Crisis communications and issues management are often conflated because there is a certain degree of crossover. Take the NFL’s problem with National Anthem protests. It’s become an acute crisis because the president’s outspokenness on the issue led to a near revolt by players in three days, which led to an actual revolt by fans instantly.
It was s simmering issue but then it became a crisis. Inevitably, the crisis phase will fade at some point, though it’s highly unlikely that the issues at play will go away easily. Some crisis pros like to call these issues “long-burning” or “smoldering” crises that seemingly never end and could flare up again with the slightest gust of wind.
The NFL has made a series of bad decisions since 2016 which created the tinderbox that erupted last week, so reputationally speaking its wounds are largely self-inflicted. But that’s a blog post for another day.
If your organization is mired in an issues management situation, it can feel like you will never get rid of the issue unless you make your critics happy. But by virtue of their label – “critics” – there is a good chance they will never be happy, at least in a way that benefits you. On the other hand, the things that may make them happy could very well make you unhappy.
This is the crossroads where many managers find themselves in issues management.
- Do I try to please my critics?
- Do I appease them so they will go away?
- Do I try to strike just the right balance?
- How can I just get this behind me and avoid further turmoil?
This line of thinking usually ignores the real dynamics at play and all too often makes the PR mess worse, because the fundamental problems and issues that are at play were never really confronted and were never resolved.
Who are your critics?
First, let’s take a look at your critics. Are they your customers? If so, you’ve got a real problem and you’d better listen (In the NFL fans = customers). Are they investors? Ditto. Your employees? This is where it starts to get complicated. Chances are when your employees have a problem, you have a problem, like it or not. But there are times when certain employee groups may not have the organization’s best interest in mind. Communication could be a problem. That’s where you have to lead the way.
In the current environment, it’s more likely that your more vocal critics won’t be customers, investors or employees. They’re most likely to be outsiders, who as critics are doing what they do best, and that is attack organizations on issues, real or contrived.
The usual suspects are politicians, activists, social media instigators, all individuals and groups that may be dedicated to making noise to get attention and support for their own agendas.
Should you appease them?
If I’m one of your critics, the primary driver behind my attacks on you and your organization is to pressure you to try to appease me. Once you do that, I will change my demands and make them impossible for you to meet. I will keep doing this until you quit. I don’t just want you to pay, I want you to pay dearly and quite visibly. I want you to be distracted from your day-to-day business. I may want you to stop doing one thing, or start doing another. I want you to fire people. I may want you yourself to resign or be fired. I want heads, because that’s how I keep score.
So, my first goal as a critic is to get you to think that appeasing me based on my initial demands will make me go away. Of course, what you don’t know is the fun is just getting started.
Your strategy of giving into my initial demands is the first big mistake you can make, and once you realize that, you will already be far enough down the path of poor decision-making that each additional decision going forward will be even more complex and challenging until you’ve put yourself into a corner and there is no easy way out. As your critic, that’s how I win and you lose.
How can I find the right balance?
At this point, you may sense a running theme, but I will reiterate. Your critics are dug in. They don’t want balance. They’ve already structured the issues management battlefield so that the outcome is winner-take-all, and since they typically lay the situational ground rules, the field is usually tilted in their favor.
Out in the world people are watching, people who aren’t critics. Perhaps when you think about trying to find the right balance you are thinking of them, not your critics. You are trying to find a way to appeal to the masses.
You may believe they want balance, but consider this. Have you ever gone to a sporting event hoping for a tie? A tie would be perfect balance, wouldn’t it? Not really.
The point is everyone wants a decision. Your critics want it to be in their favor. You may want it to be in yours. Observers, however, they just want it to be the right decision, and they are looking to you to define that for them. But in the end, when that decision is made they want it to be a decisive victory in their favor.
How can I just put this to rest and avoid further turmoil?
This may be the most important question because it’s at the root of all the others. As much as no one wants to find themselves at the center of controversy, once you’re in the middle of one, attitudes that revolve around dread, frustration, and even defeatism can be the kinds of distractions that will create entirely new problems. With this attitude, you can be your own worst enemy.
Once you are confronted with a smear campaign, a campaign based on criticism, baseless allegations and unrealistic demands or expectations, you have a choice – the instinctual decision between fight or flight. If you are not prepared to beat the issue back, you are in for a long and miserable journey and an unsatisfying outcome.
If you really want to put the issue to rest, do your homework, know what stakeholders are most important, what they want to know, what they need to know, and what you can say. Know what’s true and what isn’t. As soon as possible, get a handle on the real end-game of your critics.
Once you’ve done all of this, be prepared to beat the issue back. Make your case confidently, positively and completely. Be honest, be transparent, but most importantly, be unapologetic and fearless in the face of confrontation. If you are being pressured on an issue and you truly believe you are in the right, then conduct your communications campaign in precisely that spirit. Your tone does not to have the same brute force as your critics, but it should send the message that you are confident and committed to your position.
If you want to talk issues management, let me know. I’d be happy to talk.