Editors' thoughts on social media issue of Journal of Public Relations Research

Karen Miller Russell serves as editor of the Journal of Public Relations Research. I don't use the word "serves" lightly here, especially after taking on the job of guest editor for a special issue on social media. The issue is slated for publication later this year as volume 22, issue 3. She and I are now cross-posting to both our blogs on the experience from editors' perspectives. This is a good deal for me because her blog gets a lot more readers than mine.

Karen's Perspective:
Probably the most important decision an editor makes is determining which reviewers will get the manuscript, because reviewers have far more influence than they probably realize. Although reviewers ultimately provide only recommendations, and the editor has the final say, collectively the two or three reviewers per manuscript provide an assessment that would be pretty hard for an editor to ignore -- particularly because, if I've done a good job with selection, the reviewer is more expert in the paper's topic or method than I am. I typically invite two members of the editorial board, one with topic expertise and one with method expertise, to review each manuscript, and usually (but not always) invite a third, outside person. This gives different and often younger scholars an opportunity to participate in the process and allows me to compare their assessments with those of more established scholars.

JPRR has four categories of recommendation -- reject, revise and resubmit, accept with minor revisions, and accept -- but I've learned to pay less attention to the recommendation and more attention to the reviewer's comments, because I've realized that one person's reject is another person's R&R, or one person's R&R is another person's minor revisions. Thus, if a reviewer asks for major revisions (such as calling for more data collection or reanalysis of the data) but doesn't give me a sense that the research will make a significant contribution to public relations theory development even if those revisions are made, I would consider that a "reject" even if the reviewer called it a "revise and resubmit." [Note: I'm working on revising the reviewing guidelines, and this will include some clarification of the categories.]

After I receive the reviews, I read them carefully and then go back to the manuscript to compare my impressions with those of the reviewers. As I've written about before, the most important consideration is always the paper's contribution to theory development. I am willing to work with authors through two or even three revisions, and I've copy-edited manuscripts when reviewers have expressed frustration with the writing or organization, if the experts are convinced that it makes an important contribution to the literature.

But that's the major difference between a regular issue, in which articles can be reviewed multiple times and the ulitmate criterion is quality of contribution to the body of knowledge, and a special issue, which has a specific deadline and a set number of pages that must be filled by that deadline.

Tom's Perspective:
One of many reasons I’m in academics today is that I dread the cold call. I’d get a knot in my stomach when I was an intern at Ketchum in Atlanta years back, knowing my day would be full of pitch calls to busy people with more important things on their minds. James McCroskey might call it “situational communication apprehension.” Given the choice of grinding out pitch calls or grinding out years of grad school I chose the latter.

So one of my biggest concerns taking on this journal issue was how I was going to recruit reviewers. To my delight, my apprehension was unfounded. The vast majority of people I contacted fell into one of two categories: those who planned to submit an article themselves and those who were ready and willing to review.

Social media experts with academic track records and accomplished academics with an interest in social media were quick to offer help. Not surprisingly Twitter and blog versions of the call were helpful recruiting tools. I also paid attention to methodological and content expertise in assigning manuscripts to reviewers.

The same enthusiasm for the project that drove reviewers to volunteer also drove many of them to offer amazingly detailed critiques and suggestions. In turn, authors who were invited to resubmit took their lumps and vigorously revised (in fact most probably didn’t even see it as taking lumps). With each iteration, the special issue looked better and better.

But this is where the unique nature of a special issue becomes most apparent. We had a calendar date when the revisions had to stop and a finite number of articles had to be selected. Until that deadline loomed, I was gratefully able to serve mostly as conduit between reviewers and authors. Later in the process though, I felt the gravity of being the only one with a full view of all the submissions and all the reviews through several rounds.

Here are a few of the dilemmas that I think are unique to a special-issue project:
  • Figuring the right fit. One of the articles submitted reported an outstanding piece of research, but the reviewers and I did not feel that it fit the theme of the issue well. I had to refer that one back to Karen for consideration for an open issue of JPRR (if the author(s) choose to go that route). I hated to let it go, but "fit" with the specific topic ended up being a deciding factor.
  • Assuming anonymity. In one case, a reviewer saw an author’s attempt to block out a self-citation (i.e., XXXX, 2008) as an editorial oversight. When I mentioned that I thought the author had done this intentionally to preserve the blind review process, the reviewer wrote back, “I've never seen such a practice. And I don't think that would protect the anonymity. A quick Google search and I can find out.” Yet in a separate context, I've seen a JPRR reviewer complain that citing a newly in-press piece makes it too easy to identify the author. With this special issue centered around such a specific new area for scholarship, I’m certain that the contributors and reviewers are often familiar with each other’s work. As editor, I tried to avoid having anyone review another’s work if I knew the two to have a close connection. But the Google point is well taken. All three parties (authors, reviewers, and editors) have a role in trying to make the process work. Karen, this might be worth some consideration in the revised reviewing guidelines.
  • Editorial overrides on deadline. One of the most conscientious and dedicated reviewers will see in print both articles that he/she recommended rejecting. On four different occasions -- two rounds of review for two different papers -- this reviewer offered meticulous critiques. Based on how long it takes me to review journal submissions, I would estimate that this reviewer invested more than a week’s worth of research productivity in this issue (or a week's worth of vacation for those of you on spring break!). And the reward? Being overridden twice. If this had been a normal journal timeline, we might have been able to let the R&R process run its course a little longer before committing a decision. (See Karen’s comment above about one person’s 'reject' being another’s 'R&R.') Anyhow, the upshot is that the two articles are much better now than they were before the process, and the issue is stronger because of that.
Generating interest was never a problem. No pitching required! In fact, the greater challenge was making the most of the exchange once everyone was engaged… Almost sounds like a topic for a paper on social media.

When the issue lands in your mailbox, if you learn from what you read, thank the authors and the reviewers.

John Temple, Editor of Peer News, to speak to COM 201 Students

In COM 201, Introduction to Communication, we spend a lot of time talking about how technology and demographic trends are challenging the functions of journalism and communication that are so important to our democracy. Indentifying the problems is the easy part. Finding solutions is a little harder. One of the most interesting ideas on the solution side is Peer News. John Temple was hired as its first editor by eBay founder Pierre Omidyar. On his blog, Temple quotes Omidyar to explain the direction this project is taking:

Key quote: "Our goal is to create the new civic square. We want to provide a platform for people to come together as a community. We hope to encourage people to become more engaged in the world around them and provide them with ways to respectfully discuss important issues with their neighbors."

And they're looking for interns. This could turn out to be an all-time case of right-time-right-place.

Related Links:

 

 

CDC's tips on using Social Media

CDC Social Media Tools Guidelines & Best Practices

The use of social media tools is a powerful channel to reach target audiences with strategic, effective and user-centric health interventions. To assist in the planning, development and implementation of social media activities, the following guidelines have been developed to provide critical information on lessons learned, best practices, clearance information and security requirements. Although these guidelines have been developed for the use of these channels at the Centers for Disease Control and Prevention (CDC), they may be useful materials for other federal, state and local agencies as well as private organizations to reference when developing social media tools.

Guidelines for the following tools are available:

Internship Availability

Begin forwarded message:

Aloha!

I hope all is well!  We haven’t talked in a while about internship opportunities.  Please pass this along to your students.  We have a few new updates for McNeil Wilson Communications, and some great opportunities for students this Fall semester.  Please note the new details and contact below.  We are always looking for bright minds and new talent.

CONTACT:
Nathan Kam
Vice President, Travel & Tourism
McNeil Wilson Communications
1003 Bishop Street, 9th Floor
Honolulu, HI  96813-6429
Main:    808.531.0244
Direct:  808.539.3471
Email: Nathan.kam@mwc-anthology.com
Website: www.mcneilwilson.com

McNeil Wilson Communications Internship Duties: Interns will assist account executives and coordinators on the following: create press releases, fact sheets, mailings, etc.; assist with media scanning, media clippings and reports; participate in conferences and client meetings when possible.  McNeil Wilson Communications has two types of public relations internships – one focused on travel & tourism, and the other is focused on public affairs.

Application Instructions:  Send an email to nathan.kam@mwc-anthology.com with ”INTERNSHIP REQUEST” in the subject line.  We will send students a form to fill out, requesting a brief resume/qualifications.  

Please let me know if you have any questions!

Mahalo!
Melissa

COM 623, CRN 76182

In COM 623, we will read, analyze, discuss and write about major concepts and processes of organizational communication. COM 623 is a core course in the communication M.A. for students specializing in organizational/intercultural communication. The catalog description reads: Communication theory/research applied to formal organizations; assessments of strengths and weaknesses of organizational communications systems.

How to write a strategic communications plan (from Ragan.com)

Ensure your plan's success by doing the legwork before you present it

One of my favorite New Yorker cartoons shows two prisoners, chained by their wrists and ankles to a wall, in a desert prison, with no doors or windows. One says to the other: "Here's my plan."

Planning is almost always necessary for any enterprise to succeed, and communications is no exception, even if, as it's sometimes said, many of the world's greatest leaders and organizations simply know what to do by trusting their instincts and moving forward—they don't have strategic plans.

Or do they? Do we? Why plan? How? Why not just keep our heads down and get to work?

 

Simply stated, we plan so that everyone involved in a project knows what everyone else is doing, so that we work together most efficiently to achieve a goal.

Complexly stated, strategic planning is "integrated decision making, with the decisions 'batched' at one time, with a commitment to action." That's the definition of Henry Mintzberg, whose The Rise and Fall of Strategic Planning is often cited as the authoritative text.

As it relates to communication, a good definition is provided by Lester R. Potter: "A communication plan is a written statement of what communication actions will be taken to support the accomplishment of specific organizational goals, the time frame for carrying out the plan, the budget and the procedures for measuring the results of communication."

Any strategic communications plan can be a big undertaking. It's easiest to manage in parts.

Preplanning

Do your research. Know your audience, its topics of interest, its preferred vehicle by topic, and the like. That will secure their commitment to the plan through ownership.

Audit your organization. Interview your executives. Get their buy-in for the plan and their sense of the current state of the organization and its goals, so that you can align your communications plans with your organization's goals. Get the CEO's commitment by interviewing him or her.

Assemble your planning team. Make sure they're diverse, creative and analytical in their skills and representative of your audience. Don't forget to have field representatives. Assign a project manager to coordinate the team's work and ensure cooperation.

Assemble your materials: tools, templates and checklists (like the 13-step list in our sidebar). Planning is complex, and these organizing tools help enormously.

Most planning involves some kind of "map," a flat surface, either vertical or horizontal. "Plan" comes from the word "plane," or flat surface. "Strategy" comes from "stratagem," or military general, someone who sees all these elements that might determine victory or defeat all at once—on one surface. That's why football coaches use blackboards.

Implementing the plan

Once you've done all the prep work and you're satisfied, it's time to publish the plan, in various versions (executive summary, full plan, article in the employee publication, etc.) as appropriate to your audience. Even if we know what we're going to do before the plan—or even before the research—it's still good to plan to get everyone's commitment and to publish the plan to heighten everyone's understanding. The main way we implement a plan is by communicating it. The next steps are pretty basic:

• Model or pilot the plan to small test groups or focus groups, to uncover unanticipated barriers.

• Identify additional needs.

• Specify the disciplines of budget and schedule.

• Measure on an ongoing basis to make sure you're on target or to adjust based on the results.

• Report your progress to the owners and sponsors of the plan regularly.

Barriers to anticipate in your planning process—and design around

Ensure the easiest path between designing your plan and implementing it by identifying any potential roadblocks. These are based on Mintzberg:

Thinking that just because you've won people's minds with numbers that you've also won their hearts and commitment. There must be an emotional appeal in the plan. It must move people passionately to something they really want—money—or away from something they really fear—loss of market share.

Getting lost in the plan: the so-called "analysis paralysis." Planning is so hard, that when the planners finally make order out of chaos through planning, they sometimes believe that their job is to blindly implement the plan, rather than adjust to changing conditions to help meet goals. Even though it is an analytic exercise, strategic planning is fueled by passion.

Failing to anticipate change. The basic approach here is to anticipate what might change, analyze hypothetical situations as though they were real (use the SWOT analysis), dramatize the possibilities through scenarios and role-playing, and establish optional initiatives. In other words, have a back-up plan.

Relying only on words and numbers—to the exclusion of sounds, feelings, instincts and visuals. Bring your constituents into the planning room. Use visual exercises. Play music while planning. Use the evidence of the senses—all five—as well as the sixth sense, or instinct, as you plan.

Failing to question the status quo, especially if it's successful.

Planning for reasons other than strategy, other than helping an organization reach its goals. These corrupt reasons for planning might be political (to reinforce an existing power structure) or ornamental ("Hey—look at this cool plan we wrote.")

Failing to connect action (implementing the plan) to thought (designing the plan).

The last point is key. Most plans fail, as do most marriages, which are usually very carefully planned. Why? It's the last point. Some of the most heavily financed and carefully planned enterprises in history have failed, despite the use of the process described above, by highly educated and experienced strategic planners. These failed efforts at planning would include, for instance, the Vietnam War and the Soviet Union.

In both cases, the failure of those plans was in part owing to the failure of the planners to listen to the implementers, the leaders of a country failing to listen to the citizens, the general failing to listen to the soldiers.

All successful communications begin with one act: listening. Do your research before you plan, test your initiatives of key audiences before rolling out the whole thing and measure at the end. "Research" is just an elaborate form of listening, and "planning" is just an elaborate form of follow-up.

Three steps in planning: A 13-step model

1. Identify goals, for both your organization and communications department, to assure that your goals support the goals of the organization. Identify major steps towards achieving those goals or "objectives." A communications goal, for example, might be "Heightening employee engagement by increasing their awareness of the connection between their compensation and our return on Investment."

2. Identify your means of measuring your progress towards achieving those goals. These should be both quantitative and qualitative.

3. Analyze the external environment (the competition), the internal environment (your organization) and your department. A good structure for this analysis is the "SWOT" structure: strengths, weaknesses, opportunities, threats. This analysis should be based on the findings of the research you conducted before planning.

4. Based on that analysis, identify the major issues facing your organization and your department. An "issue" is a topic about which a decision must be made for the success of the plan. A typical issue might be "consumer confusion about our price increase" or "low rates of key employee retention." A department issue might be a need for increased staffing, or acquiring a particular competence, such as Web design.

5. Align your department issues with your organizations: "A more user-friendly Web site will help our managerial employees understand their role in employee retention."

6. List your issues in order of importance and select the three or four you have the resources to manage.

7. Analyze your audience's needs—their topics of interest and preferred vehicle by topic—based on your preplanning research.

8. Translate your issues to messages: a message is a one-sentence statement of a particular organizational goal and a particular audience need. A typical message might read: "Employee understanding of their complete benefits package in discussion with their supervisors and supported by an interactive Web site will result in a measurable increase in employee retention rates."

9. Identify initiatives and tactics. A tactic is a communication to a particular audience on a specific topic, for example, a series of articles on diversity in the employee publication. An initiative is a group of related tactics; these might be related by audience, vehicle or topic: print, electronic and face-to-face initiatives; or employee, customer and investor initiatives; or financial, cultural and technological initiatives, and so forth.

10. Assign roles and responsibilities by initiative.

11. Identify your allies, and how they can help you.

12. Identify barriers: What (who, usually) might prevent your plan from succeeding?

13. Based on your sense of allies and barriers, identify options: two or three additional initiatives in the event that the unexpected occurs.