Everyone has a story now. Or at least most brands claim to have one. But having a story in many ways is like having a product. Really it means nothing if it is not competitive as a narrative and personally relevant to each recipient. So your story must be distinctive from the other stories that are in play in a market and it must continue to be so. That’s challenging in fast moving sectors where there is always something new to look at, another brand tale to try.
It’s easy to look at your pitch and to be pleased with your work; to feel that it has captured you perfectly and expressed what you are about and what you have to offer. It’s also irrelevant. Because, to be blunt, no-one’s as interested in your pitch as you are. They’re really only interested in themselves and what you can do for them. They probably hear similar claims and ideas everywhere they turn.
Chief Marketing Officers (CMOs) haven’t had it this good for some time. As Jack Trout observed the average tenure not so long ago stood at less than two years. Now it’s close to double that. The reasons why things got so bad, according to Trout, could be attributed to both internal and external forces. Internally, politics and competing functions combined to make it tough to get and keep the resources that CMOs needed to do an effective job. Externally, prima donna agencies with a hotline to the CEO also caused problems. Not helped, he says, by the fact that in most organisations the CEO is the ultimate CMO. The decisions they make essentially provide the marketing team with their licence to operate.
The “Ice Bucket Challenge”, the viral awareness campaign to raise money for ALS, has swept the world in the past month or so, raising over $100 million for a cause that was previously under-profiled, and flooding social media, so to speak, with videos of people from all walks of life pouring ice-cold water over themselves.
In the first article in this series on purpose, we looked at the nature of purpose and espoused the view that purpose has two facets: functional (where it describes what the company must get done); and intentional (where it articulates what the company would like to see change in the wider world.) In this article, we look at how purpose and its impacts might be quantified and the benefits that a measurement system might bring.
For all the talk of the need for talent and the huge dependence on human capability to compete effectively, HR for the most part is still a dumb industry. It’s dumb not because the people responsible for it are dumb but because the processes of control and conform that worked so neatly in the factory age are still in effect. And they are dumb. They’re dumb because they continue to treat people in ways that are out of sync with what is really required.
We need to move on. That’s my take-out from a piece by Tara Walpert Levy – spotted and brought to my attention by the ever-observant Jeremy Dean. We need to move on from a mind-set based on reach and drop-off, and replace it with one centred on engagement and accumulation. “Historically, our media plans have focused more on exposure and broadcasting than engagement and response …,” writes Levy. “We focused on reaching as large an audience as we could and hoped or planned that of that 100%, we would eventually whittle down to the, call it 5%, of people who actually cared and mattered for our brand. We focused on reach because our ability to measure engagement … was lousy.”