facts before them, which leads to predictable behaviors about which something can be done. When we create, change or reinforce that opinion by reaching, persuading and moving- to-desired-action the very people whose behaviors affect the organization the most, the public relations mission is usually accomplished.

With such an approach to public relations, an awful lot of warm and fuzzy end-products can appear: customer

Please feel free to publish this article and resource box in your ezine, newsletter, offline publication or website. A copy would be appreciated at bobkelly@TNI.net. Word count is 1220 including guidelines and resource box. Robert A. Kelly © 2006.

A Managerial PR System You Will Love

It’s a happy day indeed when business, non-profit, government agency or association managers end their preoccupation with (and reliance upon) the simple mechanics of press releases, broadcast plugs and special events. What they’ve decided is, they no longer wish to be denied the best public relations has to offer, preferring instead the quality public relations results they believe they deserve.

Thus they begin construction of a workable managerial PR system by putting in place a high-impact action plan designed to do something meaningful about the behaviors of those important outside audiences that MOST affect the departmental, divisional or subsidiary units they manage.

Inevitably, the new plan helps create the kind of external stakeholder behavior change that leads directly to achieving their managerial objectives; in this case by persuading those key outside folks to the manager’s way of thinking by helping move audience members to take actions that help the manager’s unit succeed.

It rapidly becomes apparent to these managers that the good news implicit in PR’s underlying premise is the reality that good public relations planning really CAN alter individual perception and result in changed behaviors among key outside audiences.

But what about PR’s underlying premise? As a manager, see if you can live with it. People act on their own perception of the facts before them, which leads to predictable behaviors about which something can be done. When we create, change or reinforce that opinion by reaching, persuading and moving- to-desired-action the very people whose behaviors affect the organization the most, the public relations mission is usually accomplished.

With such an approach to public relations, an awful lot of warm and fuzzy end-products can appear: customer

eliance upon) the simple mechanics of press releases, broadcast plugs and special events. What they’ve decided is, they no longer wish to be denied the best public relations has to offer, preferring instead the quality public relations results they believe they deserve.

Thus they begin construction of a workable managerial PR system by putting in place a high-impact action plan designed to do something meaningful about the behaviors of those important outside audiences that MOST affect the departmental, divisional or subsidiary units they manage.

Inevitably, the new plan helps create the kind of external stakeholder behavior change that leads directly to achieving their managerial objectives; in this case by persuading those key outside folks to the manager’s way of thinking by helping move audience members to take actions that help the manager’s unit succeed.

It rapidly becomes apparent to these managers that the good news implicit in PR’s underlying premise is the reality that good public relations planning really CAN alter individual perception and result in changed behaviors among key outside audiences.

But what about PR’s underlying premise? As a manager, see if you can live with it. People act on their own perception of the facts before them, which leads to predictable behaviors about which something can be done. When we create, change or reinforce that opinion by reaching, persuading and moving- to-desired-action the very people whose behaviors affect the organization the most, the public relations mission is usually accomplished.

With such an approach to public relations, an awful lot of warm and fuzzy end-products can appear: customer

ut the behaviors of those important outside audiences that MOST affect the departmental, divisional or subsidiary units they manage.

Inevitably, the new plan helps create the kind of external stakeholder behavior change that leads directly to achieving their managerial objectives; in this case by persuading those key outside folks to the manager’s way of thinking by helping move audience members to take actions that help the manager’s unit succeed.

It rapidly becomes apparent to these managers that the good news implicit in PR’s underlying premise is the reality that good public relations planning really CAN alter individual perception and result in changed behaviors among key outside audiences.

But what about PR’s underlying premise? As a manager, see if you can live with it. People act on their own perception of the facts before them, which leads to predictable behaviors about which something can be done. When we create, change or reinforce that opinion by reaching, persuading and moving- to-desired-action the very people whose behaviors affect the organization the most, the public relations mission is usually accomplished.

With such an approach to public relations, an awful lot of warm and fuzzy end-products can appear: customer

hat help the manager’s unit succeed.

It rapidly becomes apparent to these managers that the good news implicit in PR’s underlying premise is the reality that good public relations planning really CAN alter individual perception and result in changed behaviors among key outside audiences.

But what about PR’s underlying premise? As a manager, see if you can live with it. People act on their own perception of the facts before them, which leads to predictable behaviors about which something can be done. When we create, change or reinforce that opinion by reaching, persuading and moving- to-desired-action the very people whose behaviors affect the organization the most, the public relations mission is usually accomplished.

With such an approach to public relations, an awful lot of warm and fuzzy end-products can appear: customer

facts before them, which leads to predictable behaviors about which something can be done. When we create, change or reinforce that opinion by reaching, persuading and moving- to-desired-action the very people whose behaviors affect the organization the most, the public relations mission is usually accomplished.

With such an approach to public relations, an awful lot of warm and fuzzy end-products can appear: customers begin to make repeat purchases; new prospects actually start to do business with you; politicians and legislators begin looking at you as a key member of the business, non-profit or association communities; capital givers or specifying sources begin to look your way; welcome bounces in show room visits occur; community leaders begin to seek you out; new proposals for strategic alliances and joint ventures start showing up; and membership applications start to rise.

Of course, whether the PR people assigned to your unit come from an agency, parent company or are direct hires, they are already in the perception and behavior business. So look first to them to manage your data gathering activity. But be certain that they really accept why it’s SO important to know how your most important outside audiences perceive your operations, products or services. In a word or two, be sure they believe that perceptions almost always result in behaviors that can help or hurt your operation.

Also spend some quality time with your PR people analyzing your plans for monitoring and gathering perceptions by questioning members of your most important outside audiences. Suggest queries along these lines: how much do you know about our organization? Have you had prior contact with us and were you pleased with the interchange? Are you familiar with our services or products and employees? Have you experienced problems with our people or procedures?

Be aware that using a professional survey firm to do the opinion gathering work, can be an expensive alternative to using those PR folks of yours in that monitoring capacity. But whether it’s your people or a survey firm asking the