The Six Essentials for Promoting Brand Building and Trust Among MENA Consumers (MEPRA/YouGov Research)

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Trust is one of those intangibles which we as communicators must always focus on. Trust, that notion of one person relying on and believing in a second person, is key to changing attitudes and behavior. But how do you build trust, and what channels should you focus on? These are the questions that we need to answer to be able to do our job of building and protecting reputations. So, where should one begin when looking to build trust?

Based on research by YouGov, which was commissioned by the Middle East Public Relations Association and which included a survey of across the six Gulf states (Bahrain, Kuwait, Oman, Qatar, Saudi Arabia and the United Arab Emirates), Egypt, Jordan, and Lebanon, the place to begin isn’t online, but rather face-to-face. Fake media, less impactful advertising, and third-party advocacy are also reshaping where consumers in the region put their trust.

I’ve written three blog posts on the issue which I’ve already published on the blog, to explore the findings country-by-country, but here’s the big picture headlines from the research, which surveyed 4,475 people across the region.

1. Face-to-Face with family/friends is key to influence

It should be obvious to us all, and here’s another reminder for anyone working in communications/marketing. If you want to build trust in a brand, its products and services, then look at how you can engage the public through word-of-mouth. Across the region, 85% of respondents trust product and service recommendations from their family and friends. Nothing else comes close to these positive statistics.

2. Online works if you focus on friends and family, less so on social influencers

Over the past couple of years we’ve shifted for an incessant focus on digital to idolizing anything social. As the first big finding shows, in-person interaction is still the most persuasive. Online engagement does work, but it’s not as effective; 52% of respondents trust online recommendations about products and services from family and friends (interestingly, the percentages are highest for the Gulf and lowest for the Levant).

When it comes to social influencers, consumers are conflicted – 34% do trust social influencers/people with large online followings on products and services, compared to 29% who find them untrustworthy. A lack of transparency re paid/sponsored content probably isn’t helping. What’s helping even less is a tendency for social influencers in the region to say little which is negative when reviewing products and services.

3. There’s not as much trust in the media as we PR people may think

I was surprised by how low the scores were when it came to trust in the media as a source of information on products and services. The top-rated media was a brand’s own website (which should make sense, but given how bad websites are in the region this is still surprising), which scored 46% for trustworthiness. Every other medium scored in the 30s, which is a surprise considering how much faith public relations professionals put in securing editorial coverage with media outlets (for many, it’s still the essence of their day jobs). Blogs scored the lowest, at 31% trustworthiness (they were rated as untrustworthy by 30% of respondents). Should brands invest more in their own online media? The answer would seem to be an obvious yes.

4. Advertising is trusted almost as much as the media (except when it’s online)

The research is a mixed bag for the advertising sector. Out-of-home advertising such as billboards seem to be the most trusted by consumers, with a trust rating of 36%. Television is close behind with 35% trust, followed by radio at 31%. Online comes in last, at 28%. There’s more mistrust than trust for online advertising, with 33% of those polled not believing product and services information they see when displayed as an online ad. This may be due to misleading advertising around product pricing and availability. Whatever the reason for the low trust levels (especially online), marketers need to do more to win the trust of consumers, especially with trust in advertising dropping; 61% of those polled agreed with a statement that they trust advertising less today than they did five years ago.

5. Social media is a popular news source, but it’s not trusted thanks to ‘fake news’ concerns

Social media is becoming/has become a key source of news for most people (58%) in the region when compared to five years back (and there’s no distinction either by age, which is surprising). However, there’s still a trust issue. Almost half (48%) agreed they they have low trust in social media, which isn’t that surprising given the amount of fake/incorrect information out there. Which goes to underline the need for brands to focus on their owned media channels even more so.

The research did hammer home the power of third-party advocacy. When asked if they have more trust in what a third party says about a good or a service than what a brand says about its own goods and services, 65% responded by saying yes. Brands need to focus on winning over trusted individuals/groups who can influence consumers.

6. When it comes to social media, Facebook is King

If you’re looking to find out about a product or service in the region, it seems that Facebook is the place to go. Over half (53%) said that they found Facebook to be the most useful platform as a source of information (this rose to 72% for Egypt). Nothing else came close. WhatsApp was a distant number two, at 12%, and Instagram third at 9%. There was no mention of Twitter, and it would have been good to have understood where Twitter and YouTube featured as sources of information on products and services for the public.

So that’s the big picture for you. Keep an eye on the blog in the coming few days as I put out country-by-country reports. If you need more specific information, please do reach out to me.

My 2018 Predictions and Hopes for the PR & Communications Function (Part 2)

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Continuing from my predictions yesterday, here’s my top four list for how I hope the industry can improve in 2018 (image source: http://www.marketingland.com)

This is part two of my 2018 wish list (I’d rather not call it a resolution list, as we all know how resolutions end up). These points underline how I think we can move forward as a function and become better as an industry. Here we go.

My Hopes for 2018

  1. Gender Equality – 2017 was a defining year for gender equality, with campaigns such as #MeToo underlining how much still needs to be done for women to have parity with men in the workplace. Unsurprisingly, these campaigns passed over much of the Middle East, with little discussion of sexual discrimination. With others leading by example and not just words (Iceland is the first country in the world where companies with 25 or more employees now need to get government certification to prove that they offer equal pay for work of equal value), will 2018 be the year when the industry promotes gender equality? Some agencies have already begun; following her appointment as the new CEO for MEMAC Ogilvy in September, John Seifert, Ogilvy’s worldwide chief, said Patou Nuytemans would be “a real agent of change” for the company. “Patou is one of our boldest and bravest leaders,” Seifert said. “She will be a brilliant role model for a whole pipeline of young female talent who will become the leaders in our business.” I’m hoping for more positive change for all the women working in our industry.
  2. Merit-Based Hiring I’ve talked about merit-based hiring before, and the damage that is being done to the industry by unsustainable practices, especially hiring based on nationality. We’re already facing a hiring crisis in cities such as Abu Dhabi and Doha when it comes to government entities and communications roles; there’s not enough experienced nationals to fill these roles, and expats are often only offered one-year contracts, which just isn’t good enough to attract the right talent.  Both the private and the public sectors need to work together to understand how to create a long-term plan that encourages Arab nationals to join the industry/function. Governments also need to appreciate the importance of diversity in their communications function, especially when communicating with a diverse range of stakeholders (and communications leaders in the government sector, especially expats, need to start speaking truth to power). We’ve got to move away from quotas/filling roles with certain groups, and think differently to ensure that we have the right people in the right roles. Only then will communications be valued and used as much as it needs to be.
  3. Promotion of Arab talent – We’re facing a shortage of Arabic language natives in the industry. This has been exacerbated by challenges in bringing Syrians into the industry (Egyptians, Jordanians, Palestinians and Syrians make up the vast majority of talent in the industry who can read, speak and write Arabic fluently). With the Eastern Gulf facing its own issues due to a focus on English-language across education systems and at home, the PR industry has to address the Arab talent question. It needs to do more with universities across the region and prioritize promoting communications and public relations as a viable career option for Arab nationals. The industry also needs more Arab national role models who are willing to step up and act as role models for others (considering how many agencies and communications professionals there are in the region, there are simply not enough visible leaders and mentors, both from the wider Arab world and especially from the Gulf). Let’s hope 2018 is a good year for Arab talent.
  4. Better Government Engagement – The past couple of years have seen a transformation in terms of how governments in the region communicate with their stakeholders. Government leaders are online, on social media, and they’re actively pushing out communication. This year is transformational for two countries in the Gulf, namely Saudi Arabia and the United Arab Emirates, with the introduction of tax. As the American saying goes, taxation leads to representation. This may not be the case in the Gulf region with the expatriates, but now that we have a proper taxation system in place, there will be more questions from expats especially as to where the money is being used. More transparency and engagement from the region’s governments will go a long way to building trust with the public. If governments are going to continue improving how they communicate, they’ll need a more diverse set of communicators, both in-house and agency-side (see point 2).

There you have it, that’s my wish list for what I’d like to see the industry doing this year. Do you agree, and do you have any more you’d like to add? As always, I’d like to hear from you.

Journalists, Respect and why Communicators should deal Honestly with the Media

The region’s independent media are under pressure like never before, either financially or from online harassment. Comms people should treat the media with the respect they’ve earned (image from Sri Lanka’s Awantha Antigula)

I’m an old hack, literally. I used to work as a journalist, and I still have a soft spot for those who are part of this profession. I also know how hard it is to be a journalist, especially one who wants to go after the stories which aren’t press releases, and who will put up with the competing pressures of an editor who wants more breaking news versus the challenge of finding and then getting sources to talk on a particular issue.

Last week was a wake-up call for me as to how hard it is to be a journalist today in the Gulf, especially one who works for an organization that isn’t government-controlled and who wants to shed a light on a subject which doesn’t fit the official narrative. This post is for those journalists, and it’s a reminder to communications people in the region why respect and ethics should be central to how they behave.

Media Still Matters

First of all, let me make this clear to everyone who thinks that social is the be-all and end-all of what we should be doing today. The media still matters, especially for communicators (any head of comms who doesn’t read the papers during the day shouldn’t be in their respective position). There’s a couple of basic reasons why:

  1. The media gives us the simplest means to view different opinions, be they from government-owned publications or independents. And they get us out of our social media bubbles.
  2. Media also allows us to understand the priorities of those who own the media, such as governments.
  3. At their best, journalists can ask the hard questions that push us to think through how and why we are communicating. This is crucial especially in the Gulf, where there’s often not enough critical thinking or self-examination.

The Media owes us Nothing

We should never approach the media with the expectation that they’ll run anything verbatim. Likewise, we shouldn’t expect them to run with our narratives, and not ask questions. We shouldn’t expect them to publish our pictures. The media owes us nothing (this is a clear point in the IABC code of ethics). It’s up to us to be as good as we can be as communicators, and ensure that we communicate effectively, transparently, and in dialogue with the media.

Let’s be Respectful of the Media

We can and we should ask questions of media coverage which we believe to be inaccurate. However, what I have seen recently is a trend by Gulf-based or Gulf-focused social media accounts to start calling certain media and what they write as fake and fake news respectively. This mirrors what is happening in the United States. Just because we don’t like something does not mean that we should vilify it. Our job as communicators is to engage, persuade and advocate for our causes. If you can’t do that, then I suggest you go and join the advertising sector.

Ethics Matters, Personally and Professionally

Two other worrying trends are for media to be disrespected or even threatened online (especially female journalists). Another trend is for the narrative and facts to be changed after the fact, including through the use of documents or material which could easily be described as questionable. Again, ethically we must communicate honestly, clearly communicate the facts, and not do anything which we know to be dishonest.

Bell Pottinger underlined the need to act ethically. Communicators in the Middle East and especially the Gulf should stand up for ethics. The last thing I want to see is the industry making global headlines for all the wrong reasons.

The Business of Influence book review: Are we ready for the Chief Influence Officer?

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Philip Sheldrake’s ideas on the subject of influencer marketing and social media should be standard reading for all communicators.

I’m hoping to review more literature on marketing and communications on the blog over the coming months. First up is a must-read by Philip Sheldrake, which covers a area which is need of a serious improvement by our industry – influencer management.

Philip’s narrative and clarity of thought are superb; there’s an easy flow to the book which makes reading it a delight. The book is also written to cater to those who don’t have much communications experience (many people working with influencers have little communications knowledge).

The first couple of chapters look at the theory underpinning influence. He introduces his six influence flows, which simplifies how communications occurs between different groups (the visual is below).

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The book highlights the measurement trap of “we can, rather than we should,” and shows practitioners how to use influence-centric approaches (the caveat here is that there’s no one way to measure influence, and influence is a complex concept).

The first of the two big “ahas” of the book are Sheldrake’s influencer scorecard. This is a framework which he has developed, based on the balanced scorecard approach used in strategy, to make influencer marketing more scientific. What the influencer scorecard does (and you can see how it’s set out below), is enable communicators and marketers to implement measures, targets and reporting which are continuous and which feed into the business. In effect, it allows us to better show the value we are bringing to the organization through influencer marketing, using measures and goals which have a clear business impact. There’s almost forty pages dedicated to this concept, so I’m not going to do Sheldrake’s model any justice here (in other words, go and read the book).

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What excites me the most about his thinking is the second revelation. Sheldrake argues that organizations will need to take influence much more seriously, and re-design their organizational structure around a new role, the Chief Influence Officer. I’ll quote from the book:

The Chief Influence Officer is charged with making the art and science of influencing and being influenced a core organizational discipline. They will be keen to network with peers in other organizations, to share best practice, to identify, refine and codify proven techniques, and to flag up unseen or unanticipated flaws in the processes described in this book… In my opinion, the role of Chief Influence Officer will be regarded as being on a par with the COO, as CEO-in-waiting.

The Chief Influence Officer will sit at the nexus of marketing, PR, customer service, HR, product development and operations. He or she will lead all communications and marketing, and be responsible for every touchpoint with the customer, with suppliers and partners. In short, the Chief Influence Officer could be the next step for the Chief Communications Officer.

I haven’t read a book with so many original thoughts for some time. If you’re working in influencer marketing and you want a dose of inspiration as to how to do things right, get your hands on Philip Sheldrake’s The Business of Influence. You can thank me later.

Join me and pledge to work with and hire comms people on merit

On merit

Merit. I just love that word and what it means. To quote the Oxford Dictionary, the noun merit is understood to mean, “the quality of being particularly good or worthy, especially so as to deserve praise or reward.” Hence the phrase, to be deemed worthy of something on merit.

I was reminded of the notion this week, by a journalist who was Tweeting about being treated poorly by a brand. Her frustration was in part to her feeling that she was being mistreated by the brand’s agency due to her cultural heritage. I completely understood her frustration and her sense of injustice, hence why I’m writing this post.

In one sense, we’re lucky to work in the Gulf. It’s an up-and-coming region which has attracted some remarkable communications and media talent and experience from around the world. There’s a dynamic feel to working in such a multi-racial industry.

At the same time, I often get the feel of tribalism, of people in companies and institutions wanting to work with one of their own, not for any other reason than culture or nationality. It probably doesn’t surprise many of us that people stereotype (and if you don’t believe me, look at this research from Berkeley-Haas Asst. Prof. Ming Leung who analyzed 3.9 million applications), but there’s also official discrimination – the hiring of certain nationalities to fill quotas – as well as unconscious bias . Finding people on merit, who can do the best job, seems to be a challenge we employers often get wrong.

The question I then have to ask is what does bringing the wrong people do to our industry, or even people who are too junior or who don’t have the right understanding of the role or the audience? In my own view, it devalues the work of us all, pushes us farther away from the board room, and loses us respect from those we work with, be they colleagues internally, media professionals or other stakeholder groups.

We have to look beyond traits such as race, nationality, gender, and ask if the person you’re looking to hire and work with has the right attitude, understanding, skills and experience for the role. We need more diversity and inclusion in our industry which mirrors that of our audiences and communities, and that will happen by understanding our biases and looking beyond them to finding the best talent out there, who deserve and will succeed in a role based on their own merit. That includes working with representative bodies such as the CIPR, IABC, Global Alliance and MEPRA who promote skills-based learning and certification programs.

I’m willing to take a pledge now to work with and hire comms people on merit. I want you to join me in taking this pledge. Either share this article or leave a comment below. Together, we can and will change the comms industry for the better, to be a function that respects and promotes the notion of merit.

What PR training do you want MEPRA to offer in the Middle East? Share your thoughts with us.

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Are you a communications professional based in the Middle East. Do you want to improve your abilities, learn new skills, and develop your career. As part of its commitment to the region’s communications industry, MEPRA Academy is calling out to all communications professionals working in the Middle East to have their say on its new training programme set to begin in September.

By completing a short survey on current skills, expectations and preferences, industry professionals will help design a programme that is responsive to local needs and supports a wide range of practitioners.

As the Middle East’s leading industry body, MEPRA is committed to providing education and training that is aligned with global standards, responsive to industry trends and meets the needs of communications professionals across the region. Through its Academy, MEPRA hopes to provide an avenue for continuous professional development at every stage of a practitioner’s career.

To complete the short survey and have your say, please click here: https://www.surveymonkey.com/r/mepratna

 

 

 

Stepping up with the Global Alliance: How do you want the Comms Industry to develop?

Global Alliance

I wanted to share the news here first. I’m honored to be nominated to serve on the board of the Global Alliance as a director. I’ll be taking up the post on a voluntary basis from July of this year.

The Global Alliance for Public Relations and Communication Management is the confederation of the world’s major PR and communication management associations and institutions, representing 160,000 practitioners and academics around the world.

The Global Alliance’s mission is to unify the public relations profession, raise professional standards all over the world, share knowledge for the benefit of its members and be the global voice for public relations in the public interest.

As part of this mission, I will be serving to represent communications practitioners in the Middle East. And I want to put a question to you all, my friends and colleagues around the region – how do you want the communications industry to develop?

I want to hear your thoughts. I’ll be working to represent the industry, and I care about your opinions. So let me know your response to my question, and let’s find the answer together.