August 24th, 2010

From Gary Angel’s Blog:

Recap on Dashboarding Social Media Webinar, Scott K. Wilder and I did our latest webinar on Social Media Dashboarding this past week and since we got quite a few questions, I thought I’d recap it (first), show some of the dashboard samples (next time), and answer the questions that I got (right after that).

We broke the webinar up into three major sections. In the first, we did the obligatory “why social matters” (I know – yawn), and talked about the heritage (PR and Brand Monitoring) of most of the tools used for social measurement. That heritage is important to understand, because it explains and highlights many of the weaknesses that an analyst coming to these tools should expect: poor aggregation, lack of automation, limited export capabilities, limited flexibility in setup, etc.

In the second section, we introduced my “3Cs” of social media dashboarding. The 3Cs, my own personal answer to Tom Shane, are Culling, Classification and Context.

Culling is the process of pulling the social content you want from the “river of news.” I call it culling because it’s very much an exercise in ongoing, patient weeding. Like my backyard garden, social networks tend to sprout the information equivalent of weeds much more often than they do fruits or flowers. Turning a social measurement tool on is a bit like connecting your garden hose to the city water main. Volume becomes the problem and weeding out the stuff you care about from the stuff you don’t a real challenge.

Social measurement tools don’t always provide a great set of tools for culling – mostly because they’ve been built on the assumption that the data is ultimately being read by people. With dashboarding, that’s often not the case.

So the first step in building a good social dashboarding system is a careful job constructing the information profiles you want. This is a lot harder than it looks –it’s challenging to tell the weeds from the flowers using simple keyword selection. Most of the information value of your reporting will be dependent on the types of classifications you make. That’s jumping ahead to the next “C”, but the two are closely related. Because of limitations in the reporting capabilities of most social measurement tools, the way you set up the software to pull the data will have a significant impact on the reporting you can do.

One other thing about “culling” – it’s a job that never really ends. Because conversations are so dynamic, a profile definition that gets you a clean set of conversational data around your company or product today may capture a boatload of junk tomorrow. This limits the potential for blind automation in Dashboarding with social – someone had better look at the data before it’s dumped into an Executive’s laptop.

After the culling process comes classification. Without classification, your dashboarding is limited to the basic metrics provided by social measurement tools: mentions broken down by source and influencer. With clever classification and trending, you can take these basic metrics and make them significantly more interesting to an Executive.

We identified five major dimensions of classification: topic, sentiment, source, influencer and impact.

Topic classifications are the most obvious and the most interesting. With clever use of topic classifications, you can measure a whole range of interesting things: from share of brand, to competitive share, to percent of support vs. marketing mentions by product/brand.

Classification by sentiment is increasingly supported by social measurement tools, but the level of that support is less than impressive. One of our listeners contributed that they only surface manual sentiment analysis to Executives, not automated sentiment analysis. I think that’s wise. Automated sentiment analysis as currently delivered just isn’t robust enough to defend.

Source (channel) classifications are interesting from a tactical perspective, but they can also highlight differences in campaign style and branding. Classification by source type is primarily useful when done when comparing brand/product or campaign mentions to each other. It’s in the differences in distribution of mentions by source type that most of the interest actually lies.

Influencer classification has two primary uses. At the tactical level, it can be used to identify people or pubs you need to talk to. That’s not necessarily the function for an Executive Dashboard but as an actionable component to a Marketing Report it can be useful. Another opportunity is to show how influencers are shifting in terms of topic and or sentiment. I’ll show examples of dashboards that capture each of these.

Impact is a different sort of classification – I mean it to cover reporting that measures how social mentions or activities translate into other measured channels (especially the web site). One of the core functions of dashboarding is to create a framework for how to think about a channel and its success. Impact classifications embody the answers you give what counts as a success when it comes to social media.

After classification comes the final “C” – Context. All dashboarding is ultimately an exercise in context. When you report on conversion and satisfaction, each provides context for the other. When you report on competitive mentions vs. brand mentions, you’re providing context for understanding true change. Social media is by no means unique or different when it comes to this final “C”. In fact, I think many social media metrics are inherently more contextual and easier to understand than, say, the web analytics metrics we often need to dashboard. But as I pointed out in the webinar, there’s less established practice to steal from in Social Media dashboarding so you have to work a little bit harder than you otherwise might.

Scott and I identified four major areas where social media metrics flow up into Executive Dashboarding and provide valuable context: branding, competitive landscaping, marketing evaluation, and trust & satisfaction. In each of these areas, careful measurement of properly classified social metrics provides interesting and novel insight.

All of this is a bit abstract, of course, and in my next post I’ll show some of the dashboards from the webinar, explain why I chose them, and how they illustrate some of the concepts I’ve talked about here.

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Thinking about customer relationships

August 18th, 2010

Customer Relationship Management, Social Relation Management, and Customer Experience.

Today, these tterms are being used interchangeably. This brief post will highlight the importance of collaboration among business units, the importance of have a structured approach to capturing information/data, and the importance of qualitative info. (Well, maybe this post will not be so brief? Maybe I should break this out into 3 posts, eh?)

Historically, CRM impacted mainly the marketing part of the organization. That no longer should be the case. In fact, organizational silo’s for this new Web World have to broken down. (OK, we might have heard this before, but how many companies are taking a cross-functional approach to CRM).Customer Service needs to be tied closely to Marketing — and Product Development. Ideally, anyone touching the customer, whether it is at the call center or on a Facebookpage or in a beta testifocus , should be able to share and store their learnings and customer information in one central place. It should be shared with other members of the organization.

Back in the 1900s, companies tried to achieve this by building the uberdata warehouse. When I worked at Silicon Graphics (you remember them), the company hired two data architects to help drive the building of their central data repository. Even though they sat in the customer service group, they partnered with me, a marketing guy, in designing the database. They were interested in working with somone who had a direct marketing experience — building loyalty and retention programs. At the time, I didn’t realize how unique my SGIers were — in that they brought customer service and marketing together. I have worked with a lot of companies since then, and very few of them have gotten Support and Marketing people in one room at the same time.

From a data perspective, there are some real challenges:

  • Extracting the data from Facebook, Twitter, etc.
  • Ensuring that you own the data (this is an issue on Facebook)
  • Identifying all the different touch points
  • Defining commonality for the data — one data dictionary, consistent data, etc.
  • Deciding what you want to do with the data
  • Packaging the information so that senior manager can understand what it means

And then there are the verbatim. One of the biggest ‘misses’ is that companies don’t look at qualitative data – and closely review and scrutinize what their customers and prospects are actually saying. One of the most important lessons I learned at Intuit was from Scott Cook, the founder of Intuit, who asked me questions like ‘what are the jobs people are doing, what are the tasks are they trying to accomplish, how are they talking about the product?

All of this means more than just being able to summarize what people are saying in an executive summary. It requires diggigng in and doing some primary research, and reading comments.

It means understanding the language they use, being able to bucket/categorize the top issues, etc. One big opportunity for this is for social media practiionners who do Sentiment Analysis. When reviewing what people are saying and determining if it is Positive, Neutral and Negative, there’s an opportunity to take each comment, identifying the user with that comment, and adding it to your CRM database.

CRM, SRM and DM is not easy… The key is that while building out your infrastructure, don’t forget about the people! It’s always about the people.

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Social Media Dashboarding

August 17th, 2010

Today, Gary Angel from Semphonic, Inc. and I presented some tips and tricks and key points to help you create dashboards for your social media campaigns. Enjoy. (and feel free to send me feedback)

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“The forgotten one”

August 16th, 2010

In the midst of all the Social Media hype — articles, stats, tweets, etc. — there is one key ’social’ tool that is often forgotten: The Online Webinar. (Despite the fact, I have been saying this for years). It seems that big companies and small companies don’t put enough energy into conducting these sorts of events. OK, maybe the little guys do. The webinar format has even evolved to be a bit more ’socially’ acceptable can now use JustinTV, Ustream, or other tools to do online events on Facebook. Old schoolers will say that these are not true Webinars, but for me, as long as you have people interacting with video and text, you are half way there to having a webinar. There are more traditional webinar technology providers, such as the Cisco kids’ WebEx, Adobe Connect, and GoToMeeting.com.

Some of the key benefits include:

  • the ability to show vs. tell about your product
  • a nice way to add leads to your prospect database
  • jump starting interaction among your community members 
  • a simple way to build future content for your site
  • sharing special offers to your attendees

So, if you believe that webinars can be useful, come join my good friend Gary Angel and me tomorrow (8/17 @ 12 noon pst) as we discuss a new sport ‘Dashboarding.” Sign up today. Just in case your curious — you don’t need a surf board or a skate board — just some passion for metrics and quantifying your success and justifying your dollars invested in social media.

So join us… and catch a wave.. and learn how to Dashboard

Disclaimer: One of my clients is Adobe, the makers of Adobe Connect.

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Social Organizational Architecture

July 12th, 2010

When it comes to figuring a company’s social architecture around social — where a social media team should reside in a company, there are several options, such as:

  • Centralize approach –  One team manages all social media activities
  • Decentralized / Silo’d – Each BU owns their own Social Media P&L
  • Coordinated – One social media team tries to make sure everyone is aligned, but has no accountability
  • Hub and Spoke model  Centralized but consists of members from each BU — and each BU representative is has dotted line into BU and Social Media Team
  • Hub and Spoke model without the dotted line reporting – Everyone sits in one group and reports to the lead Social Media person

My old company, Intuit handled it several different ways:

  • In the early Web 2.0 days, only one group was really being social and that was the online community team
  • In the mid Web 2.0 days, there was Hub and Spoke Model with dotted line reporting for each  social media managers – reported to BU and to Social Media Lead
  • And now, Social Media seems to have adopted a decentralized model with each BU owning  activities on external social networks (this has led to duplication of programs, inconsistency in messaging, etc.) (Note: I am no longer with the company, so I might have my info wrong)

My recommendation for companies to  is the ‘Hub and Spoke model’ with each BU having a Social Media Captain being dotted line into the lead Social Media person. Why the dotted line? This holds the business units accountable, gets them to provide resources, and it becomes part of their op mechs and it ensures that Social is part of every aspect of the group: Cusotmer Service, Product Development, Marketing, etc.

These Social Media Captains should:

  • Coordinate all social media efforts within their own BU: Cust Serv., Product Management, Marketing, etc.
  • Integrate social media metrics into their own BU’s dashboard

The main Social Media Team should drive:

  • Guidelines for the company
  • Policies, Training, metrics definitions, technology evaluations, best practice sharing
  • Crisis Management (Preemptive and Responsive)
  • Coordination with non-Bus Units (finance, legal, privacy, etc.)
  • Primary social media dashboard: primary objectives and KPIs

Some requirements to make this Hub and Spoke dotted line approach sucessful include (based on my experience at Intuit):

  • Top down support  (CMO, etc.)
  • BU Leader’s support
  • Extensive information sharing with BU leaders
  • Fully dedicated Social Media captain assigned to each BU
  • Integrate Social Media learnings/results into BU dashboard
  • Monthly reports – dashboard, successes/case studies, update on training, industry trends, etc.

It is important to note that a company’s culture should be an important factor in deciding which is the right model. Almost all the companies I have worked with have been very open to trying new org models out and have been very democratic in their approach. A few years ago, though, I worked with a company that was more top – down and where the business units wanted complete control of the marketing mix. So, it is important to think about how any of the above models would fit into your current environment.

More on this topic.

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New Crowdsourcing: Guggenheim and YouTube

June 14th, 2010

Facinating news:

The Solomon R. Guggenheim Foundation has decided to let every day artists submit their work via YouTube so that it can be reviewed for showing (for exhibit) by a group of curators. The best 200 videos will be selected and narrowed down to a group of tenty which will go display at the same time at Solomon R. Guggenheim in New York, the Deutsche Guggenheim in Berlin, the Guggenheim Bilbao in Spain and the Peggy Guggenheim Collection in Venice. This project is called YouTubePlay!

This reminds me of what CNN did with iReport — where an established institution is reaching out to the People and giving them the opportunity to share their creations. I love it! And I think we will see more and more of this — more user created work be leveraged by well known institutions.  More established companies, etc. experimenting with social media in this manner. It takes crowd-sourcing to a new level. Mixing well known artists with the People’s art.

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BP — and Crisis Management

June 8th, 2010

First of all, I have to say that it saddens me to see what is going on in the gulf right now. As someone who spends a lot of time on the Coast (East and West), I wonder what the Cape Cod beaches will look like when my son is old enough to do an ‘ocean swim.’ But instead of shaking my head in disbelief about BP, I am watching how the company handles this current crisis. (I can’t believe that today is the first time a BP executive flew down to see the mess first hand).

So what is BP doing from a Digital Crisis perspective?

First, they are buying up keywords and phrases like “Oil Spill” so they can share their point of view first on search results page. Second, they created a Youtube presence with a company video, which after a few days has over 130,000 page views.

While these are two tactics that most practioners would keep handy and available in their bag of Crisis Management tricks, it does say a lot about the company. The content says that they are trying to control the message, trying to broadcast their views —  and doing it in a very old school way.

What I see here are old school tricks be applied to the web.

Why not give people a voice to express their opinions on their own YouTube channel. Sounds crazy, but with a little participation, they could show people that they are listening. BUT there’s a bigger opportunity out there.

Right now, tens of thousands of suggestions, recommendations and proposed solutions are flowing their way. So many they can’t respond.

Why not crowdsource these ideas and let others vote on them, add to them, make suggestions, collaborate, etc. With just a few thousand dollars, they could use a tool like GetSatisfaction or UserVoice.

Crowdsourcing has been used in the medical field by innovative companies  like InnoCentive, NineSigma and YourEncore do—broadcast research problems to large groups of experts and non-experts alike in the hopes of unearthing novel solutions.

So BP, why not get the people involved…… Might be a good way to show you are listening, to learn what people really think (vs. just broadcasting your views) and obtain some new and innovative solutions to stop the oil leak.

Thoughts?

FYI. The views in this blog are mine and do not represent the company I work for nor any of the companies I interact with. They are mine!

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You say Tomato and I say ToMAto

June 2nd, 2010

AP Style tries to one up Strunk and comes out with new style guide for Social Media and the Web. Highlights include:

Website is now one word –

LOL (Lots of Laughter) is included –

How to use a hash-tag–

They do a great job — Here’s a link to a few pages of the Social Media section

Short version of Style Guide

To purchase it

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SCRM (is B2B?)

May 31st, 2010

Most of SCRM really only looks at if you are selling directly to one person, vs. targeting an organization, where things become a little more dynamic and complicated. With one client, we have built in all the key decision makers around a purchase. For example, if we are selling widgets (now I am showing how old I am by using widgets as an example), you need to look at – the finance guy/purchase agent – the end user – the tech person who needs to bless the new widget – etc. And of course,.. as you point out above, each of these people might be participating in a different social network in a different manner. I certainly have seen this with enterprise solutions in the banking industry. Tech guys and marketing guys don’t necessarily hang out at the same water cooler. So in addition to job function and social network, there are other considerations, such as what tasks they are trying to solve. (What is the job they are trying to do).. And then there’s the input needed from your sales force. Those guys and gals still drive a lot of revenue : )

Ten minutes later: I am told that I just described B2B cRM, which is not called SCRM. OR SRM. Hmmm. Learning everyday. I actually thought SRM was just taking behavior on social networks, blogs, etc., and integrating it into a systtem that tracks engagement (what a user does, buys, reaches for (lead), etc.) and combining this information with what happens on Facebook, LinkedIn, etc.

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Employee Engagement leads to better Digital Engagement

May 19th, 2010

Below is a  presentation I recently gave on Employee Engagement. This is an area that few companies really think about.

Engaging your workforce is a great way to improve your company’s digital engagement. They can be the eyes and ears — identifying any potential crisis issues. They can engage with users, learn and share those learnings with the organization. And … by being free to engage, they will probably enjoy their work more.

Most companies worry that letting their employees engage will bring the company down. That they might say ’something bad’ that will be picked up by the press.

This begs the question — why would you hire anyone you didn’t trust?  Why look at this as a glass half full… : )

One way to deal with this fear is to provide Guidelines and Guardrails ™ to employees, giving them an opt-in training program to help them feel more comfortable participating and representing your company in social networks, like Facebook and LinkedIn.

Employee engagement is a key ingredient to a Digital Media strategy. See the deck and see why.

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