How to Communicate Change Management Like a Boss

You may never have heard of Herclitus, but something he said a couple thousand years ago is as relevant today as it was when he lived around 500 BC. The Greek philosopher is credited with saying, “Change is constant.”

I would suspect that even he would be amazed at the pace at which the world seems to change today. An entire industry – Change Management – has grown up around that very concept just to normalize the process of introducing and executing change in organizations large and small.

Change management represents the planning, implementation and follow-through required to help both organizations and people inside and outside of those organizations deal with that change. Think mergers, acquisitions, reorganizations, downsizings, changes in policy or procedure, consolidations, and much more.

The common thread is that as senior leadership is concerned with how people will react, respond and adjust to the change, it takes steps to make sure that potential reaction to change does not derail the larger plans.

Effective communication plays a critical role in a successful change management program. With this in mind here are five ways to make sure your communications efforts effectively support your change management initiative:

Listen

Before you even start, you need to get a handle on what people are thinking, what they are concerned about now, and what they might be concerned about when the time comes for change. The listening process starts simply by getting out of your office and talking to people at every level of the organization on a regular basis, taking the pulse of everyone from the work force to customers. Formal research could include surveys, focus groups, interviews and customized, individualized outreach. The key is to make sure you know how your most important stakeholders feel and think about the issues that will form the center of the change process. If you can do that, you can better anticipate their reactions and response to change.

Identify the Most Powerful Core Values at Play

Your organization may have a mission or vision statement that cites its core values. This is part of that, but it can be a mistake to assume that simply because the organization committed to those core values that the work force and external stakeholders are on the same page. As part of the listening and outreach process, you will likely get strong clues as what core values are most important to stakeholders. Some may be in your mission statement, some may surprise you. The core values you’re looking for are quite simply what matters most, culturally speaking, across diverse constituencies.

You should start to see patterns of what internal and external groups find to be the most important values that come to play in their relationship with the organization. Once you can identify these values, you will uncover what to many will be considered non-negotiable. These values will be the keys or the obstacles to success.

Create an Embraceable Vision

One of the more common mistakes organizations make when introducing change is to place the focus on the good the change will do for the organization, never adequately telling individuals how the change will help them on their terms. It is too often assumed that people will connect the dots themselves. If you’re charged with communicating change, you must create a vision that people can readily embrace. This usually involves speaking in simple terms, helping people best envision how their lives will be better (or not as bad as it otherwise could be) by embracing that vision. Whatever you do, don’t overstate the promise of that vision. Herclitus didn’t say it, but whomever said, “Don’t kid a kidder,” probably worked in change management. People can see through hyperbole and may not respond as you hope.

Demonstrate Your Commitment to People

Once you’ve revealed your plans for change, and what those plans are, you must do more than talk a good game. You must walk the walk, or demonstrate that the organization is committed to keeping its promises. Start with all of the little things you may be doing, but make sure to broadly publicize those steps, so that no one can ignore what is being done to deliver on your promises. This is important for the organization’s credibility, which it will need later when it asks people to make uncomfortable adjustments at some other point in the change process.

Be Responsive

Little things matter. Return phone calls, emails and suggestions left in “suggestion boxes.” When internal committees and work teams pass along feedback, insights or other information that goes up the chain, make sure they know the organization received it and is using it in the spirit it was provided – for the good of the organization and its people. If external stakeholders call your customer service line, tweet something positive or negative, a posture of aggressive responsiveness will go a long way towards building the goodwill needed to implement the sometimes volatile process of change.

These are just a few important things you can do to ease people through the change process at your organization. What ideas would you add to the list? Feel free to comment below.

Can You Really Enjoy Working on a Crisis?

In a brief recent exchange with a former crisis communications client of mine, it dawned on me that it may be possible to enjoy a crisis experience. But you can be sure, I won’t let a comment like that sit without proper context.

First – the exchange. I asked him how he was doing. He said, “Couldn’t be better,” and then he mentioned that he had “really enjoyed” working with me.

We all like to hear that from time to time, but his use of the word “enjoy” caught me by surprise.  When we worked together, the nature of the crisis was such that I couldn’t have imagined him enjoying that unwanted experience at any level. I could think of many words he might use to describe that experience, but “enjoy” wasn’t in the top 10.

To be sure, the situation was handled well and things worked out, and now it’s years later and everyone has moved on. Still, it may be worthwhile to explore this issue of whether it’s possible to enjoy a crisis experience. Here are some things to consider:

You’re Not Alone

Once the crisis communications team is established, strategies and decisions are explored as a team. Crisis situations are not a time to posture and position. People who would otherwise hold back in meetings are forced to be more direct and candid. There is a lot on the line. People get real. Good crisis communications teams form and function well due in part as a response to the pressures they face. Once this happens and the team gels, almost every single member of the group starts to feel that he or she is not an island facing this crisis, that they are not heading into uncertain territory by themselves. There is comfort in that.  In some of the crises I’ve experienced, that’s what I remember most.

Bonds are Formed in Adversity

Nothing builds the strong bonds of camaraderie like facing adversity together. Soldiers come back from battle with “brothers” and “sisters” they never even knew before they entered battle together. That sort of dynamic, though not life or death in many crisis communications scenarios, feeds the nurturing of strong bonds that can be formed through a crisis.

A Sense of Humor Doesn’t Hurt

I’ve found that there are times when a well-timed quip or comment can ease the tension in the room when certain sensitive issues and subjects are at the center of discussion and it just feels too intense. Keep in mind, though, ill-timed comments can totally backfire. Be careful with humor, especially in crisis situations when people are already on edge and it doesn’t take much to light someone’s fuse. Still, if you have the right perspective and know how to ease the tension in the right way at the right time, you not only will play a vital role on the crisis team, but you really will contribute to creating an experience that someone someday may remember as having had its encouraging moments.

Doing the Right Thing Gives Peace of Mind

In almost every crisis situation I’ve seen, generally speaking, I’ve found people want to do the right thing. The types of obstacles that may complicate decision-making could be legal, regulatory or business-driven. Still, the job of a crisis communicator is to help management teams do what they know they must, while staying true to all of their other business and legal obligations. In simplistic terms, you may find that doing right by one stakeholder group can have a potentially negative impact on another, so you have to help the organization find balance. Through it all, the communicator must be a calming force, serving as counselor, sounding board, hand-holder, and sometimes the honest bearer of bad news. In the end this can give clients peace of mind and sometimes the confidence needed to make tough but sound decisions. Later, they see their crisis communicators as invaluable catalysts in that process.

You’ll Laugh Later

Every crisis is a story in itself, and it is often the mother of countless other stories. Like the time I was misquoted in a news article and a fellow crisis team member decided to prank-call me immediately after, pretending to be an angry shareholder. Funny.

Or, the time a group of us were hashing out a statement in a hotel room on deadline. Someone moved a very hot floor lamp over to where we were working. Unbeknownst to all of us, it was right under a sprinkler head and sensor. Luckily, the heat only triggered flashing lights and sirens, not water. The visual still etched in my memory is two members of that team trying in vain under flashing strobe lights to use a hotel couch as a launching pad to jump up to hit the sprinkler’s kill switch.

Some of the funniest stories I have from working in public relations emerged from crisis situations. I think it’s because of the natural tension that serves as the backdrop for the scene, which only makes the unexpected that much more compelling of a story later.

So, can you enjoy a crisis?

Answer: No one enjoys what causes a crisis or the fact that an organization is in crisis. All too often some stories emerge from crisis situations can break your heart.

But it is this understanding that makes the good things we see, hear and experience that much more meaningful when we look back. It’s the relationships and sometimes the friendships we sometimes form with people – facing adversity together and doing our jobs in good conscience – that we come to treasure.

Ultimately, yes, we can look back and find there truly were some things we did enjoy.

This May Make You Think Twice Next Time Someone Tells You that You’re Over-qualified

You may have been wondering about this for a while. But if you’ve been told you’re over-qualified for a particular position, here is what certain hiring managers may really be telling you.

They think you’re too old.

Yes, the EEOC has regulations against age discrimination, but it still happens on occasion. One way this happens is when an untrustworthy hiring manager tells you that you’re over-qualified, increasing the likelihood that the job goes to someone younger.

They don’t trust that you’ll adapt to new ways, new technologies.

All too often, this concern is valid, but it’s a faulty generalization on the employer’s part. If you’re in the business of communications and you haven’t kept up with the latest communications tech, you reinforce their concerns. If you want to stay relevant, then stay abreast of changing operating processes, systems and communications technologies.

The manager feels threatened by you.

Not many managers like to be upstaged or second-guessed by a subordinate, even those who pride themselves on surrounding themselves with the best people. Some managers don’t like to hire potential rivals who could serve as natural leaders within the work group, and possibly serve as an easy replacement should the manager not perform.

You’re perceived as too expensive.

Even if you’re willing to take a pay cut in order to get the job, as a veteran professional there is a good chance your health benefits and other non-monetary forms of compensation will be important to you. And there is an increased likelihood that you will use those benefits which younger staffers often ignore. In the end, when you take into consideration these sorts of hidden costs, seasoned employees can tend to be more expensive than younger ones.

You may not buy what they are selling.

So, you’ve been through a couple of reorganizations already. You’ve experienced change, and maybe you’ve even led a change-management program or two. Your experience has taught you what works and what doesn’t. Now you’re talking to a potential employer that prides itself on a “new approach” to doing things. It’s not that you won’t take it where it needs to go. You may even be able and willing to perfect it in your own role. But if you’re in the least bit skeptical and it shows, don’t expect to get the job.

Chemistry with younger coworkers could be an issue.

Even if you are willing to come to work every day with an open mind and a complete commitment to finding common ground with your younger coworkers, there is a chance they may not feel the same way. Some may want their coworkers to be friends away from work, too, since work is as much a social experience as a professional one. They may want to work with people who are like them, in the same life stages, have the same questions they have, and have the same worldview. Unfortunate as it is, even some of the most inclusive workplaces still have a way to go in creating cohesive work environments that cross generations.

Usually when someone tells you that you are over-qualified for a particular position, they will explain that their fear is that once something more to your level of qualifications comes a long you’ll bolt for greener pastures. While there are cases where this is true, given the relatively large talent pool of “over-qualified” candidates on the market at the moment, there’s a good chance their concern is not warranted or genuine.

If you happen to be someone who has been told you are over-qualified, perhaps one of the best strategies to consider is niching yourself as someone seeking to scale back in your career and focus on your core strengths and duties you’ve grown to love over the years. And then make sure that in this context, you have a preemptive message on each of the six possible concerns cited in this post.

As a consultant, I rarely encounter the issue of “over-qualification” directly, but I see how it affects others almost every day in my work.

You may also find some good resources on CareerBuilder.com, Indeed.com, Monster.com,  and GlassDoor.com.

So, what are your “over-qualification” stories? I’d love to hear

This is One Reason Why I Don’t Respond to Every RFP I Get

I respectfully declined to participate in a couple Request-for-Proposals (RFPs) recently, telling them I wasn’t the best fit. This was true but perhaps I was being diplomatic as well. If I were brutally honest, I probably would have told them that the reason I didn’t respond was that even if I did win the work, I didn’t trust them or the process.

Let me be clear. I do selectively respond to RFPs, and I have participated in many professionally managed RFP processes. But all too often, the playing field feels a bit tilted.

It would be easy for me to get into my rationale, but maybe a better way is to take a composite dubious RFP and give it the “in other words” treatment. Here goes:

Overview:

The Acme Organization is seeking to engage a communications agency to create and implement a communications plan that will generate sales leads and corresponding market share to become the #1 player in the marketplace in the coming year.

In other words, we haven’t found a way to raise awareness, generate sales leads and increase market share to this point, so now we are ready to try PR. With that in mind, if PR doesn’t solve our problems, and if our past patterns of poor organizational performance continue we can now blame PR.

About Acme Organization:

Acme is a privately held firm located in the hometown of its founder somewhere in the Midwest, far away from any major media centers. The company was founded over 100 years ago and has primarily grown on the good reputation of its work.

In other words, we have insulated ourselves from the national business and trade media and other stakeholders for decades. PR would represent a complete philosophical and cultural shift for us. Change is never easy.

Scope of Work:

Proposals should include the following items:

Background/Experience:

A statement of your firm’s background and experience that will include biographies of key personnel assigned to the project; the organizational structure, including in-house staff and external consultants or resources to be used.

In other words, we want to know you will not delegate this program to junior staff. And, since anyone on the team could be a potential liability we don’t want to be blindsided. At the same time, we know that your sharing of the inner workings of your firm will also give us the added benefit to micromanage when the situation calls for it.

Case Studies:

Three-four examples that demonstrate your success in planning a similar communications program. Your case study should include sample creative work. It should also include, problem, strategy, solution, action steps, and budget.

In other words, show us similar work you have done in the past so we know you aren’t lying about your experience, but also so that we have some good reference material for ourselves and our team going forward.

Solution:

Describe how you will approach development of a communications plan for Acme, the systems and tools you will use, and your timeline for developing and implementing the plan.

In other words, while we are asking you to propose development of a communications program as part of your paid assignment, we really want you to do the bulk of that now, customized for free with no assurances that you will be compensated for any of your original thinking.

Budget:

Detail the number of hours and hourly rate for team members assigned to the project over its duration, and any related out-of-pocket costs. Identify any subcontractors and the kinds of service to be provided. Detail design and development costs for any print, television or digital media.

In other words, we know you can’t give us the budget numbers in the specificity we have detailed without creating a comprehensive communications approach in blind faith on your part. This budget and the accompanying program provided on spec will serve as a good reference for us and the firm we select.

Criteria for Selection:

Our decision will be based on the qualifications and experience of your firm, the program design and/or solution you offer, and cost.

In other words, we may already have someone in mind who has the qualifications and experience we desire at the cost we want, but this RFP process could be an exercise just to make it look fair. Or, we really may be doing our best to be fair, but at the end of the day, we’re asking you to spend countless hours away from your paying clients to impress us. For our part, we will make no assurances that we will select you, compensate you, or not “borrow” some of the original thinking (the kind clients normally pay fair value for) included in your proposal.

What Can a Traffic Cop Teach You About Business and Communications?

My dad’s birthday was always around or on Father’s Day, so the annual flurry of sentimental social media posts I see from others often spurs me to reflect on my own dad. So, when it all came around this year, I couldn’t help but be reminded of the lessons he taught me about business and communications, even though he spent the majority of his own working life as a police officer.

Outside of starting his career after World War II in the steel mill for a couple years, for the most part his career involved donning a City of Pittsburgh Police uniform every day. He started as a beat cop and eventually, he was assigned a corner (Grant & 6th) and that was his domain, directing traffic and keeping the peace for roughly 20 years or so.

So, when I contemplated a career in business and communications, what could a guy like that glean from his work and life experience to serve as my most important mentor? Quite a bit, actually, but I’ll narrow it to four things.

Reading People

One of the things he was best at was sizing someone up from first glance to handshake, which all could have transpired in a matter of seconds or minutes. While he wasn’t one to make snap judgements, he had learned how to quickly detect whether someone was real or not, well-intentioned or not, hiding something or not. This usually involved an instinctive trust of his own read of nonverbal communications, such as eye contact, body language, etc. This came in handy on the job, but it also carried over into his daily life. If he sensed someone was “faking it,” it took quite a while for that person to shed his suspicion.

The Importance of Genuineness

As much as he valued genuineness in other people, he strived to be the real thing in his own dealings with others. He was positive, open and friendly, which made him very popular around the Downtown area. Sometimes I used to stop by his corner while he was working, and you’d have thought he was running for mayor when he wasn’t out in the middle of the intersection keeping traffic flowing. He was liked because he genuinely liked other people and it was obvious.

Respect for the Individual

As I grew up and began my own career, my dad was at once my father, my friend and all too often my sounding board. Whenever I ran into something or someone I didn’t understand, I’d get frustrated and often air out my frustrations in talks with my father. He was a good listener, and even though he didn’t always have the perfect life experience for the situations I may have faced, he was always able to bring it back to people. More to the point, if I could sum a typical “counseling session” with my dad, it would go like this. I’d ramble about somebody who was making my life difficult at the time, for whatever reasons, and he’d come back with, “It takes all kind of people to make the world go ‘round.” This was his constant way of reminding me to come back to center. To remember that not everyone sees things the way I do, and to be open to that.

Doing the Right Thing

Being a police officer then and now has its moments. If something happened in Downtown Pittsburgh that required a police response, there was a good chance he was called in, along with so many other fellow officers. He didn’t often talk in detail about every call or every situation he faced, but he didn’t shy away from it, either. As his son, what I most often remember was that whatever the situation, the moral of the story for me, which he always made clear was, “You have to do the right thing.”

This meant doing what was expected of you by your superiors, by society, and in the end by your own moral compass. What honor is there in doing the right thing only when other people are looking, he would say. You have to do the right thing all the time.

Those are some of the lessons I received at the University of Dad, though they never show up on my LinkedIn profile.

I’m sure you learned some valuable life and career lessons from your own dad. Feel free to share in the comments section below.

On Memorial Day, There is Only One Brand

The following blog post originally appeared on “PR, Pure & Simple,” on May 25, 2012:

One of the strongest brands we have in America is the flag.  Red and white stripes.  Fifty white stars against a blue field.  Like so many in our country, I never get tired of seeing it.

Of course, it means different things to different people, but in many respects, it represents the same things to most people.  Freedom is probably the one idea that most readily comes to mind.

Can you imagine what that flag looks like to the families awaiting the safe return of military men and women coming home from overseas?  Or what a World War II veteran thinks about when he stands for the National Anthem and faces the stars and stripes at a baseball game?

I read an article recently about a group of freshly naturalized U.S. citizens and in the accompanying photo, each with a smile on his or her face, proudly held a small red, white and blue flag.  I wondered what that flag meant to them.

A few years ago, I wrote a family history and not surprisingly, I learned that my ancestors were drawn to America for the freedom to live a life less restrictive than in the countries they left.  America was and still is viewed as a land of opportunity, but that would not be possible without the freedoms we enjoy and that are guaranteed by our democratic system.

These thoughts are all abstract unless you or someone you know put something on the line to protect our system of freedoms and democracy.

Before I was born, my father and his brothers enlisted in the U.S. Army and Navy.  They were deployed in locations around the world to face enemies in the Pacific and Europe.

One uncle told me the story of how he was left for dead in what was later called the Battle of the Bulge.  For three days he laid in the cold, hoping someone would help him.  He wasn’t much for detail when he told his story, but it gave me the impression he went through quite a bit that winter.  The flag meant something to him.

During Viet Nam, I was too young to serve, but I remember the older boys in the neighborhood would often come back on leave, wearing their sharp Marine, Navy or Army uniforms.  At that point, they were proud of who they were and what they represented.  At first you’d see larger groups of them together at the corner store in their uniforms, laughing and joking and catching up.  But after a while, the groups got smaller.  I remember a more muted tone here and there when we’d find out that one of our neighborhood boys wasn’t coming home.

As an altar boy, I served several funerals of vets and was always transfixed with the precise and ritualistic manner with which the flag was so reverently handled and presented to surviving family members.

More recently, we all have had the opportunity to know and see our family members, friends and neighbors go off to places like Afghanistan and Iraq.  And whether our experience is personal or if we just learn about it through old and new media, the sacrifices they make for our freedoms are all too real and all too current.

Memorial Day is commonly thought of as the first three-day weekend of summer and its unofficial kick-off. We celebrate with picnics and parades, usually.  Another Memorial Day tradition for many is to visit a cemetery where a loved one is memorialized with fresh flowers, and if the loved one is a vet, a bright new U.S. flag.

That’s a tradition I picked up just a few years ago when my own Army veteran father died.  Yesterday, I visited his final resting place and that of so many other vets.  A neatly trimmed field of red, white and blue flags.  Not a sorrowful place on a weekend like this.  A place of honor and respect where the flag  reminds us of so many who served and who risked their lives to protect our American way of life.

The flag is an iconic brand not because of what it looks like but because of what it represents to those willing to make the ultimate sacrifice for it.  The act of remembering is why we call it Memorial Day.  Can there be anything more powerful than that?

For information on Memorial Day commemorations and certain organizations marking the day in its true spirit:

Finding a PR Lesson in the Halls of the Rock and Roll Hall of Fame

The Rock and Roll Hall of Fame and Museum first opened in September 1995 in Downtown Cleveland, and it took me until just recently to make the two-and-a-half-hour drive to visit it. The visit was as much underwhelming as mesmerizing, which is why it may be worth looking at it from a public relations perspective.

While some major renovations are planned for later this year, I’m not sure they will be the medicine the Hall of Fame may need.  Let me explain.

The building is a museum in the 1980s sense of the word, obviously conceived before the Internet, before smart phones, Google, YouTube, and of course, all social media. The elaborate and largely primitive displays have long been outdone by that smart phone in your pocket.

The notion of standing at a kiosk to watch a bunch of dated documentary-style vignettes and use touch-screen to read factoids is dull. There has to be a better way to connect visitors to rock and roll.

I can only imagine what a Disney Imagineer would think when he or she walks through this museum, or what one might do, if given the budget and resources, to change this place.  I’m thinking interactive holograms, animation, experiential exhibits, surround screens and surround sound, and that’s just a start.  No one should come away from this museum underwhelmed.

The other notable omission was an actual “Hall” of Fame, where we can see something representing every inductee since the Hall of Fame was created.  Roughly 60 miles to the south of the Rock and Roll Hall of Fame is the Pro Football Hall of Fame, where the busts of every NFL inductee sits in a room that has an almost church-like feel.  To be sure, we wouldn’t expect the same atmosphere at the Rock and Roll Hall of Fame, but in fairness to the inductees, there should be a place for visitors to note and reflect on what each and every inductee’s contribution to music has been.

Why It’s Worth the Trip

But enough of the critique. The power of this museum and why it is still worth the trip is what this museum has that no other place in the world has, and that’s the stuff.

Regardless of which is your favorite music genre or no matter what your age, you will find at least one thing that just transfixes you and takes you back to a time in your life. It will make you wonder what life would have been like without this contribution to rock and roll.  Not only for you, but maybe for our culture.

For me, there were a couple of things. One was Johnny Cash’s desk, sitting humbly in the middle of a hallway, behind glass, yet no more than 18 inches from me. It looked and felt accessible. This was where the legend wrote, and presumably created some of his best work, and maybe made a few of his worst mistakes.  It’s like it is just waiting for him to come back into the room in a few minutes.

Or, there is the actual Mellotron organ, a very primitive synthesizer, the Beatles used to create that eerie sound on the Sergeant Pepper’s Lonely Hearts Club Band album and others. That sound has been imitated by others in many genres ever since.

Just like Cash’s desk, the Mellotron sits simply under glass, in the middle of foot traffic, and maybe 12 inches or so from us. No fancy lights glorifying it. No ropes to keep us away. Just there, waiting to be played…again. I couldn’t help but think of the stories this thing could tell of Lennon and McCartney hovering over it, experimenting to bring their own musical vision to life.

The simplicity IS the power of some of these exhibits.

If there is a common thread throughout the Rock and Roll Hall of Fame –  and I’m not sure this is intentional – it is how simple and primitive were the tools, the instruments, and the outfits that legendary performers used and wore as they created something entirely new to become cultural icons. This speaks completely to their own talents.

Innovation.

It’s the theme of the Rock and Roll Hall of Fame. No matter what the time period or genre, Rock and Roll has always been about pushing the envelope, doing something that has not been done before. This hall is all about the innovators.

The lesson for the rest of us is that it’s not about the tools, the “accepted” or traditional formula for success, the trappings, or the timing.

Ultimately, the Rock and Roll Hall of Fame pays homage to those individuals who were compelled to be who they were regardless of what other people thought of their chances for success. It fittingly salutes those who put passion before pragmatism. And it shows us that no matter what your goal and your limited resources, if you have a dream and the right amount of creative drive, you can fulfill it.

My PR Take

If most of these legends asked the public to tell them at the time what kind of music to create, there would never have been rock and roll. Sometimes, it has to start with you, the honesty that’s in your message, and your own understanding on how to use your medium to the fullest.

When Reporters Ask, “What’s new in the St. Patrick’s Day Parade this year?”

St. Patrick’s Day is this Friday, but for most Pittsburghers, like those in a few other cities, parade day this past Saturday was the big day. We always have our parade on the Saturday before or on the 17th.  This year’s parade was as early in March as it gets. Next year’s parade will be on St. Patrick’s Day, the 17th.

In handling communications and public relations for the annual event, I’ve learned to anticipate a handful of questions from editors and reporters every year.  One of the most common ones is, “What’s new in the parade this year?”

On the surface, the answer may center on a celebrity who will make a guest appearance one year. Maybe another year we’ll have a set of new bands, entertainers or Irish acts.  Always new is the Grand Marshal or Miss Smiling Irish Eyes, each of whom usually has a very impressive and very Irish story to tell.

Each of these stories can be news in their own right, but with all due respect, the focus on a particular parade participant can sometimes overlook what really draws upwards of 350,000 to Downtown on a seasonably warm March day.  To be sure, this past Saturday was anything but seasonably warm.

If I said it’s all about family and tradition, that may wash over you.  You hear that all the time about other things.  So, I’ll attempt to explain what appears to make every parade a new one for those who take part.  Here is what was new this year.

  • This year, little Katie and Sean are another year older, and they came to the parade with their mom and dad, who have come to the parade with their parents for decades.  That was new.
  • They looked for their aunts who marched with an LAOH Division, alongside their own aunts and cousins in their smart Irish sweaters and sashes.
  • The kids danced more this year because they love music, and after the parade, they went to a party with their grandpap.  Katie told her pap she wants to be Miss Smiling Irish Eyes someday and ride in a horse-drawn carriage. That was new.
  • This year, another family spent a lot of time remembering someone who was their mother, grandmother, sister respectively, who they lost this past year.  She never missed a parade, so they celebrated her memory on this parade day.
  • On Saturday, a young couple searched and found a spot on the Boulevard of the Allies where she used to perch on her dad’s shoulder as a little girl with her own family. This is their first parade as a married couple, so they started a new Pittsburgh St. Patrick’s Day Parade tradition.
  • A Pittsburgh firefighter marched alongside his 12-year old daughter.  He and she sang Irish songs, and his feet never touched the ground.
  • A bagpiper tested out his new hip for the 1.4 mile walk on Grant Street to the Boulevard of the Allies.  He used a vision of this very parade as a focal point throughout his physical therapy journey.
  • A radio reporter/producer who’s always been in the habit of covering the parade marched in the parade this year as a Civil War re-enactor.

Now, multiply these everyday stories by the thousands. That’s what was new in the parade this year.  Sure, this isn’t the stuff of viral social media stories and hashtags.  You won’t find any of it trending on Twitter, but it is what brings people by the hundreds of thousands to Downtown Pittsburgh each March. 

Family.  Community. Tradition. 

These are the things that bind Pittsburghers and why this parade rivals those in cities much larger in size. 

In fairness, how can a news organization hook a story on that?

Perhaps it’s the parade’s grand brevity fueled by these values.

Pardon the Scottish reference, but think of the stage musical production Brigadoon.  That’s a story of a charming little village that rises out of the mists every 100 years but only for a day.

In Pittsburgh, this time every year, we leave our houses after a long and cold winter, wearing our green.  On this one day, Pittsburgh becomes that village that rises out of the mists once a year to usher back outdoor life in the city we love.

We do it in the name of celebrating our region’s Irish heritage.  It is that and much more.  Those of Irish descent and many who just want to be Irish for the day are ready to celebrate.  And while that may not be “new” it never gets old.

Are PR People Control Freaks?

The question came to mind a few times over the years when I have worked on some seemingly inconsequential PR matters where some of the parties involved may have considered my attention to detail a pain in the … ahem … a bit much.

To be sure, if you don’t work on PR matters every day you may come away thinking that PR pros can have a tendency to be control freaks. After all, it’s just public relations, right?

In defense of my colleagues (and myself) I think some ‘splainin is needed.  If you think your PR person may be over-thinking or over-reacting to something that may never even happen, it may be worth a closer look at what we all recognize as PR mistakes.

PR mistakes often make front page news, or the wrong kind of news, or sometimes no news at all.  Sometimes PR mistakes lead to crises of leadership, reduced stock prices, employee defections, general embarrassments, or grandstanding opportunities for competitors and critics. And that just scratches the surface.   To prevent such PR disasters, you probably want your PR person to be extremely mindful of what could go wrong, and what is required to go right.

One of the first things we learn in public relations is that most everything is beyond our control.  We can’t tell the media what to write or how to report.  We can’t tell the public how to react to what our organization says or what we say.  We can’t tell people to believe us and just expect it to happen.  And no matter what we do to increase sales, calm the public, or clarify an issue, there are simply no guarantees of the outcome.

So, it is the job of the PR professional to try to control what can be controlled on the theory that the more variables we do control, the less the chance that things will get out of control. That increases the chance that the outcome will go as well as can be expected.

This takes an unbelievable amount of attention to detail, planning, planning and more planning.  In the process, we think of what can go wrong and plan for that. We think of what can go right, and plan for that. We think of what can go wrong even when things go right.  In other words, we plan for when everything goes exactly according to plan, but somehow the end result is misunderstood.

This involves a lot of scenario analysis. A lot of “what ifs.” And a lot of “then whats.”

All of this gets even more intense in crisis and issues management.

I’ve had the good fortune to have seen a lot of PR efforts go right, and as a result I have become a big believer that in PR it’s not a bad thing to be considered a little excessive when it comes to control issues.

With all of that in mind, here are a few misconceptions about PR “control freaks” that may need to be clarified.

PR people think they can control everything – Not true.  It’s more the opposite. We know better than anyone we cannot control everything, so we try to control what we can.

PR people don’t like it when things don’t go their way – Yes, we don’t like it when things don’t go right, and we recognize that some of the biggest mistakes are made in the planning process, when certain possibilities aren’t taken seriously enough.  It’s more about taking every detail seriously long before it becomes a factor in the outcome.

You can’t let go – Not true.  The fact is, most good PR people know that the time to let go is when you’ve thought of everything you could think of and done everything you could do.  It’s at that point where it comes time to let go and let events happen. Most good PR people know then that even if things don’t work out perfectly, the thing to do then is to learn and move forward.

Expertise.com Ranks O’Brien Communications One of the Best PR Firms in Pittsburgh

Pittsburgh, PA, January 11, 2017Expertise.com has ranked O’Brien Communications one of the “Best PR Firms in Pittsburgh,” in its most recent rankings. According to the national web site, it reviewed 88 firms from throughout the Pittsburgh region and selected the top 14 for its rankings.

Expertise.com bases its selections on a survey of the field to “find every business that provides service in the city, and to filter out any that fail to meet our definition of an expert.” After that, the site uses software to grade each business on 25 variables across five criteria that include: reputation, credibility, experience, availability, and professionalism.

About O’Brien Communications

Founded by Tim O’Brien in 2001, Pittsburgh-based O’Brien Communications builds its client service with a focus on: Corporate Communications & Strategic Planning; Marketing Communications; Public Relations & Media Relations; Content Development & Professional Writing; Communications Coaching, and Crisis & Issues Management. Clients have ranged from Fortune 500 corporations to nonprofits and emerging start-ups. For more information, call 412.854.8845 or email timobrien@timobrienpr.com.