Posts Tagged ‘policy’


In PR and the Media: August 23, 2011

Tuesday, August 23rd, 2011

Time to Review Public Subsidies For Media, Says Study Authors (GreenSlade Blog)
A new report from Reuters Institute for the Study of Journalism (RISJ) and Dr. Rasmus Kleis Nielsen (and Geert Linnebank) concludes, “It is time to review and renew media policy arrangements and bring them in line with the principles purportedly behind them and with the times that we live in.”

Miramax Launching Multi-Title Facebook Movie App In U.S., UK & Turkey (PaidContent.org)
Miramax eXperience launches on Facebook, giving users the ability to rent some 20 U.S. titles. Movies cost 30 Facebook credits ($3) and can be viewed over the course of 48 hours.

Specific Media Settles Flash Cookie Suit, Promises Never To Use Them (MediaPost)
A privacy lawsuit between web user Stefen Kaufman and Specific Media, which recently purchased MySpace, has been settled for an undisclosed sum.  But the debate over Flash cookies and ETags are far from other. AOL, Hulu, and Kissmetrics, are just a few the companies that still have cases pending against them.

Tumblr Talking To Top VCs About An $800 Million+ Valuation (BusinessInsider)
As Tumblr continues its expansions reports are speculating that the blogging giant is in talks to raise $75 million to $100 million.

Fox’s 8 Day Delay On Hulu Triggers Piracy Surge (FreakTorrent)
In an effort to encourage viewers to watch its shows live, Fox has stopped posting its shows online the day after the show airs. The result: viewers, who would ordinarily seek legal streams to view their shows, are now frequenting pirated sources.

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Managing Media Interviews

Friday, October 8th, 2010

InterviewLast week, I had the pleasure of joining Southwest Missouri PRSA for their annual professional development day.  The great lineup of speakers included retired Lt. Col. Joseph V. Trahan III, Ph.D., APR, Fellow PRSA.  “Doc Joe,” a self-described Cajun, has conducted hundreds of media training classes over his 30+ years for government agencies, law enforcement, higher education and non-profits.  His background is so extensive that if I went further, it could easily take up more space than this post itself!

Keeping in mind that his seminars are typically 1-2 days, what follows is only a handful of “key” takeaways.

The three C’s of media relations…
According to Doc Joe, the three “C’s” of media relations, especially when responding to the media, are:

  • Control: He says, “If you put a microphone in my face, it’s MINE!”
  • Competence: Clear, honest, simple information. No speculation.
  • Concern: For example,“Mayor Giuliani showed concern on 9/11. For a brief shining moment we were all New Yorkers.”

For any media interview, you must be prepared. No excuses.
Research the reporter’s questions, your own questions, and breakdown the elements of the news. “Be the devil’s advocate,” says Doc Joe, when thinking about what questions may be asked and how the media may respond.  He advises to spend one hour of prep time for every minute of air time. If it’s a 3-7 minute standup, that means up to seven hours of prep time. When developing your responses, be sure to use “command messages” (aka talking points), statements/info that you work into responses that explain position, and be consistent with them.  He also provided 10 examples of “bridging” connector phrases

Take advantage of the off-camera time to meet and greet.
Correct any misinformation.  Provide a starting point (hook).  Be sure to explain any restrictions.  Doc Joe calls these SAPP:

  • Security
  • Accuracy
  • Propriety
  • Policy

 Ready for the Interview? 
Open with a 24-40 second summary – who, what, when, where and what we’re doing about it. Listen, pause, think, then talk, when responding to media. And never repeat a negative question. Remember:

  • Each statement you make should be able to stand alone.
  • “Listen for understanding and comprehension, not to await your turn to speak.” (One of my key takeaways here.)
  • Tell the truth and stick to the facts. Talk only about what you know. 

“Know your audience; visualize them; the reporter is a channel to the audience” ~Dr. Joe Trahan

Non-verbal cues during the interview are extremely important also.  So, look at the reporter, not the camera. Remain calm, but if you “choke,” ask to try it again (if it’s not a live interview, of course).  Credibility and believability are critical for the interview to be a success.

Post-Interview Best Practices
Doc Joe says, after the interview, it’s okay to ask when it will air, but avoid asking for copies – you can get it later from the station or from you media monitoring service.  The only real reason to get back to the reporter is if you owe him answers or if he has bona fide accuracy issues.

How do you manage your media interviews? Do you agree with these points? What would you add? Please share your thoughts with me and the readers of BurrellesLuce Fresh Ideas.

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BurrellesLuce Newsletter: Creating a Corporate Social Communications Policy

Tuesday, September 28th, 2010

Puzzle_Four Business People resize

In an age when anyone can be a “journalist” and anything a sound bite or testimonial, inappropriate online communications is fast becoming a liability for companies and brands. Those most vulnerable to this threat are organizations that have failed to establish clear guidelines for employees’ use of social media. And, in fact, a sizable majority of businesses still do not have a social communications policy.

A survey conducted by Digital Brands Expression (DBE), a consulting firm that specializes in search marketing, revealed that 78 percent of respondents said that their business actively uses social media. Yet only 41 percent of those businesses reported that social communications are addressed by some form of corporate policy.

And of the 41 percent that have a plan in place, few have formal guidelines specifically addressing employee conduct online, specifically in social media. Referring to the DBE survey, this Media Post article noted, “Only 29 percent reported distributing policies and/or communications protocols to employees via social channels.” Instead, most of the organizations “appear to be shooting from the hip, with no cohesive game plan or measurement systems in place.” Read more of this newsletter in the BurrellesLuce Resource Center.

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Are You “Allowed” to be “Social” at The Office?

Tuesday, February 9th, 2010

by Crystal DeGoede*

 

Image: NBC.com

Image: NBC.com

Are you fortunate enough to work at an organization that allows, let alone encourages their employees to access and engage on social networking sites?  I have many friends that work in varying professions and industries and are restricted from accessing sites such as, Facebook, YouTube, Twitter, etc. at work.  But that still hasn’t stopped them from updating their status and tweeting during the 9-5 workday. In fact, they are using any type of device they can to access their profiles. If organizations are worried about employee productivity, I would say, this takes even more away from productivity – than if the companies had simply implemented social media policies that allowed for allotted social networking time. But productivity isn’t necessarily the only reason or even the number one reason, for that matter, why companies don’t want their employees logging on.

So why are organizations banning these sites? In a recent survey conducted by British research firm Sophos, 72 percent of companies believe their employees’ activities on social networking sites could endanger their business’s security. Other data backs up that fear: The number of businesses that were targets for spam increased from 33.4 percent in April 2009 to 57 percent in December 2009, a dramatic increase in such a short time period.

Now that Facebook announced it has 400 million users, and is pretty much forcing users to make their profiles open to everyone, the security risk increases. In fact, Sophos, deemed Facebook the most potentially dangerous network, with 60 percent of businesses saying they believe Facebook presents the biggest security risk, significantly ahead of other popular social networks. It’s not just Facebook that poses a threat; I am sure that we all changed our Twitter password when a phishing attack was reported last week.

No matter what your profession is, most of us rely on social media everyday for advertising/marketing mediums, the ability to communicate with clients/prospects, colleagues and peers and most importantly how we get our news. For this reason, some argue that access to social networking sites benefits the company more than it poses a threat.  I would have to agree.

Here at BurrellesLuce, having access to these tools within the past year has made a difference in the way we communicate to our customers and prospects, the amount of information we have obtained and distributed, along with the relationships that have been established, among other things.

A HBR blog post “The Über-Connected Organization: A Mandate for 2010” by Jeanne C Meister and Karie Willyerd breaks-down a survey “WHISTLE – BUT DON’T TWEET – WHILE YOU WORK” conducted by Robert Half International on the importance and benefits of organizations being on social networking sites.

  • Access to social media improves productivity. According to Dr Brent Coker from the Department of Management and Marketing at University of Melbourne in Australia, workers who engage in “Workplace Internet Leisure Browsing” are more productive than those who don’t.
  • Millennials will seek jobs that encourage the use of social media. Those born between 1977 and 1997 — the ones you need to hire to replace the retiring boomers — are networked 24/7 and expect the company to accommodate pervasive connectivity. An Accenture survey of Millennial preferences for various technologies at work found that they prefer to communicate via instant messaging, text messaging, Facebook and RSS feeds.
  • Companies that provide access to social media create a more engaged workforce. Take the case of Cerner Corporation, the health IT firm. In 2009, Cerner implemented uCern, a corporate social network. In 2010, it will extend this social network to its customers and suppliers.

So what does all of this mean?  Social media needs to be embraced now by those organizations that can benefit from it.  Employees need to be aware that using Facebook or Twitter at work is a privilege and rules established to prevent its abuse. And precautions need to be taken to ensure safety. If you are using social networks, strengthen your passwords (PasswordMeter.com is a great resource that can help you assess the security of your passwords) and change them often; don’t click on a link that doesn’t look right or is not from a trusted source. With all parties in agreement and working together, there is nothing to fear. 

What would you do if your company suddenly restricted access social media?  How would you argue that the benefits outweigh the risks?  How has social media helped your overall communication plan? If you are one of those that doesn’t have access, being able to participate in the conversation would benefit the organization you work at? 

*Bio: After graduating from East Carolina University with a Marketing degree in 2005, Crystal DeGoede moved to New Jersey. In her four years as a member of the BurrellesLuce marketing team and through her interaction with peers and clients she has learned what is important or what it takes to develop a career when you are just starting out. She is passionate about continuing to learn about the industry in which we serve and about her career path. By engaging readers on Fresh Ideas Crystal hopes to further develop her social media skills and inspire other “millennials” who are just out of college and/or working in the field of marketing and public relations. Twitter: @cldegoede LinkedIn: Crystal DeGoede Facebook: BurrellesLuce

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