PR Training Pulse of the Profession

Status Update: Millennial Staffers Can Update Your Social Media Plans

There’s a real opportunity to advance your organization’s value proposition by building on their social media skills. Tapping on these new professionals may seem like a gamble. You don’t want them speaking to clients, let alone producing messaging. However, to increase your organization’s toolbox and capture the attention of younger staffers eager to get ahead, the social media space is an ideal testing ground.

Recent college graduates and interns may be consigned to carrying lattes and other administrative tasks, but there’s a real opportunity to advance your organization’s value proposition by building on their social media skills.

Millenials grew up in the glow of the computer screen, and have spent a significant portion of their lives socializing on Facebook, Twitter and other new media sites. Senior professionals who (ahem) remember mimeographs and Betamax are probably less savvy in the social media space.

Tapping on these new professionals may seem like a gamble. You don’t want them speaking to clients, let alone producing messaging. However, to increase your organization’s toolbox and capture the attention of younger staffers eager to get ahead, the social media space is an ideal testing ground.

Depending on your confidence in younger staffers, there are a number of ways your organization can tap on their expertise and also teach them about the industry.

A good starting point is to task new professionals with building up senior staffers’ profiles and networks on the organization’s social networking accounts. New professionals can learn who the key players are and what types of business opportunities are currently being sought. Also, they may draw in new leads.

Another online responsibility can be to regularly track your online messaging through sites like and In this way, new professionals can improve your organization’s grasp on target demographics by tracking what is creating hits and what’s falling flat.

Finally, the online space is an excellent opportunity to try out different messaging and programs, like tweetups and viral videos. New professionals can propose programs that are just gaining traction, that you may not have heard of. So always ask them what they’ve heard is the next big thing.

If you have a new professional you’d like to provide professional development in social media programs, please register them for our upcoming seminar and networking event, “Honing Your Social Media Skills While Networking with New Professionals in Atlanta, on September 24 in Atlanta, GA.    

 Ben Garrett, PRSA Health Academy board member and co-chair of the 2009 Health Academy Conference,  is an award-winning health producer with more than 28 years of experience in broadcast public relations, and an innovator in health care communications on the Web. Garrett is currently the executive producer of On the Scene Productions. Connect with Ben on  on LinkedIn, Facebook, MySpace and Twitter@bengarrettotsp.


  • Hi Ben,

    I apologize if I completely missed the point of this statement:

    “A good starting point is to task new professionals with building up senior staffers’ profiles and networks on the organization’s social networking accounts.”

    Social Media should have a tone of authenticity and your own personal brand. Senior staffers should build up their own profiles, not have a millennial do it for them. Even if it’s on the organization’s SM accounts, that should be the responsibility of the person being talked about. Otherwise, you run the risk of being portrayed as something you’re not.

    Am I understanding this right?

    I think Millennials and senior staffers can truly work together – senior staffers can bring their knowledge of social media and branding strategy to the table, and Millennials can learn from that and bring their knowledge of the platform. SM is a team effort at the corporate level.

  • A few problems I have with your thinking, Ben.

    1) If you don’t want young professionals to be speaking with clients or producing message, why did you hire them? Shouldn’t you have confidence in your entire staff? Also, what does this say to your clients? The key to agencies and companies finding success is having a wide array of talent. Why would your staff to be cut from the same mold?

    2) It’s not the job of younger professionals to build up your profile. That is your job. You don’t want these folks to speak with clients, but you’re fine with them building up your profile? Doesn’t make sense.

    3) Just because someone is young, that doesn’t mean they know social media. Just because they grew up with Facebook and the likes, that doesn’t mean they know strategy. There’s more to social media than simply creating and updating.

    4) Social media is NOT a space that is good for “testing things out”. Social media needs to be treated like any other tool. It needs a strategy and a purpose. You don’t throw everything against the wall and hope something sticks.

    I’m very concerned with your thinking and rationale behind hiring a young professional. There are a lot of talent young folks in social media AND traditional PR. Don’t base your assumptions on age, base it on talent.

  • Ben,

    I have to say I’m pretty concerned about your comments here and hope you plan to position them differently at your conference.

    Young professionals have a definite role in the public relations world beyond bringing coffee but I would really caution any of my clients against turning a young person loose on social media. As a senior professional, I find that I use social media tools differently than millennials and especially differently than my teens. It doesn’t mean any of us are right or wrong but it DOES mean we need to understand how it all fits into a bigger and broader communications picture. I’m not certain someone who’s a new professional can do that.

  • Contrary to the comments above, I actually tend to agree more with Ben’s point of view. While I don’t think that young staffers should take sole ownership over executives’ social networking profiles, it’s completely valid to say that they’re equipped to help get them started (busy, traditional-minded execs could use a little social media hand-holding).

    Big takeaways from Ben’s article above:

    1. Young employees have a valuable point of view when it comes to using social networks. It’s worth listening and taking these thoughts into consideration.

    2. Assign proficient members of your organization to monitor your company’s online presence.

    We’re experiencing a tremendous shift within the communications landscape today. Somewhere between the old rules of PR and marketing and the new practices in the social media world will emerge a hybrid. My prediction is that will come when digital natives mature as professionals in the workplace and mature in such a way where they’re empowered to utilize their social prowess in a way that generates measurable business results.

    @mary — Millennials make up individuals born between 1980 and 2000. There are a significant number of us who have been out of college for several years now so I don’t think Ben was really referencing teenagers, but rather twentysomethings in the workplace.

    Also, keep in mind that given the recession, there are lots of recent graduates who are occupying intern-level roles.

    @ben — “It’s not the job of younger professionals to build up your profile. That is your job. You don’t want these folks to speak with clients, but you’re fine with them building up your profile? Doesn’t make sense.”

    Point taken, but it’s not an executive’s job to spend hours a day on social networking sites either. There’s a balance that can be achieved and that really involves a team effort.

  • This statement says a lot “You don’t want them speaking to clients, let alone producing messaging.”

    Basically, Kasey said it all a lot better than I can here. This is a debate of tactics, authenticity and skills. Yes, a younger employee may have the ability to post a URL to Twitter. But do they know about ROI? How about Measurement?

    This article just seems a bit misguided… Perhaps an intern should have checked it.

  • Hi Ben,

    I’d like to comment on one point you made in regards to young team members building up the profiles and networks of senior staffers.

    I own a small agency and I can’t imagine tasking my staff with building up my profiles. I thoroughly enjoy learning about social media, and sharing thoughts with others. As our senior strategist, I’m the best qualified to share my own personal thoughts on our industry, which I believe is what my followers are looking to me for. It would be a disservice to my community if someone else was manning my Twitter stream or updating my Facebook status. I also engage in social media because it’s imperative that I understand the nuts and bolts.

    I’d rather encourage my junior staffers to build up their own profiles, and to nurture their own identities. They are an incredibly savvy staff, and our entire company looks much better when we can all engage intelligently in the conversation. Our clients appreciate our collective involvement as well.

    Rachel Kay

  • I have a lot of problems with the premise of this post. First of all, building up my online profile is my personal responsibility, not that of anybody else in the firm, much less a new hire.

    Secondly, not all millenials are social networking geniuses. I teach a problems in PR class for graduate students at a major university, and only one student had a Twitter profile at the beginning of the semester. I had to literally walk them through the process, show them hashtags and how to search, and explain minute technical details to them at the first class. They are required to follow me and their classmates on Twitter and we have a hashtag for the class, but they haven’t quite gotten with the program yet. Only one had a LinkedIn profile. These are exceptional folks, smart and energetic, but not meeting the stereotype of college students with social media sophistication.

    Next, you stereotype veteran PR pros as being not too savvy on social media. I’m in my mid-50’s, remember mimeographs and the smell of E6 film processing in the TV station basement, and most of my gang is using social media professionally and personally on a regular basis. We’re teaching the kids how to use it, technically and strategically.

    Then, right after you say you wouldn’t let the newbies talk to clients or develop messaging, you put them in charge of messaging on social media at Tweetups, etc., claiming that the online space is a good place to try out messages. Bad idea. Online is forever, and one bad message can go viral faster than H1N1 flu.

    I wouldn’t turn any new hire–new or experienced–loose with a client or messaging in ANY media until we’ve had time for them to be trained, get to know the client, and become comfortable with all the players. That’s not an age issue, it’s a good management/mentoring issue.

  • Hi Ben,

    I’m a little confused here and I’m concerned about your point-of-view on social media as well as young professionals. I really hope that you are singing a different song for your conference.

    1) Social media is not about “testing things out.” It’s about integration and just like anything else requires a tactic and a goal. It’s not a trend or a test-dummy. It’s not like going to the ice cream shop and seeing which flavour you like the most. It’s a tool with various facets to it. Just like anything else.

    2) Also, I believe you are contradicting yourself here:

    “Senior professionals who (ahem) remember mimeographs and Betamax are probably less savvy in the social media space. Tapping on these new professionals may seem like a gamble. You don’t want them speaking to clients, let alone producing messaging.”

    I’m a little confused. If I’m understanding right, young staffers are internet savvy but they don’t know enough about the PR the industry? Hence, you cannot trust them to produce print message, but rather only online ones?

    You’re making it sound as if all young professionals are good for is getting their bosses their latte drinks and updating a Facebook page.

    3) On that same note — just because someone grew up in the age of technology doesn’t mean they know anything about social media and vice versa. Someone who isn’t a young professional but a person on the front lines of “PR 2.0” is Brian Solis. His blog is even called PR 2.0. He throws your arguement completely out of the window. And the thing is, he is not an exception to the rule. He is the rule because I agree with Kasey, don’t base hiring someone on their age — base it on how talented they are.

    I don’t understand why Gen-Y workers and senior members of staff cannot work together. You’re making it sound as if there is a battle brewing in the office and Gen-Y is the cause of it.

  • Interesting post, Ben.

    As a Director of Social Media for a PR agency, I want to echo the sentiments of Lauren, Kasey, Rachel and other commenters.

    Social Media is not the “new kid on the block” job. It is a critical part of branding, with direct access from company to consumer. To rely solely on new hires to moderate this increasingly important segment does a disservice to everyone.

    Much to Rachel’s point, a social media presence is entirely personal, so having someone else run it for you completely ruins the purpose of it.

    When I started working in PR several years ago, I was right out of college and my company knew I would only get better. So they staffed me on smaller clients so I could learn to interact with them on a low-risk level while still giving me valuable experience. After a year or so, I was able to run with the biggest clients our company had.

    That first year accelerated my development and was much more productive for me, my company and clients than carrying a latte. I hope that you give your younger employees a similar jump start that will help them help you as soon as possible.

  • I’m very happy to have so many comments in a short time and glad the posting stirred some debate. The intent was to create some interest in the presentation I’m doing for the New Professionals Group coming up in Atlanta. Hopefully the discussion will be just as lively!

  • Ben,

    Wow. Just wow! You have just solidified exactly what social media IS NOT with one comment. All of these people took time and effort to communicate with you and you blow them off with a self-promotion comment? Wow!

    Oh, wait… you’ve deleted the comment! Don’t you know that’s a social media don’t?? Come on.

    Have you checked Twitter? You AND the PRSA are getting a lot of negative publicity because of your post. People have stated they will NOT be attending because of what you wrote here. Now THAT is how social media works.

    For any PR professional reading this and making it to the comments please take the time to learn what social media is and how it is fundamentally changing your industry (and it’s not what’s written here).

    I won’t regurgitate what smart folks like Lauren, Rachel, Sasha and Kasey have pointed out with what is fundamentally wrong with your post. But I will say that I truly hope you are not presenting “this” as social media at your conference because it’s way off base.

    Beth Harte
    Community Manager, MarketingProfs

  • As several others have posted above, I am really having a problem with some of the statements in this blog. I am the Director of Media Relations and New Media for a very large university. And I am the lead “social networker.” My staff takes its social networking cues from me. I can’t imagine having an intern post things for me or “building my profile” in my stead. Those who do not participate in social media, can not in any way lead programs that incorporate it. It is a tool and an audience that needs to be understood just like an email campaign or a media tour. If I were a client looking for advice and direction about just how to use social media in my outreach, I would want to be certain the primary strategists working on my account were the experts, not new professionals. To me, that’s just lazy.

    Certainly there is something to be said for young professionals understanding social media and what’s “hot.” But just because something is hot doesn’t make it the appropriate venue for a particular organization’s message.

    Greg Block
    @blockgreg, @SDSU_NewsTeam

  • First of all, I want to be clear that I have worked with Ben and he did a dynamite job on a multimedia project for me at my last job.

    Having said that: Dear Ben – seriously. I mean, SERIOUSLY.

    If all that recent grads/interns are good for are projects that “capture their attention,” that doesn’t speak much for their commitment to the field, does it? Many of the young professional I’ve been privileged to come into contact with don’t just want to do “cool” projects, they are intent on learning and honing the craft, willing to do the often tedious tasks that go along with paying their dues, and understanding the difference between, and progressing from, tactics to strategy. They are also generous of their own passions and expertise and when “senior” staff are willing to learn from them, it makes for a great two-way street. Can we please not place limitations on what younger professionals can or cannot do? Just as we should stop assuming everyone who has actually used a typewriter is a dinosaur?

    And, every time I hear a “senior” professional say, “if you want to get your SM program started, get someone out of college,” it drives me crazy and makes me think they have absolutely NO clue what strategic communication is about.

    Why WOULDN’T you want them speaking to clients, “let alone produce messaging?” If you’re training them right, isn’t that the best test of all? Sure, don’t throw them in the deep end, but teach ’em to fish, etc. etc. But if you wouldn’t want them producing messaging, why is it ok (according to your post) to let ’em try out “different messaging and programs” in the online space? Isn’t the underlying assumption of that statement that the online space just isn’t that important to you?

    Come on, Ben. You know and can do better.

  • I’d like to jump in with PRSA’s perspective, if I might.

    We regularly invite our members to write posts for the ComPRehension blog that speak to areas in which they are passionate and involved. Ben Garrett is a valued member. We appreciate his involvement in our organization, and we respect that he took the time to offer his opinions on our blog as a way to drum up interest in a Young Professionals event in Atlanta later this month.

    I don’t agree with everything he said, and I would have expressed some of his thoughts differently. Ultimately, I believe he’s making three points. First, reverse mentoring can be valuable. Digital natives are familiar with the tools and comfortable with the technology. Learn what you can from them, as they learn what they should from you. Second, young professionals want real responsibility. Give it to them in a way leverages their strengths, acknowledges your weaknesses and helps them grow professionally. Finally, match job responsibilities to an employee’s skill set.

    As an organization that advocates the free flow of information and listening to all the many different voices in the “marketplace of ideas,” censoring blog posts is an untenable position for us, especially when it comes to those that express our member’s opinions. Is Ben right or is he wrong? There have been opinion’s expressed on both sides of the issue.

    I also don’t think that the Twittersphere’s derision cast at PRSA as an organization, as a result of our posting one member’s opinions, is fair, accurate nor justified. Few organizations are attempting to do as much instruction in the social media space as PRSA is, and we’ve engaged several, well-respected thought leaders in the space to assist us. Not everyone will agree with everything they say every time.

    PRSA understands the strategic nature of social media and believes it is definitely one of the tools our professionals are using day in and day out. Could this blog post of done a better job of presenting the issues with a broader perspective that invited dialogue on an appropriate role for new professionals in an organization’s social media efforts. Absolutely.

    If you feel like you can help us improve, our requests for speakers and contributors are widely publicized. Consider this your open invitation.

    Arthur Yann is vice president of public relations for PRSA.

  • Hi, Arthur–

    I have no problem with respectful disagreement. All of us have differing opinions, which helps us learn and grow as professionals. I don’t have any animosity at all towards PRSA, and I would hope that most people can separate one person from an organization.

    You mentioned the goal of creating dialogue. The commenters tried very hard to do just that.

    As someone who commented on this post, and as a blog writer, I make a point of responding to comments.

    The writer posted a quick comment promoting his upcoming speaking engagement, and brushing off the respectful questions and criticisms–and support, too. That comment quickly disappeared.

    We read his argument and responded with thoughtful replies.

    I truly hope he thinks about and responds to his readers on a post he identified as controversial, before his comment was erased.

    Thank you for your response…I know I appreciated it!

  • Arthur,

    Thank you for taking the time to comment. As a long-time member, I am glad to see that the PRSA is moving toward educating members in the strategic nature of social media as well as the wonderful opportunities it presents to organizations to have meaningful, authentic, transparent, and two-way relationships with their constituents.

    I am also glad that you (hopefully) monitor social networking sites for conversations like the one we had today regarding Ben’s post, the PRSA and social media — doing so is an integral part of social media.

    The one thing I am concerned about however is the fact that Ben brushed everyone off with a comment that basically said (paraphrased) “I just wanted to promote the event hope we can continue the conversation there.”

    You know as a PR professional that is not an acceptable response to a situation like this. As well Ben deleted the comment, which is not acceptable in the social media space. A lot of us saw it and saw that it was deleted. He may not be the voice of the PRSA, but I think you might want to consider guidelines for your bloggers that include social media etiquette because actions like that do ultimately reflect on the PRSA.


    I am disappointed that you haven’t engaged in the conversation either here or on Twitter yet. I truly believe that the community and PRSA members would have welcomed a conversation and the ability to continue an intellectual dialogue/debate. Your inaction to do so, unfortunately, speaks volumes.

    Trust me when I say we are not a “lynch mob.” We are very passionate about our professions (PR, communications, social media, marketing, etc.) and it comes out in our responses. A lot of the people who commented here and elsewhere are at the forefront of changing our industry and age has nothing to do with it…but passion, hard work, and thought leadership has everything to do with it.

  • And as a follow-up to my comment and those posted afterward, let me reiterate that I would not hesitate to hire any of my students for a project. They are smart, eager to learn, fascinated with the craft of public relations, and I know they will be great employees of any firm they join after graduation. No, they’re not SM experts now. Hopefully they’ll be on the path to greater expertise in SM by the end of the semester, but I fear Ben would not hire them because of their youth, and if he did, it would be a crying shame to waste their talents having them fetch lattes and update Facebook profiles.

    When you hire good people you make an investment in your company and in their career. It is your job as a leader to help them find their niche and grow into a top-notch contributor to the firm and the profession of public relations, and that holds true whether you’re hiring a 20-something just out of school or someone in their 30’s, 40’s and beyond.

    And like others I’m very disappointed that Ben hasn’t responded in some meaningful way to the many thoughtful postings here and elsewhere.

  • I appreciate everyone who took the time and effort to respond to my blog. I think it’s important to emphasize that the opinion stated is my own and not PRSA’s. But my thoughts are consistent with a lot of my colleagues. My message to Young Professionals is somewhat different than what I would say to PR veterans, particularly those who precede even Web 1.0. I want them to understand the mindset of what management may be as the embark on their new career (keep in mind New Professionals are those within the first three years of the career). By encouraging them to help boost their managers’ online profiles, they may be helping their new agency be more relevant and visible in social media, thus also improving their value as new employees. It’s hard for senior managers to strike the right tone online (as my own blog bears witness).

  • Nothing like a good controversy to drive traffic to the blog. I haven’t stopped by here in months, but the tweets made it impossible to ignore.

    As one of the old guys (I’m 55) who is also immersed in social media, I see points on both sides. My views tend to align with Alexa’s. It’s perfectly fine for the millenials to help the older folks understand SM and build on their involvement within it. In fact, graduates of my program, Kent State, have been furthering their careers doing just that.

    There in nothing in the rulebook that says mentoring must come from the top down. As for ghostwriting tweets or conducting conversations on someones behalf — I do have the issues there. But that isn’t what Ben suggested — not even close.

    Ben’s choice of words is unfortunate: “Tapping on these new professionals may seem like a gamble. You don’t want them speaking to clients, let alone producing messaging.” But having been a senior practitioner overseeing new staff, I understood what he meant. You don’t put the newbies out front until they’ve learned the ropes.

    As for having junior staffers schlepping lattes, well, it’s one of those comments that’s sure to piss people off. But again, it’s an unfortunate choice of words that appears condescending.

    I won’t comment on PRSA’s “understanding of social media,” as I don’t pay much attention to it anymore. But PRSA as a whole should not be judged by Ben’s post, unless PRSA is acting as a gatekeeper and editing all posts. I know that’s not the case. Ben’s post is Ben’s viewpoint. (Now, if you want to talk about PRSA 1996-style website, we can chat for hours. It’s awful.)

    So you know, I’m a frequent and outspoken critic of PRSA — a 25-year member, APR and College of Fellows. So from my “lofty” perch, let me suggest you’re making way too much out of one blog post. That said, if PRSA learned a few things from this, then that’s a good thing.

    Have a great weekend. I’m signing off.

  • It continues to disturb and frustrate me that people position themselves as experts in something and completely misunderstand the space in which they claim expertise.

    I am offended by the suggestion that because someone is young they understand “social media” or some other technology better than someone with a few years in the business.

    I’ve had an email address on my business card since 1988.

    Even earlier, in 1977 I was one of two reporters who lugged a 60-pound “portable” computer terminal onto a helicopter to be flown into a Grateful Dead concert where we filed our stories by connecting that terminal to an acoustic modem coupler and then placed the telephone handset into the coupler to do the transmission.

    I also remember mimeographs and Group 1 fax machines that took 6 minutes a page.

    My age doesn’t make me incapable of understanding new communications channels when they come along.

    My 20-something children make fun of me because I use Twitter — they don’t use it at all, and my youngest daughter has very little interest in posting on Facebook.

    And if the author (remember, a self-avowed social media expert) had done a smidgen of research, he would know that the fastest adopting demographic on Facebook for the first nine months of this year was overwhelmingly women over 55.

    So much for the millenials being the key to PR nirvana in the social media, huh?

    People who advocate leaving social media to a particular age group are doing the entire profession a disservice.

    Those of us with gray hair have some experience of value that can be integrated with the enthusiasm that some, but not all, younger practitioners have for these new channels.

    It’s most important to remember that these are just channels of communications, not the be-all and end-all.

    As I’ve said on many social media panels where I’ve appeared — including at the US State Department, which seems to think I’m not too old to help them understand this stuff — I’m anxiously awaiting the day when it will sound as strange for a newscaster to say “Oprah Winfrey used Twitter today,” as it would to say “Oprah Winfrey used the telephone today.”

    Get over the glitz of the tool and get your entire team — of all ages — engaged to figure out how to make it meaningful for your clients!

    Steve Lubetkin, APR, Fellow, PRSA
    @PodcastSteve on Twitter
    Past PRSA National Board Member

  • Another part of this discussion that people are missing is the fact that the younger generation really isn’t even on Twitter. I actually just did an informal survey of faculty members on our campus who are using social media in the classroom and almost every response I got was something to the effect of “I’ve tried it but the students just aren’t embracing it.” Young pros, new college grads, use these tools for their own personal uses. But they have no idea how to use it to help brand a company, be it a client or their own CEO. They have no idea how it relates to the bigger picture of corporate America.

    And so if you have the head of a PR firm or department who doesn’t engage regularly in social media, and you have young professionals who don’t have any idea as to strategy (not saying they aren’t smart, but strategy takes time and experience to learn) you have a failed social media program.

    Exactly as Steve was alluding to above: We used to use fax machines on a daily basis to communicate with reporters. Now we use Twitter and Facebook. Frankly, it’s every PR person’s responsibility to understand how to use these tools. EVERY PR person. Not just the young folks.

  • I think it’s refreshing and a step in the right direction to share opinions with other PR professionals, especially considering this is what social media communications is all about — to spark such a dynamic conversation that stems from one blog post. What this tells me…PR people have a passion for this industry and together we will learn a great deal about our profession.

    I am a member of PRSA, I speak at PRSA conferences and I’m working with PRSA on their social media efforts. In my professional experience, PRSA has always been the go-to PR organization that has brought its members together to strive for excellence. The discussion over the post is just one more way that my professional society is hard at work with a membership that truly cares.

    I’m happy to see the conversations, opinions, and passion, which define the essence of the social media landscape. Our conversations should be open and transparent; social media allows our dialogue to reach new levels. I believe everyone involved had some excellent points and commentary that needed to be shared. I see vision and learning, education and the strength of an organization and members who can agree or even agree to disagree. But it’s the engagement that needs to turn into further action. As a blogger, author, PR veteran and 2.0 enthusiast, I say keep the conversations going. Don’t stop here. Use this valuable information for the PRSA organization, its members and all PR professionals to harness the very best in each other and to learn and grow.

  • Ben, I’m just really sorry about this post. Partly because I think I understand what you were trying to say. But also because you were a bit misguided in saying it. I’m in my mid-late 30s, but I have to side with the Millennials in this one. Social media is about just that, being social. If you don’t want your “interns” talking to clients you probably also don’t want them representing your brand online.

    Bottom line, if you want a social media campaign why not hire the most qualified person (millennial or not) and have them teach the senior staffers how to get their own profiles going? Social media requires strategy not just convenience to be successful.

    Shelly Cone

  • Ben Garrett will be the guest on the next Social Media Hour on BlogTalkRadio, Tuesday, October 6 at 1pm Eastern Time (12 central, 10 Pacific) to discuss this blog post and the conversation around it. Please join us by visiting Social Media Hour is a presentation of the Ad Hocnium social media collaborative partnership, on the web at

    Steve “@PodcastSteve” Lubetkin, APR, Fellow, PRSA

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