It's fair to disagree. But please be sure you've read what was written before you criticize

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The Blog Run has written a critical response to my post on Blogging and PR Career Advancement. Blog Run states, “One PR firm is having everyone at its firm blog … but is missing the bigger point: passion. Don’t force employees to blog to “understand” the blogosphere, as it defeats the whole purpose. Blogging comes with passion, and without that passion, it’s astroturfing and forced and … well, crap.”

Blog Run should read my post again. If they did, they’d discover that I said:

I believe that, as an employer, my company has an obligation to encourage all of the practitioners in my firm to explore blogging. As a minimum, everyone must be familiar with it as a communications channel. And those who have the inclination, passion and viewpoint necessary to express their own voice must be given the tools to explore active participation in the conversation.

(…)

We’re making these blogs available behind our firewall so that anyone who has the inclination to test their voice can do it in the safety of our corporate environment. We’re encouraging people to use their blogs to share project information, to express opinions on business issues, to entertain, whatever they want.

I know that many people will not post to their internal blogs. That’s OK. Active blogging isn’t for everyone. But we’re making the tool available in the same way that we offer all our employees media monitoring services, media list generation databases and word processors and spreadsheets.

So, Blog Run has failed to accurately portray what I said. In fact, their point of view isn’t really out of line with what I actually wrote. Active blogging isn’t for everyone. Bloggers must have inclination, passion and viewpoint.

As for making internal blogs available to be used by each of our employees? I’m sure not going to apologize for giving my employees the tools and resources to explore a new communications medium that I believe will revolutionize the practice of public relations.

Blogger relations & transparency: A must-listen/read for PR practitioners

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PR practitioners should not miss Shel Holtz’s and Neville Hobson’s discussion of the issues raised in the Edelman/Wal-Mart blogger relations controversy.

Shel and Neville kicked off a spirited discussion in the For Immediate Release Podcast 118. Many listeners (including me) kept the conversation going with comments on the FIR blog.

Shel Holtz posted on his own blog, a shel of my former self, a response to those who question the legitimacy of companies presenting their viewpoint to bloggers. In fact, Shel asserts, “Organizations have every right to engage in the conversation.”

For his part, Neville posted several times , arguing for full disclosure and transparency. One of Neville’s posts drew 29 comments.

Finally, Neville and Shel closed the circle with an update on For Immediate Release 119.

Shel and Neville, thanks for the great discussion. You’ve provided a gathering point for many of us to come together to consider the important underlying issues. This is what social media is supposed to be about!

Lesson from Edelman Wal-Mart – Have your own voice

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It’s fair game to deliver information directly to bloggers. But … and it’s a big but, true transparency requires that you should be prepared to publish for all to see anything you’re prepared to send to a selected blogger.

Blogger relations. Yes, it’s every bit as legitimate as media relations. However, the rules and conventions are not the same.

The news media are competitive. They thrive on exclusives and being first to market with news.

Blogs are about building a community. The point of this community is opinion and exchange. And the tactics and approaches of media relations are not strictly transferable to this community. It requires rules and practices that respect its particular nature.

So, a company wants to influence the views of opinion-leading bloggers. That’s a legitimate objective.

And emailing information directly to opinion leaders is an effective way to get it in front of them. They might not see it on your own blog. But, that brings us back to the big but: true transparency requires that you should be prepared to publish for all to see anything you’re prepared to send to a selected blogger. And to be able to do this in the blogosphere requires that you have your own blog. A place where you can post your point of view, your information, for all to see.

That’s where Wal-Mart came up short. They used their PR firm’s bloggers and the credibility those bloggers had built up to speak directly to other bloggers. But for the rest of us, people outside of their carefully targeted direct blogger pitch, we could not see what the company was up to. The fact that their activity was discovered resulted from the slipshod practices of a few bloggers who quoted verbatim from the material Edelman/Wal-Mart provided to them, without attribution.

So, true transparency was not achieved. And the resultant uproar should prove a cautionary tale for all.

The bottom line: Avoid shortcuts. If you conclude that the blogosphere is important to you, establish your own voice first. Go ahead, contact the bloggers who you think are the most influential. But let the rest of the world see that you are prepared to say in public what you private encourage an intermediary to talk about.

Responsiveness: Your success may depend on it

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Michael Hyatt, CEO of Thomas Nelson Publishers, says that responsiveness is essential to business success.

In Hyatt’s experience,

So many people I meet are unresponsive. They don’t return their phone calls promptly. They don’t answer their emails quickly. They don’t complete their assignments on time. They promise to do something and never follow through. They have to be reminded, prodded, and nagged. This behavior creates work for everyone else and eats into their own productivity. Sadly, they seem oblivious to it.

…Reality is that we live in an “instant world.” People want instant results. They don’t want to wait. And if they have to wait on you, their frustration and resentment grows. They begin to see you as an obstacle to getting their work done. If that happens, it will begin to impact your reputation. Pretty soon people start saying, “I can never get a timely response from him,” or “When I send her an email, I feel like it goes into a black hole,” or worse, your colleagues just roll their eyes and sigh at the mention of your name.

…The truth is, you are building your reputation—your brand—one response at a time. People are shaping their view of you by how you respond to them. If you are slow, they assume you are incompetent and over your head. If you respond quickly, they assume you are competent and on top of your work. Their perception, whether you realize it or not, will determine how fast your career advances and how high you go. You can’t afford to be unresponsive. It is a career-killer.

Thanks to my colleague Jason Prini for pointing to this article.

No-Bad-News Fridays!

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Julie Freemen reports that many respondents to a survey in the Nov/Dec issue of CW said that bad news in their companies is delivered by e-mail.

Delivering bad news shouldn’t be the simple act of blurting out a tough message. The deliverer should also watch for the impact of the message on the recipient and be prepared to talk it through after the recipient has had a chance to consider the message and its implications.

The worst possible time to deliver bad news in a work environment is a Friday. This gives the recipient little or no time to consider the news and to have a follow-up discussion to work through its implications (and often the solutions) before the weekend. So, he or she is likely to end up going home and mulling over the bad news through the full weekend. Not a very nice way to spend the weekend. And not a very likely prescription to make someone feel good about their place of work!

At my company, Thornley Fallis, we do not deliver bad news on a Friday. If we must deliver bad news, we try to deliver it early in the week so that we can schedule follow up conversations to work through the implications and positive steps that can be taken to turn bad news into a positive experience – an experience that can be learned from and can form the basis of constructive action.

Julie wants to hear from other communicators about how bad news is delivered in your organizations. Post your comments at the IABC Communication Commons Employee Forum.

IABC Communications Commons: Is there an appetite for a "Consulting Principles" forum?

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Shel Holtz tells us that the IABC Communications Commons has been launched. The Commons is billed as a “Blog Community for Business Communicators.”

In his initial posting on the Commons home page, Shel says

IABC’s goal for the Commons is to provide a gathering place for communicators to focus on their own areas of specialization and learn about others. … This is the place for communicators to gather to exchange ideas about their craft, guided by experts in the various, diverse specialties that make up our profession.

IABC membership is not required to read or participate in the Commons. In the spirit of the blogosphere, the Commons is an effort provide open access to some of the thought leaders from within IABC’s ranks. These Commons bloggers will share their wisdom, report on goings-on in their field, and — most important — engage in comments-driven converations.

To get things rolling, we’re starting with three corners of the organizational communications world: branding and marketing, employee communications, and communication measurement. More will be added as we iron out the wrinkles of this network of communication blogs. First on the list for inclusion down the road are media relations and communications creative.

Each of the Commons blogs are group blogs. That is, more than one author will contribute posts. This will add diversity of opinion as well as a broad range of experience and expertise within each subject matter area.

Kudos to Shel, Natasha Spring, Chris Hall and all the folks at the IABC who are behind the Commons. It is a great initiative.

And now a suggestion. One of the best things about PRSA/CPRS membership is the Counselors Academy. The Counselors Academy runs a great program of seminars and conferences on topics of interest to senior communicators and agency principals. I think the IABC Commons could provide a similar service to its members by adding a “Consulting Principles” section that would enable principals and senior practitioners to talk about the principles and practices that the leading public relations consultancies have adopted or are moving toward.

What do you think? If IABC hosted it? Would you be prepared to contribute to this type of forum?