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Trust trigger

Your primary fascination trigger: Handle with care

by Sally Hogshead on February 24, 2010

Every brand, even a personal brand, relies on specific triggers to fascinate.

When consumers buy a product, what they’re often actually buying is something more than the utility of the item—they’re buying a trigger. If they pay for your product but don’t get the expected trigger in return, you could face a backlash.

When Kelly Clarkson became the first American Idol winner, her fans’ expectations were clearly defined: She was the newly christened American pop princess, decorated with bubble gum and sparkles. But then Clarkson threw the world a curveball with her third album, My December. The new darker, grittier Clarkson abandoned her pop formula. Songs such as “Haunted” and “Sober” were deemed “too negative” by her own label. Clarkson canceled her tour due to underwhelming ticket sales and sought new management. The singer’s brand has recovered, but only after returning to her fans’ expectations with the trust trigger once again. Madonna, on the other hand, succeeds because of her manipulation of the vice trigger; her fans expect her brand to reinvent and experiment.

Every brand’s value is built upon a specific combination of fascination triggers. Abandon those triggers with great care. Obviously, if Porsche released a car that was safe-yet-sluggish, or Volvo released a car that was zippy-yet-unsafe, these companies would contradict their primary brand triggers, and weaken brand value. Such is the problem now facing Toyota.

The trust trigger was Toyota’s most precious brand asset. Damaged trust could cost the brand far more than the actual cost of the recall– even more than lost stock price or market position. I outlined ramifications in my blog post last week, with an interview:

The more respected the brand, the greater the surprise when that brand contradicts its core triggers. Just as Toyota contradicted its primary trigger, Tiger Woods contradicted his brand’s valuable triggers of prestige, mystique and power. Can the Tiger Woods brand recover as quickly as his golf game? Stuart Elliott in the The New York Times reports:

Is the Tiger Woods Brand Beyond Repair?

Tiger Woods’s golf game may recover, an advertising executive believes, but it may take his brand a long time to do so — if it ever does.

That is the conclusion of Sally Hogshead, who worked at agencies like Crispin Porter & Bogusky and is now a brand consultant and author. Ms. Hogshead, who said she was in the satellite media center during Mr. Woods’s remarks on Friday morning, called his speech “a big step forward in recovering the Tiger Woods brand.” …Mr. Woods’s decision to try “defending his wife, protecting his children and paying respect to his mother” should help “quell the outrage” over his behavior, Ms. Hogshead said, especially among women…. Also on the plus side of the ledger, she said, was the fact that he “let his guard down” with his remarks “to show us his humanity.”

On the negative side, Ms. Hogshead said, was “the way in which he manipulated the press conference” by taking no questions from the press… Also, the Woods brand “was founded upon prestige, mystique,” she added, “and an aura of elusive untouchability…”

Once lost, the prestige and mystique triggers, are extremely difficult to regain. Fortunately, Woods can return to his power trigger in golf. How do other established personal/corporate brands evolve over time, while staying true to their triggers?

Celebrity chef Wolfgang Puck’s company scores high on lust (crave-able foods), and prestige (trendy restaurants such as Spago). Even while selling part of his brand to Campbell’s, and introducing his soups to a broader market, Puck retains his core values of lust and prestige. The lesson: As your company expands, stay mindful of your fascination promise to consumers.

It’s good and necessary to update your message over time. However, radically changing your trigger without warning might just end up sparking another trigger for your accountants… alarm.

Seven Triggers of Fascination, on BNET

by Sally Hogshead on February 23, 2010

Vice and lust take center stage in my conversation with the zesty Phil Dobbie!

Phil describes the 7 fascination triggers:

Understanding these triggers will help you understand what motivates people to buy products. As you’ll hear, these are hard wired attitudes that have been entrenched in our brains from the early days of humankind. In her new book Fascinate, Sally says that fascination is behind a lot of the decisions we make, from the brands we buy to the songs we remember, and from the person you marry to which employees you hire.

The same principle can also help to explain the triggers that you use personally to influence others. By understanding the triggers you are already using, you can hone them and make your messages even more influential.

Thanks, Phil, and the team at BTalk.

The Talented Asshole vs. the Sweetheart Hack

by Sally Hogshead on February 22, 2010

“I believe you do not have to be an asshole, or work for one, in order to do great work.”

I posted this on Facebook last Saturday night at 8:27 p.m. Apparently, I’m not the only one who dislikes assholes. Almost immediately, folks ranging from CEOs and professors to newbies and retired stars were joining in to criticize obnoxious leaders. No one, it seems, enjoys working for nasty people.

This includes Donna Lee Jahn Merz, the soft-spoken reverend who baptized my children as newborns, who posted, “I am so totally over working for or with assholes. … What ever happened to ‘do unto others?’” (Hey, if she can drop the A-bomb on Facebook, so can I.) Comments about mean or egomaniacal bosses, both past and present, ranted on.

So it’s unanimous: No one wants to work for a jerk, under any circumstances. Nastiness is never tolerable. That’s settled. Right? Well, hold on. Not so fast. After getting such emphatic responses, I asked a question on Facebook:

“Would you rather work for a talented asshole, or a sweetheart hack?” And this, my friends, is where it started getting interesting. Of the dozens of ensuing comments, the response was startlingly clear: When forced to choose, the talented asshole wins. Nothing, it seems, is worse than working for a hack — even a sweet one.

Why? Comments ranged from “respect” and “better opportunity to grow,” “higher quality of work,” but the main sentiment was the one expressed by freelancer Robert Manley: “Talent trumps nice.”

Helayne Spivak, exec VP-chief creative officer of Saatchi & Saatchi Wellness, pointed out, “Sweetheart hacks? I don’t want to sound heartless, but … can we afford nice people who aren’t good at their jobs? How’s this: We pair every talented asshole with a sweetheart hack who just walks around all day apologizing for the asshole’s behavior. Problem solved.”

What’s so bad about being a sweetheart hack? Most cited either weak leadership, or inability to create and support great ideas. Sam Harrison, speaker and author of “IdeaSelling,” remarked, “Looking back on my career, I’ve loved the pats on the back. But I’ve grown most from the people who were willing to look me in the eye and say, ‘You’re a good person, but your work needs work.’” Bart Cleveland, creative director of McKee Wallwork Cleveland, weighed in: “Both are equally dangerous and helpful to one’s career. … You may learn something from the jerk. A sweetheart always erodes potential.”

This need to learn from genuine talent became a recurring theme, especially when I asked the question on Twitter. Copywriter Jenn Totten tweeted, “As a young person in the biz I’d rather work for a talented asshole than a hack … but if you’re a talented sweetheart, I’ll work even harder.” Anthony Kalamut, professor and program chair of creative advertising at Seneca College in Toronto, asserted that the “biggest killer of young fresh talent is ‘the sweetheart hack.’” Deborah Morrison, a professor of advertising at University of Oregon, wrote, “Transparency is a beautiful thing. … There’s probably a blog and Twitter feed on ‘here’s an asshole’ updates.” Hacks, the group surmised, are not only untalented, but also insecure.

The most dreaded combination, it seems, are the leaders who are both hacks and assholes. Nasty behavior can become part of the culture in some marketing departments and ad agencies, as mercurial behavior seems to get confused with genius.

If we can all agree that nasty leaders are bad, then why do they so frequently seem to rise into management positions? In this environment, a less forceful personality can unfortunately be perceived as less charismatic, or even weak. Kathy Hepinstall, former creative director at TBWA Chiat Day, wrote, “The sad fact is, assholes break through. They’re colorful. They are spoken of. Like sound over water, assholism travels far.”

Do some bosses unfairly earn this reputation? Talented leaders must make tough choices, fight for innovative ideas, advocate for their team, and refuse to settle for average. They’re unafraid to ask questions, and don’t pander to the committee. They push everyone around them to work harder and go outside the comfort zone, and along the way, they’ll occasionally step on toes. (Do you think Apple’s Steve Jobs is a sweetheart?)

In my book, “Fascinate,” I delve into research on how influence develops and expands. Persuasive leaders, like persuasive brands, tap into specific “fascination triggers.” Intentionally or not, they elicit certain patterns of response every time they communicate.

The most dominant or polarizing brands — a.k.a. the talented assholes — tend to overuse certain traits. They gorge on the power, alarm and vice triggers, taking these traits to an extreme. Sweetheart hacks, on the other hand, become so hyper-reliant on the consistency of the trust trigger that their creativity and passion takes a back seat.

As a result, the asshole/hack debate is highly subjective. What appears to be brilliant leadership to some people might feel like power-mongering or ego-run-amok to others.

True talents can do great work and support others. Cathy Austin, president at Loop9 Marketing, advised, “The talent lies in being able to tell someone (honestly) their work sucks and it serving as inspiration, not condemnation.” The best leaders keep their focus on the organization, rather than making it personal. Mark Trueblood, copywriter at Turkel, says, “Being a leader means serving something greater than yourself. This requires a firm hand and an open heart.”

In a tough economy, pressures run higher, tempers are shorter, budgets are smaller and deadlines more unreasonable. Stress and insecurity run high, and intolerance for jerks runs low. Larry Tolpin, chief creative officer of Y and former chief creative officer at BBDO and JWT Worldwide, adds, “The same goes for hiring people … don’t settle.”

Bob Kuperman, former president-CEO DDB Worldwide, New York, quoted the ultimate source, Bill Bernbach: “We have two requisites for people working at Doyle Dane Bernbach. Number one, they have to be nice people. And number two, they have to have a lot of talent. I’m sorry for the nice guy who doesn’t have talent, but that’s bad for my business. And I don’t give a damn how much talent the son-of-a-bitch has. I don’t want him. Life is too short.”

Next week, we’ll continue on the debate with a closer look at asshole brands, hack brands and the pursuit of the talented sweethearts. In the meantime, if you’re curious to know which triggers you’re using to persuade others, check out the F Score personality test in my book.

One last thing. To everyone who shares his insight and experiences with me online, thank you! You make conversations like this fascinating. If you’d like to share your thoughts on this topic, please do, at facebook.com/hogshead, or at twitter.com/sallyhogshead.

For Toyota, repairing cars will be far easier than repairing trust.

February 11, 2010

Consumers have more forgiveness than you might expect. They’ll even forgive products that make lethal mistakes–- as long as the company takes immediate responsibility and immediate action. Toyota did neither. Will the company ever again be able to fascinate consumers with trust?

Read the full article →