and so forth.

There are any number of questions to ask. But until they are asked and answered, no one really knows whether or not the event is successful or if it is a critical function of the organization. And unless we define success with some measure, we're not communicating as much as we're having an idle conversation about what seems to be. We might as well argue about the weather.

Unless Definitions Are Universal, Communication Becomes Idle

I don't mean universal in the global sense (unless we're talking about global issues); I merely mean universal in a stakeholder sense. For the organization, that might mean the board. For something else, that might mean a community or department. For a couple, it might mean two individuals (even though couples sometimes try to infuse outside opinion). And so on and so forth.

What makes definitions so critical?

For example, if we take something as simple as "I'd like to go to the park on the next nice day," we might have any number of varied responses on any given day on whether we ought to go to the park. Some people like it hot. Some people like it cool. Some people like moderate and partly cloudy. There are a lot of "nice days" out there, dependent solely on individual preference.

However, if we define the "nice day" with something more concrete such as "when I say a nice day, I mean about 78 degrees, moderate humidity, with a light breeze," then everyone knows when we might go to the park, even if they don't agree with the definition.

Why is that important? Because without the definition, we might find ourselves debating about whether or not to go to a park when we're actually disagreeing on the definition of a nice day. Or, we might debate whether to have an event, when we're really disagreeing about what makes an event successful. Or we might debate the varied opinions of ROI for communication, but only because we haven't even defined what ROI means, or an outcome, or whatever and whatnot.

We see the same problem with Congress right now. Congressional leaders are debating about universal health care. The hold up seems like it is about health care, but it's really because no one has offered a definition. While most people want "good, reliable, accessible health care for everyone," nobody has taken the time to define it beyond the sound bite. According to Peter Fleckenstein, here are some highlights of a working definition that differs from the sound bite.

It happens a lot in politics these days. People tend to vote on sound bites; we ought to be voting on definitions.

Developing Definitions Requires Empathy

Empathy is the capability to share and understand another's emotions and feelings. We might expand that concept to include definitions. If we can do that, then we increase the propensity to have meaningful dialogue because even if we don't agree on the definition, we can at least understand where the other person is coming from. As Steve Covey once said: "Seek first to understand, then to be understood."

Sure, there will be those times when we cannot accept or ever hope to understand a definition because it is, um, wacky. And in those cases, we might put our energy elsewhere. If we cannot accept a definition, then all the rest is idle chatter.

Make sense? Always start with a working definition. And if you don't think it's important, well, then have a nice day. And all the best.

Getting Closer: Disney Looks For Soft Spots

With more than $25 billion spent on advertising this year, most eyes are on New York as Walt Disney Company’s new research facility will unveil some early findings and suggest online ad formats to about 200 advertisers. The formats, according to The New York Times, represent layouts based on what our brains prefer, whether we click on the ads or not.

The emerging media and advertising research lab was launched in May 2008 under the direction of Prof. Duane Varan, an authority on the future of television and advertising. The lab was developed to better understand the emotional drivers of audience behavior and physiological reactions to advertising.

It will be interesting to learn how Disney data meshes with a report released by comScore last year. Its study, on behalf of Starcom and Tacoda, showed that average click rates on display ads in 2008 were less than 0.1 percent. Starcom research also suggested no correlation between display ad clicks and brand metrics, no connection between measured attitude towards a brand and the number of times an ad for that brand was clicked, and that optimizing for high click rates does not necessarily improve campaign performance.

These are some of the same reasons we've avoided some "click" measurement assignments, whereas compensation is based on clicks. All too often, consumers develop a composite of impressions over time and seek out paths to demand fulfillment that they are most comfortable with. For example, after months of being exposed to movie messages, many customers traveled to local retailers over online outlets or visited online outlets from a path different than a source link.

In The New York Times story, much of the Disney research seems to hinge on google-based eye tracking, stereoscopic camera-based eye tracking and heart rate monitoring. While the lab promises to deliver deeper findings in these areas, it would be even more interesting if the lab eventually compares such models to contextual events.

For instance, we already know that the Coca-Cola brand is strong enough to cause people to prefer it over other sodas, even when its label is placed on competing products. Thus, we'd have to conclude brand reputation may have a dramatic impact on how small of an ad or simplified of a message some brands might get away with over other brands.

Communication doesn't happen in a box. And the brain works in some very mysterious ways.

Sure, we can ask questions (as The New York Times does) whether preroll ads that play before video clips are more effective when paired with banner ads. But will we ever know if the outcomes are different depending on the brand? It's hard to say. Neuro persuasion is still one of the least understood areas in the communication field.

What we do know, however, is that the effectiveness of advertising, marketing, and communication is tied to thousands of variables, including the individual experiences of each person exposed to an advertisement. The science beyond the creative or connection (in the case of social media) is attempting to effectively touch more of a mass audience on a scale of one-to-one as possible.

For example, when customers of a resort began writing personal letters to the owner of the property in response to his direct mail letters, we knew the communication mix was right. At that point, where the coupons landed on the page seemed trivial. Whereas, prior to having the right mix, coupon placement seemed to matter a great deal. Weird, but that's how we're wired.

Translating Research: Mommy Bloggers

The results of a new national survey commissioned by Hallmark Cards, Inc. attempts to pin down one of the more increasingly elusive but always important audiences for some companies — moms. And, according to the new survey, the company discovered that moms need more encouragement from other moms to meet the day-to-day challenges of motherhood.

What Moms Are Telling Hallmark Cards, Inc.

• 84 percent of moms said they believe that sharing funny stories about their child or children with other moms helps them manage the day-to-day challenges and stress of motherhood.
• 68 percent said they share funny stories about their experiences with others as a way to handle the day-to-day challenges of motherhood.
• 75 percent said they are looking for new ways to boost their child's confidence for going back to school.

What Hallmark Cards, Inc. Offers Moms.

Hallmark Cards, Inc. translated these findings into a new greeting card product line, one they say helps moms encourage moms and moms encourage kids. While the commercials connect and the concept is sound, the cards seem one step disconnected.

Translating Research Makes A Difference.

I can't help but wonder if moms are saying they want to connect with more moms. In other words, maybe the research suggests that they want a community, which makes those cards seem like a secondary or ancillary solution.

In other words, if moms are saying they want to connect and share, meeting that need might be the priority over a product that may appeal to them once they've connected. Translating the research this way leads to several different paths to entry that range from developing a network to supporting those networks that already exist. Reading Susan Getgood's post might be a good place to start too. She lists several mommy networks that seem within reach.

Of course, any program developed out of the initial research ought not be exclusive to mommy bloggers, which is where Hallmark Cards, Inc. attempted to apply it last April. Back then, the company hosted 12 mommy bloggers at Hallmark headquarters to learn and share, among other things, ideas about the need for mom-to-mom encouragement.

The takeaway here is two-fold. How you translate data makes a difference. In this case, sometimes the path to creating new products includes developing or supporting a network where that product becomes useful. The difference is in the objective: demand creation vs. demand fulfillment.

Over the long term, I suspect Hallmark Cards, Inc. will get it right. The company has a history of listening to consumers and then translating any insights into new products and services. Now, it only needs to learn that some research doesn't translate into new products as much as it translates into the environments where such products might fit.

Pulling Employees: Five Es For Internal Audiences

As much as people talk about pull communication for customers, there is another audience that needs it. Employees.

Even when I speak to public relations students, I always include at least one class that reinforces just how much impact external communication has on internal audiences. My concluding point is always the same — the best communication happens from the inside out. Today, this concept is especially true as the barriers between the two are largely non-existent.

Five Es For Better Employee Communication.

• Engagement. Ongoing and open two-way communication that travels from the bottom up as much as the top down. Employees who feel connected to top management tend to outperform companies who feel disconnected, especially in an environment where more CEOs seem accessible to customers. At minimum, employees deserve to know first.

• Education. Ongoing education, training, and information that goes beyond company updates or departmental functions often provides a context greater than the confines of a single job description. One of the best internal communication pieces I had ever read for a utility was a five-part series on the history of natural gas. The employees thought so too.

• Empowerment. Setting goals and actions for employees is always important, but communicating that employees can make recommendations helps establish their ownership of a particular job function. The concept is what put Dana Corporation on the modeling map years ago.

• Encouragement. While leading by example is critical, demonstrating that an employer is capable of performing specific duties (if not already engaged in them) can invigorate teams. I saw an example firsthand when the general manager of one of the premier hotel brands in the world paused to "fluff" a chair cushion.

• Exemplification. Recognition for individuals, teams, or specific actions that go beyond the privacy of personnel reviews set precedence and help create corporate culture. One of the most successful campaign launches for a new health care program we developed for one company included visible incentives for those who enrolled early.

When you really stop to think about it, the same companies that have successfully developed social media programs are the same companies with internal communication programs that range from better than average to the best in the world. In fact, when looking back on the top ten list shared from EngagementDB last Monday, I'm a bit remiss that there was not more emphasis on the work behind the work that helped make these companies successful online. That work is internal communication.

Picking Channels: Amazon And Zappos

Not everyone understands why Amazon CEO Jeff Bezos chose YouTube and Zappos CEO Tony Hsieh chose a blog post to break yesterday's $807 million* acquisition while reportedly ignoring mainstream media on the front end, but I think I do. Hsieh all but says it in his post.

"Over the next few days, you will probably read headlines that say 'Amazon acquires Zappos' or 'Zappos sells to Amazon'. While those headlines are technically correct, they don't really properly convey the spirit of the transaction," Hsieh wrote.

Less obvious in the statement but demonstrative in example, the Bezos video is even more telling. Take a look.



Still unsure? Both Bezos and Hsieh have a story to tell. And neither of these stories would overshadow whatever the mainstream media might happen to ink about the deal. In effect, intentional or not, Amazon and Zappos may have demonstrated why social media sometimes means more message control, not less. Or did they?

Social Media Meets Message Control?

Sure, there absolutely were news releases sent out and none of them include the more colorful quips about home-based power grids and purchase ding dongs as seen on the Amazon video. They do, however, carry quotes aligned with the direct communication via the Zappos blog and Amazon's YouTube video.

Ironically, while both the reflective and visionary are apparently confined to singular sound bites, the details of the purchase price are all over the map. Amazon released $807 million. Most reported $847 million. And TechCrunch estimates $920 million. Some of the numbers can be easily attributed to stock fluctuations. Some cannot.

Much more interesting than the numbers is the simple idea the mainstream media was initially left out. In doing so, the companies seemingly have more control over the message as most mainstream media seems content to run with what was provided.

ZD Net seems a little less impressed, taking the time to answer its own questions since nobody else is willing to. Fast Company has written all sorts of amusing things about the communication, which means they may be less than amused. Meet The Boss even sent out a news release that it had some sort of exclusive interview with one of the elusive CEOs. The story, however, doesn't really seem to measure up to what it was reported to be.

Even The Wall Street Journal has a mash up of what everyone else seems to be saying. All the while, no one seems to have direct contact with the sources.

Social Media Tends To Be Messy.

Do people really think the initial story, broken on public channels, was designed as an externally transparent internal communication to the employees of both companies? Weird.

It seems more likely this was a public communication designed for anyone who was interested in hearing it (with Bezos and Hsieh being the most interested) while establishing what Amazon and Zappos want the message to be. Is that a good thing?

I haven't decided. I like both companies well enough. We have good enough relations with Amazon, and its nice to know Zappos will still keep its home in Las Vegas (for now, anyway). I also have to admit that both the notion of internal communication shared with the public first or the idea that corporate posturing without probing questions from the media gives me goosebumps.

After all, this bit of communication clearly demonstrates that social media, for all its praise of being open, two-way communication, could take a turn to being completely closed if the public allows it. Given that the public doesn't really care about the deal (not until it affects purchases) and those who did mostly offered a quick "congrats" and moved on, it seems like the public absolutely will.