July 01, 2009

InnovAction Entry by Morrison & Foerster LLP

Recruiting Campaign by Morrison & Foerster LLP

 

 

Over the last two years, we have developed a distinctive (if sometimes controversial, for those not part of our target audience) recruiting positioning for MoFo that capitalizes on our unique culture (described as our “mofo mojo”).  Our MoFo mojo sets us apart from other large law firms.  This concept comes to life on our Careers website (www.mofomojo.com) and through our recruiting brochures, invitations, advertisements, electronic banners and giveaways.  This recruiting season, we chose to focus on two particular aspects of our culture and did so through two brochures (our Labels brochure and our Pigeonholed brochure) and through a series of collateral materials.

June 30, 2009

InnovAction Entry by Pro Bono Net

Pro Bono Manager by Pro Bono Net

 

Pro bono work is critical to law firms as well as to the constituents that they serve. Pro bono work helps firms differentiate themselves, attract and develop attorneys and increase attorneys’ satisfaction with their work. In most firms, managing pro bono work is fraught with administrative and reporting challenges costing the firm billable time and resources. Effective management and reporting tools are required if firms are to meet their altruistic and business goals.

To meet these challenges, Pro Bono Net, a nonprofit leader in innovative programs that increase access to justice, created Pro Bono Manager. Pro Bono Manager, developed with leading law firms, is a customized, hosted pro bono practice management system that helps firms increase pro bono participation, manage pro bono caseloads more efficiently and raise internal and external awareness of pro bono efforts. Leveraging Pro Bono Net’s expertise in using technology to support pro bono attorneys, Pro Bono Manager takes advantage of a nationwide network of public interest legal groups to provide access to materials, volunteer opportunities, training events and relevant news. The service was developed in part with a grant from the Gates Foundation, and is currently in use at eight leading law firms.

June 29, 2009

InnovAction Entry by Heritage Law

Innovative Law Firm Model by Heritage Law

 

We have an innovative model of legal practice, centered on the concept of how to enable both work life balance for our staff and maintain top service levels for our clients. We are currently an all-female firm, specializing in wills and estates, family law and mediation, whose four lawyers and six support staff all work as independent contractors, primarily from their homes. Technology plays a critical role in our success.

 

Heritage Law is “paperless” and utilizes practice management software to centrally manage billing, time tracking, matter information, contacts, appointments, documents and document assembly. All staff log into one remote, secure server over the internet which is a repository for all firm data and software applications. We have a VOIP phone system which allows ten staff in ten different locations to use the same phone line and system.

 

We have a remote answering service which answers client calls during the business day if a staff member is out of the office and routes the message to the appropriate person to deal with. All staff have a computer, high speed internet, a VOIP phone and a scanner at their home offices.

June 28, 2009

InnovAction Entry from Firmex Inc.

Firmex Virtual Deal Room by Firmex Inc.

 

Firmex is the first commercially available Software as a Service product that:

1) Makes running a corporate transaction greatly more organized and efficient from start to finish,

2) Gives all parties to a transaction far more accessible and convenient access to documents relevant to their business, and

3) Is branded with the name and graphics of the law firm — if the licensee is a law firm, this branding by the law firm makes a strong marketing statement to all other collaborating users, including clients and other advisors.

 

The initial prototype was developed by Version 5.1 Inc. (a website developer) under the guidance of Davies Ward Phillips & Vineberg LLP. In 2006, Version 5.1 incorporated Firmex Inc to develop and capitalize a software company to market a commercial product.

 

Over 230 organizations have licensed the Firmex product since January 2007 (many of which are law firms in North America and in several offshore countries) and they collectively and continually give feedback and input to the product’s ongoing evolution. In the space of two years, the Firmex product, using the power of Web 2.0 technology, has transformed transactional work, providing corporate attorneys and their clients with increased control, organization and satisfaction.

June 25, 2009

InnovAction Entry by Dynamic Lawyers Ltd., Carabash Law

www.DynamicLawyers.com 

 

Straight after getting called to the bar, I developed a website called www.DynamicLawyers.com to improve access to justice for everyday people in Toronto, Canada.  www.DynamicLawyers.com allows users to freely and anonymously post their legal issue(s) online and receive free information and quotes from local lawyers practicing in the area of law required. This website has definite advantages over traditional methods of finding a lawyer. Lawyers registered on the compete against each other, pitching their services in an effort to be retained by the user. www.DynamicLawyers.com charges lawyers a modest monthly fee of only $50 to access and respond to the posts. Users have no obligation to select or follow up with a lawyer. Overall, www.DynamicLawyers.com is a novel website that helps everyday people find the right local lawyer for the right price while simultaneously giving lawyers access to people looking for their services.

InnovAction Entries Are In

The deadline for submitting an entry for the 2009 InnovAction Awards was June 1, 2009.  We asked applicants to provide a summary that we could make public, motivated in part by our interest in blogging about each to share with the legal profession innovation inspiration.

Starting today, we are posting some of our entries daily. Other than copy edits and adding links, we are posting them as submitted. The Award winner or winners will be announced in a mid-July press release and the Awards will be presented at the 2009 Futures Conference held in conjunction with the College's Annual Meeting September 25 & 26 in Denver, CO.

March 03, 2009

College Launches 2009 InnovAction Awards with a new Category!

The College of Law Practice Management is excited to launch the 2009 InnovAction Awards.  We are looking for lawyers, law firms and other deliverers of legal services who are engaged in some extraordinary innovative efforts.  The goal of the Awards is to demonstrate to the legal community what can be created when passionate professionals with big ideas are determined to solve the business challenges faced in today's competitive markets. 

Award entries will be judged on the basis of four primary criteria:

  • Absence of precedent (never been done or done quite this way before)
  • Evidence of action (the innovative idea was transformed into action and not merely reflective of best intentions)
  • Effectiveness of innovation (there is some measurable outcome that indicates the innovation is accomplishing what it was intended to do)
  • Action must have taken place within no more than three years prior to this entry.

And, for the first time, the InnovAction Awards will present Honorable Mentions to entries who have taken an existing innovation in the practice of law, transformed it in a unique and valuable way, and made it even better than before.  In the past, the InnovAction judges have seen several entrants who've taken an innovative idea to the next level and created distinct business advantages.  In 2009, we want to honor them for their vision.

For more information on the InnovAction Awards and to download an application, please visit www.innovactionaward.com or contact the College of Law Practice Management at 720-271-7015 or via e-mail at colpm@comcast.net.

December 15, 2008

Marketing 2009: A Game Plan for the Recession

A year has passed since we last broached this subject and the situation hasn’t gotten a bit better. In fact, it’s much worse. Windows on the taller buildings on Wall Street are being nailed shut, and coal is beginning to look like a sensible and thoughtful holiday gift. So what do we do now? More of the same? In a way. Only more so.

In the words of Peter Drucker, the father of modern management, “…the business enterprise has two—and only two—basic functions: marketing and innovation. Marketing and innovation produce results; all the rest are ‘costs.’”

While he was referring to business in general, one has to keep in mind that the purpose of any business, whether it manufactures widgets or offers a service, is to stay in business. That requires marketing.

Using this as a basis, what is the worst thing a business of any kind could do to try to save money during a recession? Stop marketing. In fact, now is the time to increase your efforts.

Wired Magazine reports that the profits at Whole Foods (sometimes known as “Whole Paycheck”) have fallen to a point that in July, August and September, the stores made a total profit of $1.5 million. Total. For 278 stores. Which means the profit for each store is running at about $6.40 an hour. That’s less than minimum wage in 38 states. The company’s marketing efforts are not up to par (nor are their stores—shelves are growing bare).

But undeterred, Wegmans Stores, a chain of super-nice grocery stores based in Rochester, New York, offering extremely good service and a premium product line, are growing like gangbusters all the way down the East Coast. Their latest marketing push? They are lowering prices on everything, maintaining service, while at the same time opening new stores on an almost a weekly basis. In which store would you rather own stock?

“But,” you say, “I’m in a service or relationship business. What’s supermarketing got to do with me?” We say the tactics might be unrelated, but the underlying aggression is not. Make this the time to prove your mettle. Here are some examples of how:

1) Don’t stop recruiting.
One of the biggest errors firms made during the last economic downturn was to cut back on their recruiting efforts. When the economy began to improve, the rush to hire more professionals became a real slugfest, with firms battling it out to get any qualified talent in the door. Keep your lateral and student recruiting levels near or at the same levels that they are now, and you won’t have to lower your standards later just to get professionals to fill the empty chairs. One of our clients, the Reznick Group, a fast-growing accounting firm, has recently taken a step to make themselves more visible on their page at Monster.com. Now, when prospective employees are looking for jobs, they are surrounded by advertising drawn directly from Reznick Group’s promotional materials. And yes—they are hiring like crazy.

2) Ratchet up traditional advertising, not down. The American Association of Advertising Agencies recently published a study entitled “Should Firms Increase Advertising Expenditures During Recessions?” Of course, you can guess what their answer was. But they also have the data to prove it: “…results indicate that advertising creates a firm asset by contributing to financial performance for up to three years in the future. Further, increasing spending on advertising during a recession leads to benefits that exceed the benefits of increasing advertising during non-recessionary times.”

The chart below contains information included in the AAAAs study mentioned above. As you can see, time and time again, marketing has proven to be an excellent investment. (And how many of those are there these days?)

GB960-Chart-400W

To put this in layman’s terms, when times are looking bad, people start looking for someone with an answer, a lighthouse in the midst of a storm, as it were. A second client, Navigant Consulting, has made an agile response to the financial crisis by rotating new ads into its mix that position Navigant as the go-to firm for creating and protecting business value in challenging times (the “Lead by Example” campaign). By staying in the spotlight, by having the gumption and grit to stand up and say “Lead by Example,” they look like a leader—when people are looking for someone to follow.

A bonus to an approach like this is you’re also dealing with less noise from your competition. That makes whatever you do not only easier to see and hear, but easier to remember.

3) Master Search Advertising. Paid placement on search engines makes economic sense for two reasons. One: Smart advertising dollars are finding their way online (because that’s where the buffalo roam, even the big game). And two: Search advertising is trackable, meaning you can measure its return on investment. Here are the basics:
 
Let’s imagine you’ve optimized your site internally (big assumption and a different article). Your rankings are improving, but not fast enough for you. You can “buy” keywords (or at least get in the game for these words) to augment your SEO work. But it’s a little bit like picking your table at a casino: High-reward words (very competitive) require high contributions to play.

How it works:

  • Select keywords for what you’re trying to promote (a service, an event)
  • Bid on keywords
  • Write a simple text ad that includes those keywords
  • Specify broad match, phrase match, exact match
  • Target a relevant place for your ad (your Web site, mini-site, etc.)
  • Measure what happens

These keywords, in “Google speak,” are called AdWords. “AdWords” refers to the text ads that appear as “sponsored links” on the right of the search results page. AdWords are considered a form of direct marketing because your message appears only to the interested buyer.

There are challenges, however, with Google AdWords:

  • Choosing the right words (Choose carefully. This is part art, part science.)
  • Determining the optimal bid (Same: Art. Science.)
  • Managing click fraud (Another story not included here, but important to acknowledge.)
  • Integrating the campaign with your Web analytics (Modify your site in response to poor results. Goose your site in response to good results.)

The easy part? AdWords gives you substantial control over your costs.

  • “Impressions” are free. You pay only for “clicks.”
  • Targeting is more accurate with AdWords than with any other medium we’ve found.
  • Because clicks are countable, you can demonstrate ROI to your CFO.

4) Segment, target and go direct. Examine where your revenue is coming from and develop an opportunity hit list. Of course you know who your top 50 clients are, but do you know what they really want or need? Now is the time to do that data mining you’ve wanted to do for a while. Even better, get your professionals to ask your key clients what else you could be doing for them to deal with their economic stress. Consider creating unusual direct mail promotions to facilitate or follow up on these conversations.

We’re not talking about the annoying, faux-personal junk mail that plagues your mailbox and mine. And certainly not “act-now, one-time, buy-one-get-one-free” offers designed to ring up sales. Nor are we talking about professional service staples like newsletters (don’t get us wrong, we are big fans of newsletters, like the one you’re reading now—but newsletters seem to be either canned or vaguely irrelevant; in other words, more clutter). The direct outreach tools we propose are much more refined, targeted and, well, expensive than the usual fare.

The Top 20 U.S. accounting firm, Dixon Hughes, uses concentrated flights of direct mail, like the piece pictured below, in conjunction with a sophisticated telemarketing program to set up qualified leads for its professionals. There’s no waiting for the phone to ring at Dixon Hughes.

Dixon Hughes Direct Mail

5) Show up and share the knowledge. Rainmakers are going to use this time to really increase their one-to-one meeting opportunities. Visits to client’s offices should definitely be high on your list of marketing tactics—but do more than just check in. Now’s the time to develop a unique CLE program or branded educational workshop for clients as a value-added benefit. And please, don’t skimp on the production value of your presentation. If you are going to share leading thoughts, make sure your material makes you look like a leader. This recent pitch book, shown below, created for the litigation boutique, Gibbs & Bruns, is built to impress.

Gibbs & Bruns Pitch Book

Summing up
Remember that downside and upside are both sides of one coin. While we tend to favor smart risks and work with smart risk-takers, we don’t think you should be loose with your marketing budget. In fact, we think you should do less, better.

Times like these often give marketers (and management) the permission to say no to items that made little sense, even in a flush economy. We advise clients to cut those types of items and reinvest them in very concentrated ways. You don’t need bigger budgets to do this, you just need fewer programs. Fund the best ideas with couch money, as we like to call it.  

And try to continue to do less, better as business inevitably improves.

Greenfield/Belser's Big Idea is published monthly. For more information, visit greenfieldbelser.com.

October 10, 2008

Branding the Work Experience

An employer brand is one of the strongest tools available for attracting and retaining talent. And in the professional services business where your product is your people, your brand is reputation and where reputation is really all about behavior, your employer and consumer brands are inextricably linked (more on that below). So the question isn’t whether you need to articulate and express your employer brand. It’s how.

The place to start is with the right definition of an employer brand.    
In an Economist survey of senior management and heads of departments, 60 percent defined it as an “expression of a company’s distinctive employee experience,” as opposed to the 7 percent who suggested that it has to do with the look and tone of recruitment ads and material, for instance. It’s apparent, then, that the majority of senior managers tend to get it. And that’s a good thing; they just may not be sure what to do about it. That’s where you can make a difference.

Speaking of definitions, employer branding clearly involves strong, consistent and compelling (read: hard to ignore) communications, which is critical in a world where we are on the receiving end of more than 3,000 messages—from ads to email— every day. But the process is more involved than having HR and a Cracker Jack agency combine to wow and engage the troops. Yes, communications about the employment experience need to break through the clutter. But a true employer brand is deeper than a campaign: it includes every aspect of how your people are handled—from the moment they make contact with you as recruits to how you handle their retirement party.

Who’s on first?  a.) HR  b.) marketing or c.) internal communications?
When it comes to gathering the right project team for an employer brand project, the answer is all of the above, and more—including, at times, outside creative agencies or consultants. As an important aside, building the project team can be an interesting challenge within the challenge. Internal communications, HR and marketing often function independently—communicating with the same internal audience but not with each other (but that’s a different article). Suffice to say, like any major strategic initiative, an employer branding effort needs the unqualified support and often hands-on direction of the most senior management. That means you, Mr. Big Stuff.

By far the most important participants in the employer brand project are the employees. Don’t laugh. This may seem self evident, but we’ve heard tales of projects done without any employee input—raising employee eyebrows and cackles about the thin line between management vision and delusion. The results of these detached efforts are never pretty, effective or lasting.

That’s because the goal of any professional services branding program is to discover and present the organization’s personality—its skill sets, the way it does business, its aspirations and how its people behave, or don’t. To learn about your organization’s employer brand, you need to interview the organization’s ruling body, its culture-bearers, its front line professionals, and those who will take the organization into the future.

Remember, you already have an employer brand (unless, of course, you’re a start up). So the process of building a compelling employer brand starts with identifying your existing employer brand—the perception people, including yours, already have of your organization as an employer. Bottom line, to address all elements of your employer brand, you need to involve people who truly understand those elements.

Word from the wise: “Customer and employer brand are two sides of one coin.”
We’re often asked if the employer and client facing brands should be different? Or do they deserve different communication treatments? The answer is no and a qualified yes.

A well-respected employer brand consultant from the UK blogs: “To some extent, the concepts of employee and customer brand are interchangeable. A well-ordered firm wants its external customers to consider themselves part of the family and its staff to feel that they are respected and their needs are met. Brand equity is the same but carried around in different heads. The missing link, however, is to see customers and employees as two sides of a similar coin or, more accurately, as two components of the same brand equity.”

We say amen. Especially in the professional services world where your firm’s brand is only as good as your people’s ownership of your brand promise. You’ll invite ridicule if you say, for instance, “we try harder,” when your people don’t.

So no, we advise, you should not have separate firm and employee brands. But yes, you may need to field different campaigns or variations on a theme when targeting the internal audience. The employer brand must have the same DNA as the customer brand. And, if you do it right, internal and external campaigns can be one and the same.

Leverage the power of engagement.
Through the years we’ve seen a lot of good and bad employee-focused initiatives and campaigns. A significant learning is that there’s a fundamental difference between engaging an employee and communicating with them—or failing to do so. This principle may seem rudimentary, but it’s a mistake we all make at one time or another. Just ask your preteen or teen whose favorite facial expression is the eye roll and favorite phrase is “whatever.”

All too often, internal communications are seen as a one-way street: management is perceived to be simply passing down information. Too little concern is given to how these messages are received and what effects they have. Moreover, your audience is a very busy lot whose time and attention are literally money. So you need to earn their attention. Here are some tips for leveraging the two-way power of engagement:

Collect and tell stories that capture the essence of your organization.
We often half-joke that marketing is like one giant cocktail party where those who tell the best stories get remembered. And so it goes with employer branding. Slogans, mission statements, and clever acronyms (EXCEED—“exceeding client expectation each and every day”) may frame or synthesize the message, but stories bring the brand to life and make it real. As you do your research on the existing employer brand, be sure to gather lots of front-line stories that personify the optimal employee experience.

Engage in campaign testing: Trust, but verify.

Once you do your broader research on the perceptions of employees, you should use focus groups, one-on-one conversations, or some other form of testing to be sure the campaign you’ve created will fly. Trust your creative team, but show your people your ideas, themes, headlines and images so you can get a clear sense of what works and why (and minimize the risk of having your people roll their eyes at you).

Your walls can talk: Rethink the internal media plan.
If your organization is anything like most of those we see, your people are inundated with internal messages about strategic, financial, people, civic, charitable, industry and service line programs—this is on top of the day-to-day flow of client communications. All the typical channels are used in excess—emails, voicemails, phone conferences, meetings. This overload results in a tendency to tune information out—even the important stuff found on your intranet.

So what’s an employer branding team to do about all this? Get as creative with your media plan as you do with your campaign. Use your walls, common areas, bathroom mirrors, offices, cubicles or any other available space to surround your people with the employer brand. Think like a consumer goods media planner (or a retail space designer) and find a way to rise above the email flood.

In conclusion
Most service firms invest heartily in recruiting, retaining and developing the right talent. And in a world of “Best Places to Work” awards and things like Vault rankings, employer brand management is no longer a nice to have item. It’s a business imperative. As you tackle or consider tackling the process, remember that any brand is an identity based on a promise of value, different than others. The goal of branding is to discover, articulate and present your organization’s personality—its resources, expertise, modus operandi, style and aspirations. The process requires many stages—all enlivened by your passion to enunciate and market your organization’s unique strengths and identity.

Greenfield/Belser's Big Idea is published monthly. For more information, visit greenfieldbelser.com.

 

August 28, 2008

Part 2: The Reptilian Brain - Surprising Results from Brain Science

In our post two months ago you learned about the evolution of the brain and, we hope, got a taste of the power of the emotional brain to bring the rational brain to its knees. We need a bit more science to pull us along as we delve further into the efficacy of advertising (in which, you will remember, we want to include Web sites, collateral materials and other marketing efforts).

The amygdala and the hippocampus
If you flash your logo on a screen, it is registered in the hippocampus, part of the limbic system, which contributes to memory formation. But the hippocampus can only hold onto a few bits of information for short periods of time. To extend the memory, the hippocampus has to “talk” to the amygdala, which searches for and ultimately “matches” that immediate memory with other memories in its storehouse.

Let’s explain this again with an example: If you see a Coke can, your hippocampus holds that impression until it can match that impression (or “immediate memory”) with the taste and satisfaction of the contents of that can. The hippocampus, says Isobel Butcher, is like a “cloakroom attendant who receives your ‘stimulus ticket’”—Coke logo and can—and matches it to the contents of the cloakroom in the amygdala—all other experiences you’ve ever had with Coke.



The amygdala winds up playing an incredibly important role in our lives. Match a past memory with a current stimulus and you get an immediate emotional response before a thinking response has time to even stumble awake. I picked up my gardening gloves on Saturday to find a harmless lizard had hidden itself underneath. I jumped three feet. I’m not embarrassed; I quickly determined the lizard to be harmless but I was out of harm’s way before the recognition of “lizard” crossed my mind. That’s the limbic brain stirred by the amygdala in response to the stimulus temporarily registered in the hippocampus. Got it?

It’s no leap at all to recognize that positive memories provoke similar instantaneous reactions in favor of a stimulus just as negative memories provoke fright and flight from a stimulus. All pre-conscious!!!

Who’s “the Decider” and how do we know it?
Dr. Dean Shibata, a University of Washington researcher, confirms what all research on the brain affirms:

People use the emotional parts of their brain to make so-called rational personal decisions. Neuropsychologists have begun to believe that emotional and rational parts of the brain may be more closely intertwined than previously thought. Our imaging research supports the idea that every time you have to make choices in your personal life, you need to “feel” the projected emotional outcome of each choice—subconsciously, or intuitively. That feeling guides you and gives you a motivation to make the best choice, often in a split second.

Exactly. Even when the decision doesn’t appear to be emotional, people employ the emotional brain to make a decision.

Let’s take a quick look at some other research as reported by Dermot McGrath on Wired.com from London:

Scientists…using a technique known as magnetic encephalography (MEG)…have identified the brain region that becomes active as the shopper reaches to the supermarket shelf to make their final choice…Within 80 milliseconds their visual cortex responds as they perceive the choice items. A little later, regions of the brain associated with memory and speech become active.

In other words, emotionally, we are primitive animals as buyers stalking the aisles.

Emotion informs thought
In The Advertised Mind, Erik du Plessis looks at the science of how learning occurs, confirming there has been a major shift in neurologists’ understanding of how we pay attention. This is what your boss needs to understand:

At the center of this new paradigm is the thesis that it is emotion that governs all our behavior; driving our unconscious reactions, but also determining what becomes conscious. Emotion feeds into, shapes and controls our conscious thought.

Good golly, Miss Molly. I don’t know about you, but this idea hit me like a ton of bricks, not because it’s so outrageous but because it so clearly explains how we act in our day-to-day lives. And by extension, it explains how we respond to advertising.

But before we can pay attention, we need to attract attention. “Since emotion plays a key role in the directing of our attention, the task of the ad is to evoke emotion in us,” du Plessis says.

Let’s press the pause button. There is a lot of activity focused on how the brain works. We have three hypotheses to examine before we can finally conclude how advertising works. They are these:

1. Tim Ambler’s MAC (Memory-Affect-Cognition) hypothesis, as reported by David Penn of Conquest Research Ltd., that it is the “affective content that drives advertising effectiveness and our ‘thinking’ merely supports a decision that may have been already made.”

2. Robert Heath’s LAP (Low Attention Processing) model, which suggests that “implicit learning [that is, environmental or peripheral learning] is probably much more important than explicit (conscious) processes.”

3. Likeability rules. In other words, liking an advertisement is much more predictive of its success than any other factor.

Before we go further, we should probably explain that emotions are not the same as feelings. Emotions are “simple, unconscious and non-verbal responses—shortcuts to help us make choices.” Expressed feelings that show up in focus groups, for example, are almost certainly disguised or rationalized after the fact by the participants. (In fact, the more that the topic under discussion is turned over, poked and prodded, the further away you get from knowing what you really felt about it.)

We have compelling research that proves we respond to stimuli before our conscious brain kicks in with a reason why. That research identifies a moment in time. But what about all the other moments that make up our day?

The reptilian brain at work
The limbic system monitors our environment constantly and automatically. We cannot be conscious of this monitoring because we would flame out. The neocortex does not have the processing power to bring every stimulus to the level of consciousness. In other words, if fight or flight isn’t necessary, then we amble along with intermittent attention or focus.

As part of our monitoring, we are matching our sensory input (taste, smell, touch, sound, temperature, etc.) to existing memories. It’s unconscious and automatic. This constant monitoring may cause memories to become conscious—a savory smell reminds us of that vacation in Mexico—but more generally simply adds to our storehouse of unconscious impressions.

Emotional charge
So, during the day, we move along most of the time absorbing ordinary impressions, ordinary stimuli. But if something big happens, it makes a big impression. It is the emotional charge of stimuli that determines how much attention we pay (a lot or a little). Emotion stimulates and guides our attention.

Meanwhile, most learning (picking up impressions for storage in memory) is incidental, not deliberate. In other words, just walking down the street nets a basketful of impressions that seldom rise to conscious notice. Doesn’t matter. You’re “learning” nonetheless.

Left-brain types—or maybe most of us—will often say they are not influenced by advertising but, in fact, viewing advertising is incidental learning. The effects may show up long after the viewing is forgotten. In Looking for the Emotional Unconscious in Advertising, David Penn writes “Brain science suggests that much of what we know about brands is learned implicitly (i.e., at low or no awareness) which means that we know a lot about brands, but don’t necessarily know how or where we learned it.”

Whoa!

Let’s examine the other extreme: Soldiers suffering from post-traumatic stress syndrome (PTSD) are, in essence, suffering from powerful memories with substantial emotional charge. Witness the stunning impact of a negative memory. (It seems we are less inclined to remember positive ones—another survival strategy of the limbic system.)

The emotional charge of seeing a logo or advertisement would hardly seem to rate compared to a war-time experience. Yet we all remember, can recite or sing complete commercials or jingles, often from our childhood. Why? Because we don’t just remember that which we fear. We also remember what gave us pleasure, what gave us comfort, what gave us warmth. Research suggests quite strongly that the most memorable advertising is simply likeable. (By the way, this may explain why advertising designed to change behavior—against drug use or alcoholism or war, etc.—has questionable impact. It’s intent is to scare the reader into better behavior but it’s never likeable, therefore, not useful nor remembered.)

The reptilian brain at play
SPOT’s research in 1997 of 67 brands found that only 3 percent of viewers remembered ads that were not well liked, 10 percent remembered those that were moderately well liked, and a whopping 33 percent remembered those that were well liked. Now you understand why so much creative effort is directed toward gaining positive attention for a product or service. And you can also understand why humor, whether the guffaw or the interior smile, plays such a role in the result.

At their simplest level, all emotions can be reduced to two: positive (pleasure or positive inclination) or negative (fear or negative inclination).

Building brands: The role of media planning in remembering and forgetting
The study of brand building is as much about the study of how the brain forgets as it is about how the brain remembers. One research study led media planners to the conclusion that the brain needed three impressions to “remember” an ad, asking on the first viewing, “What is this?” On the second, “What does this say?” And on the third, “I’ve already seen this.” But because each person is different and we attend to things based on our emotional history, one individual may go through this sequence in the prescribed three viewings while another may take 20! Or so we thought.

This idea was stood on its head in a 1995 study of 78 advertised brands in 2,000 households over a two-year period. Researchers found that significant remembering occurred among this audience seven days after only a single viewing! The reason: likeability.

In other words, the effectiveness of a campaign perhaps has more to do with its appeal than frequency of repetition. It has always amazed us that firms will pay hundreds of thousands—even millions—of dollars to fill pages or screens with boring ads. Why? Almost always because the average agency is less expensive than the good one. Or because great creativity is terrifying. But science is telling us those who try to save a buck or save their sense of propriety are wasting all of their dollars.

Long-term memory
While getting noticed and liked is step one, advertising and marketing do not end there. Advertisers must still concern themselves with long-term memories of the brand. A well-trodden, oft-repeated path is easier to walk to your goal of brand awareness than a blazing trail.

Cutting through the clutter

Common sense tells you it will take more exposure to establish a new memory than to confirm an old one (hippocampus to amygdala: “What prior memories have you got for me to relate to?”) This is good news for products and services that are well established if their position is a favorable one in the mind of the viewer. But even in this instance, changes to an established brand name are learned more quickly than poorly known products and services. This is because brand memories are already stored in that “overstocked cupboard” called the amygdala.

Impressions created by the brand must resemble one another to be beneficial to the brand simply because that cupboard is overstocked. This confirms the value of brand standards, doesn’t it? Remember, advertising in all of its forms works to create new associations for a brand as well as keep existing associations fresh “in mind.” Hark back to the theory of incidental learning: New impressions for familiar brands may be “ignored” by the conscious mind “simply because there is no need to retain [them] in working memory.” Nevertheless, those incidental impressions go into the brand storehouse of the mind.

Effective branding in summary
We know this is a lot to absorb. We hope you’ll go back and read this again. And, then perhaps, read it yet again. By way of parting, we’d like to share these thoughts with you:

Back to remembering and forgetting—which is to say, learning—the effectiveness of your advertising and marketing is influenced by:

  • The positive emotional response created by the branding efforts
  • Simplification that aids memorability (like cue cards that help a speaker along)
  • How well the impression created is linked to the brand using tools such as imagery, mood, color and voice consistently
  • Authenticity or believability. Claims are invariably suspect when asserted by the advertiser. They require proof or a more subtle, nuanced creative approach to create a gut-feeling of believability. Making unbelievable claims for a brand or category can deal a severe blow to your brand equity. Contrary to popular belief, truth is a long-term winning strategy in branding!
  • The impact of creativity trumps the number of—and interval between—exposures to the advertisement (think broadly, remember—ads, Web sites, brochures, etc.)
  • Competition among memories must be factored into your marketing strategy; familiar products and services or categories are easier to introduce and reinforce than new products and services or categories.

Finally, important to understand about branding is that our memory of a brand is not one “consistent, cohesive entity, but is made up of a series of memories and associations that…will never be stored or remembered in its pure form, but as part of a much more complex and constantly evolving [composite] construct.” (Isobel Butcher) Brands are part of the very fiber of your being, like it or not. They are filtered through your experience and stored without your consent.

Being “on-message” is key to branding success. But being “on-emotion” means your brand efforts—advertising, Web site, collateral materials—are more likely to be “seen, read, believed and remembered.” —Dan Hill, CMO Strategy

Greenfield/Belser's Big Idea is published monthly. For more information, visit greenfieldbelser.com.


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