Northwest Progressive Institute Advocate: Rather speaks at the Big Tent's Digg Stage: "Former CBS Evening News anchor Dan Rather just spoke to a filled room upstairs at the Big Tent in Denver about media consolidation and the problem with entrusting huge corporations to responsibly report the news to us.
There have been so many mergers, acquisitions, and buyouts that almost every major news organization belongs to a larger conglomerate which may be in the entertainment business or belong to some other industry that has nothing to do with news, Rather observed."
Wednesday, August 27, 2008
Tuesday, August 26, 2008
Do we want to be Web 2.0 or Web 1.0?
Event managers think we should be offering events that are more interactive (that would be Web 2.0). I certainly agree. I've checked the ISUE web site today looking for activity at a farm show exhibit in central Iowa. Nothing. As of 1:15 p.m. today, there were no photos posted from this week, no live web cam, no blog, no interactivity online. I helped with initial plans of this year's show before I came to K-State so was interested to see the display in action.
By the way, if you look at the photos on this site from the setup crew, two of the young adults (on the left in the photo) are mine. Just a proud mama here.
Online video
In an interview with Travis Fox of the Washington Post by Al Tompkins of Poynter Online, he outlined how online video can improve journalism. Some of the tidbits I picked up include:
Good storytelling. “What works well in video -- namely characters and emotions -- has universal appeal no matter the story.”
Keeping audience engaged and story length. “We just need to be careful not to apply the same technical standards from any traditional media to new media.” In other words, let the story dictate the length of the video.
Improved technology delivery. “We are becoming a production company that creates work that goes out in many directions like spokes on a wheel -- to your computer, your phone, your TV. And let us not forget, your morning newspaper.”
Good storytelling. “What works well in video -- namely characters and emotions -- has universal appeal no matter the story.”
Keeping audience engaged and story length. “We just need to be careful not to apply the same technical standards from any traditional media to new media.” In other words, let the story dictate the length of the video.
Improved technology delivery. “We are becoming a production company that creates work that goes out in many directions like spokes on a wheel -- to your computer, your phone, your TV. And let us not forget, your morning newspaper.”
Monday, August 25, 2008
Go miniman!
Take a few minutes and check out legos web site for the 30th birthday of this creative toy. There is something about interactivity that can help engage people on a web site.
Thursday, August 21, 2008
Looking for a car with an internet connection?
Well, it looks like Chrysler is the first car to offer this option. This will be another nice feature for people who take their office with them in their cars or just need to stay connected.
Wednesday, August 20, 2008
More information on news consumption
This report from Pew has some interesting information on the declining of traditional news sources, the blending of traditional news sources and the internet, and those who look to the web for news. Take a look. By the way, I consider myself an Integrator. What are you? And, I have printed it out...I can't stand to read all those pages online.
Tuesday, August 19, 2008
Friday, August 15, 2008
Worth looking at...
AP's report on how young people use media. Check it out. I have a printed out version in my office since I can't read a pdf laid out in columns online.
Thursday, August 14, 2008
Twitterdom
Many of you may not know that I have a twitter account. At first, I used it for keeping up with my colleagues. From reading their twitters, I would know if they were painting their kitchen, watching a movie, or frustrated with an issue at work. The last few weeks I have been using it in a completely different way...I have signed up to follow social media gurus, PR professionals, and news hounds who twitter. It is amazing the little tidbits of information you can pick up on. Al Tompkins at the Poynter Institute feels that newsrooms should all have twitter pages. I'm considering trying one out here at K-State to see if it will help us get the message out about the stories we are working on.
Tuesday, August 12, 2008
Check this one out...citizen journalists
Here's a list of citizen journalists sites. Thought you might find it of interest.
Friday, August 8, 2008
Webzines
There is an article in the NYTimes on webzines, magazine type information for the web. The article says, “People still like flipping a page and experiencing great photographs on paper,” said Imran Amed, the publisher of The Business of Fashion, a Web news site. But a Webzine, he said, “can be much more dynamic, change its content faster, create dialogue with a bunch of people passionate about the same topic, and push the envelope in getting them to interact.”
The article goes on to site speed of access and a clubby feeling give Webzines an edge with readers whose need to track down the latest cult jean or downtown boîte borders on compulsion.
The challenge for a Web magazine is to find ways of reaching a target audience. "Most online publishers are self-styled cyberfrontiersmen, struggling to differentiate their sites from the wilderness of chatty blogs, columns and newsletters, few of which have a distinct identity," the article says.
As we move to providing more of our information in a converged format on the web, we also need to be able to differentiate our site from others. We need to pay attention to what Amed says...be dynamic, change content quickly, and dialogue and interact with our clients who are passionate about our information. We have great research-based information. We know our content is good and relevant. We need a distinct identity.
The article goes on to site speed of access and a clubby feeling give Webzines an edge with readers whose need to track down the latest cult jean or downtown boîte borders on compulsion.
The challenge for a Web magazine is to find ways of reaching a target audience. "Most online publishers are self-styled cyberfrontiersmen, struggling to differentiate their sites from the wilderness of chatty blogs, columns and newsletters, few of which have a distinct identity," the article says.
As we move to providing more of our information in a converged format on the web, we also need to be able to differentiate our site from others. We need to pay attention to what Amed says...be dynamic, change content quickly, and dialogue and interact with our clients who are passionate about our information. We have great research-based information. We know our content is good and relevant. We need a distinct identity.
Thursday, August 7, 2008
Kansas radio stations online
This is a useful link for finding out what Kansas radio stations are broadcasting throughout the state, and if they have a web presence. It is divided up regionally also....
Wednesday, August 6, 2008
New Media Research
Here's a report that Kris Boone shared with me today...it has a lot of helpful information about how new media is changing traditional marketing, with the new style "characterized by conversation and community". Note>>>there's that community word again. Social media are changing the way we think about media and influence. The report, "New Media, New influencers and Implications for Public Relations," is from the Society for New Communications Research. The biggest disappointment I have with the report are the typos throughout...I certainly hope new media doesn't mean sloppiness on the part of professionals.
If you don't have time to read the report (I printed it out if you want to borrow it), these are the conclusions:
1. Social media is becoming a core channel for disseminating information.
2. Blogs, online video and social networks are the most popular social media tools (now).
3. The top criteria for determining relevance and influence of blogs or podcasts include quality of content, relevance of the content to the brand, and search engine ranking.
4. The top criteria for evaluation someone's influence in online communities and social networks is participation.
5. About half of communicators are measuring the effects of social media.
There are several case studies. The summary of the case studies is that direct communication (using conversational voice, and supported by real people with an independent interest) can make a huge difference in the way people understand and interact with their brands.
If you don't have time to read the report (I printed it out if you want to borrow it), these are the conclusions:
1. Social media is becoming a core channel for disseminating information.
2. Blogs, online video and social networks are the most popular social media tools (now).
3. The top criteria for determining relevance and influence of blogs or podcasts include quality of content, relevance of the content to the brand, and search engine ranking.
4. The top criteria for evaluation someone's influence in online communities and social networks is participation.
5. About half of communicators are measuring the effects of social media.
There are several case studies. The summary of the case studies is that direct communication (using conversational voice, and supported by real people with an independent interest) can make a huge difference in the way people understand and interact with their brands.
Tuesday, August 5, 2008
Good example
Here's a great example of how the New York Times has embedded audio over photos on this short piece on wind generators. I could see us doing more of these from some of our field days.
Monday, August 4, 2008
Find News Fast
Al Tomkins gave a wonderful presentation at the Ag Media Summit on helping us break our migratory patterns when looking for news. We all tend to go to the same places...which means we miss some of the good stuff. Check out his notes and try something new.
Working with the Millennials
Jacquelyn Ferguson presented a session on ideas to better motivate and manage millennial colleagues. Her main advice was to know the shared values of the generation...this dictates their behavior. This generation has a strong sense of entitlement as they have been "the stars of their own lives".
The millennials are defined as the wired generation, those born in 1982 and later. Their answer to questions or situations such as, "if you don't get the position you want, ask why until you get an answer, if you don't like your job, or if you don't like your boss, is to leave the job. They will most likely have several careers in their lifetime (note: not jobs, careers).
For their formative years, the millennials grew up with major world changes, soccer and helicopter parents, respect for authority, technology, terrorism and war, significant corruption. They are living an extended adolescence...living at home longer, job sampling, more interested in fun for now, postponing marriage (due to greater college debt, credit card debt, job insecurity, and plan to work for 80 years or more). They have been over parented and over supervised, so are less independent thinkers, risk-takers and creative.
At work, the millennials are comfortable with the older generations, optimistic with a team spirit, and enjoy collaborating. They want meaningful work now. They like variety and change. They have a strong sense of entitlement with unrealistic expectations. They need to be supervised, and need clear goals and structure. They want to be included in decision making. Technology distracts them. They may ignore the chain of command. They need lots of feedback and reinforcement. Need lots of attention. They are not loyal yet. They want a work/play balance. They will become competitive and career minded.
So what are the shared values of this generation? They have optimism, love their parents. They want to do work that has meaning and makes a contribution. They believe in civic duty and patriotism. They are focused on education. they want a stricter moral code. They value hard work. They are very competitive due to their huge numbers (80 million). They value diversity and have no gender or racial expectations. They value cutting-edge technology, inclusion and life-long learning.
So, what matters most to this generation?
A great boss; challenging, meaningful work that impacts the world; collaborative work with committed co-workers; and reaching their financial goals since they can't count on social security.
As managers of this generation, we need to show how their work is relevant and meaningful; tie it to bigger purpose/goal. Throw out gender role expectations. Use mentoring programs with older workers. don't be an overbearing parent/boss...don't be condescendingly correct or yell at them; give constant, specific feedback; criticize carefully; give them lots of attention. Provide them with strong orientation, confront and correct unrealistic expectations. Give structure and clear rules (including technology use and dress code). Engage them on their first day of the job. They may need protection (helicopter parents negotiating for them). Reward them with greater responsibility soon and frequently. Work with them to develop a clear career path. Recruit them where they are (MySpace).
Motivate them with meaningful work; providing them with other bright and talented people, treat them as adults, include them in decision making. Provide life-long training opportunities. Give them challenging work and creative outlets. Provide them with resume-building work, clarify how their job can add to a resume. Provide flexibility in outside interests. And connect their responsibilities to their personal and career goals.
The millennials are defined as the wired generation, those born in 1982 and later. Their answer to questions or situations such as, "if you don't get the position you want, ask why until you get an answer, if you don't like your job, or if you don't like your boss, is to leave the job. They will most likely have several careers in their lifetime (note: not jobs, careers).
For their formative years, the millennials grew up with major world changes, soccer and helicopter parents, respect for authority, technology, terrorism and war, significant corruption. They are living an extended adolescence...living at home longer, job sampling, more interested in fun for now, postponing marriage (due to greater college debt, credit card debt, job insecurity, and plan to work for 80 years or more). They have been over parented and over supervised, so are less independent thinkers, risk-takers and creative.
At work, the millennials are comfortable with the older generations, optimistic with a team spirit, and enjoy collaborating. They want meaningful work now. They like variety and change. They have a strong sense of entitlement with unrealistic expectations. They need to be supervised, and need clear goals and structure. They want to be included in decision making. Technology distracts them. They may ignore the chain of command. They need lots of feedback and reinforcement. Need lots of attention. They are not loyal yet. They want a work/play balance. They will become competitive and career minded.
So what are the shared values of this generation? They have optimism, love their parents. They want to do work that has meaning and makes a contribution. They believe in civic duty and patriotism. They are focused on education. they want a stricter moral code. They value hard work. They are very competitive due to their huge numbers (80 million). They value diversity and have no gender or racial expectations. They value cutting-edge technology, inclusion and life-long learning.
So, what matters most to this generation?
A great boss; challenging, meaningful work that impacts the world; collaborative work with committed co-workers; and reaching their financial goals since they can't count on social security.
As managers of this generation, we need to show how their work is relevant and meaningful; tie it to bigger purpose/goal. Throw out gender role expectations. Use mentoring programs with older workers. don't be an overbearing parent/boss...don't be condescendingly correct or yell at them; give constant, specific feedback; criticize carefully; give them lots of attention. Provide them with strong orientation, confront and correct unrealistic expectations. Give structure and clear rules (including technology use and dress code). Engage them on their first day of the job. They may need protection (helicopter parents negotiating for them). Reward them with greater responsibility soon and frequently. Work with them to develop a clear career path. Recruit them where they are (MySpace).
Motivate them with meaningful work; providing them with other bright and talented people, treat them as adults, include them in decision making. Provide life-long training opportunities. Give them challenging work and creative outlets. Provide them with resume-building work, clarify how their job can add to a resume. Provide flexibility in outside interests. And connect their responsibilities to their personal and career goals.
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