BP’s Alleged Crisis Communications Plan? Not Real Slick

Business people having a conversation

Does your company have a crisis communications plan?

Regardless of size, every organization should have one for many reasons. First, you owe it to your constituents whether they are stakeholders, or users of the service you provide or the wiki you sell. Second, the public at large — and most definitely the news media — will demand to see responsible and swift action on your part to properly inform what is happening should a crisis ensue.

It’s hard not to think about what a good crisis communications plan could do for a company like Beyond Petroleum, which for the moment is deeply mired in its own PR oil slick down in the Gulf of Mexico. Undoubtedly they have such a plan, so why did it fail? Or why is it fialing? And it’s failing every hour that its underwater video footage runs parallel to the talking heads on TV and online at pick-any-site. Or is this simply a case where no amount of crisis planning can stem the petro tide of this really bad news?

Moreover this environmental tragedy has now become a PR problem all the way to the Obama White House and will spill into the fall elections most likely (although note here how the use of “spill” is appropriately used; if BP were more forthcoming, it would never have issued such a dainty word as “spill” to describe the rupturing, spewing, unrelenting gusher of oil that is flooding the gulf like a Biblical plague, and the news media would not keep re-enforcing its use by repeating it like a bad sheep mantra —“Ba Ram Spill” time and time again).

Let’s just skim the slimy surface of this issue for a moment and count five of the subtle and not-subtle ways the alleged crisis communications platforms splintered and fell into the goo:

1) Get the facts right, right away. The number of gallons of oil spewing into the gulf changed ridiculously in the first weeks of the event, soiling BP’s oily credibility right out of the pipe. Start with a bigger number, it’s easier to peel back to a smaller one once you have figured out the accurate amount blowing out of this voilcano.

2) Don’t toss the blame around. While BP has said it will do all that it can to contain the mess and compensate its victims (at least the human ones), they should have made some attempt to assume some overall responsibility for the problem in front of the congress and out in the gulf communities rather than saying or implying the other companies working on the rig should share the blame. Of course they should. But show some leadership, it has merit and demonstrates good faith, such as it is.

3) Make sure your short-term remedy is not worse than the long-term problem. A few stories generally outside of the mainstream media have covered the dispersants used to break up the oil and how it is allegedly sickening workers who have been exposed to it. Here again is another part of the PR disaster, a second head of the hydra, which could well expand in the days ahead, causing more trouble for company execs who just want their life back.

4) Don’t get punked online. Have you heard about the fake BP Twitter Feeds that have been polluting the cybergulf? Where were the company’s viral watchdogs to prevent these from even being up more than 20 minutes or more?

5) Work the crisis plan —and if the plan isn’t working, begin anew. Immediately. I’ve heard a variety of adjectives and expressions used to describe the PR effort and the people behind it and they range from “Neandrathals” to “a PR disaster” to “end of its PR rope” to “staining BP’s reputation” and many, many more. I have also read that the company is buying full-page ads as part of its PR plan. But the public, growing more cynical by the gallon of BP gas they don’t pump into their vehicles, is wise to paid media. They know and expect these mea culpa ads to appear but they are not in the end an effective way to handle the many challenges this crisis demands.

So what would you do?

Husband/Wife Publishing a Book Together — A Work of Love

An open book on a table

I’m in the process of doing a “virtual blog tour” to promote Keeping the Wolves at Bay-Media Training and today enjoyed reading an interview with my wife and I about the process of publishing the book. Rather than focusing on the book content, the Brummer’s Conscious Blog’s host examined what happened behind the scenes as my wife Celeste and I put this baby together.

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For more resources, see the Free Management Library topic: Crisis Management
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Ten “Best” Social Enterprise Web Sites

Google search page displaying on a laptop screen

Google “social enterprise” and you’ll get 2.1 million citations. I kid you not.

So, if you want to be more selective, here’s a quick guide on what we’ve found to be the most useful online sources of practical information about how to succeed with social enterprise (SE). (Full disclosure: I’m affiliated with several that I’ve marked with *’s)

  1. Social Enterprise Alliance*. North American membership association offers many resources, some available to all, others members only. (Well worth $75, IMHO.)
  2. REDF. San Francisco based funder that’s probably started and supported more successful SE’s than anyone else. Web site chock full of practical advice.
  3. Community Wealth Ventures. Washington DC consulting firm founded by Bill Shore; resources include SE database, franchising report, L3C report, and more.
  4. npEnterprise Forum*. Free, global, 7000+ subscriber listserv focused exclusively on social enterprise. Post a question and you’ll likely get five answers in days.
  5. IdeaEncore. Many tools and techniques, some free, some for a small fee.
  6. Rolfe Larson Associates*. Denver consulting firm with a Free Resources section with practical work sheets and templates on starting an SE.
  7. Free Management Library*. Section on Social Enterprise and Business Planning packed with resources and links about the field. Weekly blogs also.
  8. Wikipedia. Nowadays every research project has to include Wikipedia, although in this case, it is a bit sparse on practicality.
  9. RootCause in Boston has an excellent free guide to SE business planning.
  10. Aperio in Toronto offers some good articles and case studies.

And if you want more, well, you can always go back to those 2.1 million Google citations…

The Power of the Silent Trainer

Female-trainers-office-job-prepare-session-with-new-employee

In a previous post, I discussed the concept of the silent trainer. The silent trainer can be found in every organization amongst the same hallways that hold the plaque with the well written mission statement. While the employees pass the plaque on their way to meetings, their offices or the cafeteria, they are learning what is really important in the organization. The silent trainer is teaching your employees many lessons and the training begins early in their tenure. The lessons include multiple topics but primarily the employees are learning acceptable behaviors. They learn boundaries; they learn what they can get away with and what their place is in the organization. And despite the efforts of HR departments and training teams everywhere, the powerful force known as the silent trainer teaches employees the real rules of the organization.

Have you ever made the following statements of asked yourself the following questions?

  • Where did she learn that?
  • That isn’t how I trained him.
  • The handbook clearly states xxxx, can they not read?
  • When she first started, she was a great employee, but lately she’s been slipping.

If you find yourself wondering where employees are learning the wrong way to do things, take a look around your organization beginning with an examination of yourself. What are you teaching others by your actions? When you ask yourself those above questions or make those statements, to whom are you speaking? Do you speak them to yourself or to your friend in the organization? Or do you go directly to the source to address the issue? If you choose to ignore it, you are playing your part in supporting the silent trainer in your organization.

What are your employees learning?

Your comment are encouraged and welcome. What examples of the silent trainer can you share from your experience?

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For more resources, See the Human Resources library.

Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is currently employed as the Human Resource Manager at EmployeeScreenIQ, a global leader in pre-employment background screening.

Training Services offered by:

Two-female-colleagues-working-together

I am starting the development of my own training company “Sassenach Training Services” I am going to be offering the following services: Needs assessments, Evaluation of training programs, designing training manuals, job aids, and assisting in mentoring program development and some executive coaching. I live in the metro Detroit area and hope to make this company a reality soon. If any one is interested in these services I am more than happy to talk to you. I also am available for companies or individuals to outsource work to. Interested parties can look at my website to see my experience at: http://ldudleytdhptspecialist.moonfruit.com/ also you can access my linked in page at: http://www.linkedin.com/in/dudleyleighymail.

Friday the blog will be on e-learning and distance learning so stay tuned.

Happy Summer 🙂

Leigh

For more resources about training, see the Training library.

– Looking for an expert in training and development or human performance technology?
– Contact me: Leigh Dudley – Linkedin – 248-349-2881 or 248-277-2966
– Read my blog: Training and Development

ETHICS IN PROJECT MANAGEMENT

Person writing business ethics on a plain white paper

KEEPING THE WOLVES AT BAY — The Ever-Present Conundrum

The recent events in the financial sector, while perhaps skirting the edges of legality, certainly highlighted the issue of the ethical dilemma often faced when increasing pressure to perform, deliver and maximize profitability butts up against moral and ethical (as well as legal) compliance. Certainly in the US, the headlines indicate that many of the players involved simply set aside their moral and ethical compass when making choices.

Project managers often encounter similar types of conflicts as we have to balance the various demands flying from different directions all the while maintaining focus on managing the scope, schedule and budget aspects of our projects and program requirements.

ORCHESTRA CONDUCTOR or SLAVE to MANY MASTERSCan you be both?

It is quite common for a Project Manager to be given marching orders based upon ‘sales driven’ documents with estimates, requirements, contracts, etc., which are more aligned with the objectives of the delivery organization (staffing & revenue targets, utilization needs ,billable hours, larger and longer engagements, ongoing work, etc. ) and not necessarily fully in the client’s best interest.

Service & Delivery organizations that consider Project Managers primarily revenue generating, billable resources and not part of a standard delivery management and oversight methodology, usually put the PM in the conflicting position of ‘singing for their supper’ often to justify their own very existence on a particular engagement.

This forces said PM to make choices about resources, estimates, requirements, overall effort, risk factors, and even the overall validity and value of a project as a whole, putting the PM smack in the middle of a conflict between their obligation to the end-clients best interest (as stated in the PMI Code of Ethics and Standards) and the interests of their employer or contracting agency and in the end, perhaps even their own financial survival.

It is true that that certainly some processes within the a standard PMI methodology ( and perhaps more so within PRINCE2, although I’ve had limited exposure to PRINCE) which, if actually utilized properly might lead to more objective evaluation, assessment and independent ‘management’ of projects.

However, from both my direct and observational experiences of the last 20+ years, it seems that, at least within the technology space, we as PM’s are often handcuffed from forcefully exercising our moral & ethical responsibilities being that we are in the conflicted position of serving many different masters.

Recently, during the ‘interview’ process with a consulting agency, they posed some case study/essay questions to me as part of their process of deciding what consultants they bring onboard. One case study with the assignment to create the ‘plan and approach’ for the client, posed the following scenario:

  • Client A is a mid-sized company that does about 6-8 internal significant projects per year (above 500K, per their classification).
  • Total IT budget outside of those projects is an additional 11 million.
  • Company leadership has requested an assessment and proposal for implementing a PMO within their organizations.
  • One of the issues raised by the senior leadership team of the client is that they are not certain what the status of the projects are at any given time, however the projects, on the whole, usually come within 10% of the time and budget constraint.
  • The other significant issue raised by leadership was that ‘they do not feel that they are spending their time & money in alignment with their company’s most important strategic and tactical goals as well as in alignment with their marketing strategy.

In my response, I immediately locked in on the last bullet point as a critical and fundamental issue plaguing this fictional client. While it is true that a PMO could certainly have, within its governance processes, a ‘gate’ that would check for alignment to strategic and tactical goals, until the Senior Leadership of Company A mapped them out and made certain that they had them clearly defined so IT WAS CLEARLY AND EASILY DESCERNABLE when they were not in alignment, the PMO would just be a rudderless ship, to manage projects more effectively and add additional overhead for things which it seems, based upon the high rate of projects success, this company already does well. They already have good processes and project managers and actually, good project performance and results. It is likely they are not focusing their energy and resources on the correct projects because leadership has not clearly defined the ‘road ahead’—something a PMO, in and of itself, would not necessarily fix.

I stated that I would recommend setting aside the PMO assessment, planning and implementation and instead focus with the senior leadership team on some Strategic Planning, Messaging and Organizational alignment to make sure the IT group had the correct view into those plans. Once that was done, then it might be time to see if the cost/benefits of a PMO (which can be tremendous) would be worth it.

I was told that while my logic made sense, my decision could cost MY COMPANY( the hiring company), hundreds of thousands in revenue and was not the focus they ‘needed’. Their response was that once we had secured the engagement with the client, we could steer the engagement in that direction and let the client ‘figure it out on their own’. Seemed to me like I was misleading the client but hey, go figure.

Needless to say, I did not get the contract and would not have taken it had it been offered as this is the fundamental quandary which I think often leads to a lack of credibility for Project Managers in the first place.

My question to the readers would be this?

What methodologies can best be employed to avoid becoming Slave to Many Masters, all of whom try to work to keep the upper hand and work against each other and not in concert? How do you make sure that you are an Orchestra Conductor, keeping all the parts working together towards a great performance, to a perfect end where all are satisfied.

What methods do you use to create the great crescendo to the perfect ending?

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For more resources, see the Library topic Project Management.

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Finding Motivation at Work Using Spiritual Lens

Motivational sign on an office desk

It’s the Tues. after a long holiday weekend. Anyone have trouble getting motivated today? I know I sure was. I had a wonderful weekend and had to come back to an inbox full of emails and some training programs to prepare. How do you stay/get motivated when you just don’t feel like coming to work on a Mon. morning or after a holiday? Perhaps you are having trouble getting motivated on any given day you show up at work.

OK, here are a few tips. From a mundane task- focused perspective:

  1. You can jump in and knock out the easy stuff that isn’t too mentally taxing just to get back in the groove of working again.
  2. You can decide to look for those things that interest you of your projects coming up and start working on those.
  3. You can sort through the most important things to do and choose the one that most interests you, then break it into smaller chunks and do at least one of the smaller chunks that day.

Or you can shift perspectives and look at your work through a different lens. I love the metaphor of changing lenses. We always get a chance to reframe or shift perspectives on how we are viewing or approaching our work (or any other life task or issue for that matter). The lenses we use to see the world are entirely up to us to choose.

When we remember we are here as spiritual beings having a human experience, each experience we have provides opportunities for connecting, sharing, giving, loving, forgiving, learning etc. When I start to get unmotivated, I shift lenses. I don’t look at the world through my small self, my ego interests and desires. I shift to say, OK what’s here for my Spiritual Self to experience? What am I called to do in this moment? What is a lesson I can learn or provide for someone else? How then shall I serve? What would bring joy in this moment?

As a spiritual being you can always find something worthwhile to do in every moment, even if it is pausing to breathe slowly to bring you back into peace and balance. Here are some simple things you can do to remember your higher purpose, your Spiritual Self, or ways you can serve:

  1. Remember that you are a loving being at all times
  2. Think of one person in your office who could use a little cheering up and send them a smile.
  3. Listen for what others are saying from a place of compassion rather than judgment
  4. Find on the internet a good quote, inspiring video clip, cartoon or beautiful picture to share with a co-worker.
  5. Chant or repeat a meaningful phrase, hymn, or poem to help lift your spirits
  6. Look for ways that your talents and ideas could provide support for someone else, even if it is a very simple thing you could do.
  7. Ask someone “What’s stirring in you today?” and attentively listen. Show that you care about how a co-worker is feeling.
  8. Stay open to how you might be asked to play a role to help someone shift through something they are struggling with. Listen, watch, wait with anticipation.
  9. Be attentive to synchronicities around you. Put out a positive thought or question about what you are to do next and then see how it is answered.
  10. Know that you are always creating your external world by your emotional state, attitudes, and beliefs you carry.

See how these ideas work next time you are feeling a bit apathetic, uninspired, or unmotivated. Please share other ideas you have tried and how they’ve worked for you.

Epilogue, today my boss came in to my office and waxed philosophical about his weekend and his in-laws who were planning to visit. I could tell he needed to talk so I listened and gave him some time to share what was on his mind. I think he walked away feeling a bit lighter for the conversation.

Be a Light for those around you. It will brighten your world as well as theirs.

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For more resources, see our Library topic Spirituality in the Workplace.

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Time to Think About the Gurus in Your Field?

A professional guru holding a

A colleague called me last week, reporting that she had actually spoke face-to-face with one of the gurus in our field of Organization Development. In her extreme excitement, she could hardly speak slowly enough for me to actually understand her.

Several months ago, I got a brochure announcing an upcoming conference in my field. As usual, I scanned the list of speakers to notice if my personal gurus would be there. This time, it finally dawned on me that I’d like to hear some new voices, rather than the same cadre of strongly adored leaders in my field. Still, I looked for the list of the same gurus.

I’ve noticed over the years that many of my gurus are starting to sound the same. They proclaim the same very broad, seemingly obvious generalizations, many of which could be said by a newbie in our field — but not nearly with the same credibility. So it’s not what’s being said — it’s who’s saying it that seems to be most important.

While we assert the need to think out of the box, to hear different perspectives, are we listening too much to our gurus?

At what point does someone become a guru? At what point does a guru cease being a guru?

What do you think?

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For more resources, see the Library topics Consulting and Organizational Development.

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Carter McNamara, MBA, PhD – Authenticity Consulting, LLC – 800-971-2250
Read my weekly blogs: Boards, Consulting and OD, Nonprofits and Strategic Planning.

For-Profit and Nonprofit Boards: More Similarities Than Differences?

Thumbs up and thumbs down concept

The Corporate Secretaries International Association recently released a report, “Twenty Practical Steps to Better Corporate Governance.” It struck me that almost all of the steps applied to nonprofit Boards as well.

(The Report refers to “corporate” governance, the phrase commonly used for for-profit Boards, which is a misnomer I believe because Boards are required for nonprofit corporations, too).

It also struck me how much for-profit and nonprofit Boards could learn from each other, but the continued misperception that they’re totally different continues to hamper that synergy from happening. (I’ve spent 15 years maintaining a massive website, in part, to show the similarities and to help the two types learn from each other, in the Free Management Library.)

The report suggests that following 20 practices:
1. Recognize that good corporate governance is about the effectiveness of the governing body — not about
compliance with codes
2. Confirm the leadership role of the board chairman
3. Check that non-executive directors have the necessary skills, experience, and courage
4. Consider the calibre of the non-executive directors
5. Review the role and contribution of non-executive directors
6. Ensure that all directors have a sound understanding of the company
7. Confirm that the board’s relationship with executive management is sound
8. Check that directors can access all the information they need
9. Consider whether the board is responsible for formulating strategy
10. Recognize that the governance of risk is a board responsibility
11. Monitor board performance and pursue opportunities for improvement
12. Review relations with shareholders — particularly institutional investors
13. Emphasise that the company does not belong to the directors
14. Ensure that directors’ remuneration packages are justifiable and justified
15. Review relations between external auditors and the company
16. Consider relations with the corporate regulators
17. Develop written board-level policies covering relations between the company and the societies it affects
18. Review the company’s attitudes to ethical behaviour
19. Ensure that company secretary’s function is providing value
20. Consider how corporate secretary’s function might be developed

The full report can be found at http://www.csiaorg.com/pdf/research_paper.pdf .

What do you think?

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Carter McNamara, MBA, PhD – Authenticity Consulting, LLC – 800-971-2250
Read my weekly blogs: Boards, Consulting and OD, Nonprofits and Strategic Planning.

RULES OF MARKETING: OLD VS. NEW

Similar cubes with RULES inscription on them

What is Marketing? What is PR?

You’ve likely heard it before – in the digital world, “The lines have blurred between Marketing and PR.”

What does that mean? How have the lines blurred? In order to answer these questions, let’s take a look at the OLD versus the NEW rules of Marketing, as proposed by David Meerman Scott in his bestselling book, The New Rules of Marketing and PR.

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The OLD Rules of Marketing

The message was delivered ONE-WAY, and CREATIVITY was the secret sauce that commanded the audience’s attention. Among the fundamental concepts of the OLD marketing paradigm:

  • Advertising was the core tool
  • The advertising message was generally crafted to appeal to the masses
  • Advertising INTERRUPTED the audience with a one-way message
  • Advertising engaged campaigns for a defined time period
  • Creators focused on creativity – and award-winning campaigns
  • Advertising and PR were different specialties, run by different people

The OLD Rules of PR

The ultimate goal: Spin a press release to capture reporters’ attention, then get a clip of the story, to show that the message was viewed by the audience.

  • Media comprised the toolbox, in order to get the message out
  • A press release was the core tool
  • Only significant news commanded the attention of the media
  • It was all in “the spin” (or HYPE!)
  • Quotes from third parties were an important element of a press release
  • Press releases were meaningless unless a reporter decided that it was worthy of a story

The NEW Rules of Marketing and PR

Since the internet is now one huge publisher, ANYONE can learn how to create compelling messages and publish them. Getting found online is the science and art. A few of the new rules include:

  • People don’t want “spin” – they want authenticity
  • People don’t want to be interrupted anymore (it’s now called SPAM)
  • People don’t want to be ‘told’ (push marketing), they want to be heard
  • People want VALUE (content), which develops relationship and trust
  • Marketing and PR can reach niche audiences online in a wider variety of ways
  • Content is KING, and stays online, with no end to the campaign

The New TOOLS of Marketing and PR

It’s no longer TV, radio, newspapers, magazines, direct mail, etc. Meaningful, valuable CONTENT is the vehicle that captures audiences’ attention. It is now found on:

  • Websites
  • Blogs
  • Microblogs (Tweets)
  • Social Media platforms (Facebook.com, Myspace.com, etc)
  • Article Directories
  • Videos
  • Podcasts
  • Etc, etc etc!

What new marketing rules and tools have worked for you?

For more information, see the full article, NEW RULES OF MARKETING & PR

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For more resources, see our Library topics Marketing and Social Networking.

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ABOUT Lisa M. Chapman: With offices in Nashville Tennessee, but working virtually with international clients, Lisa M. Chapman serves her clients as a business and marketing coach, business planning consultant and social media consultant. As a Founder of iBrand Masters, a social media consulting firm, Lisa Chapman helps clients to establish and enhance their online brand, attract their target market, engage them in meaningful social media conversations, and convert online traffic into revenues. Email: Lisa @ LisaChapman.com