great to see Emma Dickison featured on Expert Beacon discussing in home health care options. Way to go Eisen media relations team! http://expertbeacon.com/discover-home-healthcare-options-are-safe-and-comfortable/#.UZt2acqbUWR
Tag Archives: cincinnati pr
5 huge mistakes PR interns should never make
Your next internship could be a smart career move. Or, the kiss of death if you make the following mistakes. Listen up.
By Mickie Kennedy |
An internship can be a great way to get your foot in the door in the PR industry, but if you don’t take the right approach, it can also be a sure-fire way to ruin your reputation and kill your career before it gets off the ground.
Make no mistake—you’re going to make mistakes along the way. That’s perfectly okay. That’s what being an intern is about. You’re learning; people expect you to screw things up now and again. No sweat. But honest mistakes coming from a hardworking intern are one thing; the following mistakes are ones you simply cannot afford to make.
Act like you’re above lowly tasks. As an intern, you’re going to have to do a lot of boring, lowly tasks. You’re not going to get the exciting projects right out of the gate. Your boss wants to see that you are dependable and have a good work ethic before he or she will hand you more interesting work.
Dress unprofessionally. Dress for the job you want to have, not the job you have. If you come in dressed like a casual student, no one will take you seriously. Pay attention to how the true professionals in the office dress and try to mirror that in your own dress.
Talk bad about others in the office. No one likes the office gossip, especially when he or she is an intern. Keep your mouth shut, and respect everyone around you. Not to be too harsh, but you’re the lowest person on the totem pole, and you’ll never gain respect by talking bad about others in the office.
Not thank the people who help you. A lot of people will take time to help you as an intern. It might be a co-worker showing you how to do something, your boss offering helpful feedback, or someone giving you a recommendation for a career opportunity. No matter the situation, always offer a heartfelt thank you. Show everyone just how appreciative you are for their help.
Not learn or improve. Internships are learning experiences, but you have to be committed to actually learning and refining your skills. I recommend always having a pen and notepad on you so that you can take notes and avoid asking the same questions or making the same mistakes over and over again. Write everything down. You never know when that information will come in handy. If you’re committed to bettering yourself every day, your skills will improve, and that’s all anyone can ask from an intern.
PR pros, what mistakes did you make during your internship?
Okay, we admit it may not be “sexy” to you, but for our friends at TechSolve, this is a great hit.
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Crisis Management & The Boss
By Rodger Roeser, President, The Eisen Agency & National Chairman, Public Relations Agency Owners Association
A simple online search of crisis management seems to yield virtually everything conceivable about the subject, from pundits and experts to this very book you’re reviewing. It’s something you hope to never be confronted with as a professional, yet you intuitively know and understand it’s something with which you must be prepared. There are many ways to handle and manage a crisis but it always begins and ends with a plan. But, in my career and my experience, I find that less than 10 percent of organizations actually have a crisis management protocol or plan – and even fewer actually practice response on a regular basis. Why?
Smart bosses understand the importance of being prepared – the critical nature of practice, rehearsal and messaging. So, for all of you without a crisis communications plan or protocol, walk into the bosses office today and say, “I’m going to get started on our crisis communications planning.” I will bet you a donut you’ll get one of the following two responses:
1). Why? What’s that for? Or 2), We don’t need that and that’s not what we’re focused on right now.
Smart bosses already have a crisis plan in place, and review it every 6 months like clockwork, and practice regularly. Other smart bosses that don’t have this in place are looking to their communications team to proactively suggest and develop a crisis plan in the absence of one, or in the event it’s out of date (more than 12 months old). But, as we all know, most bosses just aren’t that smart. Right?
Certainly, they’ve done something right or they wouldn’t be where they are now. So, what the boss is really saying is, “You haven’t communicated to me the importance of doing that.”
Funny thing is, in the event of an emergency or crisis, they’ll be contacting you and say “I need you to spin this.” Or, “you’re the PR guy, I pay you for this, go fix it.” So, resign yourself to the fact that with or without a plan or a protocol, in the event of a crisis, you’re going to be involved – so best to be prepared. It may take a bit of convincing and cajoling to the top brass (and trust me, those that need it the most are the most reluctant), but share how important being prepared is, that development of a program is not that difficult or time consuming, and that having a plan will avert an infinite number of costly mistakes – mistakes that could, and most likely will (BP) cost that very boss her job. It most certainly will cost you yours.
Remember, most bosses don’t think in terms of today, they think in terms of tomorrow and how what is happening today will impact and affect the future – be it value of the company, consumer confidence and so forth. So, it’s critical to impress upon them that the very nature of crisis management is designed not to make a crisis go away, but to respond professionally in a manner that makes the organization and its leadership appear to be in control and mitigate long term negativity.
If confronted with “we can’t focus on that today, we have x next week,” remember, those types of excuses will always come up. Ask for a good time, and that this must be a communications and leadership priority, then work to set and get on a schedule. I encourage the use of a Gantt Chart that details involvement, timelines and anticipated delivery dates and milestones. But remember, crises don’t schedule themselves when it’s convenient. Time has to be invested, and better to do it today than to wait and hope nothing happens. Hope is a very expensive commodity in crisis communication.
Now that you’ve spoken in terms the boss will understand (loss of job, loss of shareholder value, loss of board confidence, the appearance of a lack of strong leadership and vision), there are a few simple steps to communicating this internally and ultimately getting to the plan. One critical point, if you’ve never done crisis management planning – now is not the time to learn. For goodness sakes, call in a professional firm (any writer of any article in this book would likely suffice) as they are versed and have created likely dozens, if not more, crisis plans in their career, have the knowledge and expertise, and perhaps most importantly are able to navigate objectively through internal “politics.”
The first step in creating this program is to get the necessary parties involved and sitting at the same table — most likely the top officer, HR, legal and perhaps the top person in outside/inside sales and/or customer service – and of course, you and your PR agency senior counsel. An email with a request is probably not going to suffice. Sit down and talk with each stakeholder in this equation, and relate to that specific public on the benefits of this program and why they are an important piece.
Sidebar: Now, if you are NOT the top marketing officer, you need to start with them and get this meeting going. If he or she is not receptive to creating a crisis management plan and protocol, I encourage getting your resume polished up – because that person, particularly in that position, officially qualifies as a bad boss and is likely to quickly throw you under the bus in the event of an issue for not being prepared and is the type to pass blame. If you have a situation where you are turned down for this type of project, I would suggest you be certain to document that and be certain it’s in your employment files that you requested and suggested such a meeting and a plan.
It would be odd that a junior level professional request such a meeting. So, assuming you’re the senior level leader in the marketing and communications department and you don’t have such a plan…
…start today. You are putting your job and your company at risk.
Assemble the team. Anyone that could or would have a direct response with some type of challenge that may come up and affect your external publics is at the table. Then, you simply begin by establishing a set of protocols and criteria for exactly how you would respond in the event of a crisis. Again, this is simply a protocol document. Who is authorized to speak to the media, how do the communications channels work, do we have a “dark site” set up (Oh, you don’t know that is? Call in professional), and what are we trying to accomplish. All of this is agreed to beforehand by leadership, protocols established company wide, and would be part of your master document.
Clearly, these policies and protocols should be shared with all employees.
And, this should be practiced, at least every six months with mock drills. I also like to suggest doing “secret shopper” type of work where “a member of the media” calls someone at work and tries to bait them into a quote or some type of comment. After you implement this, try it – bet you another donut at least 50 percent of employees fail. If that is the case, you need to be certain this was communicated and clearly shared internally by all means possible, and its importance reinforced, practiced and shared.
And remember, this is only step one. But how you communicate to the internal publics both in setting up and creating the plan, then reinforcing the protocols is critical to the success.
If there is no policy or protocol, don’t be angry when a low level employee goes spouting off to the news media or offering up quotes and responses. Who does that hurt? You – again, it may cost you your job and certainly hurts the reputation of the business. Oh, that’s right, you’re too busy today and the boss doesn’t want to focus on that right now.
About the Author
Rodger Roeser is the owner and president of Greater Cincinnati’s premier investor and public relations firm, The Eisen Agency. A 2011 Smart Business Pillar Award winner, twice named a Business Courier Fast55 and NKY Chamber Emerging 30 Business as one of the fastest growing businesses of any kind in the region, and honored with numerous industry awards, The Eisen Agency is the most award winning public relations firm in Greater Cincinnati. Roeser is the current Cincinnati PRSA PR Professional of the Year, and served as Cincinnati Chapter president in 2005 and is the founder of the chapter’s Blacksmith Awards. He is the national chairman of the Public Relations Agency Owners Association, and the host of national online radio show “That Marketing Show.”
Joe Hayden, eight other agents leave Keller Williams, join RE/Max
Joe Hayden joins RE/Max Properties East
Reporter- Business First
Realtor Joe Hayden and his team of eight agents and three office support personnel have left Keller Williams Realty Louisville East and joined rival RE/Max Properties East.
Hayden’s team was the top producer at Keller Williams last year, bringing more than $28 million in sales to the firm, Hayden said.
Keller Williams had $227 million in local sales in 2012, according to the list of the area’s largest real estate firms published in Business First on March 15. The firm was ranked No. 4 on the list. RE/Max Properties East ranked No. 2 on the list, with $371 million in local sales.
It’s unusual for that many Realtors to leave one firm and join another one all at one time unless a firm has closed, said Harrell Teague, who has owned the RE/Max Properties East franchise for 27 years. In fact, it’s practically unheard of, he said.
But Hayden said his team is probably the largest such team of Realtors in the Louisville area.
He said in an interview that he decided to leave Keller Williams essentially because he wanted his agents together in one room, to facilitate communication. Keller Williams didn’t have enough space to allow for that, he said, as well as room to add more agents.
“There was not a negative reason for leaving Keller Williams,” he said. “It was purely a business decision based on our needs.”
In an interview, Keller Williams team leader-CEO Linda Gibson Cecil declined to comment on the move except to say that “we do everything we can to accommodate our agents. We wish (Hayden and his team) the very best.”
just love when we get our clients in the news. Here’s the clip from today’s interview in NPR for the Family Nurturing Center. If you need publicity and media relations, hire the best — Eisen. http://wnku.org/post/nyc-prosecutorauthor-speak-out-against-child-abuse-cincinnati-event
The Family Nurturing Center in Florence is raising awareness of Child Abuse Prevention Month in April by sponsoring a children’s art contest for children in grades 3-5.
The Children’s Art Contest is a part of Family Nurturing Center’s Blue Ribbon Campaign, a community-wide effort to recognize collective responsibility to prevent and confront all forms of child abuse and neglect. Entries for the art contest should be of a hand drawing using any medium, up to poster size paper, and related to the theme, ‘Prevent Child Abuse’. Entries can include a personal slogan or tag line.
The winning entry will be reproduced into an advertisement poster and displayed inside T.A.N.K. buses during the entire month of April. The winning artist can choose to receive a prize of either a gift card to Hobby Lobby or a pizza party for their school classroom, scout group, church class, or youth club.
The winning artists will be asked to attend the Blue Ribbon Ceremony to kick off Child Abuse Prevention Month on April 5 at noon hosted by Tom Gill Chevrolet in Florence. At the ceremony, the winner will receive an award and recognition for their submission by Florence Mayor Diane Whalen.
All entries must include a parental consent form. To learn more and download the contest flyer, click here. Entries must be received by March 22 at 4 p.m. to Family Nurturing Center, 8275 Ewing Blvd, Florence, KY 41042. Questions regarding the art contest should be directed to Tracy Fuchs at 859-538-1630.
Media Contact: Rodger Roeser, The Eisen Agency
Greater Cincinnati Art Contest Open for Kids
Family Nurturing Center Offers Contest to Raise Awareness
Cincinnati, OH – March 11, 2013 – April is recognized nationally as Child Abuse Prevention Month and Family Nurturing Center is raising awareness in the community by offering a Children’s Art Contest for children in 3rd through 5th grade.
The Children’s Art Contest is a part of Family Nurturing Center’s Blue Ribbon Campaign, which is a community wide effort to recognize collective responsibility to prevent and confront all forms of child abuse and neglect. Entries for the art contest should be of a hand drawing using any medium, up to poster size paper, and related to the theme, ‘Prevent Child Abuse’. Entries can include a personal slogan or tag line.
The winning entry will be reproduced into an advertisement poster and displayed inside T.A.N.K. buses during the entire month of April. The wining artist can choose to receive a prize of either a gift card to Hobby Lobby, or a pizza party for their school classroom, scout group, church class, or youth club.
The wining artists will be asked to attend the Blue Ribbon Ceremony to kick off Child Abuse Prevention Month on Friday, April 5th, at 12:00 noon, hosted by Tom Gill Chevrolet, Florence, KY. At the ceremony, the winner will receive an award and recognition for their submission by Florence Mayor Diane Whalen.
All entries must include a parental consent form. To learn more, download the Children’s Art Contest Criteria flyer at http://www.familynurture.org. Entries must be received by March 22, 2013, at 4:00pm to Family Nurturing Center, 8275 Ewing Blvd, Florence, KY 41042. Questions regarding the art contest should be directed to Tracy Fuchs at 859-538-1630.
Media Contact: Kelly Gadd
Twitter @ EisenHotNews
Cincinnati PR Leader Finalist for Prestigious Jefferson Award
Eisen Chief Rodger Roeser Finalist for ‘Nobel Prize’ of Public Service
Cincinnati, OH – March 6, 2013 – The Rotary Club of Cincinnati today announced three finalists for the 2013 Jefferson Award for Outstanding Public Service. Cincinnati public relations executive and small business owner Rodger Roeser, CEO of The Eisen Agency, is one of the finalists. Roeser is joined by Robby Wellington of The Karen Wellington Memorial Foundation and Joseph Jones and Steve Frisch of the Spirit of Cincinnatus Foundation.
The Jefferson Award, which is recognized as the Nobel Prize for public service, recognizes “ordinary volunteers who do extraordinary things” to help their community. Roeser was nominated by Rotarian Brad Thiery, who based his nomination on the years of service Roeser and his firm have put behind their “Operation Outreach” program. The program, started in 2006, provides non profit organizations throughout Greater Cincinnati in kind pro bono public relations and marketing communications services totaling more than $100,000 each year.
“It is humbling to be recognized for work that you truly love doing, and doing that work for groups and leaders that genuinely inspire you,” Roeser said. “We are honored that our clients have put us in a position where we are then able to give of our time and talents in helping those that help others. I believe a non profit should invest its dollars in helping those it serves, not in marketing and PR services. We are in a unique position where I can use the talents of my exceptional team to help spread the word of some truly amazing non profit leaders and organizations.”
The Jefferson Awards were created in 1972 by Cincinnati’s own U.S. Senator Robert Taft and Jacqueline Kennedy Onassis, and is presented annually by the American Institute of Public Service.
The winner of the 2013 Jefferson Award will be announced at noon on Thursday, March 14th at the Hilton Cincinnati Netherland Plaza’s Pavilion.
Re/Max renews UC athletics sponsorship deal
Real estate brokerage firm Re/Max of Southern Ohio has renewed its deal to sponsor University of Cincinnati athletics.
Re/Max renewed its $28,000 sponsorship contract through the end of the school year in June, it said Wednesday in a news release. It also plans to continue its sponsorship of the Bearcats next school year.
“We are very proud to be able to sponsor these talented student-athletes,” Re/Max Regional Vice President Matt Gerding said in a news release. “As someone in the real estate industry, you have to get involved within your communities and have a sense of pride for your hometown team.”
Re/Max already sponsors an “agent of the game” promotion after each UC basketball game to honor that game’s most outstanding player. It will also provide sponsorships at Nippert Stadium, where UC plays football, and as presenting sponsor for UC’s basketball starting lineups.
“Support like this from Re/Max helps our student-athletes compete at the highest levels in the country,” UC Sports Marketing Manager Ryan Sweeney said in a news release.