The Complete Guide To Pr Planning
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Transcript of The Complete Guide To Pr Planning
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New Models for New ChallengesNew Perspectives on More Effective Approaches to Public Relations Strategic Planning – An Alignment Model
Lelde McCoy, Lelde McCoy and AssociatesNoel Turnbull, Adjunct Professor, RMIT University
Presentation to 2003 PRIA National Conference, Hobart
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“As far as the public and media are concerned, the current status of public relations is dismal. Any
dumbbell, nitwit or crook can call himself a public relations
practitioner.”
Edward L. Bernays, the “father” of public relations at age 100 years in 1992
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Our goal
To help ensure that public relations at a strategic level survives
To present ideas for more up-to-date and robust approaches to strategic planning in public relations
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Our presentation
Public perceptions of public relations and their impact on practice and performance
Driving forces impacting on industry practice New directions for the industry Traditional public relations planning and its
limitations Emerging planning concepts A new conceptual model for public relations
planning and its practical implications
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The perception problem
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Philip AnschutzQwest
Joseph NacchioQwest
A. Alfred TaubmanSotheby’s
Stephen GarofaloMetromedia Fiber Networks
Clark McLeodMcLeod USA
CEO’s in trouble
Sam WaksalImClone
Martha StewartMartha Stewart OmniMedia
Dennis KozlowskiTyco
John RigasAdelphia
Bernard EbbersWorldCom
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Forces impacting on practice
Continuing significance of communications and reputation management
Total environment orientation Transparency Scrutiny Change and globalization Emphasis on actual performance
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New types of practitioners
Specialist stream growth Public affairs vs. public relations The practitioner mindset Practitioner knowledge base Training and education needs Impacts on planning
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Role of corporate communications 2002
Percent of respondents who RANKED the following functions #1:
20.0% - Manager of company’s reputation
15.1% - Source of public information about the company
14.1% - Manager of relationships (Co. & Key non-customer constituencies)
13.8% - Advocate or “engineer of public opinion”
12.4% - Manager of the company’s image
11.9% - Driver of company publicity
11.4% - Manager of relationships – co. & ALL key constituencies)
2.7% - Support for marketing and sales
8.1% - Other
Source: Corporate Communications Institute, Fairleigh Dickinson University, 2002
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Role of public relations in organizations
Interprets current and future social and political environment
Counsels management on implications of decisions
Contributes to internal and external stakeholder relationships
Drives and coordinates integration of reputation building responsibilities
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Broad directions for public relations
Building relationships Emphasis on organizational behavior High impact activities for cost effectiveness Greater integration and establishment of
knowledge systems within organizations
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Why planning is important ?
A disciplined management tool Focuses vision and priorities Establishes common understanding and
accountability measures Ensures a proactive approach Roadmap for internal and external work
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INDUSTRIAL AGE STRATEGY KNOWLEDGE AGE STRATEGY
Looks out toward the future Looks back from the future
Strategy of position Strategy of movement
Focus on intangible resources Focus on intangible resources
Elitist, top down Open, participative
Forecasting based and analytical ‘Foreseeing based’ combining analysis with insight and creativity
Done by specialist Can be open to employees and stakeholders
Typically 3 year timeframe Typically 10 – 15 year context or dynamic envelope of timings
Done periodically, annually Done continuously – all year round
Procedural and document based ‘Way of thinking’ based
Assumes sector remains the same Assume sector convergence
Old and new approaches to strategic planning
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The very old model
“Pseudo planning is the allocation of resources to communication activities in which the goal is communications itself.”
David Dozier, 1986
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The old model
The opportunity/problem Objectives Target Audiences Strategy Key messages Implementation Evaluation
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Or alternatively…..
What do I want to achieve? Who do I want to talk to? What do I want to say? How shall I say it? How do I know that I have been heard?
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Planning and management model
‘How did we do?’
Assessment
‘What’shappening
now?’
SituationAnalysis
‘How and when do we do and
say it?’
Implementation
‘What should we do and say and
why?’
Strategy
1. Defining public
relations problems
4. E
valu
atin
g
the
prog
ram
2. P
lannin
g an
d
Progr
amm
ing
3. Taking action and
comm
unicating
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Old model limitations
Too focused on campaigns and programs Too focused on communications, not actions Rooted within existing stable of communication
techniques Not interactive enough Too deterministic Insufficiently flexible Lacks process for organizational alignment Inhibits the reinvention of our role
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THECORPORATION
Business partnerships and alliances
Corporate Brand
Bus
ines
s P
artn
ers
Loca
l
Prospective Employees Internal General Public
Financial
The MediaGovernment(s)The TradeInfluential Groups
Custom
ers
Impersonal PresentationLiteraturePoint of Sale
New
Med
iaP
erm
anen
tM
edia
Direct Marketing& Correspondence
Personal
Presentation
Corporate &
Marketing P
RProducts/Services
AdvertisingSponsorship
Country of Origin
The Industry
An emerging model
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An emerging model
Strategic foresight principles Issues management thinking on
prioritization of stakeholders Kelly’s model with stewardship Fleischer’s new public affairs model
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Fleisher’s emerging PA model
PA managed as a year round process Cultivating and maintaining enduring stakeholder
relationships Influencing stakeholders using refined information Managing the grassroots Communicating in an integrated manner Continually aligning values and strategy with the
public's interests Improving external relations using the accepted
facets of contemporary management practice
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Principles for the new model
Must build knowledge and capability in the organization
Constituency based approach A process of establishing action priorities Primarily a creative activity, not just analytical Goal is to create a responsive organization Test strategy and activity against corporate standard
for values, reputation drivers and organizational ethics Imperative to include processes to make things
happen Continuous monitoring and evaluation Logical linkages between planning phases
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An alignment model
Alignment with business and organizational strategy
Alignment with organizational values, reputation drivers and positioning
Alignment in setting priorities and allocating resources effectively
Alignment with people and supporting systems
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BUSINESS/ORGANISATIONAL
STRATEGY &BENCHMARKS
ALIGNMENT: CONTINUITY / INTERACTIVITY / ENGAGEMENT / INTEGRATION / INBUILT EVALUATION
An alignment modelUNDERSTAND
VISION/ VALUES/ETHICS
ENGAGE WIT
H
ORGANISATIO
N
STRUCTURES
& BEHAVIO
URS
DEVELOP STRATEGY
& IMPLEM
ENTATION
ACTIONS
ANALYSE RISKS
& OPPORTUNITIES
RESEARCH
STAKEHOLDERS/
PUBLICS
SET PRIORITIESAGAINSTBUSINESS
STRATEGICPRIORITIES
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The step-by-step process
What’s involved ? Six stage process starting with core
understanding of business strategy and priorities Underpinned by series of checkpoints for
alignment and planning linkages as well as organizational engagement strategies
Each stage has information outcomes for management
Continuous evaluation and improvement input
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Core understanding
What is the business strategy ? What are the business’ benchmarks for
success? What is the desired organizational
positioning ? What relationships, behaviors and
reputation drivers are essential to achieving success?
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Stage one – understand vision, values, ethics
Analyze vision, mission and values Monitor corporate commitment to vision, mission
and values Analyze corporate, industry or professional ethics
codes Assess corporate responsibility/governance
performance against appropriate benchmarks Monitor the “grapevine” Do the vision, values and ethics reflect the reality
of the organizational culture?
Outcome: Cultural diagnostic/mapping report
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Stage two – risk and opportunity analysis
Conduct issues monitoring and environmental scans locally and globally
Analyze competitive behaviors and threats Use standard analytical tools :SWOT, PEST,
Porter model Undertake scenario planning :what ifs? Constantly retest internal perception against
external realities
Outcome: Risk and opportunity profile
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Stage three – research stakeholders and publics
Categorize risks, threats and opportunities according to priorities around:> capacity to impact on survival/success> probability> capacity to influence> impact on individual organizations versus group
influences Use benchmark stakeholder research to
identify key relationship needs
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Stage three – research stakeholders and publics
Prioritize stakeholder relationships by:> involving and engaging those directly interested> allying with those with mutual interest in
problems/opportunities> distancing yourself from exploiters> establishing dialogue with monitors
Establishing two-way comms with priority groups Identifying corporate behaviors as they impact on
relationships eg.CRM, quality
Outcome: Profile of priority stakeholders and publics
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Stage four – set priorities with business priorities
Identify key business success factors Understand implications of corporate structures for
communications management delivery Analyze priorities in product, service, value delivery Understand corporate infrastructure roles and
contributions Identify corporate and line management
communication needs in the business strategy context Assess communications capabilities within the
organization
Outcome: priority chart
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Stage five – strategy development
Insights and imagination Policies and positions Corporate actions Corporate messages Tactics
Outcome: strategy matrix
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Stage five – strategy development
Set objectives Set/align policies and positions Identify themes, styles, actions and messages,
approaches and campaigns Integrate activities across range of corporate activities Assess resource needs Allocate resources again business priorities Assess where resources can be most appropriately
applied Build in capacity for opportunity-based activities Monitor consistency between behavior and
communications
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Stage six – organizational integration
Engagement with managers and staff Integration with systems, processes,
practices and behaviors Co-ordination mechanisms Communication and information systems Ongoing reporting cycle
Outcome: alignment map
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Where is the evaluation stage ?
EVERYWHERE - the model is based on continuous evaluation against the initial benchmarks which will change as business strategy evolves
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Measurement and evaluation
Use stakeholder relationship measurement system
Monitor data on corporate behaviors Monitor/evaluate specific
campaigns/programs Establish feedback loops Monitor issue maps and environmental
scans Feedback data into planning loop
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Closing comments
Public relations plans contribute to a more informed environment with a greater chance of success
Not the final word on planning – just a thought starter for redefining the paradigm for public relations in the future
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Thank you
Your feedback and questions please