Did Brian Lie By Accident? Can Someone Lie By Accident? — Jim Lukaszewski on Brian Williams

Jim L. is one of the very best strategic counselors. He offers this analysis. [To comment: Larry at LarryLitwin dot com.]

Did Brian Lie By Accident? Can Someone Lie By Accident?

Feb 18, 2015

Look, liars always know. In more than 40 years of working with organizations, institutions, senior people, businesses, agencies and the news media through an extraordinarily broad spectrum of problems and serious circumstances, I have yet to meet anyone who accidentally lied.

Has anybody reading this ever accidentally lied?

Our culture is full of professional and serial liars. Among the biggest are the entertainment industries, including the news.

Lying on the face of it: When is the last time – if there ever was a time – when the movie you saw at the theater matched its description in the newspaper and the promotional hype? These are deceptions at best, lies at worst.
Deception: For that matter, live theater never tells the truth either about the programs you’re about to pay big bucks to see. They lie by omission, commission, intentional negligence – i.e. failing to tell you that the “romantic comedy” you’re about to see has three murders, two rapes, suicide and a child molestation.
Dishonesty: Breaking News warnings . . . On CNN the sign never goes off despite the fact that they use the same video footage and repeat stories hundreds of times a day. Much of the footage they use runs for days, and we never know when news clips were produced, originally shown, or how many times the clip has been replayed. This is deceptive and unethical.
Fabricating news when there isn’t any: This is extremely obvious when a news organization tosses on a bunch of reporters and paid consultants (everybody’s paid in television) rather than actual news subjects, victims or individuals directly connected or affected by the story material being discussed. Hoe many experts does it take in a day to repeatedly say, “They are still searching for the black boxes.”
Exaggeration: Tiny, inconsequential news stories are blown out of proportion or attaching false urgency to stories that have actually played out and been resolved hours, sometimes days, before.
Politics: Don’t get me started.

These are just samples of well-known lying habits we and our culture tolerate every day.

Liars and fakers always know. When they are caught and confronted, they always cry. Yes, people can be naive, simpletons, stupid or victims . . . But there is something in human nature that sets off the lie alarm or the perpetrator alert. Whether you are nine-years-old or 90-years-old, most of us can spot a lie and a liar, detect a fake and a faker.

Don’t start crying for Brian Williams. He is rich and will be richer. He is at that altitude where no matter what you do, you’re going to get paid for coming, for staying, for succeeding, for failing, for keeping your mouth shut, and for leaving, quietly.

An old friend of mine was in the FBI for a dozen years in New York and the Caribbean. He retired as the head of security for a Fortune 250 company. He used to tell me an FBI truism about criminals; what criminals learned quickly was that it was always better to commit a large crime. The burglars, the bullies, the petty thieves are crushed by the criminal justice system. Commit an important crime, and you get better treatment, cells, lawyers, press coverage, better meals, and you’re protected from the riffraff.

The same rules apply for celebrity misbehavior, criminal or not, especially the media coverage part. Media loves criminals and important people who do really stupid things, then behave badly.

The most powerful indicator of being a perpetrator rather than being guiltless or a victim is silence. Silence is a perfect indicator of prior toxic behavior.

The person, organization, business, agency, movement, or foundation with integrity speaks up, stands up, and fesses up immediately. In fact they seek forgiveness immediately.

SEEKING FORGIVENESS:

Nine Steps to Rebuilding and Rehabilitating Trust

Seeking Forgiveness is society’s requirement for relationship, trust, and credibility restoration. Adverse situations using this template are remediated faster, cost a lot less, are controversial for much shorter periods of time, suffer less litigation, and help the victims come to closure more quickly. Obtaining forgiveness involves completing the nine steps below. To achieve success in the shortest possible time, these steps should be completed as quickly as possible: like start them all today. Skip a step or be insincere and the process will be incomplete and fundamentally fail.

Step #1. Candor: Outward recognition, through promptly verbalized public acknowledgement, that a problem exists; that people or groups of people, the environment, or the public trust are affected; and that something will be promptly done to remediate the situation.

Step #2. Extreme Empathy/Apology: Verbalized or written statement of personal regret, remorse, and sorrow, acknowledging personal responsibility for having injured, insulted, failed or wronged another, humbly asking for forgiveness in exchange for more appropriate future behavior and to make amends in return.

Step #3. Explanation: (no matter how silly, stupid, or embarrassing the problem-causing error was). Promptly and briefly explain why the problem occurred and the known underlying reasons or behaviors that led to the situation (even if we have only partial early information).

Step #4. Affirmation: Talk about what you’ve learned from the situation and how it will influence your future behavior. Unconditionally commit to regularly report additional information until it is all out or until no public interest remains.

Step #5. Declaration: A public commitment and discussion of specific, positive steps to be taken to conclusively address the issues and resolve the situation.

Step #6. Contrition: The continuing verbalization of regret, empathy, sympathy, even embarrassment. Take appropriate responsibility for having allowed the situation to occur in the first place, whether by omission, commission, accident, or negligence.

Step #7. Consultation: Promptly ask for help and counsel from “victims,” government, the community of origin, independent observers, and even from your opponents.

Directly involve and request the participation of those most directly affected to help develop more permanent solutions, more acceptable behaviors, and to design principles and approaches that will preclude similar problems from re-occurring.

Step #8. Commitment: Publicly set your goals at zero. Zero errors, zero defects, zero dumb decisions, and zero problems. Publicly promise that, to the best of your ability, situations like this will be permanently prevented.

Step #9. Restitution: Find a way to quickly pay the price. Make or require restitution. Go beyond community and victim expectations, and what would be required under normal circumstances to remediate the problem.

One thing I’ve learned over my career is that if you begin the nine steps immediately when adverse circumstances occur, things will get better by the day after tomorrow. In the meantime, things will get worse for a while before they get better, no matter what you are going to do.

If you would like to talk more about seeking forgiveness, Jim can be reached at jel@e911.com. [To comment: larry at LarryLitwin dot com]

—

February 15, 2015February 2, 2015

4 traits of great PR pros

[To comment: larry at larry litwin dot com]

From Ragan’s PR Daily

by Tor Constantino (Jan. 26, 2015)

Every leader, entrepreneur and business owner needs to communicate their visions to stakeholders.

If a vision is complex or the contextual environment is noisy, it’s a good idea to hire a PR adviser to help get the message out.

The table stakes for a good PR practitioner are pretty standard: deep media relationships are a plus; experience working in a newsroom is helpful; strong writing skills are mandatory; managing and developing a solid team is a must; event management is good; social media savvy is a requirement.

Good PR personnel need to have each of those boxes checked, but there are four additional skills that separate great PR professionals from good ones.

1. Speaking truth to power.

Most people are intimidated by power and tend to fear those individuals who are higher on the organizational hierarchy. Surprisingly, that fact holds true even for people who already hold positions of influence and power, such as corporate or senior VPs. Higher-ups often intimidate them.

On more than one occasion I’ve witnessed every direct report of a CEO refuse to share with the leader some kind of bad news because they were afraid the top executive would figuratively “kill the messenger.”

The best PR folks need to be fearless in those meetings, willing to deliver the bad news as well as a positive strategy to respond or overcome the stated challenge.

2. Ability to compartmentalize issues.

This is tougher to achieve than it seems. Every organization faces some type of crisis at some time or another. The challenge occurs when multiple crises occur and begin to overlap each other.

Some issues, such as civil lawsuits or regulatory investigations, become protracted and extend over years like a smoldering fire you can’t extinguish. Other issues, such as a data breach, flare up to intense heat instantly like a grease fire. They seem to go dormant, only to flare up later when least expected.

These critical situations require messaging and affected audiences to be effectively managed. The best PR advisors can “strategically ignore” those important issues when the immediate urgency of the crisis subsides. The issues are still there, but the expert communicators are able to still operate at peak performance and deliver day-to-day results, despite the slow or hot burn of an unyielding crisis event.

3. Seeing around corners.

When it comes to media relations, this particular skill takes years to develop. The best PR advisers in this regard tend to be former journalists, editors or producers.

It’s tricky to predict the exact trajectory a story will take prior to its publication or broadcast. However, the most effective PR counselors have a strong idea based on the type of questions asked, the manner and tone in which those questions were presented, other “news makers” the reporter interviewed to round out the story, and a good understanding of how the journalist covered the topic in the past.

Those insights equip the adviser to appropriately establish the expectations of the leadership team to help prepare for the story’s tone, message, impact and relevance. It also helps the internal team develop a ready response if needed.

4. Powerfully persuading.

Leaders and entrepreneurs crave control, but one of the things they cannot control completely is the media coverage they engender. Whenever a negative story appears about an organization or executive, the nearly universal reaction is to issue a press release or letter to the editor refuting the “errors” of the article.

There is a time and place for that type of response, but it’s rare.

The direct response from the company tends to land flat and typically emboldens hardcore reporters to continue squeezing for more of the story. I personally know a handful of investigative reporters from my journalism days who kept binders on their desks of those flaming corporate responses. The innately contrarian DNA of journalists tends to view these authoritative responses as evidence they’re doing something right.

The best PR advisers are able to persuade the executive team from taking that course of action, or at least consider other options, such as enlisting a trusted third-party to respond on the organization’s behalf.

If you’re a leader or entrepreneur who wants the best reputation management to protect your organization’s brand, make sure you raise these areas with your communications advisor to help determine if the individual is great or merely good.

Tor Constantino is a former journalist and best-selling author, blogger and PR pro. A version of this article originally appeared on Entrepreneur.com. Copyright © 2014 Entrepreneur Media, Inc. All rights reserved.

[To comment: larry at larry litwin dot com]

February 8, 2015February 2, 2015

Dale Carnegie — How To Build Employee Loyalty

[To comment: larry at larry litwin dot com]

For more information contact: Anita Zinsmeister <anita.zinsmeister@dalecarnegie.com>

This e-tip is sent to 30,790 subscribers every Friday. If you know someone who can use this tip, feel free to forward it to those in your network. To leave the list or change your e-mail address, scroll to the bottom.

Dale Carnegie e-Newsletter

By Anita Zinsmeister, President of Dale Carnegie^®Training of Central & Southern New Jersey

How To Build
Employee Loyalty

Word count for this issue: 684
Approximate time to read: About 2.7 minutes @ 250 words per minute

In the good old days, it was commonplace for employees to dedicate their entire careers to one company. You’d hear stories all the time about how an ambitious “lifer” started out in the mailroom, for example, and worked his or her way up the corporate ladder to VP, or even CEO. Unfortunately, those days are over.

Today’s employees, especially young 20- and 30-somethings, commonly job-hop in an effort to get ahead. And even older workers aren’t hanging around for the gold watch anymore. The mass layoffs and benefit cuts in some of the country’s biggest companies in the past few years have left many workers wondering if loyalty or length of service with one company really matters. In fact, a Careerbuilder.com report found that 76% of full-time workers would leave their current workplace if the right opportunity came along.

So as an employer, how can you keep your best hires from jumping ship? The following are a few tips to consider.

6 Tips For Building Employee Loyalty:

Know Who You’re Hiring –Retaining good employees starts with hiring the best workers for the job. You can tell a lot about a potential hire from his or her job history. How many years did they work in their previous positions? Is there a pattern of moving from job to job? Ask for personal and business references and actually call them. The internet and social media can also be great sources for information about potential hires. If you find inappropriate posts or complaints from a potential hire’s former employer, for example, that candidate is probably not the best choice for your company.

Have A Good Onboarding Process In Place –You only have one chance to make a good first impression. Create a formal onboarding process where a designated employee greets new hires and shows them the ropes. Consider including a new-hire page on your company’s intranet, where important benefits information and tax forms can be accessed easily. Set up group meetings so employees can quickly learn their role within your company and meet other key players. Ensuring new hires feel welcomed and part of the team is the first step to building loyalty.

Be Family Friendly –Employees are people with lives and families, just like yours. Show that you care about their happiness both in and outside of the office by adopting a family friendly work environment. Offer child-care benefits or flexible work schedules that allow employees to meet family obligations. This will show that you value your employees and don’t think of them as merely “paper-pushers.”

Invest In Your Employees –If you invest in your employees’ futures, they will be more likely to invest in yours. Show that you care about their long-term goals by offering benefits such as a matching 401k plan and other retirement packages. Offering opportunities for relevant continuing education and job training also shows your commitment to employees’ career growth and success.

Recognize Achievements –Reward and recognize employee achievements often. Employees want to know that you appreciate their hard work. Positive feedback encourages employees to keep working hard toward a common goal. Provide opportunities for employees to work on highly visible projects that showcase their talents. This will encourage workers to take pride in the value they offer to your company.

Ask Employees For Their Input– Create a checks and balances system by allowing employees opportunities to evaluate their management team. This can be done through questionnaires or impromptu discussions or staff meetings. Immediately address situations where managers are not performing up to par or are bringing down the morale of the team.

Executive Summary: In today’s competitive job market, highly competent employees are less likely to remain in a position where they feel dissatisfied or unappreciated. Ensure your best performers don’t feel taken for granted. Benefits such as pension plans, ongoing education and job training, child-care, and flextime, will go a long way in showing you value your employees. And when employees feel valued, they are far more likely to become loyal, long-term contributors to your company’s overall success.

Quote of the Week: “Start with good people, lay out the rules, communicate with your employees, motivate them and reward them. If you do all those things effectively, you can’t miss.”

– Lee Iacocca

[To comment: larry at larry litwin dot com]

January 25, 2015January 24, 2015

From Dale Carnegie — 7 Great Tips for Remembering Names

[To comment: larry at larry litwin dot com]

For more information contact: Anita Zinsmeister <anita.zinsmeister@dalecarnegie.com>

7 Great Tips For Remembering Names

Word count for this issue: 655
Approximate time to read: About 2.6 minutes @ 250 words per minute

We’ve all had this embarrassing experience: You are at a work function and see someone you clearly know, but you just can’t remember that person’s name. And even worse is when he or she comes up to you and addresses you by your name. What do you do?

Ensure You Make A Good Impression

Remembering people’s names is important, especially when it comes to building good business relationships. You never want business associates to perceive your forgetfulness as indifference or to feel that they are not important enough for you to remember.

Upon meeting new colleagues, employees, clients or prospects, one of the best ways to establish a good rapport is by remembering their names. It may seem simple. Yet in today’s fast-paced business world, where we are often distracted by a long list of to-dos, committing new names to memory can be challenging. To help ensure you are not left scrambling, here are a few great tips to improve your name recognition skills.

7 Tips To Help You Avoid Forgetting Names:

1. Make A Conscious Decision To Remember – “I’m bad with names” is never a good excuse for forgetting someone’s name. The truth is, if you want to remember a name, you will. It just takes a little concentration. The first step is making a conscious decision to try.

2. Repeat, Repeat, Repeat – When you first learn a person’s name, start the memory process by repeating the name a few times silently in your head. Using the person’s name throughout your initial conversation will also help build it into your memory.

3. Pay Attention To Details – Upon introduction, stop what you are doing and focus on the person’s face. The more vividly you observe a person’s physical characteristics, the more likely you are to remember them.

4. Use Word Play – Rhyming and other mnemonic tricks are great tools for remembering names. For example, try associating a person’s physical traits with a word that rhymes. Ted is a redhead, or Shirley’s hair is curly. Or make other associations like Dale works in sales. Alliteration is another great memory jogger. Say you meet someone named William who is exceptionally outgoing. Thinking of him as “Wild Willy” will help you recall his name the next time you meet.

5. Create A Visual Association – Using images is another great memory tool. If the person’s name is Sandy, picture her in a beach scene, for instance. If the person shares the same name as a celebrity, try picturing that celebrity while you speak.

6. Be Inquisitive – Asking a question regarding the person’s name also helps the name stick in your mind. If it’s an unusual name, ask how the name is spelled. Or ask about the name’s origin. Also try to fit in personal questions about the person’s hometown or family. Establishing something you have in common increases the likelihood that you will remember that person later.

7. If All Else Fails, Ask Again – There will be times when you forget a business associate’s name. However, how you recover from this awkward moment is key. There is no shame in politely asking someone to repeat their name. Use this as an opportunity to say something positive about the person. For example: “Yes, Dale. I understand you are leading your department in sales.” This shows that while the name may have escaped you, the person is still someone worth remembering.

Executive Summary: Some of us have a natural ability to remember names, while others have to work at it. If you are among those who struggle with names, you can improve your memory skills. It just takes a little extra thought and concentration. Making excuses for your poor memory is never a good approach. When we recall a colleague’s name, we are essentially letting them know that they are worth remembering. This can go a long way in building strong business relationships.

[To comment: larry at larry litwin dot com]

January 18, 2015January 14, 2015

Rhonda Abrams — 10 Small Biz Resolutions You Can Keep

[To comment: larry at larry litwin dot com]

Rhonda Abrams always has excellent advice for strategic communicators. These resolutions first appeared in USA Today on Jan. 2, 2015.

What do you want to achieve in 2015 for your small business? The beginning of January is the time for New Year’s resolutions, so here are my top 10 resolutions for small business owners and entrepreneurs.

1. Focus on recurring revenue.

You may be thrilled to find any source of income, but some types of customers contribute more significantly to your long-term financial well-being. Focus foremost on customers who have the need and capacity to buy from you repeatedly rather than one-off purchasers.

2. Limit your time on social media.

Social media can eat up your day even when it’s for a business purpose. Establish a time limit—I’d say 30 minutes maximum—schedule it for a specific time each day and then click off and get back to work. To limit your time on social media, schedule your social media posts in advance using a social media management tool. We use Hootsuite. Others are Buffer andTweetDeck.

3. Put your electronic devices away.

Recent studies have shown that using an electronic light-emitting device (such as a tablet or smartphone) before you go to sleep at night significantly reduces both the quality and quantity of your sleep. You need your rest to be at your best. So if you want to relax before bed, pick up a good old-fashioned print book. (You remember those, don’t you?)

4. Get more help.

Your business may not growing sufficiently because you are trying to do too much yourself. It’s difficult to find good employees and contractors, but a great worker can truly help you grow your company significantly. Examine your operation for routine tasks that take too much of your time, and look for areas of business growth you need outside expertise to achieve.

5. Fully fund your retirement.

Sure, we all think we’re going to sell our small business one day and have enough to buy a beach house in Hawaii. But don’t bet everything on that. Instead, every year make sure you put as much money as you can in a retirement account—certainly the full amount that you can shelter from current taxes.

6. Take care of your health.

Health is basic to all our other endeavors. If your body and mind are not healthy, you won’t have the energy or capability to achieve business success. Make sure you carve out enough time to exercise, eat healthfully and get enough sleep. These are business necessities, not just personal indulgences.

7. Keep learning.

Attend conferences and workshops. Take classes. Watch instructional videos. Read. Your business depends on your brain, so make sure you are continually expanding it. The world is changing, technology is improving and your industry is evolving, so you need to know what’s going on to constantly improve your skill set.

8. Check your financial statements regularly.

In the crush of work—or from the fear of finding out bad news—many entrepreneurs hesitate to look too deeply and regularly into their financial reports: profit and loss, cash flow, aging accounts receivable and payable. Every week, perhaps on Monday or Friday, spend at least 30 minutes reviewing your financials.

9. Plan your day.

Every morning make a “to do” list and keep it in front of you. Keep it reasonable and (mostly) achievable. Use a project management tool to stay on top of your tasks. In our office, we use Asana; others use Basecamp. Use these tools not only to track your tasks, but the progress of your staff and consultants.

10. Send out your invoices.

You can’t get paid if you don’t send a bill, yet many self-employed consultants are too busy to get their invoices out on time. Better yet, accept credit card payments at the time of service or sales to eliminate invoicing.

Here’s wishing you and your small business a happy, healthy and prosperous 2015.

Copyright, Rhonda Abrams, 2015

This article originally ran in USA Today on January 2, 2015

[To comment: larry at larry litwin dot com]

January 11, 2015January 14, 2015

New year, new goals: 10 questions to ask while setting your 2015 goals

[To comment: larry at larry litwin dot com]

Thanks to Eastern Michigan University’s Public Relations Student Society of America we have another great blog topic. Here goes:

New year means new goals. New year resolutions are great if you are able to execute them by the end of the year. Having goals is a great start but actually working to accomplishing the goals is greater.The beginning of the year is a perfect time to create a list of goals for the year. Your list of goals should include all areas of your life, academic, career, relationships and personal.

(Source: Pantheon UK)

10 questions to answer while creating your 2015 goals

Is the goal attainable? Can you accomplish the goal before Dec. 31, 2015?
What areas or things do you need improvement in?
What new activities or things have you been interested in trying?
What projects are you currently working on but want to do more with?
What projects have you been meaning to do but have yet to make time?
What qualities in yourself would you like to obtain or improve in?
What relationships or friendships do you want to repair or strengthen?
What could you improve to help you raise your G.P.A. and do better academically?
What can you do to make you a competitive candidate for the job promotion that you have been eyeing?
What goals from 2014 weren’t accomplished that still needs to be?

Answering these questions will help steer you in the right direction while deciding on your 2015 goals. Keep in mind you should be committed to actually accomplishing these goals by year’s end. Don’t just set goals to have some. A good place to keep these goals are in note app in your phone or notebook that is with you most of the time.

What are your 2015 goals?

[To comment: larry at larry litwin dot com]

January 4, 2015January 4, 2015

Pitching the Media

[To comment: larry at larry litwin dot com.]

The December issue of PRSA’s Tactics carried a column by Anne Isenhower. Her topic “pitching.”

You can read the entire piece on Page 16. Here is her conclusion:

Here are Isenhower’s five tips for pitching:

Be familiar with what journalists write and what they’ve covered recently. That’s a given – whether it’s obvious in the pitch itself or whether you spell it out – and that research will help make sure you don’t pitch them a story they’ve already written.
Keep emails as short as possible. As long as you tell reporters what the news actually is, you can add more details and photos later. Some reporters won’t open anything with attachments, so don t send them in your first email.
Consider your timing. Give a reporter as much lead time as possible, make sure you have a timely news hook and make sure you’re catching them at a good time of day. If you’re making an announcement on a certain date, then plan to reach out several weeks ahead of that date to let them know.
Reporters like to write about people. If you don’t have a human-interest story to share, then go find one.
Reporters receive hundreds – If not thousands – of emails each day, so catch their attention by summing up the whole story in the headline and personalize it.

Anne Isenhower is a national and global media relations consultant based in Atlanta.

Larry Litwin’s The Public Relations Practitioner’s Playbook for (all) Strategic Communicators goes in depth on “pitching” in its Chapter 9 – Media Relations. See www dot larry litwin dot com.

[To comment: larry at larry litwin dot com.]

December 28, 2014December 28, 2014

10 of 2014’s biggest PR mistakes

[To comment: larry at larry litwin dot com]

By Kimberly Eberl | Posted: December 23, 2014

From Ragan’s PR Daily

[FREE White Paper: Prepared for Ebola: How Emory University Hospital Managed the Crisis and the Health Care Message.]

Kimberly Eberl is the owner of Motion PR.

It’s that time of year when we take a look back at the most egregious PR mishaps, disasters and catastrophes and ask, “What were they thinking?”

This year had no shortage, as the news seemed to be riddled with PR disasters. Some were a simple misstep or careless Tweet, while others seemed to be a litany of bad decisions that left us cringing.

Here are some of the best examples of the worst offenses from 2014.

Urban Outfitters’ Kent State sweatshirt

Urban Outfitters is notorious for selling some wildly offensive merchandise.

Most recently, the clothing company sold a distressed Kent State sweatshirt that appeared to be stained in blood. The public was outraged by the insensitivity. Urban Outfitters later issued an apology, saying, “It was never our intention to allude to the tragic events that took place at Kent State in 1970 and we are extremely saddened that this item was perceived as such.”

This is not the first time Urban Outfitters has been on the hot seat, already having marketed shirts with the words “Eat Less” and another with “Depression,” making it much harder to excuse this Kent State mishap as unintentional.

DiGiorno Pizza’s #WhyIStayed tweet

One fateful day in September, DiGiorno pizza was looking to latch on to some trending hastags. The brand’s social media managers came across “#WhyIStayed” and posted “#WhyIStayed You had pizza.”

Had the managers taken the time to look at any of the other Tweets using the hashtag that day, they may have realized it was created as a way to spread awareness about domestic violence and show support for victims. DiGiorno deleted the tweet and apologized.

GM’s recall letters

As General Motors rolled out more and more recalls of its vehicles through the first half of 2014, the company was forced to apologize when it accidentally sent recall notices to the families of people who died in crashes related to the ignition defect that prompted the recalls. A GM spokesman said the company was “deeply sorry” for the mistake.

Bill Cosby’s AP challenge

As sexual assault accusations piled up late this year, Bill Cosby conducted an interview about an art exhibit with an AP reporter. When the reporter asked Cosby about the accusations, Cosby challenged his integrity and asked that the footage of those questions not be shown. The video instead was posted online and viewed by around 2 million people.

Malaysia Airlines’ ‘bucket list’ promotion

In the aftermath of two plane crashes that resulted in hundreds of deaths, the airline asked where people would want to travel before they die. It was called the “My Ultimate Bucket List.” Critics called the promotion a “sick joke.” The airline changed the name of the promotion to “Win an iPad or Malaysia Airlines flight to Malaysia.”

Oscar Pistorius’ murder trial

South African Sprinter Oscar Pistorius became the first amputee to win an able-bodied world track medal and became a worldwide sensation. In February 2013, Pistorius fatally shot his girlfriend, Reeva Steenkamp. He maintained it was an accident. Pistorius hired a crisis PR specialist, who launched a Twitter account on his behalf.

It didn’t save him. In October, Pistorius received a five-year prison sentence for culpable homicide and a concurrent three-year suspended prison sentence for a separate reckless endangerment conviction. Not only has the prison sentence sidelined Pistorius’ career, but it has also left a permanent scar on his record.

Tony Stewart’s deadly crash

NASCAR Superstar Tony Stewart was in the media spotlight for a crash that killed fellow driver Kevin Ward Jr. at a dirt track in New York City.

Though Stewart claimed this was an accident and Ward acted recklessly, the video caused damage to the NASCAR favorite’s reputation, to the community and to NASCAR itself. He’s since been on an informal PR apology tour/PR campaign to repair his fractured image.

Donald Sterling’s racial comments

Former L.A. Clippers owner Donald Sterling lost his team as a result of racist remarks that were caught on tape and spread on the Internet.

In April, the NBA announced that Sterling had been banned from the league for life and fined $2.5 million, the maximum fine allowed. He was stripped of virtually all of his authority over the Clippers, and banned him from entering any Clippers facility. He was also banned from attending any NBA games. The punishment was one of the most severe ever imposed on a professional sports owner.

Police Departments’ protest response

Police departments in Ferguson, Staten Island and Cleveland were thrust in the media spotlight after police-involved killings. Protests across the country are still active. Departments nationwide are on defense regarding the actions of their officers.

To make matters worse in Missouri, the city of Ferguson hired an entirely white PR firm to handle the racially charged issue. The city responded by hiring a black PR rep, Devin James, to help save face. As it turns out, James had been convicted of reckless homicide in 2006. That sparked another wave of outrage, eventually leading to his dismissal.

While the way Ferguson handled the media was far from the most upsetting about the entire incident, it only helped to fuel the flames and damage the public’s confidence in the city.

The NFL and discipline

It is hard to find a worse PR fumble than the NFL’s handling of the Ray Rice domestic violence case.

There are a few basic rules to crisis management, which include being as transparent as possible, admitting when you are wrong, and never underestimating or insulting the intelligence of your audience.

The NFL did it’s best to downplay video of Rice punching his then-fiancee, which was released and after Rice was slapped with a measly two-game suspension. After a second video was released, officials changed their tone and suspended Rice indefinitely. Makinthings The AP reported that the NFL had access to the second video months before to TMZ released it.

In what may be the most awkward press conference of 2014, Commissioner Roger Goodell promised change while failing to outline any actual plan or action steps the NFL would take. In early December, the NFL did release a new conduct policy.

[To comment: larry at larry litwin dot com]

December 21, 2014December 21, 2014

Great advice from two who should know

[To comment: larry at larry litwin dot com]

Resume advice in a moment. But first: From Rep. Jon Runyan (R-NJ) -If your are the smartest person in the room, you are in the wrong room. Surround yourself with good people. How true.

Now, from Hannah Hamilton @ Monster dot com:

Five phrases you should never put on your resume (visit http//: careeradvice.monster.com)

Hard Worker
Out-of-the-Box
Salary
References Available Upon Request
Objective

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December 7, 2014December 9, 2014

Eastern Michigan University PRSSA — Shares 2014 National Conference Take-aways

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Eastern Michigan University Dec. 5, 2005 blog. Lots of good information.

Raven’s recap of PRSSA 2014 National Conference

Posted on December 5, 2014 by EMU PRSSA | Leave a comment

In October, I had the wonderful opportunity to travel to our nation’s capital. It wasn’t for pleasure but I did have a blast. I traveled to Washington D.C. to attend the 2014 Public Relations Student Society of America National Conference. The site seeing was absolutely amazing and getting to relearn some of our nation’s history was enlightening. Through the five days of various student development sessions, networking opportunities, and breakout sessions, I learned a large handful of things.

Here my top 10 takeaways from the conference. (In no particular order)

Say “Hello”

Being all by myself in a place that I’ve never been to was scary yet liberating. If I wanted to be around people during our evenings out, I had to actively meet people and establish relationships. Don’t just stay in one place, get out and say “hello” to a stranger every once in a while. You never know who you’ll meet.

Peers can be mentors

Having a mentor is almost essential to the way our society works. There’s just something about getting to know someone who was once in your shoes. Professionals are good to have but peers were also once in your place. They know what you’re going through differently than a professional may because they were there very recently. Don’t be afraid to reach out to someone only a few years older than you.

It’s the Era of Engagement

Keynote speaker and President of Powell Tate, Pam Jenkins, believes now is our time to do stuff. “We have to do something because we have the skills to make a difference,” says Jenkins. The engagement means that people no longer turn to experts when they need something. They turn towards the people. Be the people who lead others towards good.

Develop your skills, but understand your weaknesses

We can’t all be graphic designers, video editors, copy editors, social media gurus, etc. Take a minute ant think about what you do well. Develop those skills even more! If you can’t do everything then you might as well be good at what you can do. And at the very least, respect and understand the people who are good at your weaknesses.

Teachers are right!

The relationship between public relations practitioners and journalists is built on trust. Teachers tell you that the relationship is built on trust and a good relationship and they are absolutely right. During a breakaway session, I learned that a lot happens off the record so you have to truly develop those relationship to get to that point. Understand that everyone has a boss breathing down their necks and definitely respect everyone.

You’re making your connections now

The people that I’ve met at the conference and the people I’m meeting in classes now are going to be my coworkers, bosses, and employees years later. People are so concerned having networking events but not many realize that getting to know classmates is hugely important.

Three Bone Approach

To succeed, three bones are necessary. A funny bone. A back bone. A wish bone.

Life is like gym class

You fail if you don’t show up but if you do then you at least get a “B”. Go to events. Go to PRSSA. Even go to PRSA events and meetings. Get involved and you’ll be just fine.

Agency versus Corporation

Both are every good options. Weigh the possibilities for both. Take a look at your personality type as well and see which works best for yourself. Think about the environment you really want to in.

10. Move people towards action

Simply telling people how things are isn’t going to get them moving. We have to move people from awareness to action. Speaking of which, comment below with any recent takeaways that you have learned from a conference, networking opportunity, or class. You can even comment with what you want to learn from PRSSA throughout our meetings next semester!

If you want any more information on the National Conference or even upcoming National Assembly or Regional Conference then don’t hesitate to take action and email EMU!

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