Understanding Connections: Social Media

As part of my study of human capital a few years ago, I tapped insights from a fast growing company called Direct TV. At the time, Direct TV was simply known as a company to watch. Today, it is the largest provider of DTH digital television services and the second largest provider in the multi-channel program distribution industry in the United States.

What Direct TV understood then, and still does today, is that even "soft" employee programs foster better communication. While social media was barely a blip on the radar of communication, it doesn't take much to see how what was being done then could be reinforced with the tools we have today.

"Fifty to 75 percent of our employees at the corporate office attend every program," said Caroline Leach, ABC, then senior manager of employee communication for Direct TV (now vice president of communications for Direct TV). "Typically, we host them at noon or late in the day. Sometimes it's a recognition program or simply coffee and donuts with executives. They help maintain our family-oriented, entrepreneurial style."

While some companies will always remain skeptical of employee programs, Direct TV found they worked well in moderation. Specifically, they connect employees to management, exposing people to different departments they had no contact with, and generate new ideas. The programs were augmented by a well-defined, integrated employee program, strong benefits packages, and performance incentives.

"Measurement is key to understanding what your employees want," Leach said. "For example, we survey employees electronically after every company broadcast, which gives us an immediate response to how well the information was received. The surveys are anonymous, which empowers the employees to give us candid feedback."

From a broader perspective, the company's (then eight years old; now 13) strategy was simple. The executive team communicated the top one to four quarterly goals to each department while managers were charged with translating these goals into terms that individual employees can apply.

At the same time, employees were empowered to be part of the decision-making process. After the company implemented quarterly bonuses (based upon earlier satisfaction with annual bonuses), employees evaluated and eventually requested an annual bonus over four quarterly bonuses.

The reason in 2002: because Direct TV is an industry with seasonal growth, non-performing quarters (without bonuses) were found to be disheartening and counterproductive to the overall success of the company. The old adage "success produces success" stands.

"Employees also prefer to get most of their information direct from supervisors," said Leach. "We try to augment any communication with face-to-face communication. Our president's day breakfast with 8-10 employees, for example, has a powerful ripple effect throughout the company when the employees return to their departments and share highlights."

Flash forward to today and it is not difficult to imagine how internal social media might have been employed to augment such proven internal communication practices. In fact, it demonstrates something that we've offered up here on several occasions. If 8-10 employees can create a powerful ripple effect throughout a company after a single breakfast with decision makers, imagine what 800-1,000 readers might do after reading an authentic executive post where they can engage the executives by asking a few questions on an Intranet. Hmmm... virtual coffee and donuts with that many more in attendance.

In addition, through such online interaction, companies might be better equipped to solve a growing problem for many businesses (according to an article in the Harvard Business Review, which I'll be writing about later this week) and that is developing a talent factory to fill what seems to be an ever-shrinking pool of strategic thinkers.

Sure, I doubt social media will ever replace face-to-face communication as the most powerful tool in the communicator's arsenal, but it stands to reason that more companies will find unique internal communication methods that demonstrate social media will become the second most trusted source of information within a company (assuming the company does not over-propaganda it).

And, if it can work within a company to provide a bird's eye view to keep departments up to speed, then what is the difference between an internal social network or one consisting of loyal consumers? Virtually none at all.

Blogging: Frontline Communication

While I was working on a new blog for one of our clients, it occurred to me that social media (and blogging) is really a new form of frontline communication. If this is true (unless your company's blog skews more toward journalism or op-ed as a model like we sometimes do), then business bloggers might take more care to apply customer relations. Or maybe, the better term might be social media relations. Social media relations?

Sure, I know what some people might be thinking. Anytime businesses see "relations" after a term (eg. guest relations, customer relations, public relations, and certainly social media relations), then they think that the return on investment must be qualitative. And because quantitative results — anything with numbers — are always given more weight than their qualitative counterparts, "anything relations" will once again be dismissed or underestimated.

I wrote about this subject a few years ago, hoping to give more weight to customer relations as applied by concierges. Much of what I learned then still applies today. Yes, we know that direct response offers (or Nielsen ratings for that matter) are easily tracked: the number of redemptions equals success. However, as I said then, companies that neglect the integrity of their communication can also mistake such results as an accurate forecast of the future. They are not. Great offers and "spiked" show ratings only provide temporary fixes, not brand loyalty.

"It would seem a satisfied customer with an emotional bond would be worth more than one driven by other motivations, but some businesses forget to distinguish between the two," said Keith Sheldon, ABC, APR, a professional in residence at the University of California, Chico (when I interviewed him then). "A much more global view is to deliver high-touch service, recognizing the messenger is the message."

Today, years later, frontline communication is still the most important instrument to ensure customer satisfaction. So why not social media? When guests speak to employees (or bloggers engage an audience), the customer's perception of the company still becomes confined to that interaction. The results are the same. Scripted, rushed, uninterested, or negative employee responses create neutral or negative impressions even when their intent is to expedite traffic.

In contrast, customers have a high patience threshold while waiting in line as long as they see that the person in front is being treated extremely well. Employees who practice active listening—eye contact, smiles, and emotive statements—demonstrate such satisfaction because the waiting customer knows they will receive the same service when it is their turn.

"Reflective listening is always the next step in face-to-face communication," says Sheldon. "It goes beyond active listening by offering emotive statements and clarifying responses that demonstrate you understand the customer's needs. Asking questions beyond the immediate needs shows that you really care."

High performing companies have always recognized employee-customer relationships are emotional capital. It can be even be measured in terms of patronage, brand loyalty, and reputation beyond tangible results. Immediate measures can be identified in comments or response cards. Long-term measurements can be included in comprehensive evaluations.

In fact, with adequate measures, all "relations" can be shifted from an expense column into a business development column because they solidify trust, encourage repeat visits, and increase referrals. Just a few years ago, Waston Wyatt, a global consulting firm, launched its Human Capital Index, a study that included 400 publicly-traded companies to determine the relationship between human capital and shareholder value. The study revealed human capital can increase shareholder value by 30 percent.

When I wrote the article, Robert Bacal, CEO of Bacal & Associates and the Institute for Cooperative Communication in Canada, also told me that motivating employees to increase customer contact and satisfaction, or human capital, is critical to the success of any company. To do it, he suggested that companies invest in providing employees skill sets to make jobs easier and enjoyable. Skills that I think can be applied to social media.

"Some managers make the mistake of telling employees that customer service training benefits the company," he said. "It will ... but they also have to explain how it will benefit the employees on an individual level."

For example, teaching employees or bloggers how to deal with angry customers/comments might benefit the company because to reduce instances that have a negative impression on the company. But teaching employees these skills can also reduce the negative impact on the employee. I think we all know one angry customer can ruin our day (if we let it).

"When you tell people customer service techniques will make their job easier, it's more meaningful for them," said Bacal. "I also teach them a sequence of events they can remember called CARP."

CARP is one of several frontline communication techniques that I think can be applied to social media. CARP stands for Control, Acknowledge, Refocus, and Problem-solving. It reminds employees to take control of a situation by accepting responsibility, acknowledging the customer's anger, refocusing from a problem to a solution, and probing for ways they can help the customer.

By employing such a technique, it has been proven frontline employees can even gain a higher level of customer satisfaction with an angry customer than they can with the average customer. (Of course, for social media, this only works with "real" customers and not those that leave anonymous comments. They require a different approach.)

More importantly, as long as such communication is measured beyond numbers, it can demonstrate quantitative and qualitative results that move "relations" away from voodoo economics and more toward applied science.

For social media, that can be great thing because when you boil it all down, customer interaction is customer interaction. It does not matter where that interaction occurs: on the frontline of the checkout counter, on a customer service call, or on the Internet.

Landing Loudly: David Neeleman

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Ever since David Neeleman stepped down as CEO of JetBlue "to focus on more long-term strategic initiatives for JetBlue as Chairman of the Board," his famous blog, called a flight log, has stood silent.

The last post penned by Neeleman gives an outstanding welcome to Dave Barger as CEO, but leaves the people who enjoyed Neeleman's online presence one question unanswered: Will Neeleman's flight blog remain the last word of an airline founder who saw the value of social media or will Barger now brave the relatively untested waters of CEO blogging?

The question isn't so much for JetBlue as it is for any corporation that has taken the plunge. As more executives take to blogging or achieve near celebrity status as very visible spokespeople for their companies, it becomes crystal clear that very few have thought about a social media contingency plan.

What happens when visible voices become embroiled in controversy or step aside as Neeleman did? One would think the Robert Scoble story would have better prepared companies for such eventualities. Microsoft fared pretty well with a transition in 2006, but it seems like not all companies will.

While ADWEEK's May 21 article doesn't provide the answers, it does recognize a change in the perception of company branding with a renewed marriage between marketing and customer service.

"Blogs, online video, e-mail and mobile phones—not to mention company and brand ratings on sites like Amazon and Yahoo—give the average consumer an immediate, interactive soapbox on which to share how Company X let them down," writes Joan Voight. "In today's consumer culture, a humorous video on YouTube featuring a cable repairman sleeping on the job gets far more attention than the well-established American Customer Satisfaction Index from the University of Michigan—an index that due to its business press-oriented nature can't compete with the Web."

The article also mentions JetBlue Valentine's Day crisis and its efforts to employ a largely unproven social media tactic as part of its crisis communication strategy. In our case study, we noted that while the effort was to be commended, JetBlue only did everything almost right. Unfortunately for Neeleman, if you subscribe to ADWEEK's assessment that it was the "episode, dissected on blogs and elsewhere, even brought down the airline's high-flying founder and CEO David Neeleman," almost was not enough to win over JetBlue stakeholders, who seemed to think the easiest way to end the over-apologizing was to shuffle their spokesman off the stage (for awhile anyway).

Left behind is a flight log (blog) that will require some pretty big shoes to fill unless Neeleman re-emerges as the very verbal and likeable founder of the airline.

Indeed. The communication game has changed and executives are taking more heat over the attention they receive as their personal brands and actions sometimes eclipse the company they work for. As a result, some now have bigger targets on their backs as sacrificial lambs when things go wrong.

Some are shuffled around or let go for a single company slip like Neeleman or Jim Samples. Others are dismissed for what the Toronto Star, a few graphs down, calls terminal uniqueness (n. Psychological condition afflicting top executives suffused with a sense of omnipotence, until their bad behavior bites them in the behind) like Chris Albrecht, Julie Roehm, and Todd Thomson.

Sure, something is being done. You cannot pick up a communication-related publication today without reading about social media. However, far too many communicators are not sure what to do with all this information because they thought the opening rounds were nothing but a fad.

Unfortunately for their employers, this means mistakes—including leaving well-read blogs quiet because no one ever short listed possible replacements (or signed several executive bloggers/spokespeople to begin with)—will continue to be made until communicators realize that the fast-paced trend to become more customer-centric instead of product-centric means more social media attention on company executives, whether you ask for it or not. (Something CBS is discovering right now.)

So, unless social media is carefully employed as part of your company's overall strategy, sooner or later, you will be left with the wrong message, or perhaps, no message at all, where customers expect to find it. Whether "it" means a flight log or something else entirely. JetBlue. Case study closed.

Overreacting Or Not: PC Magazine

The times … they are changing.

I didn't write about Steve Rubel's Twitter gaffe with PC Magazine when it happened. And for most, the story is over. Yet, for me, I'm still considering how it might represent some serious changes in media relations.

Background

Rubel is senior vice president at Edelman's me2revolution practice. Edelman is the largest independent global PR firm. So when Rubel put out a random Twit — “PC Mag is another. I have a free sub but it goes in the trash” — people noticed, especially Jim Louderback, editor in chief of PC Magazine.

Louderback's answer to the Twit can be seen in a blog post (above link). He asks, among other things, "Should I instruct the staff to avoid covering Edelman's clients? Ignore their requests for meetings, reviews and news stories? Blacklist the "Edelman.com" email domain in our exchange servers, effectively turning their requests into spam? If we're not relevant to Edelman's employees, then how could we be relevant to their clients?"

Analysis

From a pure public relations perspective, Rubel made a mistake and did the right thing by apologizing and offering clarification. (This is precisely the kind of stuff that makes me wonder how public relations practitioners might have to adjust for something like a random thought racing across Twitter.)

However, if we remove this pure public relations perspective from the equation, maybe we come up with a different answer, one that addresses Louderback's original question: "Boycott Edelman, or would that be over reacting?" (sic)

Maybe the question is best answered by the media's long-held position to not be held hostage by advertisers who threaten to pull media buys over unfavorable editorials.

Wouldn't a boycott of Edelman and its clients over an unfavorable comment about the magazine be the same thing? Should Rubel, who has since said he reads PC Magazine via RSS feeds, censor himself on critiquing publications because of his position?

Conclusion

I don't know. But what I do know is that Louderback might have been better off calling or e-mailing Rubel before writing the editorial … just as public relations practitioners prescribe to their clients after an unfavorable media attention. The outcome might have been more favorable for everyone.

Rubel, much like a publisher, could have then retracted, corrected, or amended his statement on his own instead of being "learned." Louderback might have even had an opportunity to find out why Rubel felt that way, enough so, apparently, to fire off the Twit.

Regardless of whether the original message was a good idea or not (it wasn't), the bigger story here, at least to me, is what this means for the relationship between public relations and the media? What does it mean?

The times … oh how they are changing.

Business Blogging: Eric Mattson

Eric Mattson is a Seattle-based marketing consultant, podcaster, and expert in social media. His joint research with the University of Massachusetts, Dartmouth has appeared in BusinessWeek, Inc., and Foxnews.com. What did it say?

Social media is here to stay.

Message boards, social networks, online video, blogging, wikis, and podcasting are all utilized by more than 10 percent of Inc. 500 businesses. Sixty-six percent said social media is important (which indicates a large gap between business and public relations).

Blogging, specifically, is utilized by almost 20 percent of these businesses. To me, this seems significant because business blogs are only a step away from becoming a tangible mainstream business tool. They are a 5-in-1 tool, if you ask me.

Are professionals in communication-related fields ready? I'm not sure. It seems most are still wondering whether blogs are valid.

I'm not surprised because some people are still confused how blogs might impact communication. I submit it does not matter whether 10 percent of people read blogs. It's the "pass-on" message that counts.

Right. Readers generally pass on insights they read on the Web to co-workers, industry peers, friends, and family. Some content spills into mainstream media.

Did you hear? Did you see? Did you know? And from these leads, the messages perpetrated online become the stuff of rumor, gossip, and infamy, making it difficult to track, difficult to identify sources, and difficult to manage.

It's easy to see some consistent patterns on this blog and others we manage. One blog entry might be read by one or two people (or 100), who pass it on to their co-workers, shareholders, friends, etc. Some pass links. Some pass e-mails. Some cut and paste content.

Occasionally, mainstream media might use it as a story source, either cited or used as a backgrounder for another, seemingly unrelated, story. And sometimes, the story or viewpoint might be used to spark additional observations and posts on the Web, creating a tsunami-like effect — rolling out over to New York or London or Primorsko-goranska. And then, the wave comes back, and out, again.

The bottom line: ignorance is not bliss when it comes to blogs or social media. No, I am not saying every blog entry someone writes will have an impact on your business, but eventually one just might.

Exploring Ethics: Social Media

I'll be writing a post show wrap-up that covers my experience on The Recruiting Animal Show tomorrow, but had another topic in mind for today in regard to ethics and social media. (Ironically, we touched on it briefly during the show, but already had a full plate of topics!

Kathy Sierra, author of the popular blog Creating Passionate Users returned to her blog on April 6 after taking a self-imposed hiatus because threats of violence were made against her over her blog. Although she is back, she says it will never be the same. I hope she changes her mind because I would hate to think that one bad incident, even as bad as that, would continue to have power over her.

However, that is not what this post is about. This post is about the new call for a code of ethics in social media that seems to have gained some traction out of this incident. Several bloggers have written, published, and posted about a new code of ethics for social media. While there is nothing wrong with this, I'm not convinced it is needed. (Make no mistake: death threats go well beyond moral decency and good taste and are NOT protected under the auspices of free speech.)

Yet, I'm still not convinced a new code is needed because several codes already exist within the fields of public relations and communication. If bloggers take the time to consider them, an entirely new code might not be needed. One can be found at the International Association of Business Communicators (IABC) and the other at the Public Relations Society of America (PRSA). Both are long established and thoughtfully written codes with some similarities.

As an accredited business communicator through IABC, I am partial to its code of ethics because the organization's principles "assume that just societies are governed by a profound respect for human rights and the rule of law; that ethics, the criteria for determining what is right and wrong, can be agreed upon by members of an organization; and, that understanding matters of taste requires sensitivity to cultural norms."

The code itself is based on three different yet interrelated principles of professional communication that apply throughout the world:

• Professional communication is legal.
• Professional communication is ethical.
• Professional communication is in good taste.

Recognizing this, members of IABC agree to engage in communication that is not only legal but also ethical and sensitive to cultural values and beliefs; engage in truthful, accurate and fair communication that facilitates respect and mutual understanding; and, adhere to the following articles of the IABC Code of Ethics for Professional Communicators. IABC offers 12 articles in all.

PRSA offers a different take on the subject, but the spirit, if not the verbiage, is virtually the same within the context of five member values: advocacy, honesty, expertise, independence, loyalty, and fairness. From these values, PRSA proposes several code provisions that are also worth consideration.

As I said, I am partial to IABC's code of ethics, but both have merit. So before bloggers and social media practitioners attempt to forge new ground, I suggest they consider one or both tried-and-true codes to serve as their own guides.

As for me, I do consider ethics with every post, even those that sometimes appear critical of others. In doing so, it is always my hope that people learn something, think more about their own communication, and attempt to be a beneficial presence wherever they might interact.

Knowing When To Hint: Jason Goldberg

Joel Cheesman, president of HRSEO and Oaseo, is considered one of the most widely-read bloggers on emerging recruitment issues. On his blog, Cheezhead, he has an online poll that asks if Jason Goldberg, CEO of Jobster, is killing the company.

Sure, it's not the best poll (sorry Cheesman, but it's not) and voters are allowed to vote more than once, but it does serve as an interesting conversation starter, especially if one asks if Goldberg is committing suicide by social media.

Voters seem to think so, with 51 percent of votes claiming "the dude's gotta go," outpacing the erroneous idea "all publicity is good publicity," which garnered 38 percent. The comments tell a different and perhaps more accurate story. Goldberg is surrounded by wingnuts: either fiercely loyal or venomously vindictive. Some excerpts:

"Jobster’s board and employees are 100% behind Jason. He is a thought leader in the industry and while sometimes controversial, that controversy is expected around disruptive companies." — Christian Anderson

"Clearly the young man has gone off the deep-end. He had a great vision and built an AMAZING team, which he then proceeded to destroy and dismantle." — claimed Former Insider

"I don’t know exactly whats gone on at Jobster but I do know a lot of people that have worked there. They all have mixed emotions on what happened." — Ryan Money

Exactly. And former employees are not alone. For Goldberg, social media saves him as often as it slays him. Or perhaps, it's the other way around. Goldberg gets himself in trouble by creating the very rumors that continue to assault his company.

The most infamous of these began when he used his blog to hint at, then deny, then confirm layoff rumors during the holidays. The story has been covered by anybody and everybody (Jobster), including the New York Times and, more recently, Wired magazine as Cheesman reported:

"Goldberg probably hopes that little incident will quietly fade away. But it won’t, for one simple reason: When you type ‘Jason Goldberg’ into Google, a link to an International Herald Tribune Story detailing the entire debacle appears near the top of the first page of results. Anyone who searches for Goldberg will immediately trip over the biggest faux pas of his career. It has entered, as it were, his permanent record."

However, this social media assessment is hardly the entire story because every time Goldberg misapplies social media, dozens, perhaps hundreds, of fanatical allies — most of which were made using social media — rally to his defense with statements that basically argue that Goldberg should never be held accountable for his own actions because they love him.

As I said yesterday, it's the ultimate social media paradox: social media saves him as often as it slays him. And he is extremely fortunate on that point because Goldberg is his own worst enemy, nobody else. The culprit is always the same: message management. At Jobster, at least for Goldberg, there is no message management.

Almost like clockwork, usually toward the end of the month, Goldberg hints at something ugly and creates a social media/industry rumor that detracts from all his other messages. In January, it was layoffs. In February, it was his feigned challenge over my assessment of his mishandling of crisis communication. In March, it was yet another hint on his blog at Jobster: "While recruiting.com has basically been running itself for the past year (with Jason Davis prodding it along), I've recently been putting some thought as to where we should take the recruiting.com site next."

Days later, after returning from a vacation, Davis was forced into a position to post his own explanation: "My decision to move on is entirely personal."

Rumors. Rumors. Everywhere rumors. Where is the reality amidst all this perception? The reality is far less dramatic. They mutually agreed to allow the contract to end well before Goldberg hinted, then denied, and then took action to implement new changes for recruiting.com.

Message management might have left everybody feeling excited for Davis and happily wondering about Goldberg's purported future changes at Recruiting.com. Then again, if Jason is not his brainless, uncontrollable namesake from Halloween with one too many sequels, then perhaps he's auditioning as a drama queen who creates his own publicity at the expense of others. I mean, come on, if we want to talk rumors... what if every apparent debacle was a calculated ruse to get the blogosphere buzzing so they would come to Jobster's blog and find posts that piggyback his dismissal of Davis...

Goldberg announcing a dozen or so features that include: the new Jobster Employer Training and Education Site, the new Jobster Blog Buddy (beta), the new Jobster Career Networking (beta) and Network Feeds, and on, and on, and on. Could it be the high-flying CEO at Jobster is simply eccentric or undeniably evil? Of course, if that were true, then he might as well play Russian roulette. As Barry Hurd pointed out on the Cheezehead blog...

"A lot of CEOs and execs are playing in a very complex public relations audience, and I think the primary difference that separates success vs failure in blogging was that Kelman (CEO of Redfin) had a more consistent message and he didn’t change course as often. He was also more brutally honest on his own actions, with statements about bad expos and poor decisions."

Bingo. Goldberg is no Kelman. Message management trumps publicity stunt. And sometimes, the difference is knowing when to hint. Apple is very good at it. Microsoft, not so good. Hinting at business, unlike politics where Goldberg got his start impersonating the President as an intern, is best reserved for good news. Yet, Goldberg likes to hint at bad news.

In contrast, if I said chapter one of an upcoming book this year might be entitled a "The Jobster Paradox" that would be a pretty good hint. If I said I might invite Goldberg to contribute his defense of my position, that would be a pretty bad hint.

It all comes down to one of several simple truths when you peddle publicity, hints, and rumors: the further you force a perception away from reality, the greater the risk. In every case study, the picture is crystal clear. It's not "what you do" as much as it is "what you do as compared to what you say you do."

And for Goldberg, based on Jobster's history and the recent Recruiting.com message mismanagement (no matter what "New Coke" du jour he has plans to introduce there), perception is often as far from the truth as one can get.

Recognizing Change: Jon Ralston

Jon Ralston is one of the most recognized political analysts in the state of Nevada, particularly in southern Nevada, reaching readers in print, online, and on television. Last Sunday, he made a candid observation about social media, especially in politics, in his Flash Point column header that appeared in the Sunday combined edition of the Las Vegas Review-Journal/Las Vegas Sun.

"These are embarrassing times for those of us in the MSM. That's mainstream media for those of you not savvy to the acronymic insults hurled our way by bloggers. We sit idly by and watch the bloggers do what we so rarely can: Move political establishment. And now it is on both sides.

First, the Democratic blogosphere types pummeled the Nevada party for partnering with Fox. What was just noise eventually catalyzed action and forced the dissolution of the partnership. Now, on the GOP side, led by activist Chuck Muth, the bloggers have forced the party to reconsider its caucus date, which now may be moving to Jan. 19 to compete with the Democrats. So I guess I should ask the cyber hit men: What's the next big story?"

Indeed. It's very telling when political analysts share observations with some apparent frustration over social media. It's not surprising to me that political bloggers are at the front of the social media pack, but not just because they blog. However, as I've said before, it's not the tool, but who wields it.

Muth wields it pretty well over at Citizen Outreach. Citizen Outreach is self-described as a limited-government public policy organization dedicated to putting the “public” back in public policy. Whereas Muth has always been adept at shaping policy and writing columns for various publications around the state, he has found blogging to be the best place to make a case for everything else. In Nevada, he is not alone.

The reasons are pretty simple. In politics, blogs are becoming especially impactful, primarily because politics has always been a forum where squeaky wheels either get the grease or, in some cases, get greased. Blogs are extremely useful in this quarter because unlike accepting the burden of becoming a print publisher, there is virtually no real overhead (print publications are exceedingly expensive to print and time consuming to publish if you want to do it right).

More and more legislators and elected government officials on every level, for better or worse, are also discovering that blogs can be a great way to keep in contact with their constituants, defend their positions, and perhaps maintain a base against future challenges. (Unfortunately, most will likely get in trouble because they write it themselves with little or no help from consultants, doing little more than penning the groundwork for their next campaign's potential hit pieces. Oh well.)

Regardless, as the MSM, as Ralston calls it, continues to see the influence it has enjoyed in the past erode, some will get grouchy about it. Others will recognize it for what it is: a redefinition of the landscape and the roles people play in them.

The way I see it, social media is suggesting the mainstream media take on new marching orders, asking them to cover the news rather than set it or have an agenda. Or, in other words, maybe traditional media was never meant to move the political establishment, but rather to report that movement. You know, tell the truth and shame the devil. It's an honorable profession, one devoid of stating which party you belong to or whether you personally think more taxes are in order.

Certainly, in some cases, mainstream media took the wrong path somewhere along the line with too few actually acting as political analysts and too many acting like the political activists they were supposed to cover. It seems to me this is precisely why online self-proclaimed media watchdogs such as Media Matters and News Busters broke onto the national scene to begin with, each claiming that media bias is too conservative or too liberal (sometimes both at the same time, depending on the topic).

Labels, labels, everywhere labels. So let's set the record straight. There are no cyber hitmen. There are only political activists with a new tool.

There is rampant media bias, except in rare instances when the truth actually overpowers political leanings (newspapers have been known to aggressively support candidates, but wash their hands of them if any corruption is exposed, preferably before people realize the paper chastising them today helped get them elected last month).

There is little difference between what Ralston did in 1993 when he began publishing the political newsletter "The Ralston Report," except that bloggers have less overhead and don't ask their readers to pay an inflated subscription price.

There really are no "bloggers" beyond those citizens who write online diaries, even though the label is often bandied about with ardent enthusiasm or apparent attempts to discredit (sometimes at the same time). In actuality, there are simply new political activists who never had a voice before, or, as in my case, industry experts who are willing to share their insights or business people who see the natural crossover to employ blogs as a tool not all that dissimilar from politics.

How so? While I maintain it's not for every CEO to have a blog, it does provide an answer to management consultant Laurence Haughton's question over at Recruiting Bloggers.com: "But what tells you that 'all the talk about how companies need to have a dialogue with customers' is serious talk?"

A few graphs up, I mentioned legislators beginning to use blogs to have contact with their constituants, defend their positions, and perhaps maintain a base against future challenges. Is that so very different from one of several business blog uses: connect with customers, promote products, and build brand loyalty? Unless you're hung up on semantics, not really.

Blogging ROI: ADWEEK

ADWEEK said it all about blogs.

"Despite all the talk about how companies need to have a dialogue with customers —it was brought up yet again several weeks ago at the 4A's Media Conference by Procter & Gamble chief marketing officer Jim Stengel—only a handful of CEOs, outside of the technology industry, are blogging."

So why is this? Debbie Weil points to the Forrester's report, which revealed 60 percent say the ROI of corporate blogging does NOT need to be quantified and/or tied to the bottom line.

Why the heck not?

Maybe I'm just feeling melancholy because I wrapped up my last class this spring, but I'm feeling disgusted by the folks driving the social media bus (and I don't mean Weil; she's actually very good). By in large, the bus drivers all agree that social media is a tactic not a strategy, but then they run around and pitch it as a strategy and wonder why the CEOs are not creating social media budgets. Well, against the wishes of my partner who says I give away too many ideas, I'll tell you why.

Blogs are not hammers. They are 5-in-1 tools.

I learned about 5-in-1 tools when I worked part-time as a colorologist at Sherwin-Williams (the guy who matches your paint color to a pillow case) while trying to start my then freelance writing services business on a monochrome Mac Classic and a fold-out kitchen table in a one-bedroom apartment. (My, how things have changed.)

5-in-1 tools are cool because the blunt edge can be used to open a paint can and, in a pinch, it can double as a flat-head screwdriver to tighten or loosen screws. The sharp edges are useful to remove paint. And the pointed edge can be used to get into the crevasses and remove a lot of debris. There are many other uses; all you need is imagination.

That's what selling blogs is about. After you get past the ridiculous term "blog," you have to identify where the technology might be best applied for that specific company. If you do that, the ROI becomes easily measured.

Unfortunately, communication-related professionals (advertising creatives, public relations practitioners, etc.) are running around saying CEO blogs are the first step. That is not going to fly, so give it up.

Blogs don't have to be about CEO insights (though that may be useful for some companies) and, in some cases, they probably should not be. Instead, the application of a blog is best determined on a case-by-case basis. Like what? Here are a few ideas ...

I'm working on three Web sites right now where the client balked at blogs, but loved the idea of a news feed instead of scrolling word files.

The general concept is that the news feed highlight "box" will appear on the front page of their Web site with the latest three items. When clicked, they will go to a blog page that is seamless from the rest of the design. There's the mysterious example of a social media newsroom that targets both social media and traditional media. Oh, and there will be no comments, but "labels" will help journalists find related releases.

Even better, because it is a hybrid for traditional media and social media (and customers), the client won't have to be as sensitive to the rules of "newsworthiness" when they post. The releases that are newsworthy can be sent to traditional media and social media as applicable with a link to the "newsroom." Those that are not will simply appear on the blog.

Or how about this? When you add up the expense of a face-to-face executive meeting, some companies will invest six digits per hour. So if you can cut out even one executive meeting, you've more than paid for a private, secure executive blog that will enhance executive communication so the HR people know what the communication people are doing and vice versa. It's better than e-mail and provides a history.

Or what about this? Create an internal employee-only blog on an intranet that engages employees in real time and encourages them to give feedback so you can capture all those great ideas that never make it past the front line.

Or what about this? A blog that is really a living FAQ page. So rather than be static with the most common questions and answers on a PDF that was created by the best guess of communication people, you can begin to capture questions in real time and have the answer, linked by labels and search engines, for anyone else who happens to come along.

Or what about this? A joint or cross-linked internal-external blog between corporate human resources, recruiters, and maybe corporate communication so everybody can stop arguing about budgets and work together for a change.

Or what about (fill in the blank)? Give me a company to evaluate and I'll be happy to consult on how they might best apply this amazing 5-in-1 tool. For some folks, I'll even tell them how to potentially earn bucks on their blog. It's not that difficult, er, well, maybe for some people...

I suppose that is the real question. Why aren't communication-related people getting it? Because for years and years, they have created mini-ecosystems where marketing, advertising, public relations, investor relations, internal communication, government affairs, community relations, and half a dozen other supposed specialties are so segregated that they are all fighting over the same limited, and perhaps shrinking, budget.

Simply put, the people who will win in the years ahead are pragmatic generalists who see strategic communication as the means to shape a corporate message based on the company's business model and then deliver that message by perhaps overseeing those various specialists who have grown too comfortable in their roles as tacticians and fooled themselves into believing departments should jockey for leadership in order to have more influence over the real strategies of a company.

In the future, I will hazard a guess that the communication industry (as I call it) will not consist of designers, copywriters, public relations specialists, etc. but rather communicators because that is, and has always been, the real function of the job.

If you need real evidence that these titles are getting in the way of progress, take a hard look at how social media is being developed. It's apparent with different sub-industry people trying to apply this 5-in-1 tool to their specific sub-niche without looking outside their own area of speciality, leaving CEOs confused, unconvinced, and wary about missing the bus.

Maybe they would not miss the bus if more communication specialists would stop trying to make companies conform to a tool, but rather make the tool work for the company. If you ask me, if anyone starts to do it right, then social media might actually produce tangible results or, better yet, ROI. If not, we're going to be wallowing in discussions about whether social media is worth it or not for the next decade.

Okay. Sorry for the interruption, you can all go back to the important task of twittering. I have a meeting to go to on this very subject.

Influencing Industry: Recruiting Animal

If you can get past the moniker, odd assortment of pop culture images, and colorful — sometimes snarky — commentary, you'll find an influential early pioneer in recruiter blogging based in Toronto. Of course, he'd prefer to deny the influential part as the "lack of blog influence" in the recruiting industry was the topic for his first BlogTalkRadio.

Despite denial, however, he continues to attract and influence recruitment bloggers at Recruiting Animal and Recruiting Bloggers, compelling them to take playful beatings on his blogs, and, more recently, compelling several industry blog leaders to participate in an hour-long radio show that asked if recruiter blogging was influential or if they are (recruiter bloggers) just blowing smoke. You can find a somewhat skewed recap of the show Recruiting Radio Shatters Myths or listen to it at the link above (warning: the first 15 minutes of the show includes on-the-job tech training).

Who should listen? Anyone interested in the advancement of social media into the mainstream, especially those public relations professionals who are among the 72.3 percent of public relations professionals who do not have a formal system for monitoring the blogosphere.

The show is one of the reasons I accepted the invitation to participate on Recruiting Bloggers in the first place (there are others). What the recruitment industry seems to lack in corporate communication (several on the show still think transparency is what got Jason Goldberg into trouble, when it is clearly faux transparency that got him into temporary trouble), they make up for in the fact that they've positioned the recruitment industry ahead of several other industries on the merits of social media, including my own.

Of three questions asked, the one that deserves the most attention is "How have blogs become an industry partner (in recruitment)?" You can read responses from Neil Bruce, vice president of alliances for Monster; Russell Glass, vice president of products and marketing for ZoomInfo; John Sumner, CEO of Interbiznet; Matt Martone, recruitment media sales executive at Yahoo!; CM Russel, author of Recrutingfly.com; Steve Levy, principal of Outside-the-Box Consulting; Dave Lefkow, CEO of TalentSpark Consulting; Glenn Gutmacher, senior researcher at Microsoft; and Harry Joiner, executive search recruiter at No Blog, No Sale. In the end, they all seemed to agree that blogs have the potential to have influence in their industry, but it has not happened yet despite the fact there are plenty of success stories where most can hang their hats.

In terms of the recruitment industry, they are almost right. The question is off the mark because it seems to me that blogs are about as influential as a news release, and new releases are not industry partners. More likely, as in any industry, there are influential industry professionals who have taken up blogs as a means of communication. Each, on their own merit, may be influential or not. Some might even gain influence through this medium, but only because they already had the potential to become influential in the industry.

The same can be said of any industry. It is not blogs that are influential, but the authors of those blogs in their respective industries (and some industries are ahead of others in terms of how many leaders are participating). Currently, it seems to me that entertainment gossip, technology, and politics are the leaders (but even political consultants claim blogs are mostly read by insiders and not voters). In fact, you might notice that traditional media is most often likely to turn to these social media niches for stories too.

It seems clear to me, as an outsider looking in, that recruiter blogging is also light years ahead of other industries, not because they are so great as much as it is because they have the semblance of foundation for a niche industry, whereas communication (advertising, marketing, public relations, etc.) seems stranded in debating what recruiting already resolved two years ago. (Besides, communicators keep getting hung up on this idea that applying social media is too much work. Ha!)

Sure, recruiting blogging may not be story sourced by traditional media yet, but that may change in the near future (unless other industries, like communication, manage to mount a rapid pace after they finally get out of the gate). All in all, it's a horse race and the recruiting industry seems to be among the early leaders.

So what is the question? The question is: who will be considered the social media experts of the future? Entertainment gossip aside, it seems to me the snapshot (today, maybe not tomorrow) is tech bloggers, political bloggers, and maybe recruiting bloggers will eventually begin converting their skill sets to focus on communication vehicles beyond their current industry niche. And, unless traditional corporate communication professionals and related communication fields wake up and sharpen their social media game, they will become second tier professionals, working for some of the guys I named above (much like some communication professionals ended up working for IT guys overseeing Web site design).

Knowing When To Comment: Jason Goldberg

Starting in December 2006, Jason Goldberg, CEO of Jobster, embarked on what the New York Times and many others have classified as crisis communication gone wrong. Using his blog as a primary means of communication, Goldberg hinted at, then denied, then confirmed layoff rumors during the holidays with such abandon that the company’s Technorati ranking knocked Britney Spears out of the top spot for popular searches. Through it all, most members of the media and social media scoffed at Goldberg, calling him everything from insensitive and ignorant to brash and dishonest.

While most companies find away to move beyond bad news that impacted a mere 60 positions, Jobster seems unable to break away from the dated story despite Goldberg offering a belated apology and Jobster making several announcements that seem to suggests its business model is working, including the news that it beat Monster out on the coveted deal with Facebook.

So why can’t Jobster shake it off? Because Goldberg has a reputed disdain for menus; the man already knows what he wants. Why waste time on an exhaustive list of options?

When your communication, even blogging, becomes formulaic and you’re not willing to consider others options, you’re almost always going to make mistakes. Sometimes the mistake is simple, like missing the special everyone is raving about. Sometimes the mistake is more costly, like the host putting in your usual order on the one day you wanted something else.

I think that is exactly what happened when Goldberg erred in choosing to comment on a largely unrelated post to presumably, according to some, challenge my assessment of his mishandling crisis communication (which he already admitted to and apologized for anyway). Known for being fierce with critics once upon a time, he ordered up a “chat” of sorts when a chat wasn’t really what he wanted.

When you attempt to take a casual observer to task after the newsworthiness of the incident has long died out and most people have forgotten, you are almost always betting against yourself because the misguided incident will be rehashed all over again. What you really risk is diluting and distracting from any good or fluffed news you have. So why bother?

Compounding this apparent timing issue, Goldberg never considered that the person he was sizing up as opposition not only teaches continuing education courses as part of his community service commitment, but also happens to be a hired gun of sorts for dozens of companies when a crisis does strike (among other things).

Of course, this assumes I was ever opposition, which, based on my posts (you can source by clicking the label “Jobster” on my blog), I was never exclusively an adversary. Sometimes I was a cheerleader in my assessments, when warranted.

Highlights of positive comments are not limited to: complimenting him on continuing to address the media and social media during the crisis he created, the well-thought out layoff announcement that was better than par, the offer to help place his former employees, and his public apology (though belated). In one post, I also defended Jobster when a competitor missed its news opportunity to pick on the company. In fact, in several incidents, one might even surmise that Goldberg coincidentally adopted strategies similar to those I posted as part of my living case study assessment.

The best time to comment on a blog, or engage the media and/or social media, is when the engagement is timely. Waiting almost two months only serves as a reminder that something bad happened.

If you are engaging to challenge the writer or to correct any errors, it’s probably best to conduct an assessment of the work. For media, the rules have always been fairly clear when you are the subject of a story:

• Are all the facts in the piece accurate?
• Is the story complete or cite additional resources?
• Is the story and any opinions offered fair and relevant?
• Are opinions included from multiple sides and sources?
• Was there appropriate depth to the story given the topic context?
• Was there an appropriate opportunity for others to leave comments?

In the case study of Jobster’s crisis communication debacle, at least on my blog, the answer is yes to all of these questions. Certainly there could and can be disagreement on the partial menu of communication choices I shared (as Recruiting Animal argued about in one post), I proposed any number of them would have been better than the non-menu approach chosen at the time.

In fact, Goldberg’s first comment to me is unsurprisingly similar to the case study. Originally, he teased at, then denied, then confirmed layoffs. Now, Goldberg teased at, then denied, and has apparently confirmed no public conversation with me. While that is fine with me, it doesn’t make sense from a communication standpoint. His real critics must be wondering if he has cold feet.

Look, if you want to comment or perhaps correct media or social media errors, it’s best to (but hardly absolute) do this:

• Choose to respond in a timely manner when the topic is still hot.
• Read the entire body of the ongoing work to ensure you are not mislabeling someone.
• Gather at least some knowledge about the person, people, or media you are responding to.
• Stay positive and reasoned, keeping your cool in order to keep the focus on corrections and clarifications, unless you’ve created a more satirical persona.
• Stay focused on what matters if you hope to maintain credibility and transparency.
• Recognize that engagement is a limited commitment, and that the person you engage will likely respond.

Of the three questions Goldberg asked, only one was worthwhile while two read as nothing more than an exercise in puffery, in my opinion. Nevertheless, I answered them all conscientiously; especially the first, as it was a fine example of the smarter questions Goldberg has been known to ask about blogging.

Unfortunately, the allusion that there would be a conversation seems to have been an illusion, probably because it wasn’t so sincere of an offer anyway. It’s a shame really. I have often found many of his previous questions relevant though sometimes not with the best timing, perhaps because he doesn’t like menus.

And, in the end, all he gained was an opportunity for people to learn how not to manage bad news, like layoffs, all over again.

Bashing Ghosts: The Branding Foundry

The Branding Foundry, which is the brainchild of Rowland Hanson, the former Microsoft marketing "guru" who is credited with coming up with the name Windows, is already facing its first brand challenge.

After a great write-up by venture capital reporter John Cook in Seattle, Kevin Young, president of the unproven and fledgling company, forgets his position and spends more time bashing ghosts (anonymous posters) than he does delivering a message, leaving some to wonder what The Branding Foundry is really about.

"However, in the spirit of our business community, it's sad to see that people take time out of their day to share their venomous comments to feel better about themselves," said Young. "As they say, 'the farther up the flag pole one ascends in life, the more your backend shows.'"

I'm not sure which anonymous post got under his skin more: 1. "This thread is polluted with self-serving tripe. John, you need to weed out the thinly-veiled ads." 2. "Don't see how this adds any value. Looks like a predatory scheme with no risk." 3. [Rowland Hanson] "Looks like a lounge lizard."

Of course, Young's ghost bashing was only met with more ghosts bashing back: 1. "What an incredibly arrogant post." 2. "I don't know what's crappier- the story or the posts that followed." 3. "Maybe the 'guru' and his trolls should ..."

And the debate, whether there "should be" or "shouldn't be" anonymous posters, begins all over again. Ho hum. Boring.

Actually, there is a decent discussion that took place at active rain, which references, among others, Jason Goldberg at Jobster, who asked about anonymous posts a few weeks ago (a great question at the wrong time).

Active rain blogger Barry Hurd made a decent argument, despite taking it a bit too far by questioning the ethics of anonymous posting. On this point, we disagree. Anonymous posting is not about free speech or ethics, in my opinion.

You see, over the last few years, I've seen anonymous posters (and anonymous bloggers) leave as many brilliant comments as they have unrelated, unfunny swipes that are easily dismissed. Their reasons for posting anonymously range from anything and everything from fear (not wanting to lose their jobs) and faux fear (Spocko being 'afraid' of big bad ABC, ha!) to protecting their own brand (I want to say something, but don't want it to rub off on me) and simply being too lazy, or perhaps too busy, to register with the site.

The bottom line is these people have a zillion reasons to post anonymously on sites that allow it. Not all sites do. Cook does. David Maister does not. Seth Godin doesn't allow comments at all, but he does allow trackbacks. Every one of them has different reasons for their decisions.

For example, I do not allow them, but not for reasons that most people think. In my case, I simply grew tired of deleting spam ads, lots and lots of spam ads.

If it wasn't for that, I would allow them (and used to). However, even if I did allow them, I would not personally post an anonymous comment (though sometimes I'm too busy to register and just type in my name). But, for me, it's par for the course. I don't have any reason to post anonymously because I've been threatened several times for working on certain political and commercial campaigns. And in the end, I decided that I would rather be fearless in life than live in fear. (Besides, threats only apply if your candidate loses or your commercial client folds).

However, since most people haven't learned they can live fearlessly, I don't begrudge them for posting anonymously where allowed. In fact, I say leave the anonymous posters alone for some very good reasons.

Cook's anonymous posters always make for an interesting, though sometimes silly, commentary on the events he writes about.

It used to be that way over at Inside Nevada Politics until they disallowed anonymous posters midstream during the 2006 political campaign, after someone called a candidate "dumb as a post" among other things.

Nowadays, most comments on that blog have thinned to nothing, because most people don't want to bash politicians (and the reporters in some cases) publicly. Most don't want such bashes to rub off on their companies. Go figure.

Anyway, what Inside Nevada Politics lost when they made that decision was honest discussion. And, with that, the "subjects" of many posts missed out on what the opposition thought of them.

It's true. When I was working on the Bob Beers campaign, I used to read all those anonymous comments faithfully, weighing their credibility. While I might not have responded to them, I certainly used the negative comments to develop strategies that addressed every complaint, just in case even one of those "ideas" caught fire.

Heck, in one case, an "anonymous poster" outlined a good portion of our opponent's strategy, making the point that for those reasons we would lose. So while other campaign members were up in arms about it, I calmly smiled and saw it for what it was: GOLD!

But then, Inside Nevada Politics disallowed anonymous posts and we were back to flying partially blind. Our window into the minds of our opponent was somewhat diminished. Oh well.

Chalk all this up as lesson number one for Young and The Branding Foundry. It's better to see what the opposition is thinking than to think you are untouchable on your very high horse, er, ladder, as you call it.

The second lesson is for everyone questioning the validity of anonymous posts. Simply put: "Whether anonymous posts (or anonymous blogs for that matter) should be allowed or not" is the wrong question.

The fact is that anonymous posts exist. And the question you could be asking is "What are we going to do about it?"

Well, we could run around the Web chasing ghosts, responding to them (which only gives them more credibility, by the way), and attempting to crush their credibility while looking like we take them ever so seriously ... or, we can file them away as insight into the opposition, maybe using them as another opportunity to get our message out, whatever that might be.

The Branding Foundry, unfortunately picked option A, and for all it gained by a well-written and flattering post by Cook, Young erased almost all of it by trying to be a "ghost buster" rather than a "brand master." I'm sorry Mr. Young, but you cannot hit something that is not there.

Besides, ghosts tend to multiply when you swing at one. I think it has to do with the "whoosh" sound people make, swinging at nothing.

Anyway, in closing, I would like to add that there is no venom here. I wish The Branding Foundry all the best of luck in sticking to a message rather than trying to bust ghosts. Hopefully, they will even share a few lessons with future clients...

No positive news is exempt from criticism, no matter where you think you are on the "ladder" of life. And bashing ghosts is an exercise in futility at its best. Almost always, you'll end up looking silly.

Moving Beyond Bad News: Jobster

If Jason Goldberg, CEO of Jobster, is wondering why HouseValues didn’t have to endure a blog swarm over layoffs while Jobster remains the poster child for inappropriate blog posts (made about a month ago), the difference can be found in their approach to crisis communication, inside and out.

Ian Morris did it 89 percent right. Goldberg did it 99 percent wrong.

As a result, from a communication perspective and not necessarily a product review, HouseValues is in a much better position to move beyond its recent bad news than Jobster. The difference is clear.

Whereas the Lukaszewski Group Inc. might call it mismanaging the victim dimension (the treatment of the victims will maintain or destroy trust) and I might call it demonstrating a lack of empathy for those who were impacted, the outcome is the same.

If you do it right, the public is satisfied and their interest wanes. If you do it right, your company might even find protection from having the issue resurface a month, a year, or ten years later.

In politics, it’s called inoculation: a clearly defined explanation of what happened, what was learned, and what was done to rectify the situation. With a good candidate, bad news can even be reframed as good news, all assuming they handled the bad news properly and actually learned something from the mistake.

Companies can move beyond bad news too, assuming the same. While this only touches on the surface, there are a few questions you can ask to guide yourself away from reliving the same bad story over and over again.

Did you acknowledge something went wrong? At Jobster, Goldberg never really apologized for his blog posts regarding the layoffs, which he still muses over today, even referencing that he blogs about what is on his iPod.

Did you apologize? At Jobster, Goldberg didn’t apologize for the posts that caused his former employees to wait on pins and needles through the holidays.

Do you offer explanation? While others have speculated on Goldberg’s behalf — that he was torn between keeping the layoffs under wraps and letting his employees know — he never really said.

What did you learn? It’s difficult to say whether Goldberg learned anything based upon his questions about blogging after the situation unfolded. Contrary, it seems he missed that the situation had little to do with CEO blogging and much to do about hinting at but denying layoff rumors.

Have you satisfied the public interest? If you want to move beyond bad news, you have to commit to regularly reporting additional information until no public interest remains. This includes all positive steps being taken to address the situation and any remedy for the victims. To his credit, Goldberg has done some of this by profiling former Jobster employees.

Did you verbalize empathy, sympathy or even embarrassment? There seems to be no time for that at Jobster, given that Goldberg and some crew have been too busy playing with the office’s new camcorder.

Did you seek outside consult? While Goldberg did ask people to hire his former employees, he remains dead set against turning to his public relations professionals for counsel, likening it to being “handled.”

Did you offer restitution? There seems to be little evidence that Goldberg has gone beyond community and victim expectations in order to remediate the problems.

Of the eight, Goldberg seems to have done one and a half, which was further overshadowed by bouts of arrogance, unpreparedness, and ignorance.

For example, as if he read a line right out of what not to do, Goldberg at one point asked (paraphrased, as this is actually a line from a Lukaszewski example): "Why are the bloggers interested in this anyway? It's nobody's business, but ours. They'll just get the story all mixed up; they simply can't get it right. We certainly can't let our employees talk about this!" One of Goldberg's actual posts is here.

In complete contrast, Morris at HouseValues sent a memo that details to employees (first) everything that will be done, why it will be done, and what measures are being taken to ensure the solvency of the company going forward. There is a certain amount of empathy and regret.

While it seems to me that the release that followed placed too much emphasis on the addition and promise of Barry Allen as chief financial officer and executive vice president of operations, among others, in order to bury the bad news of cutting its workforce by about 12 percent, its overall communication as summed by John Cook of the Seattle Post-Intelligencer — the internal memo, quotes to journalists, etc. — are just enough on par to avoid the ire of the public.

Case in point: "Today is a truly difficult day. And the departure of friends and colleagues is very painful for all of us," Morris said in the memo. "But the decisions we have made -- to focus 100 percent of our energies on the success of our real estate agent customers -- are the right ones and they will enable us to profitably grow HouseValues in the future."

All this seems to indicate, in my opinion, that HouseValues is in a better communication position to avoid reoccurring stories about layoffs. Jobster, on the other hand, continues to demonstrate a communication strategy that will be written about over and over again as how "not to do it." It will very likely be immortalized and will certainly resurface every time Jobster has even marginal news (let alone bad news) again.

Worse, despite hoping they could get over it, it is quite possibly too late for Jobster to regain any semblance of being credible with its communication. While the company may succeed, it will always have this dark piece of history lurking over its head.

Making The Times: Jobster

There are many reasons for a CEO to be excited when his or her company makes the pages of The New York Times. Unfortunately for Jason Goldberg, it was for all the wrong reasons.

Just when Goldberg probably thought that all the flack about posting was over, Damon Darlin of The New York Times decides to rehash the 20-some day old news. The article is titled "A Boss Takes to His Blog to Deny, Then Confirm," which pinpoints the original problem for those few who still don't get it. No, it wasn't that he had a blog or writes about foodie sites. It wasn't about whether his "handlers" check his posts or that sometimes he considers capital letters optional. It was all about hinting at the inevitable when it was clearly the wrong thing to do.

The reason I say this is unfortunate is because a lot of people in the recruiting industry seemed excited about Jobster's new features. Forty-one people voted for his write-up covering the Jobster's new features at Recruiting.com. I was one of them, mostly because I've been covering Jobster for a few weeks now and secretly hope, er, not-so-secretly hope, that it can patch up the hull of its ship and sail on to better things.

But unfortunately, it seems some journalists have different ideas, preferring instead to make Goldberg the poster CEO for inappropriate posts in contrast to Jonathan I. Schwartz at Sun Microsystems. Darlin even cited Goldberg's own words as to why this has come up once again: "It’s the nature of Web 2.0 and new media that if you don’t embrace openness, it will come back and bite you.”

Ouch. Shakespeare could not have written a better foreshadow.

As Jobster remains a living case study, I'll post some notes on "moving beyond bad news" when you actually have some good news ahead (this Friday). I mean, Exxon got over it. And while the handling of Jobster's layoffs were deplorable, they were nowhere near as bad as Valdez. Unless you were laid off, I suppose.

Personally, I'm starting to think Goldberg should take his own advice and hire a public relations professional from his job bank. It seems to me they need someone on the inside who really knows this stuff, inside and out.

Not everybody needs someone inside. For many, a consultant or outside firm is perfect. For Jobster, a company that relies so heavily on daily blog posts as a preferred method of communication, inside could very well be a "must have." Besides, his current public relations team couldn't even get The New York Times to write up something nice in between Darlin's post show commentary. Post show? Right, we're saving that one for after the Superbowl.

Working In A Bubble

There has been ample discussion about transparency, as it relates to blogs in particular, but it seems to me corporate transparency is optional, and best left to the discretion of each individual company. You see, I don't subscribe to the notion CEOs shouldn't blog. I think it depends on the CEO and, more importantly, the company's business strategy.

It seems to me the only problem with corporate transparency is the number of CEOs that try it without really understanding what it means. Worse, few consider that working in a bubble might be a different environment all together, becoming a public figure aside.

Maybe the answer to the question, whether to blog or not, lies within a seemingly unrelated question. How prepared are we to manage our reputation once we gain transparent visibility?

It's tricky stuff, doubly so if you have any hope to keep your message consistent. Here are 8 basic questions (I collected them from several experts and executives over the years) to ask about your corporate reputation management, adjusted a bit to skew toward CEO blogs.

1. Can you keep your focus narrow and potential issues manageable?
2. Are you willing to take responsibility (not necessarily accountability) for all employee actions and outcomes, even those outside of your control?
3. Will you maintain a positive, assertive, calm communication style that focuses attention on the most important aspects of any problem?
4. Are you willing to move toward resolution despite any negativity, including antagonistic reporters and crazy bloggers?
5. Are you ready to concede that if your local disaster becomes regional or national, that it is totally your doing?
6. Do you realize that your actions and posts will influence those around you and have an impact on your reputation and the company?
7. Are you prepared to answer tough, probing, and sometimes trick questions from not only the media but also anyone who happens by?
8. Are you willing to share your ideas internally or with consultants prior to posting in order to ensure everyone is on the same page?

If you answer no to any of these questions, then you should probably stay out of the business of blogging. Of course, if you answer no to any of these questions, your company is operating without any concern for reputation management anyway, and sooner or later you'll learn the hard way (these questions apply to picking a company spokesperson too).

Having worked with CEOs and, even more maverick, politicians, I can safely say that the decision to be transparent or blog is an individual question. As many as I have advised to blog, there are dozens more I have advised not to blog. For each, I base my advice on whether it makes strategic sense for the company and if the CEO (or anyone for that matter) is fit to be a blogger.

Or perhaps I shouldn't say "blogger" given the industry push to change the term. What is a blog? Seems to be a lot things to a lot of people, and I don't think narrowing the definition will change that.

Of course, if we are all going to make our companies "bubbles," I propose a new occupational title: "window washer." Just kidding.

Knowing When To Post

Jason Goldberg is an Internet pioneer of sorts, not only for developing Jobster (one of the first employee recruitment search engines), but also for starting one of the first truly transparent corporate blogs three years ago. It has never been as polished as some corporate blogs, but Goldberg seems to prefer it that way and it seemed to work, er, until now.

The main reason Jobster has suddenly resurfaced on everyone's radar is because the company, the biggest new Internet company in Seattle, recently instituted a hiring freeze, which venture blog writer John Cook says is a sign that the company may have grown too big too fast. Shortly after, rumors began to surface that the 145-person company would announce significant layoffs.

Although a minor communication crisis was already brewing, Goldberg made it big with a post that asked people to "put down your pencils .... calm it down, relax a bit, and have a nice holiday. We've got no news to give ya before the new year."

From an internal communication perspective, posting this was paramount to the captain of the Titanic asking passengers to refrain from dropping lifeboats in the water until the ship's quartet finished his favorite song. To make matters worse, Goldberg added a post to justify Jobster's future decision to focus on profits in 2007. And again, he asked people to wait for answers.

"why would a young company like jobster care about profits? hmmm... vs. many of the dot com companies not too long ago who didn't? many answers to provide here ... will have to wait for now. but in the meantime I will point to a few big things ..." and goes on to list four of them.

No, there is nothing wrong with streamlining a company to become more profitable, but it is usually a good idea to let your employees know before the rest of the world. Not to mention, asking them to "have nice holidays" before facing major layoffs is almost too painful to post about.

Will there really be layoffs? According to an e-mail, again published by Cook, Goldberg writes: "What I can say is that the changes we will make are 100 percent voluntary and (management) proposed (versus) board dictated."

All this news and continuing updates from Cook has created a second wave of criticism about Goldberg and Jobster. It's unfortunate because this could have been handled better. One of the first golden rules of any crisis communication situation is to deal with the most urgent and critical matters as early as possible. In doing so, the spokesperson or CEO must be direct, decisive, and empathetic to anyone who could be negatively affected by the bad news.

Instead, Goldberg, apparently panicked and without the aid of a seasoned communication professional, wrote from his Blackberry: "I made a personal pledge to be a very public and open CEO, knowing that it could come back to bite me sometimes. I promised to speak my mind and provoke and prod the industry a bit, again knowing that it could open me up to greater criticism and sometimes backfire."

He went on to encourage his readers to read all about the "beating" he received from comments made by anonymous posters on Cook's blog. "Rather than run from it, I encourage folks to go read it."

Um, Mr. Goldberg, please, please stop throwing kerosene on the deck of your sinking ship and you just might save it yet. You see, there is a difference between being a very public and open CEO and one who is empathetic to his employees, investors, and fans.

Lesson for today: Don't tease with bad news, lead with it. It's not fun, but at least it's manageable.

Creating A Community Blog

On Friday, it was my privilege to speak about how blogs are transforming everything we know about business communication to about 35 professional communicators and UNLV communication students. The luncheon was hosted by the International Association of Business Communicators at the Las Vegas Country Club.

Although technological limitations prevented me from sharing our preliminary PowerPoint presentation, attendees were still very interested in the data we had pulled together and our analysis on the impact that blogs are having on communication. Given the time constraints of working without a visual presentation, I was only able to touch briefly on the idea that the application of blogs as a strategic communication tool is still in its infancy.

Case in point: today, my company launched the first phase of a new blog that will be maintained as a partnership with the Nevada Commission for National & Community Service, Inc., a non-profit organization that administers AmeriCorps programs in Nevada (yes, the same commission I posted about last Wednesday). The purpose of the Nevada Business Community Blog (NBCB) is two-fold: recognize the dedication, commitment, and determination of businesses supporting non-profit organizations throughout Nevada and to promote increased business giving and volunteerism throughout the state.

The idea is one that I've given considerable thought to for several months; creating an online news feed for companies that give back to their community in Nevada as well as companies that are interested in developing a business giving program on any level. Sure, this idea has been around for some time, but never in the form of a statewide web log, which is ideal for the abundance of community service-related news releases sent out daily by companies throughout our state.

It's my hope that companies that have yet to embrace business giving will find the practice is much more prevalent and worthwhile than previously thought, which is why there is no cost to Nevada businesses to share their non-profit related news on the blog. If you're interested in a living example of how blogs can be applied to do good for our businesses and communities, visit NBCB. We've launched the first phase and will begin posting releases from the business community beginning April 15.

I would also like to offer special thanks to my partner (vice president of Copywrite, Ink.), Kim Becker, for bringing blogs to my attention almost a year ago and to Shawn Lecker-Pomaville, executive director of the Nevada Commission for National & Community Service, Inc., for embracing the idea and adding it as yet another way the commission can engage Nevadans of all ages and backgrounds in community-based service.

Transforming Blogs Into Business

I have a confession. Almost a year ago, my partner expressed an interest that left me unconvinced. She said that web logs (blogs) were going to have a lasting impact on the communication industry as we knew it.

At the time, less than 50 percent of Internet users had even heard of blogs, less than 10 percent read blogs, and less than 5 percent had any interest in creating a blog. I was skeptical, thinking that blogs would capture about as much attention as message boards. Still, despite my initial disbelief, I approved what became a yearlong study on the patterns, perceptions, potential, and business application of blogs.

It’s a good thing I did. In the short span of six months, blog readership has grown to include 30 percent of Internet users by November 2004 and is projected to reach 80 percent by November 2005. Blogging is not only here to stay, it is fast becoming the number one underutilized business communication tool today. So much so that when the International Association of Business Communicators/Las Vegas (IABC/Las Vegas) asked me to speak on what I thought was the most pressing communication topic today, I immediately knew it had to be about blogs and their impact on communication strategy. Here are some highlights of the presentation, which will be released later today by IABC/Las Vegas:

Communication Evolution: Transforming Blogs Into Business Strategy

With U.S. Secretary of State Condoleezza Rice recently welcoming Web log writers (bloggers) alongside mainstream media at news conferences in South Korea and Wired News warning that companies slow to embrace blogs will rapidly appear outdated or untrustworthy, communicators are learning that blogs are not a fleeting fad among online consumers. In fact, new research indicates that blog readers grew from 15 percent to 30 percent of Internet users from February to November 2004 and are likely to reach 80 percent this year. So no matter how you feel about them, web logs are influencing the public and the media about products, services, policies, daily operations, and a company's bottom line.

IABC/Las Vegas presents Richard Becker, ABC, president of Copywrite, Ink., in an exploration of blogs, blog myths and misunderstandings, their impact on communication, and the merits of integrating business blogs into any communication strategy. In addition to his role at Copywrite, Ink., Becker is an examiner for the IABC International Accreditation Board, appointed state commissioner and vice chair of the Nevada Commission for National & Community Service (AmeriCorps), and instructor for the public relations certificate program at the University of Nevada, Las Vegas.

The luncheon and presentation will be held at 11:30 a.m. Friday, April 8, at the Las Vegas Country Club 3000 Joe W. Brown Drive. It is $23 per person for members and students, $28 for non-members. There is an additional $5 fee for walk-ins. No-shows will be billed. Visa and MasterCard are accepted.

RSVP to cindy.herman@cityofhenderson.com by 5 p.m. on Wednesday, April 6.