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Big ideas

Trends Report: Four Trends That Will Affect Visitor-Serving Organizations in 2014

Big Data

2014 is off to a speedy start – and it is already clear that there are some big, data-informed trends that are likely to hit organizations this year.  I will be posting weekly for four weeks (in what I’m calling a “Trends Report” series) regarding key trends that may help your organization make sense of some big data so that you can be best prepared this year. In short, I’ll help make four predictive, data-informed 2014 trends accessible and explain what they mean in a way that’s (hopefully!) easy to understand. 

But before I do that, I want to put on my “business cap” and give you a quick summary of the four trends I’ll be covering. Want the below information as a .pdf white paper? It’s right here:  IMPACTS Trends Report Summary on Know Your Own Bone.

Data and analysis indicate four trends that promise to influence market perceptions and, in turn, audience engagement strategies for visitor-serving organizations in year 2014. In an effort to share this intelligence and spawn impactful industry discussion, I will be I will be posting articles here to Know Your Own Bone offering both in-depth analysis of these key trends and their respective implications for visitor-serving enterprise.  This series of articles will debut on Wednesday, 5 February, and continue thereafter on a weekly basis as a four-part series.

Summarized below is a preview of the trends that I will explore in the upcoming Trends Report series on Know Your Own Bone:

1) The increasing importance of social mission in driving attendance

To be posted on 5 February: Data support the increasing importance of highlighting an organization’s social mission in order to maximize contributed and earned revenues alike. An analysis of financial performance for many visitor-serving organizations reveals an interesting empirical observation: Generally, organizations perceived by the market as the most credible, authoritative “social good” actors also achieved better financial performance indicators (e.g. higher earned revenues, more contributed income) than would-be peer organizations that promote themselves primarily as “attractions.” The observation of this perceptual and performance delta attests to data concerning the evolving purchase/giving motivations of the US population…and especially millennials (a “sector agnostic” and “super-connected” generation heavily influenced by social mission). 

 

2) Utilizing social media to cultivate donors and promote giving

To be posted on 12 February: In 2014, successful organizations will understand the need to look beyond “vanity metrics” (i.e. fan and follower count), and focus on the quality and strength of the varied relationships formed on social platforms.  The days of “one size fits all” social media practices are officially over. Fundraising and donor engagement initiatives will continue to evolve in the online space (in addition to in-person and other, more traditional engagement methods), and this evolution will necessitate more informed, personalized donor cultivation leveraging real-time digital platforms. Instead of viewing “online giving” as a donation conveyance channel, organizations will realize that it is an increasingly important (and expected) component of a broader donor cultivation and retention strategy, and that it – like all other fundraising communication methods – is more about the people than the platform.

 

3) Adjusting strategy for changing audiences on social platforms

To be posted on 19 February: Many professionals understand that audiences and behaviors on specific social media platforms shift over time; however, IMPACTS has identified a disproportionate concern among visitor-serving organizations about which platforms are “in” and “out” in terms of efficiently engaging their respective audiences. Specifically, there is concern about Facebook’s evolving demography and the correlative impact of this shift on organizational engagement strategies and tactics. This article will propose a framework for contemplating ongoing social media platform evolution that underscores the need for a broader, more integrated online strategy based on reputational equities and how to best communicate these brand attributes and differentiators to your audiences.

 

4) The need for more informed, data-driven pricing practices

To be posted on 26 February: Austerity measures and the loss of heretofore “reliable” funding mechanisms pitched many European cultural organizations into a tenuous financial state and catalyzed a conversation concerning the sustained solvency of visitor-serving enterprise worldwide. In an increasingly competitive market where volume-based increases are less likely remedies to the new economic reality that emphasizes earned revenues, 2014 will mark the year when organizations will need to “get smart” about leveraging data to develop intelligent, efficient price indices. In turn, analysis of an organization’s pricing structure will likely – and necessarily – foster additional discussion concerning the creation of more effective affordable access programming.

I hope that you will find the analysis of these trends and topics helpful to both you and your organization! If you want to follow along with the weekly series without fuss, please subscribe to Know Your Own Bone on the right hand column of this site to have them delivered to your email inbox.

 

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page (or ) Or for more regular sharing of nonprofit marketing information, follow me on Twitter

Posted on by colleendilen in Big ideas, Branding, Community Engagement, Leadership, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Public Management, Social Media, Technology, The Future, Words of Wisdom Leave a comment

Social Media Degrees: The New Fool’s Gold for Companies and Nonprofits

twitter degree

In my line of work, I frequently get asked to review job descriptions for social media-related positions. At the onset of the search process, my feedback is very straightforward and my recommended “edits” to the job descriptions are invariably very similar: “Take off ‘5-7 years professional writing experience.’ There is no faster way to kill brand transparency than to hire a stilted, ‘professional’ writer. It’s harder to ‘un-teach’ experts in one-way communications than it is to teach a PR pro from scratch how to approach social media.”

But when candidates start responding to these job descriptions, things become more difficult for the organization. In a world in which seemingly everyone with a Facebook profile calls himself or herself a social media guru, it can be hard to identify the folks with the foresight and talent to transcend simply utilizing social media tools to strategically leveraging social media to ensure the sustainable relevance and solvency of an organization.

In the not-too-distant past, I’ve struggled with trying to explain the deep-rooted difficulties of weeding out those who just want to find something “hot” in which to be an “expert,” and candidates who may genuinely prove valuable in moving organizations (and the sector) forward.  This difference was very hard for me to explain…until I saw the recent buzz about universities offering graduate degrees in social media.  Suddenly, separating the qualified wheat from the wannabe chaff became a whole lot easier:

The kind of person who gets a graduate degree in social media marketing is exactly the type of person that your organization should not hire to guide your use of digital platforms and content marketing. Though it is unclear how popular this kind of degree (or even related certification programs) may currently be, my aim is to provide a framework to identify the attributes and skills that suggest a truly qualified candidate to help maximize your organization’s social media opportunities.

Beware the social media community manager whose primary credential was earned in an ivory tower – these people are dangerous to your brand. Here are the five attributes that organizations should try to avoid like the plague and that, quite remarkably, seem inherent to the type of person who may choose to pursue a degree or “certificate” in social media:

 

1. Beware of social media managers who underestimate how quickly social media tools and market trends change. (They will tether your organization to the past.)

Facebook is notorious for frequently changing its status-delivering algorithm and just about anything else every few months. And that’s just within one platform.  Usership statistics and demographics for various digital platforms – and even (especially) market expectations of brands are constantly evolving as new platforms and trends in media alter the digital marketing landscape. Vine was a big deal …until Instagram rolled out video and Vine’s links began to tank on Twitter in just one week.

vine tanks in one week

Things move fast in this here li’l social media joint. An organization’s ability to succeed in this space often depends on its agility, willingness to evolve, ability to utilize new tools, and a market-centric priority mindful of audience expectations.

Getting a degree in social media is incongruent with the revolutionary pace of change in the industry. Imagine how out-of-touch your skillset would be if you graduated today from even an expedited graduate program that you walked into 18 months ago: You’d have missed Vine and the rise of Snapchat. You’d have had no-longer-relevant Facebook 101 classes without hashtags and an understanding of evolving algorithms. You’d be without acknowledgement of the move to a more visual web, and be desperately playing catch-up on the critical rise of social CRM (“social care”). It’s a little bit like getting a graduate degree in “the state of the world in January 2012.” Unfortunately, you would commence into irrelevance and obsolescence – all of your efforts studying a then-today would only make you expert in yesterday.  And social media doesn’t evidence much need for a rearview mirror.

Smart social media managers understand that the digital landscape changes and what makes these real-time, two-way platforms so powerful is their ability to connect with an evolving right now.

 

2. Beware of social media managers who emphasize their ability to use specific tools. (Their value to your organization has an expiration date.)

As a friendly reminder: We live in a world where people can print edible hamburgers. People can print hamburgers from a printer and then eat them! This may be particularly impressive to those interested in the physical evolution of the sharing of information, but the inevitable march of technological progress looks a lot like death for someone who majored in, say, ink.  There is a world of difference between someone who understands the theory and application of evolving ideas, and a person who sole mastery is of a tool.

Social media helps your organization achieve a greater goal like visitation or donor support…and the best tool for the job often changes. If you’re trying to build a cabinet, hire the best builder/designer – not the person who has majored in turning a screwdriver.  To be clear, the builder needs to know how to use a screwdriver, but they need to do so in a broader, holistic context that contributes to the overall goal.  Successful social media efforts have infinitely more to do with strategy and integration than the practice of any specific “tips and tricks” (AKA “the tools of the trade”).  And, just to completely beat my bad metaphorical references to death, we live in a world wherein screwdrivers are being replaced by power tools on most every job site.

Smart social media folks are eager to learn how to use new tools…but they are wise not to invest more time learning techniques than the length of time that those tools may be relevant.

 

3. Beware of social media managers who undervalue strategy and public relations/communications skills. (They directly misunderstand how social media advances organizational goals.)

A person who chooses to obtain a master’s degree in social media (specialized, single-purpose) has actively decided not to pursue a master’s degree in communications, management, or even the humanities (degrees that generally focus on how to think). And the reason may be indicative of a quick-fix, instant-expert mentality. (“I see this opportunity and it’s good for me right now” instead of “I’d like to develop my strategic capabilities in order to meaningfully contribute in the long-term.”)

If one thing is for certain about social media, it’s this: Tips and tricks for specific platforms or even entire systems aren’t long-term. The need to clearly communicate with stakeholders with transparency and respect? That’s likely to stick around.

 

4. Beware of social media managers who are not capable of thinking critically about how to apply societal developments to strategic decisions. (They have a blind spot to greater, market contexts.)

I understand that many of you reading this work in universities and formal learning environments – but for those of you who may appreciate the reminder: universities, like other organizations, need to make ends-meet, too. Here are two things that are rather prevalent in the news: 1) universities currently have strained budgets, and 2) there are a whole bunch of people looking for a shortcut to a job. Potential solution? A degree in social media in a hopeful attempt to offer a program to boost university revenue. (Hey, universities need the money and people “need” the shortcut.)

At best, your organization probably doesn’t want a person who capitalizes on self-oriented shortcuts running your most public form of public relations. At worst, your organization probably doesn’t want a person incapable of identifying current happenings in the news and putting them together running platforms that center on one’s ability to assess news and think critically about how they apply to that person’s job. 

 

5. Beware of social media managers who are willing to make shortsighted investments of time and money. (These are especially valuable resources in the nonprofit world.)

This may sound sassier than I intend it to sound, but here goes nothing:

We nonprofit folks (myself included) – and especially museum folks – tend to love higher education. And, if there’s one thing we’re arguably pretty good at it’s hiring substantive experts instead of social entrepreneurs to run our organizations. But as audiences become more sector agnostic, there may be an increased need for business (or nonprofit!) savvy in addition to academic pedigree.  As mentioned above, some university programs exist solely as revenue centers for the school…a degree in social media might be one of them. Getting a “degree in social media” may, in some way, seem to speak to us academic-loving folks in our language. And it just might be a ploy.

For the reasons listed above, investing in getting a degree in social media may be a questionable investment of time and money. Your organization probably wants someone who makes thoughtful, considered investments for good reasons…

Here’s an idea for your good thinking and hopeful discussion: Excluding short-term seminars, conferences and defined, discrete courses to help keep abreast of evolving social media strategy and market trends, what value do you think obtaining a graduate degree in social media would afford someone looking to ultimately rise to a leadership position or elevate the sector in the long-term?

 

Photo credit goes to iJobs.

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

Posted on by colleendilen in Education, Generation Y, Graduate school, Jobs, Leadership, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Social Media, Technology, Words of Wisdom 4 Comments

Information Overload: How Case Study Envy Stifles Nonprofit Success

whatever competition does

Between numerous conferences, written reports, podcasts and other resources, nonprofits should have no problem accessing an abundance of industry case studies. And smart organizations actively seek them out in order to appropriately consider precedents. However, too many nonprofits seem to distract themselves from opportunities by making inappropriate comparisons between other organizations and their own. They risk the loss of their own identity when they become too easily seduced by the (alleged) successes of others.

Perhaps it shouldn’t be surprising that the nonprofit industry – one with an innate value for transparency and a culture that celebrates collaborative knowledge transfer – is so often easily misled by these “success studies.” Arguably, nonprofits are the most communicative of any business sector.  Due to a culture of sharing, organizational risk aversion, and a very mature business model, there isn’t a lot of “secret sauce” in the nonprofit space.

“So how can nonprofits be considered laggards when it comes to building effective ‘business’ strategies?! We’re in constant dialogue. We listen to one another!”

Well, maybe that’s the problem.

Having a lot of information is good. Not taking the time to develop a culture of thinking about it critically is bad. While sharing experiences certainly has undeniable advantages and can positively inform organizational strategies, I’ve noticed a detrimental trend in how nonprofit organizations discuss the operations of perceived industry leaders whom they’d like to emulate. Namely, nonprofits seem increasingly less able to differentiate between models and examples, and this confusion creates unrealistic expectations that may hinder the success of organizations.

When considering case studies and the operations of other nonprofit organizations, it may help to keep in mind the following four items:

1) Many singularly successful organizations are terrible models

IMPACTS collects intelligence concerning 224 visitor-serving organizations in the United States. Data indicate that the US public overwhelmingly considers the Monterey Bay Aquarium to be the “best aquarium in the world.” Increasingly, we hear organizations (and not just aquariums) attempting to emulate the Monterey Bay Aquarium in the hopes of similarly increasing their own reputations, securing their financial futures, maximizing audience engagement, etc.

(I am exploring the category of aquariums (again) because the aquarium industry has a clear, defined market leader. Museums, symphonies and zoos have tighter “line ups” with greater variance in public opinion concerning which is the “best.”)

The Monterey Bay Aquarium is a wonderful example of a world-class organization achieving enviable business and mission successes…but, as far as being easily replicated, it is a terrible model. Consider: The Monterey Bay Aquarium is the dominant – and near exclusive – major attraction in a very popular coastal destination.  It is led by one of the most influential leaders in the global conservation community.  It opened its doors unburdened by debt or other financing obligations. The lists of singular superlatives associated with the Monterey Bay Aquarium could go on…but, I think that you get my point. While it is easy to identify the attributes and practices that make the Monterey Bay Aquarium an acknowledged market leader, it is very difficult to duplicate these conditions.

Do other organizations also have some of these things? You bet. Do they have all of them? No. Similarly, your organization likely has its own, unique conditions. (Monterey is the example I am using here to make a point. It is not the only organization with unique conditions and the promise or potential of a successful enterprise).

(Uh oh! I feel a bad analogy coming on…) Other organizations cannot reasonably expect to copy the Monterey Bay Aquarium’s “recipe for success” because they aren’t working with the same ingredients (or, for that matter, the same kitchen and same executive chef). Organizations have their own unique ingredients (and kitchens and chefs), and they have to optimize those to best respond to their own unique opportunities.

 

2) But organizations can provide helpful examples

Continuing with my horrible “recipe for success” analogy, if you spot an admired market leader that shares some of the same ingredients as your organization, noting how they successfully utilize these ingredients may help your organization cook up an equally tasty dish. In fact, if you add on to the case study by contemplating and incorporating your own unique advantages, you may end up with something even better (for you) than your would-be model.

For instance, although Monterey Bay Aquarium is a terrible model (again, in the sense that they – like many other organizations- aren’t replicable), their ability to experiment and take on unique initiatives in creative ways provides several examples that may benefit the balance of the museum and nonprofit industry. Examples may be broad and deal with the evolution of best practices, or serve as case studies for engaging the market.

As an aside: Question case studies. Sharing case studies (especially in conference settings) is frequently a way that organizations pat themselves on their own backs, but just because a case study was shared doesn’t mean that the initiative aided in securing donations, getting people in the door, or increasing brand reputation. There are some gemstones, but there’s also a lot of hot air out there. Be wise enough to tell the difference.  (People regularly ask me what are some of the biggest differences that I observe in my work with both for-profit and nonprofit clients.  Easy!  Whereas the nonprofit case studies presented to industry colleagues are invariably sunshine-filled, self-congratulatory success stories, the vast majority of case studies that I observe being presented in the for-profit world are cautionary tales of woe, struggle, and failure.  I don’t know what to make of this dichotomy, but I think it is interesting).
 

3) If you aspire to replicate a model, you jeopardize your relevance

If a similar organization with the same brand equities that you strive to achieve already exists (i.e. if you have a true model), then your organization is probably less relevant and you may be cannibalizing the market and unnecessarily dividing the resources needed to efficiently tackle the shared social mission.

However, a “conceptual model organization” that exists in another market could be a valuable tool – provided that two conditions are met: 1) You understand how this organization (its positioning, reputation and resources) differs from yours and you create a plan for optimizing these same areas uniquely for your own equities; and 2) You understand that successful organizations evolve to meet market needs and opportunities. What was true and a “best practice” yesterday may not necessarily serve as a suitable precedent for tomorrow. Your model will change its operations over time (especially if it is a good model), and you will likely need to change yours, too. Frequently, the best things that a “conceptual model organization” can be are thought provoking and inspirational – its practices may not be transitively applicable. 
 

4) Making nonprofit best practices the basis of your business strategy is a bad strategy

Another disadvantage of the “sharing” nature of the nonprofit industry is that organizations often become more caught up with what other organizations are doing than paying any attention to their markets – which (decidedly unlike the behaviors of other nonprofits) is directly correlated to their financial and social success. (Read: It doesn’t matter at all how many other nonprofits are utilizing social media. What matters is that the market is utilizing social media as its single most influential, go-to source of information.)

Think it’s great that your nonprofit is almost at the industry average for email open rates? Congratulations on being almost mediocre. (Tough love? Maybe. But think about it: You won’t catch successful for-profit companies celebrating benchmark victories…so why do we allow ourselves to frame averageness as “achievement?”) We can do better than simply keeping up with the Vastly-Underperforming-And-Almost-Broke Joneses. It’s important to be marketing your nonprofit and creating programs for the folks that actually matter – not to keep company with peer organizations (a large portion of which may be flailing).

My advice to nonprofits with one eye on their neighbors: Take what you can from case studies as applicable, but don’t get caught up in becoming another organization.  Gosh darnit:

Be yourself oscar wilde

(Full disclosure: As the Chief Market Engagement Officer at IMPACTS, I work with the Monterey Bay Aquarium…and, for that matter, with a number of other aquariums, museums, performing arts organizations, zoos and similar visitor-serving enterprise. The reason that I reference the Monterey Bay Aquarium as a specific example is two-fold: (1) Data compellingly indicate its public perception as “best in class,” and thus a natural topic for case study; and (2) It is a frequently cited aspirational “model” suggested to me by other aquariums – as well as several other types of visitor-serving organizations – when they reference a third-party entity.)

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

 

Posted on by colleendilen in Big ideas, Branding, Leadership, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Public Management, Words of Wisdom 6 Comments

5 Key Reasons Why Social Media Strategies Are Different Than Traditional Marketing Strategies

Company achievements

Social media and web-based platforms function differently than “traditional” marketing/PR platforms. While this may be obvious to some, I work closely with many experienced executive leaders who have been formally trained (and then formally practiced) more traditional marketing and communication methods. Perhaps the differences between digital and other forms of communication is something that some leaders are hesitant to acknowledge because the dramatic changes hearkened by the digital revolution might suggest that years of experience are somehow suddenly less relevant  – but I know several brave leaders who have spoken up on behalf of their years of experience doing what has historically worked…until now.

Why IS marketing and communications on social media and web-based platforms so different than marketing on NON-web-based platforms? Why don’t the same rules apply as they have for decades? Why are the lessons from the classic MBA canon (like the Harvard Business Review staple of Chester Burger’s How To Meet The Press) so outdated?  And how could key aspects of entire marketing curricula at the prestigious universities that were attended by our best and most accomplished nonprofit leaders be considered increasingly irrelevant? Surely, marketing is still marketing…

Indeed, marketing is still marketing. But times have changed (and are rapidly changing). The importance of social media in an organization’s business strategy is undeniable. We have a new platform that didn’t exist in the past – and it has changed a whole heck of a lot about how organizations “do” Communications…  perhaps because it has so drastically changed how the market views Communications.

1) Social media is not advertising. It is a different, more effective beast.

Social media is more influential than other forms of “traditional” communication when it comes to spreading your message. To explain, reviews from trusted resources (including channels such as social media and word of mouth testimonials) have a value 12.85 times greater than paid media (broadcast, radio, and other types of traditional advertising). Therefore, there’s no amount of paid advertising that can realistically overcome a deficiency of earned media. Thanks to the real-time, public nature of the web, marketing and PR have been supercharged and we are now able to maximize this other half of the messaging model. Though this model has always existed, word of mouth tended to resist scale and relied largely on one-to-one or one-to-many interactions.  The dawning of the digital age has introduced unprecedented scaling capabilities to many of our communications – where once we had Siskel and Ebert (two people speaking to many), we now have Rotten Tomatoes (many people speaking to many). Because of the introduction of scale – borne largely of digital technologies – earned media and reviews from trusted sources have never been so accessible, obtainable, contemporarily relevant, and critical for an organization to succeed.

 

2) Social media disproportionally influences market behavior

Digital platforms like web, mobile, and social media currently have the highest efficacy among marketing channels in terms of overall, weighted value (contemplative of the market’s perceived trust, and reach and amplification capability of various communication channels). This is especially true compared to more “traditional” channels such as radio and printed materials. In fact, the weighted values attributed to these channels have experienced dramatic decreases even in the last year! Instead, folks are looking to social and web-based platforms to acquire the intelligence to inform their decision-making processes – and these platforms play a significant role as the go-to source for information on leisure activities (salient if you are a museum), especially among those most likely to attend a visitor-serving nonprofit.

 

3) Social media involves evolving technologies and platforms

Unlike largely “fixed,” static media such as print and radio, the mechanisms by which digital messages are delivered and the context within which individual members of the market receive these messages is constantly in-flux. Social media and digital communications depend on rapid innovation, changing platforms, and evolving social mentalities that sink or swim in real-time. They require a strategic flexibility to succeed, and often necessitate experimentation in order to understand how to best reach particular audiences through online engagement. The classic marketing texts of the past remained relevant for decades because – arguably until now – organizations could have one spokesperson, they did have the time to prepare responses before meeting the press, and they could leave a lot more behind closed doors.

 

4) Online engagement necessitates perceived accessibility in order for organizations to succeed

The alarmingly condescending-in-hindsight, stilted tone of past marketing and PR campaigns has gone by the wayside in the age of social media. In essence, the world has become more transparent and people want to know more about the brands that they support – nonprofits included! In the past, organizations could often divulge only what they wished, but now organizations must answer straightforward questions posed on public platforms in real-time, or watch their reputation and consumer-base shrink… also in real-time. In short, this change challenges the way that many in the past have been taught to “communicate with the press.” In today’s world, organizations communicate directly with the public. And they need to be likeable and relatable.

 

5) Social media is real-time and 24/7

Though it was historically done more passively, brands have always been building relationships in real-time – even while the CEO or other appointed spokesperson was off the clock. People have spread valuable word of mouth messages at cocktail parties and talked shop on the back nine of a golf course for generations. However, from a broad public perspective, it was generally understood that an organization’s “real people” were not accessible outside of the historic “nine to five” workday. Today, the real-time nature of digital platforms have made organizations accessible at all hours and in all situations. And the public especially utilizes these platforms during moments of crisis – the very times when organizations in the past may have been particularly grateful for the ability to remain silent as they got their PR ducks in a row.  Moreover, organizations are expected to respond to inquiries on social media platforms in real time. 42% of individuals using social media expect answers to questions that they ask online within one hour. Unlike traditional media that runs as per a schedule and a plan, social media requires active management and necessitates the implementation of real-time PR strategies…all day. Every day.

 

Are all of the marketing (and even broad strategy) baseline best practices taught in MBA courses of the past and cultivated for decades becoming completely irrelevant? Of course not. However, societal and technological evolution may find these long-time graduates and folks “with X years of experience in the industry” challenging themselves to re-purpose their experiences to better apply to today’s marketing environment.  In fact, I’d propose that perhaps those seasoned individuals willing to embrace social media and digital engagement may be our greatest industry assets in adapting strategies to best suit evolving technologies. Many of the marketing best practices of the past are directly at-odds with today’s practices, and leaders who can evolve their own thinking may be the most successful in leading their organizations into the future. 

 

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

Posted on by colleendilen in Branding, Community Engagement, Leadership, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Public Management, Social Media, The Future 3 Comments

A Hint for the Future of Museums: Europe is Looking to US Aquariums

In my line of work (developing predictive data) and my spot in that line (analyzing and applying data on behalf of organizations equally concerned with social and fiscal bottom lines), opportunity often comes from keeping a pulse on the market. Along these lines, I’ve recently experienced shifts in my professional world that may be illustrative of the future of museums and the broader nonprofit community.

"7 hours and 57 minutes until I am officially based out of Chicago AND London! Let's do this!"

“7 hours, 57 minutes until I’m officially based out of Chicago AND London! Let’s do this!” (4/1/13)

In April, I officially joined the ranks of part-time expatriates (and long-haul commuters) when IMPACTS asked me to help open our London office while also maintaining a “home base” in Chicago.  Preparations for our London office enabled me to hire a Digital Marketing Manager to provide additional support to our projects, and also challenged me to be more thoughtful about how I could focus my efforts to best serve our clients.  A few months removed from my hop across the pond, I’ve been reliably asked two questions from colleagues, other museum professionals and even friends and family – the answers to which are closely related and may provide interesting insight to the museum industry:

1) Why London?

The obvious answer: proximity. I am in London largely because it is an accessible base for much of the work that IMPACTS is currently performing on behalf of visitor-serving organizations (e.g. museums) throughout the Americas, Europe and the Middle East.

The more interesting answer: market demand in Europe for the American nonprofit business model. You read that right! Any quick glance at the news tells stories of shifting economies that have created an unprecedented struggle for many of Europe’s most treasured museums.  While not-too-long ago many of the elite European institutions might have politely sneered at the suggestion of adopting a more “American model” of doing business (especially “nonprofit business!”), these sentiments are quickly shifting.

The “American model” (as it is colloquially referred to in my dealings) is a euphemism for a visitor-serving business that doesn’t rely on government support (or grants or endowments) and, instead, is a market-driven enterprise whose success hinges on engaging a diverse, sustainable constituency.

In other words, many of the world’s greatest museums – the ones that we Americans revere and admire with a distant and mysterious “otherness” – are looking to U.S. visitor-serving organizations as sources of inspiration, innovation and know-how when it comes to reinventing their business models to best respond to their current economic conditions.

2) Why do you spend so much time working with aquariums?

It’s true. I do find myself increasingly spending more time and energy working closely with aquariums. Here’s the end-game: We have an interest in aquariums because they are often cited by our clients as best-in-class practitioners of the “American model.” (Stick with me, other-types-of-museum folks. I’ll connect the dots…)

IMPACTS works with nearly every form of visitor-serving organization from art museums and symphonies to science centers and botanical gardens, and there’s one thing that we’ve found to be generally true: The market-driven practices developed by aquariums may have the greatest impact and “usability” for exalting the entire visitor-serving industry.  While the role of aquariums as models may seem surprising to many of America’s most venerable museums, the relative esteem with which U.S. aquariums are internationally regarded evidences itself in my work on a daily basis. In fact, the European organizations (including many art museums) that I work with have less interest in the “best practices” of American art museums and, increasingly, more interest in those of American aquariums.

Here’s why.  There are two conditions that make U.S. aquariums of particular interest to the global museum and visitor-serving industry:

 

A) The U.S. aquarium business model is motivated by market demand (and not overly dependent on grants, endowments, or government funding)

This is not to say that aquariums do not seek to obtain grants or secure government appropriations – but, as a group, the chart below indicates that aquariums tend to rely least on contributed and dividend revenues when compared to other types of visitor-serving organizations:

IMPACTS Visitor Serving Organization Earned Revenue

Theoretically, if government funding were to cease on a macro-level tomorrow, aquariums (as well as select museums, theaters, science centers and other more self-reliant organizations) may have the greatest chance of keeping their doors open long-term.

Also, after evaluating a representative sample of 224 U.S.-based visitor-serving organizations, aquariums generally have the smallest endowments relative to their annual operating budgets – perhaps suggesting that aquariums must be particularly attuned to the market since they have less “cushion” in their revenue streams. We see outcomes of this market responsiveness all the time: While some museums are hiring extra grantwriters and expanding their lobbying efforts for funding, many aquariums are hiring social media and online community managers because they understand that digital engagement helps drive attendance. Of course, smart museums also realize this and are hiring these kinds of people, too – but as the chart below illustrates, the lack of a “safety net” places a particular financial imperative on aquariums to be responsive to market opportunities:

IMPACTS - Visitor Serving organization endowment backstop

 

B) Many aquariums regularly invest in active, global, social missions that extend beyond education and research

I can hear you now: “But all museums aim to change the world!” I know. This does not mean that other missions are any less important – simply that many organizations with which I work consider aquariums to be at an interesting intersection between topic expertise and “right now” relevance…particularly when it comes to prominent, controversial issues such as climate change and other environmental topics. In short, while the social missions and operations of aquariums tackle education and research (two critical items that are also common among other, select visitor-serving organizations), they also take up the battle of ocean conservation. The initiatives attendant to this addition are particularly timely, global, and live in a rather elusive “save the world” space.

It’s a seemingly at-odds and extreme combination:  Aquariums may be considered among the most “for profit” of organizations in that they rely heavily on earned revenues, but they also aim to be among the most globally impactful among organizations pursuing active, social missions.

 

I “go deep” in my work with aquariums because helping them evolve and perfect their business model to remain solvent in both fiscal and social terms provides the lessons that help other organizations achieve their similarly aspirational ideals.

I’m intentionally speaking in terms of sector generalities – not all zoos rely on government funding, not every museum lives on its endowment, and, for that matter, not all aquariums are truly bringing their A-game to the “save the ocean” effort. The organizations operating with the objectives of being both market-relevant AND “big mission-serving” (aquarium or not) may be our best models for the future of museums. They can survive on their own, and they can do it while serving a very large-scale social mission.

 

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Posted on by colleendilen in Big ideas, Leadership, Management, Museums, Nonprofit Marketing, Nonprofits, Public Management, Public Service Motivation, Social Change, The Future, Words of Wisdom 3 Comments

Lies, Damn Lies, and Statistics: The Nonprofit Social Media Data Dilemma

marketing and sales cartoon

Everyone seems to be all about the world of “big data” right now. And – as a data nerd who gets her professional kicks in that same space – I’m not (even a little bit) complaining. I’ve found in my work with IMPACTS that nonprofits are placing an incredibly strong emphasis on data collection and analysis. Ostensibly, organizations paying careful attention to their social media data may seem an encouraging trend, but in our age of information overload many organizations are misplacing emphasis on the wrong metrics – or misinterpreting the meaning of these metrics. In essence, social media metrics are becoming nonprofit (and even business) fool’s gold. 

Social media data is critical to understanding how your organization best engages with the market – and this knowledge is critical to achieving your goals. However, social media data are diagnostic metrics and NOT key performance indicators (KPIs). They inform how your organization is doing on social media…NOT the overall health of your organization. (They are related…but not the same.) Confusing the meaning and rightful application of this data can put organizations on a very arduous, frustrating path. Is a healthy organization active and engaging on social media? You bet. But high engagement numbers on social media mean absolutely nothing if your organization isn’t getting more people in the door, increasing membership renewal rates, facilitating donor-related conversations, or achieving any number of the goals that indicate the solvency and relevance of an organization.

Am I getting too jargon-y with all of this “KPI” talk? Here are some clarifications:

Key Performance Indicators (KPIs): KPIs are used to evaluate the ongoing success of an organization or a particular initiative. Success is often defined in terms of making progress toward achieving the strategic objectives that optimize the solvency of an organization. In other words, KPIs have a direct correlation to desired outputs (fundraising, visitation, etc.). For instance, for our nonprofit visitor-serving partners at IMPACTS, we measure items related to market sentiment that include metrics such as reputation (e.g. top-of-mind metrics), educational value, satisfaction, value-for-price perceptions – and other items that correlate directly to the “health” of an organization and its ability to achieve its bottom line objectives.

Diagnostic metrics: Diagnostic metrics are data points that contribute to KPI performance and aid organizations in pinpointing specific opportunities. In the online space, these metrics allow organizations to observe how effectively they are engaging audiences. However, these metrics cannot “stand-in” for KPIs because they are a sub-measurement of assessment criteria (i.e KPIs) that lead to desired behaviors. For instance, on the surface, certain social media diagnostic metrics may look positive, but if they aren’t elevating your reputation (a key driver of visitation), then…well, a “like” is just a “like.” Diagnostic metrics are also helpful for “listening” to audiences, and informing organizations of opportunities for improvement.

Here’s how they work together (flow chart style):

IMPACTS - KPIs and Diagnostic metrics

And here are three, critical points to consider concerning social media metrics:

1) Social media metrics do not directly measure your bottom line (so keep them in perspective)

A measurement indicating online reach, for instance, only measures online reach. Just because your organization reached a large number of people with a social media status doesn’t mean that anyone paid attention to it, that it was the right message, or that it strengthened any individual’s connection to your organization. Is does mean that the message had the opportunity to build a bit of affinity among a certain number of people. This is not your bottom line. More meaningful metrics include donor giving, membership acquisitions and renewals, and attendance.

2) Even when social media metrics are high, they can still be at-odds with KPIs (making it HARDER for your organization to achieve its goals)

This is a big one. If you are evaluating the efficacy of your digital strategists and social media community managers strictly by Facebook Insights numbers – knock it off (please). These metrics can be purposefully and even accidentally inflated to the detriment of organizations.  “Gaming” this system is child’s play for even the most neophyte of social media professionals.

To cut to the chase: If you’re measuring social media efficacy strictly by social media numbers and rewarding staff based on these metrics, you’re actively setting up your organization to fail. Your team may feel pressure to offer discounts or post superfluous updates that will artificially increase engagement rates (i.e. good for them in terms of their performance evaluation), but these practices will ultimately increase visitor dissatisfaction, devalue your brand, marginalize your mission, and demean your perceived reputation as “expert.”  Have you asked yourself this question: If we’re so popular online,  how come nobody is coming in person?  Chances are that you’ve created ineffective, misleading evaluation criteria based on social media metrics and not true KPIs.

3) You do not control the platforms providing key social media metrics. (They actually control YOU)

TANSTAAFL (pronounced: “TAN – staf –ful”) was a common “word” on campus at my alma mater. It stands for “There ain’t no such thing as a free lunch” (though it came from science fiction writer Rober A. Heinlein, the term was popularized by Milton Friedman, the Nobel Prize-winning University of Chicago professor – hence, the popularity on campus).  Sometimes organizations get so caught up with the ability to report numbers that they forget to think critically about social media metrics. Specifically, they forget about the concept of TANSTAAFL as it applies to social media.

Facebook and You - Product being sold

Over 15 million businesses, companies, and organizations have Facebook pages and sometimes Facebook metrics have bugs. Actually…a lot of the time Facebook metrics have bugs. At IMPACTS, we attempt to correct for bugs by gathering insight information from several organizations and normalizing it, comparatively…but if you’re a single organization, you likely don’t have this opportunity and you are, well, a wee-bit stuck with whatever information or misinformation Facebook shows you. Organizations that run more than one Facebook page likely know first-hand how common system-wide bugs are for individual pages. If you notice a bug in your Facebook Insights, the best that you can do is contact Facebook and hope – over the course of several months – that they will fix the bug. Here’s a thing to remember: Your organization is using Facebook for free or at a low cost (if you aren’t constantly buying ads, or promoting or sponsoring posts) and there isn’t a direct incentive to fix your Insights bug (that you may or may not know that you have). In short, these metrics should not be the MOST important metrics or the ONLY metrics for your organization.

There’s no doubt that social media measurement is absolutely and increasingly critical to effectively engage audiences and remain relevant with the market. These metrics are NOT unimportant. But with social media metrics being relatively accessible to non-expert evaluators, and absent the considered interpretation and analysis of their “true” meaning, organizations risk confusing isolated data points with KPIs.

Bottom line: Social media is a tool for achieving your organization’s goals. Social media metrics help organizations assess how well they are using these tools.  However, these metrics are not the end-all-be-all assessment tool in your organization’s toolbox…and organizations that misunderstand how to evaluate these metrics in terms of larger organizational goals risk confusion, frustration, and may jeopardize their long-term success. 

 

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

Posted on by colleendilen in Big ideas, Branding, Community Engagement, Leadership, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Public Management, Social Media, Technology, Words of Wisdom 2 Comments

Time, Treasure, Talent: Priority Confusion on Nonprofit Boards Limits Success (STUDY)

Finding: Nonprofit board members grossly overestimate the importance of their own time and talent, and believe personal philanthropy to be the least of their responsibilities in the “time, treasure, talent” continuum.

time treasure talent

For nonprofit executive leaders, “Give [money], get [money], or get off [the board]” seems to have been a board development maxim since the beginning of nonprofit-time. Despite this fact, many CEOs consistently struggle to raise meaningful funds from their board members. This may be due to a convenient untruth that board members may be using as an excuse to sidestep the “give, get, or get off” maxim: The belief that time, treasure, and talent are of equal value to a nonprofit organization.

A recent study conducted by IMPACTS reveals that, among visitor-serving organizations, there is a stark perceptual delta between executive leadership and board members when assessing the primary asset that board members bring to their organizations. And perhaps unsurprisingly, this difference of opinion regarding board responsibilities is pronounced within “smaller” organizations (i.e. those serving 500,000 or fewer visitors annually).

IMPACTS (the predictive technology company for which I work) was engaged to develop intelligence and analysis concerning the efficacy of nonprofit boards of trustees.  The related research and interviews sought to improve the understanding of the optimal role of the board as it relates to the governance and operation of the contemporary, nonprofit, visitor-serving organization.

The data collection processes included quantitative intelligence gathering and qualitative interviews with both the executive leadership and members of the boards of 49 nonprofit, visitor-serving organizations (e.g. aquariums, museums, performing arts organizations and zoos).  The study sought to include a broad, representative sample of nonprofit organizations of various types, usage levels, and annual operating budgets.

 

1) Staff leadership believe that securing funds is by far the most important role of board members

 

IMPACTS staff perspective of board role

Giving/securing “treasure” for an organization is clearly identified as the most important role of a board member by CEOs and other executive leaders. Lending “talent” (think of an attorney on the board providing legal counsel) holds significantly less value according to these same leaders.

Qualitative assessments from leaders reveal that the delta between “treasure” and “talent” may be in large part due to an organization’s strong preference to buy talent with treasure (as opposed to relying on the “in-kind,” donated talent of their board members). Executive leadership tends to believe that this type of “hired,” on-demand, best-in-class talent puts the organization in a better position to succeed than does a board member who is potentially less specifically qualified and/or has less time dedicated to the organization. (Not to mention the fact that many nonprofit organizations have conflict of interest policies that limit or restrict a board member’s participation in aspects of the organization’s operation.)

 

2) With the exception of larger organizations, board members believe that lending their own talent is their key role and raising funds is the least of their responsibilities

 

IMPACTS Board perspective of board roles

An argument may be made that organizations serving greater than 500,000 annual visitors are necessarily larger operations and may reliably attract more experienced, “sophisticated” board members than smaller organizations. This type of board member may have more experience on a greater diversity of boards, and may have a better understanding of the needs of nonprofit organizations and their own role on the board.

 

Key Finding: Nonprofit board members over-emphasize the importance of their own time and talent

 

IMPACTS Board and staff perspective of board roles

Some may say that my interpretation of these assessments assumes that the nonprofit CEOs have a better perspective of what will lend success to an organization than board members themselves. I’d like to propose an alternative point of view in regard to the survey outcomes: Board members seem to believe that their biggest contribution is a thing that the organization isn’t always asking for (i.e. their respective talents), and the single thing that many organizations require most to keep their doors open is the very thing that many board members do not view as their primary responsibility (i.e. treasure). From this perspective, some organizations serving 500,000 or fewer visitors per year (or boards of any nonprofit organizations with “smaller” annual revenues) may be stuck in a cycle:

Nonprofit board members may disproportionally view their own “talent” as beneficial because they don’t perceive that the organization possesses equivalent talent on-staff. So, because the organization lacks internal capacities, its board members disproportionally value their  own (occasional, off-staff) “talent” – but in valuing their talents over their “treasure,” they limit the organization’s ability to develop more robust resources and capacities. Thus, the organization comes to depend on board “talent” largely because its board members choose not to alternatively supply the organization with sufficient “treasure.”

Does this mean that board perspectives are unimportant? Most certainly not. The experiences and connections afforded organizations by their board members are important assets. However, if they don’t positively impact the long-term solvency of an organization in a meaningful way, then these connections may not be worth as much as “status board” members seem to believe them to be. Connections, networks and experiences are all latent benefits that may be made manifest in terms of an organization’s financial health. Unlike these potential latent benefits that board members lend to an organization, donations provide direct benefit.  Ultimately, organizations quantify financial health in numbers – and numbers don’t lie.

 

In Their Own Words:

“I think that it takes all three (i.e. ‘time, talent, and treasure’) to be a great board member. Arguably the greatest talent of all is realizing that your time is less valuable than your treasure.”- Chief Executive Officer, attendance = 500,000 – 1 million 

“A particular challenge for many of our new board members is the time that it takes for them to understand that we didn’t ask them on the board because of their professional abilities and talents. We asked them on the board to gain access to the wealth that the practice of their professional abilities and talents has enabled.”- Vice Chairman of the Board of Trustees, attendance = 250,000 – 500,000

“I’m proud of the way that our board has evolved. It now understands it has an absolute and significant giving imperative. With all due respect to our board members’ abilities and talents, if you don’t give in a meaningful fashion, then you are short for our world.”- Chief Executive Officer, attendance = >1 million

“It drives me crazy that we still have board members who think that their job is to critique staff decisions, plan galas, and stuff envelopes. As a donor, it is embarrassing that the outside world considers these people to be my peers.” - Member, Board of Trustees, attendance = 100,000 – 250,000

“The best thing about leading a large organization was saying goodbye to the ‘bake sale boards’ of my past where every financial crisis was met with a social-status-elevating fundraiser that never netted any real funds but was deemed a success if it got the chairwomen mentioned in ‘Town & Country.’”- Chief Executive Officer, attendance = >1 million

“As a board member, you have two obligations: Number One is your fiduciary obligation to the organization. Number Two is your financial obligation to the organization. The entire ‘time, talent, and treasure’ discussion is bunk – a board member’s duty is to ensure that the organization is able to buy the time of those resources possessing the most talent.”- Chief Executive Officer, attendance = 250,000 – 500,000

“Honestly, our board is a joke. They want to derive every social benefit and milk every professional network that comes from being on our board, but they don’t think that they should pay for the privilege. We’ve let ourselves become a status symbol…the worst sort of trophy wife. What I would do to fire the whole lot of them and start over!”- Chief Executive Officer, attendance = 500,000 – 1 million

“On our board, it is both implicitly and explicitly understood that you pay for the privilege of your vote. There is no representation without taxation. If you don’t like our arrangement, then, frankly, we’d prefer that you not serve on our board.” - Chief Executive Officer, attendance= >1 million

“Over the years, I’ve been asked to speak to other boards about how they, too, can increase their respective board giving capacities. Invariably, they cite an inability to ‘attract heavy hitters’ to their boards. I ask them to survey the room – the so-called ‘heavy hitters’ don’t keep company with people who don’t value personal philanthropy. No one wants to be the deep pockets on a board who subsidizes their fellow board members. So, if a board wants to raise more money, the first step that they need to embrace is significantly increasing their own personal giving in the hopes of attracting more like-minded philanthropists. The second step often involves stepping aside and allowing these philanthropists to assume your position on the board. The best board donors try to replace themselves with even better donors on a regular, ongoing basis.”- Chairman of the Board of Trustees, attendance= > 1 million

“I appreciate how invested with their time our board members are, but I’d be lying to say that I didn’t wish that they weren’t equally invested with their money. We struggle to meet the giving benchmarks of our peers. My board’s answer to EVERYTHING is ‘Let’s have a fundraiser!” or “Let’s try for this grant!” – never anything out of their own pocket. They’re in love with other peoples’ money.”- Chief Executive Officer, attendance = 250,000 – 500,000

“A sure sign of a lousy board is a bunch of ‘talented’ people on your marketing committee. That’s where organizations dump the folks whose sole currency is hot air.”- Chief Executive Officer, attendance = 100,000 – 250,000

 

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

Posted on by colleendilen in Big ideas, Leadership, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Public Management, Words of Wisdom 7 Comments

Adapt or Die. New Rulings on Social Media in the Workplace and What They Mean for Nonprofit Organizations.

Dilbert Social Media Fear

It’s no secret that some nonprofit organizations have been defensive about allowing folks to interact or “contribute” to the organization’s reputation or area of expertise online. (This terror is the basis of recent discussions regarding radical trust, for instance.) And, in a way, the terror makes sense from more traditionally minded members of the workplace – nonprofit organizations are heavily scrutinized and already have many stakeholders as it is (board members, constituents, donors). Understandably, (though perhaps inexcusably) social media and online engagement may be scary-to-the-point-of-suppression for those who don’t fully understand how it has changed the way that we communicate, connect with one another, and access information.

Some organizations have tried to exert control by putting forth aggressive social media policies. In fact, a nonprofit organization is the opening case study in this week’s The New York Time’s article summarizing recent court rulings concerning social media policies.

These recent rulings do not indicate that social media policies are a bad idea; rather, they suggest that social media policies that aim too strongly or aggressively to limit freedom of speech (and then use these policies to take away jobs) are a bad idea.  But, in reality, organizations too ignorant to understand the role of social media in society may be doomed to confront significantly larger problems than disgruntled, chatty staff members. Assuredly bad though that may be, developing a reputation for a lack of transparency and suffering from the negative word of mouth that inevitably results from stifled and contrived social media communications is likely to jeopardize an organization’s relevance in the competitive market much more quickly than a Negative Nancy with a Twitter account.

Here are some key take-aways from the article regarding rulings:

  • Recent rulings by the National Labor Relations Board “generally tell companies that it is illegal to adopt broad social media policies — like bans on “disrespectful” comments or posts that criticize the employer — if those policies discourage workers from exercising their right to communicate with one another with the aim of improving wages, benefits or working conditions.”
  • “But the agency has also found that it is permissible for employers to act against a lone worker ranting on the Internet.”
  • The agency has pushed companies such as General Motors, Target and Costco to rewrite their social media rules.
  • National Labor Relations Board officials “say they are merely adapting the provisions of the National Labor Relations Act, enacted in 1935, to the 21st century workplace.”

 

The critical take-aways for nonprofit organizations from these recent ruling are less tactical and more strategic and conceptual – and absolutely necessary. Here are four guiding principles that nonprofit organizations may benefit by adopting:
 

1) Stop being scared of social media

Web and social media are the public’s number one method of accessing information – and social media plays a leading role in driving the decision to visit a museum or other visitor-serving organization. Social media is critical to increasing online reputation, which directly aids in long-term financial solvency. An organization that runs from social media, or tries too hard to control it rather than contemplating how the organization may benefit from digital communications, may risk speedy irrelevance. For quote-lovers, a harsh reality of being a leader may be summarized here: “You have to be comfortable being uncomfortable.” The world moves. Times change. Social media is here and it’s important.  Embrace it. Or, if you prefer photo quotes, this one may be more inspiring…

 seth godin quote

2) Consider what your social media policy is supposed to do

Not all social media policies are stifling. In fact, having a smart social media policy is wise for nonprofit organizations. Effective social media policies should:

  • Provide staff members with the tools and information required for them to optimally communicate with/about the organization. Chances are your employees actually want to help your organization succeed online. Show them how they can do that.
  • Outline expectations for social media interactions, etc. Have an organizational Code of Conduct? This is a good time to remind folks that these rules apply offline and online.
  • State that leaders are open to feedback…and encourage team members to channel thoughts that may reflect negatively on the organization to higher-ups who intend to listen and work to find viable solutions instead of broadcasting their critiques to the less specifically-concerned web.
  • Remind staff members that negative posts about the organization indeed reflect poorly on the organization. Again, chances are that your employees are actually out to elevate the organization and its mission.
  • Underscore items that staff members truly should not communicate. For example, if members of your organization have security clearances or work with sensitive or confidential information, restrictions concerning the disclosure of this information should be clearly articulated. In other words, be detailed about what is okay to share and what is off-limits.
  • Encourage social sharing. Let staff members know that positive word of mouth marketing has an impact on promulgating your mission. If staff members believe in your cause, encourage them to share it personally.

 

3) Understand that staff member satisfaction (now more than ever) strongly affects the reputation of your organization and, ultimately, your success.

It may require a bit of a change in the minds of executive leaders, but thanks to the increased use of social media, staff members are also critical stakeholders in much the same way as are donors, board members and other constituents. It’s been vogue for some time now for leaders to issue generic platitudes along the lines of “Our most important resource is our people,” but this sentiment, while arguably always true, is now on display to the world.  Smart organizations know how to leverage these most valuable resources.  Staff members are your behind-the-scenes evangelists – the people whom the world looks to for the “inside scoop” about how your organization functions. What is best for them is – increasingly often – also best for you and your organization. Understanding this is critical for creating a successful social media strategy. As recent rulings indicate, dealing with lone perpetrators who conduct real offenses on social media may be actionable by punishment…but don’t assume that all staff members are “out to get you,” or cannot be relied upon to promulgate positive, personal messages. If you don’t trust your online audience, online audiences will not trust you. The same rule applies in this day and age for employees. More to the point, if you lack sincerity in declaring the importance of your people, then be prepared for your people and constituents alike to rightfully judge you harshly.

 

4) Know and accept that your “internal” culture is external

Like the merging of personal and professional realms that increasingly seems to be occurring in society today, the line has also dissolved between what happens inside of your organization and what happens outside of it.  Recent rulings indicate that there isn’t “protection” for organizations on this front. In fact, nonprofits and businesses alike may do themselves a grave disservice by ignoring the connection between internal culture and how that culture is perceived externally. Anything your organization says or does to upset staff members may indeed be held against you. And – in the age of social media and the desire for transparent organizations – perhaps it should be. This is not a reason to be scared of staff members. Instead, it is a reason to empower them and pay attention to them. Organizations may benefit by paying extra attention to their internal cultures because if the culture or morale is negative, chances are that connected staff members may have communicated this fact on social media. Perhaps it wasn’t meant to be hurtful to the organization. Perhaps the employee felt that they had nowhere else to go.  Regardless of the rationale, their communications regarding their grievances have been deemed a reasonable exercise of their First Amendment rights. The best way to prevent an unfortunate airing of an organization’s dirty laundry is to prevent it happening in the first place. Maintain a positive, supportive culture internally and give staff a safe forum to discuss key workplace issues. If “lone workers” promulgate unfair, inaccurate, or inappropriate messages, deal with those situations individually. And, chances are, if you are truly cultivating a positive culture, those “lone workers” will indeed be “lone workers.”

 

These recent rulings are indicative of the fact that society at large is still adjusting to how to adapt to social media and the changes in communication that it brings. Down the road, other rulings may be inevitable as society tests the limits of social media and online behavior. As new legal regulations develop, intelligent organizations will continue to adapt.

If your nonprofit has a social media policy with “blanket” rules for behavior on social media, you haven’t done anything wrong. But it is your responsibility to evolve and stay legally ahead-of-the-game. If your organization’s policy is too broad, now may be the time to open it back up and write in more details or discuss appropriate repercussions for violating the policy. And when you close the policy and roll out the changes, understand that you may not be closing it for good. And understand that that is okay.

 

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

*Photo credits to mediabistro.com and Venspired.com

Posted on by colleendilen in Jobs, Leadership, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Public Management, Social Media, The Future, Words of Wisdom 4 Comments

Thank You and KYOB’s Most Popular Posts of 2012

Know Your Own Bone Skull

JOB ALERT: Looking to start off 2013 with a new adventure filled with meaningful social media/marketing/PR work for zoos, aquariums, museums, performing arts and other nonprofit organizations? I’m looking for a right-hand-person to serve as IMPACTS’s Digital Marketing Manager. Interested or know somebody great? Please pass along the job description!

2012 has come to a close and we are all onward and upward toward 2013. It’s been a big year for nonprofit social media best practices in general, so I wanted to take a moment to share the most popular posts of 2012.

…But, first and foremost, I want to say thank you to my incredible tribe of loyal readers. I am so fortunate to be able to share thoughts and practices with such a talented group of hard-working, inspiring people! I am delighted (and usually a tad bit taken aback and still downright amazed by the power of the Internet) every time that I have the privilege meet one of you in person. It happens after I give presentations, after board meetings where I have the opportunity to visit your organizations, and – to my utter amazement – has even happened unknowingly with strangers over dinner conversations! (“There’s this blog about social media in museums and nonprofit organizations. It’s called….” Cut to me going slackjawed, followed by an awkward explanation and a laugh.) I am truly honored and ecstatic to learn that the sharing of the best practices that I observe in my work and travels have proven helpful to the thought leaders shaping the future of the nonprofit sector.

It’s been a big year for KYOB! In terms of content, IMPACTS, the company for which I work, has allowed me even more access to thought-provoking data to share with the nonprofit community. Aesthetically speaking, KYOB received a significant design upgrade by Marissa Sher, and Amanda Megan Miller Photography did all sorts of magic taking branding photos for the re-design. (Thanks to that shoot, I now have four skeletons worth of plastic “bones” living in the closet of my Chicago apartment. Cool or creepy actualization of a metaphor? …Yikes!)

Old KYOB

Remember this design layout? It got a major upgrade in 2012!

 

Here are the 10 most popular posts of 2012 on KYOB:

1) The Millennials are Here: 5 Facts Nonprofits and Businesses Need to Know. The millennials aren’t coming.  They’re here now.  And the time has finally come when organizations will start to sink or swim based on how effectively they engage this demographic. Here are five fast facts that nonprofit and business leaders must embrace in order to effectively manage, market and operate their organizations

2) The Top 5 Mistakes That Nonprofits Make When Attempting to Engage Celebrities. Want to know how to increase your chances of getting noticed by celebrities in order to secure a public relations appearance? Here are five mistakes that nonprofits often make when reaching out to celebrities and what you need to understand when considering your ask.

3) The Importance of Social Media in Driving People to Your Museum or Visitor Serving Nonprofit (DATA). There’s a lot of conversation about the ROI of social media and confusion about how to explain its importance to executive leaders. Need help? Here’s some data behind how social media drives attendance to visitor-serving organizations (zoos, aquariums, museums, botanic gardens, theaters, etc).

4) How Generation Y will Change Museums and Nonprofit Membership Structures. Because online engagement is increasingly critical for buy-in among all generations, it must be applied not only to marketing, but also to fundraising. Membership teams, in particular, will need to re-work their operations and offerings in order to sustain and grow their number of supporters. In fact, IMPACTS has already uncovered the need for museums to revise how they tell the story of membership benefits.

5) 40 (More) Ways Nonprofit Zoos, Aquariums, and Museums are Engaging Audiences Through Social Media. Here are 40 (more) ways that nonprofit zoos, aquariums and museums are engaging audiences using online platforms.

6) 5 Critical Nonprofit PR Strategy Tips for Marketing to Millennials (DATA) Here are five critical insights into the millennial mindset (and increasingly, the general public’s mindset) that should be integrated into an organization’s public relations strategy.

7) Generation Y and Inheritance. It’s Time to Have a Talk  Data suggests that there’s a rather significant expectation delta between millennials and their parents when it comes to how much money millennials expect to get in inheritance. Here’s what we asked, and here’s what we found.

8) Why Offering Discounts Through Social Media is Bad Business for Nonprofit Organizations. Offering discounts through social media channels cultivates a “market addiction” that will have long-term, negative consequences on the health of your organization. When an organization provides discounts through social media it trains their online audience to do two not-so-awesome things…

9) Web and Social Media Play Leading Role in Public’s Decision to Visit a Museum (STUDY). When comparing how folks get their information about leisure activities, it’s not even close: web and mobile platforms (including social media) are disproportionately influencing your museum’s visitation and attendance.

10) Death By Curation: Why the Special Exhibit Isn’t So Special Anymore. It’s no secret that a true blockbuster exhibit can boost a museum’s attendance to record levels. However, a “blockbuster” is rare, and the fact that these blockbusters spike attendance so dramatically is an important finding: Blockbusters are anomalies – NOT the basis of a sustainable plan.

 

Thanks again to everyone for making 2012 a great year! The nonprofit community is facing a time of incredible change, and I am eager to share experiences, best practices, and market information as we move forward. I hope that you’ll all do the same as your organizations respond and evolve.

Cheers to working together to better prepare ourselves and nonprofit organizations around the globe for a better, brighter future. Here’s to a wonderful, challenging, and inspiring 2013…

Thank you!

Colleen Dilenschneider

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

 

Posted on by colleendilen in Blogging, Branding, Community Engagement, Generation Y, Jobs, Leadership, Lessons Learned, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Social Change, Social Media, Technology, The Future 2 Comments

Social Media: The Every-Department Job in Nonprofit Organizations


So, this “Internet” thing? It’s here to stay. It’s perhaps a hefty statement, but in this age of increased transparency and digital communication, your marketing team may well be the single most valuable department in your organization. (I’ll explain…)

Marketers aren’t increasingly important because they are necessarily smarter or have more talent than do the valuable resources in your organization’s other departments. It’s because the job of the communications, marketing and public relations professional has evolved from being a single funnel to media outlets streamlining promotional messages on behalf of an organization, to serving as several funnels to different, targeted demographics based on content from several different departments in a manner that achieves an organization’s long-term goals. Today, great marketers in visitor-serving organizations show the world how every other department shines. (And when they do it well, they shine, too)

It’s no secret: As I’ve said before, social media does not belong to the marketing department. It’s critical to open up communications between your marketing department and other departments. Your organization will need all of these connections in order to succeed in attracting visitors, building affinity for your brand, connecting people to your cause, and securing donors. Consider this. Here are six critical keys to social media success, and all six rely on cooperation with other departments:

 

1. Killer content (Marketing needs Education)

Engaging content is the key to success in social media. Content is currency. Engaging content keeps organizations top-of-mind and increases reputation – a key driver of visitation. It keeps your nonprofit in folks’ Facebook newsfeeds and gets you re-tweeted, shared and liked. It increases your reach and online audience. Content drives interaction, which drives affinity, which drives support. Arguably the best place to find this engaging mission-related content is from your organization’s scientists, educators, and interpreters. They are natural suppliers of fun-facts – they can uniquely tell you when behind-the-scenes activities take place, and they generally provide the “wow factor” for education-based content.  Moreover, because many members of this department are public-facing, they already know what visitors consider interesting. Without the Education Department, marketers would have nothing to share except updates on their morning meeting about media ad buys… and, fortunately, they know better than to tweet about that!

 

2. Community management (Marketing needs Visitor Services)

Did you know that 42% of individuals using social media expect answers to the questions that they ask online within one hour? This is often made difficult because many nonprofit organizations (and shockingly, several museums) still “go dark” on the weekends (typically, the busiest times for museums)! Social media is increasingly a platform for customer service – and timeliness counts. Marketers must rely on an organization’s Visitor Service team in order to provide important information regarding pressing customer service questions.  We call this “social care” and it is critical online. Nielsen has released their 2012 Social Media Report . Take a look at some of their findings:

 

3. Cultivation of evangelists and supporters (Marketing needs Fundraising)

I just lied for consistency purposes. In reality, Fundraising needs Marketing. Online giving continues to grow by 13.1% year over year, and online giving currently accounts for 6.3% of total giving. BUT organizations do a disservice when they assume that online giving is the only type of giving strongly connected to marketing. Web platforms and social media are the single most powerful marketing channels used for obtaining information – including gaining information for making visitation or giving decisions. Even if someone gives in-person, over the phone, or by mail, chances are that the connection was strengthened by digital communications. Marketing and Fundraising Departments can (and should!) work together to make lists of potential evangelists who are likely to spread the organization’s message, and social media can help identify folks with an existing affinity for the organization with the inclination and/or propensity to become members or donors. I’ll be so bold as to highlight an increasingly-relevant truism: Marketers don’t need fundraisers to be successful at marketing, but fundraisers need marketers to be successful at fundraising. In my experience, “old-fashioned” fundraisers hate this…but, generally, when you take stock of the current condition, “old-fashioned” fundraisers aren’t succeeding right now.

 

4. Unique initiatives (Marketing needs Exhibits)

This ties back to killer content. Exhibits teams have access to important, exclusive information that can pique online interest. They know when there’s a big, wrapped mystery being delivered on the loading dock, which animals are giving birth, why exhibits are placed where they are, and (like their colleagues in the Education Department) they know a nice bit about how people learn. Most importantly, they can facilitate unique initiatives like online animal-baby naming contests and help arrange special programs/experiences that can be value-adds as prizes for online engagement (Related note: Please don’t offer discounts over social media. The short-term, “subsidized” bump in engagement has significant, long-term, negative consequences for nonprofit organizations.) Exhibits teams can help allow for open authority opportunities that increase reputation, open conversation and “make everyone a curator.”

 

5. Ability to experiment (Marketing needs Executive Leadership)

Social media and online engagement best practices and measurements evolve, so goals need to evolve, too. For instance, most of the museums that I work with don’t have a real budget for Facebook aside from human capital or full-time equivalents (read: someone’s time). However, Facebook’s recent changes to Edgerank (Facebook’s status-delivering algorithm) have made the platform more pay-to-play with promoted posts and sponsored stories. Now, organizations would be wise to consider that maximizing engagement on Facebook may require a sustained monetary investment. It also makes compelling content from various departments even more important.  In sum, social media isn’t about evolution…it’s about revolution.  Changes are nonstop, big and fast. Leaders need to embrace the inevitability of change.

 

Also – and much more importantly – executive leadership buy-in is a key element to creative engagement. The best, most-famous examples of online engagement in museums (think Museum of Science and Industry’s Month at the Museum, or Indianapolis Museum of Art’s Online Dashboard, or museum directors betting artwork on the superbowl) required not only permission, but a willingness on leadership’s part to take on these initiatives.  To take engagement to the next level, marketers need to understand that yesterday’s “how-to” manual is already obsolete. To have permission to innovate better practices in this rapidly evolving space, marketers need to be talking to leadership.

 

6. Human Tone (Marketing needs Human Resources)

Social media policies are best practices in organizations. In the digital era, folks want to know the people behind the computer screens. This also means that audiences can be drawn to staff members with their own online brands. These brands and real-life experts can be very helpful for organizations seeking to increase their respective reputations. Here are some famous ones in the museum world.  However, organizations also risk having folks say inappropriate things online, share private information about an organization, and occasionally display less-than-awesome online behavior. The Human Resources Department plays a critical role in managing staff members’ online behaviors – they are a marketer’s “safe harbor.”

 

We do our organizations a grave disservice when we shrug and call communications – and especially social media – “Marketing’s job.” Increasingly, social media is everyone’s job (at least parts of it).  Successful organizations understand the need for everyone to participate in the overall communications effort. Marketers don’t merely communicate, they collaborate.  We aren’t solely about content, we’re about connection.  And, the best amongst us understand that we can’t do it alone.  Our success – indeed, the success of our organization – is a product of giving EVERYONE in the organization the most important job.  We’re all marketers.

 

Interested in getting blog posts, tips, and some silly social media geekery periodically delivered in your Facebook newsfeed? Like my Facebook page. Or for more regular sharing of nonprofit marketing information, follow me on Twitter!

 

Photo edit based on meme by KSB

Posted on by colleendilen in Big ideas, Branding, Community Engagement, Education, Exhibits, Leadership, Lessons Learned, Management, Marketing, Museums, Nonprofit Marketing, Nonprofits, Public Management, Social Media Leave a comment