Know-How Exchange : Advertising/PR

Dear Jackie,

"My MNC company has had a number of personnel changes,
with the head of the country resigning suddenly."

Head of the country? Good lord!

If your situation concerns international and government relations you may want to pull in as many advisors from the offices of the
country's home secretary, state department, and/or foreign office as possible, so that everyone's on the same page, and so that there's less of a temptation for some underling to give the media something that will cause a frightful stink for someone else (probably you) to have to mop up.

I agree with Phil: the person coming in to the head honcho's office is what matters, not the person leaving.

Generally, people have shorter memories than many companies give them credit for and what's thought to be of importance to internal stakeholders is often less important to people looking in.

When it comes to PR and what's been done and who did it,
these things can't be changed. But you CAN control people's perceptions for your organization's future.

Concentrate on positive, future-orientated points and, if pressed
for more facts (for which read, gossip), consider telling the media that a more detailed statement will be issued in due course.

This classic European country Foreign Office tactic buys you time to regroup if the pressure's high. You don't have to tell the media when this statement will be issued. Nor do you have to hint to them what you'll say.

But as a tactic, it gives you control, it buys you time, and sends the message that you're in charge and that you won't be bullied
into answering questions until you're good and ready.

Then, when you're ready to make your statement, issue it in writing, make it cover as many short but detailed points as possible, focus on the incoming head, and wish the outgoing person well if it's deemed appropriate.

I hope this helps.

Gary Bloomer
Wilmington, DE, USA

Agree with everything noted above, however, you could also cite number of employees and/or locations affected (& note that all have been notified); everyone is continuing to keep their 'nose to the grindstone' and focus on doing their best job for the clients/shareholders, etc.

As far as Q&A concerned, prepare press review (with basic resume info) re new hire; favorable quotes from previous clients and other professional sources that know her/him, etc.

Turn a potential sticky situation into a plus!

Best of luck,
jag
MarketBase