When we write public relations material, whether it is a release, a case study or a script for a video, we need to be part journalist, part marketing person. However the former is always more important because the material we write has to tell a story and must be worthy of readership – see my previous blog ‘Is it worthy?’.

So how come, assuming we understand this, do so many press releases, case studies etc written by PR people, seem lack-lustre? I think it all boils down to the mental attitude of ‘brilliant’.

Remember that Fast Show character? The Manchester teenager who thought everything was brilliant! Whilst this character has his faults, not least falling down holes in the ground, you have to admit he was passionate.

And passion is the difference between lacklustre and sparkling, between a job and a calling, between a tenacious desire to hunt the best story out so that people will read.

You need to be passionate about writing. You need to be passionate about your subject. So, for some, this is ‘limited’ to: write what you are passionate about.

As for those ‘brilliant’ others, well they can get passionate about anything, if they need to. And this makes for brilliant PR writing. Keep a Zen Mind-Beginners mind, and develop the mind of a child again, a mind that is open to be filled with wonder about anything! And be Brilliant!

Here’s a reminder of how to do it!

My next blog post will tell you how to do ‘passion’ as a behaviour to change your writing success.

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Listen to Changeworks’ 60 PR Podcast on this now

A recent HBR article talks about Hiring for attitude and training for skill. Employees who are in sync with your values are assets because they will contribute to making your organisation different. And differentiation is critical to survival in the competitive economy we live in. If you recruit for character, over and above credentials, you will more likely be able to build a team who are passionate about making a difference to your clients and to your brand. However, this is the hardest thing to get right in the recruitment process and requires a Columbo-like persistence and flair at asking questions!
 
Whilst character is critical,  in PR an ability to write is an equally important trait. A trait implies a fixed quality rather than a state that can be taught. And from what I have seen in 20 years of working in the industry, writing talent is more innate than taught. Some senior PR expert say it comes from early childhood exposure to critical reasoning and precis writing at an early age. If, like Columbo, you can put people under the spotlight, test them, whilst putting them at ease; you will likely see their natural talent. (We do a writing test like this).
 
Of course, having some experience is also a huge asset for any new hopefuls, because working in PR is uniquely demanding: creativity and detail; big picture and organised planning; mental toughness and strong sensitivity for relationship building. In fact, experience is so important in this competitive field that the PR industry itself has gotten itself some bad publicity lately, in the furore over unpaid interns. But, like Columbo, it is best to not get caught in the ‘trappings’ of experience: after all, someone will have 14 years’ experience but may have learnt nothing at all, yet another with a year’s meaningful work could have embodied every minute into his or her ‘muscle memory’.
 
So when it comes to PR recruitment there is a double edged sword. Attitude is vital in securing people who can be flexible, creative and organised;  with strong interpersonal skills to handle your clients well. At Changeworks we demand the best. So we test for a key level of skills and experience but we become PR Columbos at  looking for what makes people who they are. Which boils down to behaviour. We don’t recruit on values, or attitudes; we recruit on behaviour. We have identified six non-negotiable behaviours that are essential to our vision of success. We recruit on these, we manage on them, we align our PDR process around them. (And we’re not telling you what they are, you’ll have to guess!).
 
Attitude consists of three components of existence: thoughts and values/beliefs; emotions and emotional reasoning;  and behaviours. Behaviour is the only directly observable, therefore measurable component. So whilst in our recruitment process at Changeworks we have a three stage process that involves psycho-metrics (MBTi and MTQ48), skills tests and (usually) two interviews. Our favourite tack is Columbo-style questioning: “…. and one more thing …?”.  We weave the subtleties of the meta model and other techniques drawn from NLP to do this (almost) as well as Mr Columbo (we hope).
 
Find out more about Changeworks Communications.

Writing online press releases is an art. The basic rules of press release writing still apply, yet there is the subtle craft of web writing, SEO optimisation and structure that need to be captured in the online form.

Let’s remind ourselves of the basics. Start global and in subsequent paragraphs move into the specific. A strong headline that grabs the eye and draws interest enough for the reader to continue is a must have. The first paragraph should support the headline, explain it, and outline the entire story. It must paint the ‘big picture’. The structure of the entire release, which is usually no longer than 250 words (perhaps 350 for mainly trade or technical press), should then have a natural flow. A beginning, middle and and ending to some extent and certainly explain the why, what and how of the story.

The subsequent 5 or 6 paragraphs should go increasingly into the specific detail of the story and include any supporting information. The less interesting or supporting detail should be left until the end, but interspered to help bring the story to life the people involved in the story can be quoted to help tell it. The standard tools of editors notes, contacts, supporting information should all be used at the end of the piece, and clearly indicated as such.

Now we come on to the basic rules of web writing. It has to help the eye: readers’ attention spans are shorter on the web (and in general these days), and it is also more difficult for the eye to read on a screen. So remember the following:

And now for the grand finale of online release writing. Both the headline and the copy, particulary the first few paragraphs of the body, need to be keyword rich.  This copy needs to include a mix of keyword phrases that people use to search for information on the web.  To achieve this you will need an insight into what words and phrases searchers use to find information on the web. Optimised news will attract more journalists and customers alike.  And research consistently shows that these readers use the web as their preferred medium for finding out news about your clients products and services.

Links are also critical, both to provide helpful insight, information and additional support for your readers and to help with SEO so that your news is easier to find.  Internal and external links are equally as important. As are inbound links from external websites. And this is certainly one reason why having your online media centre on an independent domain – i.e. not a subdomain of your main site – helps with your SEO. So make use of the online release distribution sources such as PR Wire, cisionwire, Response Source etc.

Tags are important considerations but you should only aim for around four per release and they need to be directly relevant to that release, and not a blanket ‘brand name’ repetition. And don’t forget the RSS feed – your releases will need to have their own unique feed if you really want to give journalists the edge in finding your news quickly.  They can subscribe to your feeds via email download, browsers or burn them into their feedreaders to have your news pushed into their inboxes as soon as you issue it. There’s more to writing press releases in the digital age than meets the eye, and its time for PROs to get web savvy.

The rules of PR have changed overnight and if you don’t understand how to use PR 2.0 and embrace online communications you’ll miss out on many benefits for you and your clients.

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Robert Dilts, one of the co-founders of NLP, has recently posted an informative article on the topic of modeling.  Dilts says in his article, “Anyone who claims to know or care about NLP is aware that the process of modeling is the life blood of the field. The origin of NLP and its continued evolution come from the ability of NLP practitioners to model the verbal, cognitive and behavioral patterns (the “neuro-linguistic programs”) of exceptional people. It is frequently pointed out that the basis of NLP is modeling and not the “trail of techniques” that have been left in its wake.”

Within the realms of NLP there are two ‘schools’ of modeling – two distinctions – as prefered by the likes of John Grinder. Like Dilts, I tend to use the analytical modeling framework; although I have a passion for what I refer to as ‘implicit modeling’ and actually use a combination of both in my work. Yet there is also what Dilts refers to as ‘pure NLP modeling’ – this is the implicit or non-impositional form of modeling.

The difference resides principally in the degree of imposition of the perceptual and analytic categories of the modeler during the modeling process. – in the case of NLP modeling, the imposition is minimal; in the case of Analytic modeling, the imposition is maximal.

Read Dilts A Proposed Distinction for Neuro-Linguistic Programming article here.

Listen to our podcast to hear about our approach to modeling:

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