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Common scenario: a senior consultant or the
principal of the PR agency fronts the pitch
and services the account -for at least the
first few months anyway - then, as time goes
by, you find more and more medium-level to
junior consultants working on your account.
Not only do they have little real understanding
of your firm or industry, they have little
credibility with your senior people.
Yet the very reason you appointed the agency
in the first place was because of the quality
of the senior players and their knowledge
of your industry.
Another
common scenario: A PR consultancy positioning
itself as a broad-based marketing and communications
groups, offering to undertake a range of services
it sometimes has little real experience and
/or expertise in (e.g. brand strategy, market
research, CRM, marketing planning).
The
core skill set you seek and expect from a
PR agency should essentially revolve around:
-
storyline and editorial development for media
coverage
- media relationship development and management
-
media training
- issues management (including thought leadership
initiatives)
- crisis management
- sourcing targeted speaking and sponsorship
opportunities
- related events management.
If
you want external brand counsel or marketing
planning expertise, it is sagacious to engage
specialists in these areas.
Accordingly,
in appointing a PR consultancy, it is vital
to conclude a clear and mutually beneficial
external supplier agreement that specifies:
- The precise nature of the services to be
offered (i.e. what you do and don't want,and
are prepared to pay for)
- A clear set of KPIs linked to wider strategic
brand and marketing objectives, including
contribution to brand awareness and brand
equity,the volume and value of leads / inquiries,
revenue generation, relationship management
etc
-
The key consultant/s who will work on your
account and their specific role/s (and an
agreement that should the main consultant
/s not be able to continue working on your
account,they will be replaced by suitably
qualified and experienced personnel)
-
The basis for remuneration (it's time that
performance-based elements were increasingly
built into PR agency remuneration,rather than
the still common industry practice of fixed
monthly retainers). |