Item 3: Sorry that you can’t see the board post on this third citation. Perhaps you’re on the board and have seen it. If not, my summary is that one person asked for “ideas to help drive people to our Facebook page.” Many people replied with ideas that worked for them to get to 1,000 likes in X number of days. The conversation on the board reminded me of this great email exchange I had with an industry contact of mine in regard to his questions about Facebook strategies and my follow up questions about what his goals are. He said:
“I’m going to have to get my Senior Management Team to agree on the ‘Goal’. I find that a lot of my friends up this way have jumped into the Social Media craze, but when I ask them what their goal is, they have no idea. My management team has a history of introducing new products and services, and when I ask them what the goal is, they look at me like I have ten heads. I always ask them, ‘how will you determine if this is a success or not?’ and I just get stares.”
Unfortunately, the focus of the board post became getting “likes,” which we will assume has become the unofficial currency of most bank Social Media efforts. I did like one poster’s closing comment to “Have fun and look for a ROI!” Unfortunately, liking unicorns and finding unicorns are not the same thing.
ROSMI Summary: CMO, “I like unicorns.” Another CMO, “Me, too. Hey, look, a Leprechaun! Sorry, I’m easily distracted. Hey, look, a shiny object.”
Item 4: If you’re not reading Dave Martin on American Banker or through his www.ncbs.com site, then you’re missing out! (Subscribe to “Dave’s Instore Newsletter” on the right side of the page…even if your financial institution doesn’t have any “in-store” branches.) I’ve never met Dave but have been reading his newsletter for years now and he’s a great blend of sales and marketing…something all marketers should strive for.
You must click and read this article…come on, you’ve come this far. Here it is again: Dave Martin on American Banker’s Bank Think titled “Your Staff’s Time is as Valuable as the Customer’s”
Here is the most important statement in that article in case you missed it or didn’t click the link despite my pleadings:
“When managers express concern about employees feeling micro-managed about their time, I smile and say, “Well, that’s easy. Don’t micro-manage.” I simply suggest that we stress to folks that their talents and desire to succeed may be unlimited. But their time is not.
Employees don’t need (and, in fact, resent) being told what to do with each minute of their day. But regularly reminding them, in word and action, that their time is a valuable asset improves the chances that they (and you) will get the most out of it.”
I was speaking to a group of college English majors last week – Yes, I’m a former English major who ended up with a decent career story so I get invited back to speak occasionally – and one of the questions was whether hard work or talent was more important to get ahead. While I could have taken that question in any manner of different directions – creativity is king, saying no to idiots is kind of valuable, brownnosing will save us all – I answered it in the most honest fashion by stating that both are important. But, that talent and hard work must meet at a supply and demand intersection of sorts. “Hard work” as defined by looking busy all the time and answering emails at night is no substitution for leveraging your talents to achieve high level results. Your talents should be abundant to you but also limited to the company – if there is only one of your talents, that’s not just job security but job creation! Then the ultimate goal is to apply your talent with focus so you’re not defined as a hard worker but as a producer of results.
[Your ability to utilize your limited amount of time] X [the high-payoff talents you possess] = How you will be judged by your organization
Just because you have “social media technical skills” doesn’t mean they are high-payoff activities for your organization. And, the ability to utilize your limited amount of time means you need to have awareness of how to create results that matter…to your employer! Where does generating “likes” fall into this equation? It doesn’t.
ROSMI Summary: Hunting mythical unicorns isn’t something most people are well suited for and most likely won’t become a career defining endeavor. It’s best left to the Care Bears…or whoever hunts them…(I’m not a big Sci Fi fan so may have that one wrong).
Post four of this series wraps up this wild ride with some advice on how to put your social media efforts into proper perspective.
About Mark Zmarzly: Mark Zmarzly is VP of Financial Services at ACTON Marketing, and an accomplished marketing, business development, banking, and creative professional with demonstrated success solving customer acquisition, marketing, and profitability problems. He has worked with financial institutions from 1 branch up to 1,700+ branches in the areas of marketing, copywriting, account management, consulting, teaching, social media, and business development. You can find his insights on issues facing the financial industry at www.ihelpbanks.com and on Twitter @BankMarketing. You can also connect with him at http://www.linkedin.com/in/markzmarzly.