Hot issues and interesting facts in the PR industry

The typical PR employee: female and in-house. Photo source: guardian.co.uk

Interesting that the recent PRCA survey identified the hot issues for the industry:

•               SEO

•               Online communications

•               Reputation management

•               Communications strategy and development.

 

Two other little interesting facts 40,000 of the 61,000 people who work in PR work in-house.  The Midlands is the largest community outside the South-East with 12%.  The NW and NE and SW each has 6% of the PR population.  PR’s also lost its petticoat profession in that 36% of the profession are now male.

Kinetic helps Vitax at Glee 2011

Paul Bennett on working with Kinetic Communications

Paul Bennett, Corporate Services Partner of George Green LLP

“Kinetic is a very different communications and PR company.  As much energy goes into making sure that you have the right message as in communicating that message. A successful strategy is built around key differentiators and a successful business will have not only a successful strategy but ensure that key stakeholders from employees through to customers buy into that strategy.

Communication driven by  the purpose and shared belief of a clear strategy is really powerful, and Ang and the team  bring focus and clarity to strategy and communication in equal measure.  Kinetic’s unique approach delivers high impact communication both internally and externally, as I have discovered to my benefit.”

Accents in business by Jade Mansell

Jade Mansell

‘Oy kwoyt loik the berminggum accksunt’. Oh sorry, does that sound comical? And I mean the actual statement as well as the way it sounded: is it possible to have any love for the Birmingham accent?

Don’t get me wrong, I enjoy living close to the haven of shopping that is the Bullring, and Birmingham is supposed to be the “second city”, isn’t it? But it wasn’t until university that I realised quite how much my Brummie credentials affected perceptions of my personality.

I don’t live in Birmingham, I’m around 45 minutes away on the train – though of course this doesn’t mean anything to my lofty aristocratic southern friends. They deem anything above London ‘The  North’, whilst repressing an involuntary shudder at the thought of the murky, uncivilised wasteland that they have thankfully avoided thus far in life.

On arriving at Oxford Uni, I was astounded to find myself one of only 3 other West Midlanders in my year; needless to say I stuck out like a sore thumb. I’ll never forget the fresher’s week team-building exercise in which I addressed the whole hall with a microphone. Heads whipped round, students fell off their chairs, people took out ear-trumpets, all the better to hear the strange and jarring tones of my unlyrical utterings. Ok, maybe it wasn’t quite that bad, but I soon realised that I was different, and what’s more, I would become the butt of everyone’s’ joke.

Not that I minded – I love attention in any form – but I did find it grating that people were so quick to ‘figure me out’ based on my accent. A 2008 survey found that, as The Times put it, ‘the Brummie accent is perceived as ‘worse than silence’’. In a series of experiments, even a control group who said nothing at all were considered more intelligent than those with Brummie accents, and I have no trouble believing that. People with this bothersome accent are considered far less intelligent than those with other accents, and as such I sought to ditch mine as soon as possible.

Now don’t judge me, I wasn’t just being vain. I was thinking of my career, I swear – another survey showed that the Birmingham accent severely decreases interview success. (But mainly I was just being vain).

This all provokes the question: accents – should you tactically ditch or be proud of your roots? It’s a tricky one, and has sparked debate in the Kinetic office. On the one hand, the Brummie accent is associated with stupidity, and could be damaging. On the other, it’s quite cool to be novel, and certainly makes you more memorable. Plus, ditching your accent is like denying a part of your past. So I decided to try and embrace it, and, not gonna lie, it’s proven to be something of a talking point (see what I did there?).

Three years later and my accent has become ‘kind-of-southern-with-a-west-midlands-twang’, or so I’m told. At home, I’m posh. Amongst my uni friends, I’ll always be the Brummie. Damn!

ONE TEAM – ONE P&L – that’s the way to do it by Angela Podmore

Space shuttle Atlantis lifting off on 8th July 2011

A masterclass lives up to its billing

It’s not often a masterclass in leadership lives up to its name but Bob Duff did this week at an Aston University event. Bob is VP for UK and Ireland at Jacobs - a global engineering enterprise.

He introduces himself professionally (joined in 2004 through acquisition) but then adds, “I’m a husband and father first”. Good to know we’re listening to a man who has his ‘rocks in a jar’.

Some of his team really are rocket scientists – eg half of the people behind the NASA desk on manned space flight are from Jacobs.

Read on for how he got 62,000 people – culturally diverse – facing in the same direction.

They were losing 380 people a year to sickness and knew ‘problems cannot be resolved at the level of consciousness that created them’, Albert Einstein.

So in 2006 they launched, Beyond Zero – a culture of caring – to cut sickness to zero. It was beyond health and safety regime. “You have to live it.” They were 40K people worldwide then, they’re 62K today so they’ve done something right.

Values-driven

Jacobs developed a triad of values: 1. we are relationship-based (they’ve been working continuously for 46 years with Exxon Mobil. They’ve only 40 to 50 clients worldwide. “Clients like the people not the company”. They’re spread 50/50 over public/private sectors. 2. people are our greatest asset, 3. growth is an imperative (“we don’t pay dividend, we reinvest and are trading on Wall Street”).

He was full of the usual wisdoms: “transformation comes from the people not from the management, ” and “a good boss doesn’t really need appraisals. You never leave something to an appraisal which you should be doing right here and now.”

He was open with their figures showing steady growth through the 1990s and then the ‘bubble’ in the mid to late noughties. But they’re still on that 1990s/early-noughties growth track if you extrapolate that line through the bubble.

“Our margins are thin because the business model says our clients don’t like us making huge profits.” Jacobs is very customer-driven.  They grow by asking customers where they want them to be in ten years’ time.

“We’re multi domestic – ie where we open offices where we’re operational.” They work for Unilever all over the world but run it out of India because that’s where Unilever wants them.

Founding fathers lead the lessons

Jacobs College – at the US HQ – features lectures by the chairman – a- 75-year old who originally worked with the founder Joe Jacob. “You don’t go there to get ‘chipped and pinned’. It’s about learning the core values and it’s loaded with tests and role plays of how to do things ‘the Jacobs way’. Values underpin everything we do.”

Jacobs College takes to the road – important to keep momentum which is certainly there with every day, someone’s asking ‘what’s next’.

SHOCK – ONE-62,000-TEAM WITH ONLY ONE P&L

Jacobs has only one p&l worldwide. They don’t measure turnover but they’re committed to delivering 15% growth year on year. That’s a commitment to Wall Street (which is why I personally prefer the Arup business model).

But the Jacobs business model is undoubtedly successful – only 20% of the workforce has seen a downturn and their headcount speaks for itself. Each dept subsidises another.  The audience questioned that.

Bob Duff replied, “Culturally, you have to adjust to the fact that you may need to be supported one day.” In one fell swoop he showed how they’d swept away the departmental silos and made the one team culture dream a reality.

Jacobs is keeping the momentum by working with Aston University (they approached three business schools and chose Aston for the way its courses are Jacobs-focused as well as accredited to MBA. “We were looking for diversity – it’s great for cross-fertilisation – our workshops are like the UN.” And Aston certainly knows how to make international talent feel right at home.

Just keep going by Angela Podmore

Business is just like climbing Everest

Doug Scott – what a man. Such a powerful reputation in the best way – quietly so.

This is the man who has climbed all seven summits – the highest point on each continent. When he started with the Atlas, his entire six-week trip cost only £21 per expedition member.

We saw him at Malvern this week. He inspired me on several fronts:

• Scott’s 28 pints test – if you’re still coherent after 28 pints, it’s a pretty accurate indication of how you’ll fare at altitude. Apparently Don Whillans, another climbing legend, after downing his 28th pint was asked why he drank so heartily to which he replied, “I’ve a morbid fear of dehydration.” Don’t you find that it’s exactly that sort of wit which keeps you going when the going gets tough. Call me on 07786 934 935 to find out the one that kept me going on the Yorkshire 3 Peaks (unpublishable) – John Wilson at Free Range Heads told it.

• Higher goals – anyone who has reached Everest’s summit, returns Scott said. He felt “something bigger than me was going on up there”. I’ve read that those who return from the moon all come back changed – either with a thirst for religious or another spiritual dimension. Unsurprisingly, being on top of the world or looking back at the world are similar peak experiences.

• His wisdom – generally you find where people have more time on their hands, the warmer their welcome. He found the people of Afghanistan amazing.

My favourite wisdom was ‘how to climb a mountain’: ‘You just keep putting one foot in front of another, keep going, dealing with the uncertainty, no talk of turning back or giving up.” What a great business metaphor.

And that’s why his picture of the Western Cwm hangs opposite my desk at home.

A glimpse of business in the future by Angela Podmore

Amanda Sourry believes future business must be sustainable and long-term

Beacon brands are ‘always on’ brands which not only meet expectations and go beyond and enable deeper relationships. That calls for transparency. You can only have that if you’re the real deal.

That was the topline at a fascinating www.bcu.ac.uk presentation by Britain’s most admired companies (as featured in http://www.managementtoday.co.uk/) where Amanda Sourry, chairman of Unilever UK and Ireland said the old model of ‘growth at any price’ is broken. Rather than see this as a threat, Ms Sourry sees it as a huge opportunity.

See the Unilever model for the future: http://www.unilever.co.uk/. In a nutshell, it’s about doubling their business but halving their environmental impact while boosting impact on society.

They’re doing it by being more long term – they’ve 50, time-bound targets. Actions speak louder than words. They’ve stopped reporting to the stockmarket and are committed to renewable energy sources.

When Mr Lever started out, he was on a mission to spread cleanliness with his bar of Sunlight soap. Unilever brands are now in 9 out of 10 UK homes. The tradition carries on. Next time you enjoy a tub of Ben & Jerry’s, savour the positive karma that you’re helping African farmers.

Ms Sourry was very generous with sharing what’s going on out there in consumerville:

• The rise of the super-savvy consumer – where bargain hunting starts at home.
• Collective buying power – witness the rise of Groupon which now has 8m members.
• Cash is king – we now prefer cash to credit card control of our money.
• We’re stretching the monthly shop – scrunching loo rolls so they don’t flow so freely!
• We’re wasting less.
• We’re waiting to buy some stuff when it’s on offer.
• Although our real income is in the sharpest decline for 35 years, our aspirations and expectations continue to climb. Capturing the consumer mood, a Leeds focus panel member’s comment: “Just because I’m poorer doesn’t mean life has to be dull.”

So good to know how a massive organisation such as Unilever is wrestling with bridging that gap between aspirations and lifestyle and making a profit. They’ve a clear plan and know why they’re in business and how they do things the Unilever way.

The event was also sponsored by: http://www.managers.org.uk/ http://www.cipd.co.uk/ and http://www.iconsulting.org.uk/ and was held at http://austincourt.theiet.org/.

There’s no I in team by Jade Mansell

Jade Mansell

One of the most overused clichés in history? Possibly. One of the most pertinent and underestimated values in business? Almost definitely. Teamwork is just one value which should help to make up a code of conduct in the workplace, and this is the key ingredient for the maintenance of reputation: a clear, enforced, and well-thought out ethos.

Shakespeare’s Cassio illustrates to us the importance of reputation: “”Reputation, reputation, reputation! O, I have lost my reputation! I have lost the immortal part of myself, and what remains is bestial!” Well perhaps that’s a bit much…But it does serve the purpose of highlighting that reputation is key, and should remain at the heart of any business.

The British Army purports to follow a code of conduct encompassing six core values: courage, discipline, respect, integrity, loyalty and selfless commitment, and this helps them to maintain their excellent reputation. A solider must exhibit and embrace the most extreme forms of trust, placing their lives in the hands of a co-worker who will cover their backs, in what is quite literally a life or death situation. It is only this trust which allows the team to co-operate and work as a unit, and to safeguard their reputation of professionalism and self-discipline. This reputation derives from, and depends upon, unequivocal commitment, self-sacrifice and mutual trust, and, like rowers on a boat, if any one member diverges from the code of conduct, the reputation is sunk.

Take for instance the recent controversy surrounding claims that British soldiers operated a regime of systematic torture, leading to the death of an Iraqi prisoner, Baha Mousa. This incident has provoked horror from the British public, and as well as offending human conscience, violates each axiom of the army’s code of conduct. Thus the validity of the shining reputation that the army attempts to promulgate is called into question.

This example can be seen as a microcosm for businesses to observe and learn from: a lack of uniformity in adhering to the rules means that the team does not face in the same direction, and does not pull together to achieve. Even in the couple of days of my work experience here at Kinetic, I’ve seen first-hand how a carefully planned message to the employees can make a huge difference to mindset. Here the mantra is based around being challenging, rigorous, moral, pioneering, and fun, and this simple code of conduct provides a focus and an understanding of the business, as well as the expectations, in a simple, memorable way. Businesses then, would do well to learn not to neglect the importance of the code of conduct in the workplace, and within that, the central tenet of the concept of teamwork.

These values come into play at every level of work: just yesterday over lunch we were discussing a situation in which the Kinetic team found themselves, which was effectively akin to the stress of a PR court martial. I commented that under such pressure I would’ve lost my head, especially since I hate conflict. Yet to know that were I to face such a situation, I’d be standing side by side with a colleague who shares and acts on the Kinetic values, would make me feel that much more confident and able to withstand the heat: here at Kinetic we are not just in it for the money. Apply the same situation to the solider who knows his colleague is only in it for the pension, and you get a sense of the kind of insecurity one might feel – it is the same in business: there’s no I in team.

Reflecting on almost four years of Kinetic balls – by Aimee Postle

Aimee Postle

We spend our lives in PR drilling home the importance of values-based messaging and having the culture and substance to back up your promises. A good thing then that Kinetic has spent the last four years exceeding the promises it made to me!

Back in 2007, as a nervous final year student, I embarked upon my career in PR with a placement at Kinetic. Not only had I never ventured out to the Jewellery Quarter before, I also had very little idea of what PR actually was. Six weeks later and I was hooked – in no small part as a result of Angela and Claire’s passion for delivering results for clients.

Four years on and the journey has been fantastic. A whistlestop tour taking in media relations, culture change projects, online strategies and much more. I’ve been involved in award-winning campaigns for regeneration projects and watched with pride as the team took home the prize for an internal communications campaign which really delivered business results.

After investing in a sat-nav, I’ve been privileged enough to travel all over Warwickshire, Staffordshire, East Anglia and Cornwall as well as getting heavily involved in the Birmingham professional services community.

Even though I gave up maths and science after GCSE, I’ve thoroughly enjoyed getting to grips with reed bed technology and parliamentary announcements. Equally exciting have been campaigns with organic skincare and fashion retailers.

Substance and culture – the two key ingredients for delivering on your promises. With strong values and a team committed to guaranteeing results, Kinetic certainly has those in abundance.

As I wave farewell to the Kinetic team, I wish them all the best of luck in taking that substance and culture forward.

What to do if someone makes a defamatory comment about you by Rebecca Sloan

Rebecca Sloan of Kinetic Communications

On Tuesday 30^th November, I ran a talk on measuring and managing corporate reputation in the 21^st century for Birmingham’s Women in Business Association (WiBA).

One topic of particular interest to attendees was how to handle a defamatory comment made online.  In response, I’ve compiled a basic factsheet to help you identify when a comment is ‘fair’ and when it’s crossed the line into defamation. (NB this is only a guide.  Legal advice should be sought before pursuing a claim).

A basic guide to defamation:

A statement about a person is defamatory if it tends to do any one of the following:

1)            exposes him to hatred, ridicule or contempt;
2)            causes him to be shunned or avoided;
3)            lowers him in the estimation of right-thinking members of society generally; or
4)            disparages him in his business, trade, office or profession.

The defamed person does NOT have to prove that the statement is false or that he has been damaged in any way.  He needs to show only that the statement tends to discredit him.

What’s the test for defamation?

The test for juries is whether, under the circumstances in which the statement was published, reasonable men and women to whom the publication was made would be likely to understand it in a defamatory sense.

What the claimant must prove

To succeed in an action for defamation, a claimant must prove three things about the statement he is complaining about:

1)            it is defamatory
2)            it may be reasonably understood to refer to him.

The claimant must prove the words of which he complains of identify him as the person defamed. The test of whether the words identified the person suing is whether they would reasonably lead people acquainted with him to believe that he was the person referred to.  It is not necessary that the entire world should understand the libel; it is sufficient if those who know the claimant can make out that he is the person meant.

3)            it has been published to a third person.

NB: every repetition of a libel is a fresh publication and creates a fresh cause of action.

Who can sue?

1)            Individuals
2)            Corporations – if the comment is capable of injuring its trading reputation or if the company has a corporate reputation distinct from that of its members which is capable of being damaged by a defamatory statement.

Exceptions:  associations, such as a club, cannot sue unless it is an incorporated body but words disparaging an association will almost invariably reflect upon the reputations of one or more of the officials who, as individuals, can sue.

Please note, although this guide will equip you with a basic knowledge of defamation, it is by no means an expansive guide.  Always seek legal advice before pursuing a claim.  Alternatively, if you’d like to discuss this in further detail beforehand, then get in touch!