Managerial Survival Key

Written by Robert A. Kelly


Continued from page 1

Either way, asking members of your key target audience questions such as those outlined above along withrepparttar responses you receive, providerepparttar 104815 foundation data that underpins your entire public relations effort.

But, as you monitor audience member responses to your questions, stay alert for hesitant or evasive observations about your organization. Do you note statements that are untrue or misconceived? How about inaccuracies, rumors or false assumptions? You’ll need to remedy them because we know that negative perceptions inevitably lead to negative behaviors that must be fixed to protect your operation.

As mentioned,repparttar 104816 data your interactive monitoring produces isrepparttar 104817 raw material with which you create your public relations goal. And that might well be clearing up that misconception, correcting that inaccuracy or replacing an untruth withrepparttar 104818 truth.

Reaching that goal is another matter. You needrepparttar 104819 right strategy to show you how to get there. As luck would have it, they’re but three strategic choices in perception/opinion matters like this. Create perception/opinion where you have none, change that perception, or reinforce it.

Good writing doesn’t come easy, but that’s your next challenge. Here, you must put togetherrepparttar 104820 message you will use to transmit your corrective facts and figures to those members of your target audience.

Now, all atrepparttar 104821 same time – in a single message – you must be clear about whyrepparttar 104822 false assumption,repparttar 104823 misconception orrepparttar 104824 inaccuracy should be clarified, or even corrected. Your message must present truthful supporting facts, and must be believable and, if at all possible, compelling.

Your public relations team will provide that talent. Also discuss with them blendingrepparttar 104825 message into a variety of public presentations so as not to damage its credibility with a high-profile announcement.

Keep in mind thatrepparttar 104826 timetable can always be accelerated by adding new communications tactics and by increasing their frequencies. Also a good idea to continue refining and updating repparttar 104827 message itself.

Happily, what you will have done is use a set of tools that helped you persuade your most important outside audiences to your way of thinking, then move them to take actions that lead to managerial success and, some might say, survival.

end



Bob Kelly counsels, writes and speaks to managers about using the fundamental premise of public relations to achieve their operating objectives. He has been DPR, Pepsi-Cola Co.; AGM-PR, Texaco Inc.; VP-PR, Olin Corp.; VP-PR, Newport News Shipbuilding & Drydock Co.; director of communications, U.S. Department of the Interior, and deputy assistant press secretary, The White House. mailto:bobkelly@TNI.net Visit:http://www.prcommentary.com




The Measure of Success

Written by Head2Head


Continued from page 1

  • How much processing time was involved?
  • Were there any travel or relocation costs incurred?
  • What other expenses were incurred?

  • Quality

    • How many hires are still withrepparttar company after 1 year?
    • How many hires were promoted within 1 year?
    • What arerepparttar 104814 job performance ratings of those hired?


    Time to fill

    • What date did you receiverepparttar 104815 job requisition?
    • What date did you fillrepparttar 104816 job?



    This month's recruiting headlines:

    Best Practices -- Talent Scouts
    Read this article

    The Branded Hiring Process
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    Resume Blunders
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    Head2Head is a brave new concept inrepparttar 104817 world of recruiting. We don't fill positions, but we findrepparttar 104818 people who do. In other words, we connect talented recruiters with dynamic corporate environments to create effective in-house recruitment programs. Visit us at www.head2head.ca

    Signup forrepparttar 104819 Two-Minute Mentor, our bi-weekly recruiting newsletter: www.twominutementor.com





    Head2Head is a brave new concept in the world of recruiting. We don't fill positions, but we find the people who do. Signup for the Two-Minute Mentor at www.twominutementor.com


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