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September 20, 2021 by Greentarget

If you’re a baseball fan – almost regardless of which team you root for – New York Mets infielder Javier Báez is among the players you enjoy watching most. That’s largely because, since 2014, Báez has done things that almost no one else does, like this absurd play in Pittsburgh in May.

But Báez recently saw how being the center of attention can backfire – and demonstrated the tricky path public figures and organizations on the whole must walk these days. On one side is an increased emphasis on authenticity. On the other is the very real possibility that in speaking publicly, and from the heart, feet will occasionally end up in mouths.

What happened with Báez and the Mets provides good lessons for leaders of professional services organizations. In addition to illustrating the challenges around authenticity – especially in the age of social media – it showed the danger of overreacting and why building up a reservoir of goodwill has never been more important.

The Foot in the Mouth

On July 30, the struggling Chicago Cubs traded Báez – a team legend who played a key role in its  historic 2016 championship – to the playoff-hopeful Mets. For a variety of reasons, the Mets played poorly in August and, for fans, Báez’s positives weren’t outweighing his negatives, prompting boos Báez rarely heard in Chicago. Mets fans hadn’t seen enough of Báez’s flair on defense or as a baserunner – or his bat’s ability to carry a team for weeks – to look past five strikeouts in a game against the Marlins.

After the boos started, Báez and other Mets began celebrating big hits by pointing their thumbs down. When asked after a game to explain the gesture, Báez put his foot in his mouth. It’s worth reading his comments in full, but Báez basically said that he and other Mets, after performing well, wanted to let fans know how it felt to be booed.

What happened next was anything but subdued – and was also fairly predictable. The Mets owner and team president came out against Báez’s comments. The New York tabloids did what New York tabloids do. And Báez apologized a couple days later, sounding somewhat convincing and saying that he wasn’t booing the fans — but that his gesture was almost a subdued “How do you like me, now?” after their previous criticism.

But the damage, at least at that moment, was done. Pundits speculated that Báez had cemented his future as an ex-Met and hurt his chances generally in free agency this offseason. “It’s impossible to think of another prospective free agent making a bigger public relations mistake,” longtime baseball writer Buster Olney said.

How to Try to Avoid Flubs – and Prepare for Them

For professional services organizations, the first lesson from Báez’s verbal misstep is that being authentic doesn’t mean throwing caution to the wind. Báez and most athletes likely go through media training, but they’re also constantly bombarded with questions. Individuals who work for professional services organizations have fewer opportunities to make these mistakes and therefore less of an excuse for making them.

Preparing for interactions with reporters is crucial because of how quickly the wrong thing said in today’s 24/7 media climate can wreck a reputation, or do damage to an institution. But preparation should go beyond one-off prep sessions. If organizations have their houses in order from a communications and public relations standpoint – and have invested in developing a solid reputation that builds up a reservoir of goodwill – that’s the best way to be authentic without taking on too much risk.

This may be a long-term process, but it can provide a sort of communications resiliency – broad shoulders that allow an organization to take a PR hit every now and then. The Mets didn’t have such a reservoir in the lead up to Báez’s comments. Their previous GM was fired after a sexting scandal, the team’s owner publicly calls out underperforming players and there was even the highly implausible explanation for a team dustup about whether an animal in Citi Field was a rat or a raccoon.

When Flubs Happen

Like sports teams, professional services organizations are comprised of individuals who might say the wrong thing to a reporter, post something they shouldn’t on social media or simply do something in life that draws the wrong kind of attention. But it’s important that organizations don’t overreact in the heat of these moments.

Whether the Mets did that here is debatable – some might say quick action was needed – but at least one well-known baseball blogger called out Mets executives for their comments. “I get that the fans are the meal ticket, but the fans don’t fan without the players,” the blogger, Brett Taylor, said. “Praising the fans for booing the team ain’t exactly the best way to get on the players’ good side when you need them most.”

Perhaps the Mets could have figured that into their thinking, along with the realization that the glare of the modern spotlight is bright but especially fleeting. It certainly was when it came to Báez’s comments.

The day he apologized, Báez would go on to be key in sparking a huge come-from-behind win, including a big hit and baserunning straight out of his best days in Chicago. In an amusing footnote, a top Mets executive joined the Mets ground crew following the come-from-behind win in searching for an earring Báez lost around home plate while he was celebrating the big win with his teammates to the cheers of thousands.

The Mets’ struggles resumed after the win, and they’re now all but out of postseason contention. But Báez certainly isn’t to blame, with a strong performance that quieted the boos. His apology before the Mets’ come-from-behind win came on September 1, and he has a .380 batting average this month and (for more statistically inclined fans) a 1.118 OPS. It’s hard to see Báez getting blamed for the team’s shortcomings, with even the New York tabloids coming around in recent days.

That same tabloid pointed its finger at someone else as far as blame goes – controversial team owner Steve Cohen. One wonders how a smarter PR strategy might have avoided many of the Mets’ problems this season.

September 16, 2021 by Greentarget

Count the headlines earned by Amazon, Berkshire Hathaway, and Merck when they announced their CEO succession plans – turnover at the most senior levels gets attention. It may be one of the few “all eyes on you” moments a firm can count on.

As such, these moments present valuable opportunities for a firm to articulate strategy and communicate a fresh vision for the future. However, recent research has found that most organizations are unprepared for the opportunities –and challenges –that a turnover will bring. 

In a new report we worked with History Factory to develop, 90% of the 160 c-suite respondents surveyed agreed with the statement, “in today’s unpredictable environment, succession planning is more important than ever.” Yet the report also showed that less than half of corporations have taken the time to develop a succession plan. This is particularly remarkable considering that CEO changeover reached 20-year highs in 2019 — and after a brief pandemic-induced pause, now continues to rise. 

Greentarget has helped many clients manage leadership transitions at the c-level. Given these experiences and the market research we conducted with History Factory, we recommend that leaders consider the following when facing turnover in the c-suite.

1.  Tell a Compelling Institutional Narrative

An executive transition is one of the few occasions where your firm will garner earned media attention and public interest, whether you’re actively seeking it out or not. What’s more, the passing of the baton gives you a rare strategic opportunity to refresh your firm’s market position, either by affirming your unique value proposition, previewing a strong new direction, or underscoring your commitment to serving clients and stakeholders.

Keep in mind, though, that most people view CEO transitions with some level of suspicion. For example, a company’s stock price almost always takes a hit when a new CEO is announced. This happens even when a company rolls out thoughtful transition communications. “What’s really going on over there?” is bound to cross the minds of more than a few stakeholders. 

Your audience will want to know the why behind a high-profile change. So seize this moment by telling them a compelling story you want them to remember. Share your outgoing leader’s accomplishments. Lay out the meaningful strides your company made during her tenure. Then paint a picture of what your firm is capable based on this strong foundation.

2. Capture the Intellectual Capital of Your Outgoing CEO

Recent research published by Harvard Business Review quantifies a startling truth: the amount of market value wiped out by badly managed CEO and C-suite transitions in the S&P 1500 is close to $1 trillion a year.  That’s trillion with a T. Among the primary reasons for this, the researchers argue, is the loss of the outgoing CEO’s intellectual capital. 

Don’t let a veritable wealth of information walk out the door with your departing leader. You need to thoughtfully gather that institutional memory so it can be transferred to your incoming CEO.  

Your incoming leader needs to demonstrate an awareness of:

  • Company timelines and achievements
  • Market position and competitive analysis
  • Industry challenges and trends
  • Past and current strategic priorities
  • Organizational ethos and values
  • High-profile client accounts, past and present
  • Employee culture, including talent-related strengths and opportunities 

History Factory’s report offers thoughtful guidance and examples on how to draw institutional memory out of your departing CEO and use it to prepare the new leader. Reflect this transfer of institutional memory in your communications plan to convey stability and momentum. Your audience and stakeholders need to be confident your organization won’t take a step backward as a result of the transition. They need to know your incoming leader is sufficiently aware of the past to be ready for the challenges that lie ahead.

3. Communicate the Value Your Incoming CEO Brings (But Don’t Rush to Herald a New Vision)

Introducing your incoming CEO can be tricky. You want that person to lead, but you also want your employees and clients to confidently follow. While you may be eager to signal a new direction, vision, and momentum, resist the urge to move too quickly. After all, CEOs who introduce a bold new direction right away run the risk of alienating employees, clients, and stakeholders in the process. It’s more important for the new leader to affirm your firm’s organizational culture and demonstrate genuine excitement about becoming part of it.

Rather than introducing the specific priorities your CEO will tackle, focus on communicating the value your new executive brings to the table. (For example, are you one of the increasing number of companies appointing its first woman or person of color as CEO?) Share why they are best suited to lead the organization into the future, and give them adequate time to formulate their compelling new vision. 

Are you promoting a leader from within? Tell the story of that person’s journey at your firm. How has your outgoing CEO offered valuable mentorship and leadership along the way? In what ways will the new leader build on and enhance the strategic direction your firm has taken to this point?

Only after your new CEO has had a chance to get the lay of the land should you really hand over the microphone. It’s time to broadcast his vision for the future while continuing to value the good work you’ve already accomplished.

A Positive CEO Transition Requires Thoughtful Succession Planning

To navigate the challenging dynamics of an executive transition, you need a solid and thoughtful communication plan. This is your firm’s newsworthy moment. Make the most of it by telling a compelling institutional story, capturing and transferring your outgoing CEO’s intellectual capital, and introducing your incoming CEO’s vision thoughtfully. 

You don’t have to go it alone. We’ve been down this road before. We’re well-positioned to help your organization seize the strategic opportunity an executive transition offers.

Want to talk it through? Just reach out — we’d love to hear from you.

August 18, 2021 by Greentarget

Toyota recently made headlines when social justice watchdogs called them out for making $55,000 in donations to 37 politicians who objected to certifying the 2020 election. The backlash was fast and fierce. Consumers called for boycotts and it wasn’t long before the hashtag #ToyotaHatesDemocracy began trending on Twitter. 

As it so often happens, Toyota’s official response only made things worse. Their statement was vague and included familiar corporate PR speak, saying, “Toyota supports candidates based on their position on issues that are important to the auto industry and the company.” This led many in the Twitterverse to retort that democracy must not have been one of the “issues” factored in. Though Toyota has since tried to walk back and amend its response, the general consensus is too little, too late.

If you think that because you’re not in a consumer-facing industry this kind of blowback can’t happen to you, think again. Professional services firms are increasingly expected to treat social issues as business issues. Whether it’s answering for how diverse your firm is (or isn’t) or explaining why you’ve chosen to do business with a controversial figure, there will come a time when you’re forced to respond to criticism.

What should you say if you have no idea what to say? Or if, like Toyota, the answer you do have isn’t good enough?

Our advice? Get real. Lead with vulnerability and humility. Listen and learn from the people around you in order to develop authentic communications that demonstrate a positive commitment to change. 

Throughout this piece, we’ll look at the benefits of vulnerable communication as it relates to an emerging, salient example. Many businesses have recently added Diversity, Equity, and Inclusion (DE&I) metrics to their RFPs in an effort to hire firms who align with their values. The challenge? Most professional services firms are not diverse. So you will need to do some hard work to demonstrate you are truly committed to meaningful change and improvement.

With Vulnerability, Communications Can Be A Tool –Not a Shield

Transparency was the leadership theme throughout the 2010s. But today’s expectation goes even further. Leadership now requires a new level of vulnerability, openness, and skilled participation. Hiding behind your marketing messages or simple lip service is easier than ever to recognize. Your stakeholders, employees, and the public will see right through it.

With vulnerability, your communications can be a tool – not a shield. Vulnerability strengthens your position, increases your likelihood of winning over your prospective clients, and engages your employees in living up to your organizational values.

That doesn’t mean it’s easy. Many organizations use corporate speak not because they think it’s the best way to go, but to mitigate legal risk. There’s a balance here, though. You can still admit your firm isn’t perfect or that you don’t have all the answers to sensitive social issues without making statements that could pose legal risk. In the meantime, doing so will reduce skepticism and buy goodwill while you develop the meaningful messages and actions you ultimately want to deliver.  

In the DE&I context, responding vulnerably and authentically to this kind of scrutiny might mean owning up to the fact that your firm has a long way to go. If your workforce is not diverse, don’t pretend it is. Instead, be sincere and admit you need to make improvements, and then, when you’re ready, lay out your plan to do just that. 

Vulnerability Opens the Door to Collaborative Communication

Let’s be honest about this — if your leadership team lacks diversity, you shouldn’t be working on solving your DE&I shortcomings in a vacuum. Ask for help from people who have insights you don’t. Invite employees, stakeholders, clients, and even community members to weigh in on how to make measurable changes that will move your firm forward. 

To go beyond the performative and gather strategic input that will help you make authentic improvements, you might need to take a hard look at your current state. Ask questions about what your workplace is like right now for members of underrepresented groups. Really listen to their experiences. For instance, question:

  • Is your firm’s culture accessible and inclusive for women, Black, Latinx, AAPI, indigenous, disabled, LGBTQ+ and other marginalized groups? 
  • Do underrepresented groups have access to high value projects, clients and other work that affords them advancement opportunities?
  • Are all members of underrepresented groups safe from harassment? Do they receive equal pay for equal work?
  • What will it take to fill more seats at your leadership tables with people who represent a broad spectrum of diversity?

Resist the urge to ignore these uncomfortable or sensitive issues. Explore, debate, research, question, and reflect on these important topics with the people around you. Then, work together to formulate communications that convey the tangible improvements you plan to make. 

Vulnerability Invites Greater Accountability to Your Values

Your organizational values should act as your guardrails and guiding principles in all the areas you strive for change. So when you’ve developed the communications about how your organization is working toward improving your DE&I metrics, you also need to be vulnerable enough to invite your employees and stakeholders to call you out if you don’t follow through on your good intentions. 

Your employees, clients, and stakeholders may have better insight into your firm’s shortcomings than you do. Accountability gives them the freedom to speak up and tell you if they feel you aren’t making the positive changes you committed to. The best way to ensure they feel comfortable holding you accountable is to give them direct access to you and other leaders who have authority and power. Vulnerability and accessibility lead to accountability.

Need Help Harnessing the Power of Vulnerable Communications?

Responding to a DE&I metric on an RFP is just one example of how professional services firms are wrestling with how to communicate when they don’t know what to say. It can be challenging to drop the protective cloak of marketing language in favor of vulnerable communications — especially in conversations that make us uncomfortable or when legal risk is involved. But doing so will enable you to build stronger relationships with the employees, stakeholders, and clients whose buy-in and trust are essential in allowing you to reach your business objectives.

Whatever you do, don’t rely on tone-deaf marketing statements like Toyota did. Using communication as a tool instead of a shield — whether it’s responding to an RFP or releasing a public statement about a hot-button issue — shows empathy and will help you attract new clients and talented employees who are just as committed to social concerns as you are. 

If you realize you need help harnessing the power of vulnerability in your communications strategies, just reach out. We’d love to hear from you.

August 9, 2021 by Greentarget

Amid a saturated media landscape, many thought leaders struggle to get their insights in front of key audiences. Organizations like global consulting firm BRG have turned to a host of owned-content channels in recent years. But even then, it’s difficult to stand out.

One such effort by global consulting firm BRG was ThinkSet Magazine, which launched a few years ago as a way to elevate the voices and perspectives of the organization’s thought leaders. But, in 2018, BRG wanted to increase the publication’s effectiveness – and turned to Greentarget’s award-winning Content & Editorial team for help.

Solution

Greentarget began the engagement by reconfiguring the magazine’s editorial strategy, starting by creating more compelling content. ThinkSet also became a digital-only product, phasing out quarterly print editions to focus more on online audiences. Just as importantly, Greentarget turned its attention to optimizing ThinkSet content for search, by including keywords in headlines, ledes and subheads – and even using search-engine optimization (SEO) techniques to come up with story ideas.

These efforts began in early 2019 and continued through the first half of 2020, before pandemic-era budget considerations limited new ThinkSet content. But that pause, and eventual return, of regular content provided an unusual opportunity to judge the effectiveness of the SEO work of the previous 18 months.

Results

Traffic for ThinkSet peaked at the end of May 2020, right as content was reduced. But far from falling off a cliff, traffic remained fairly constant thanks to the lasting effects of Greentarget’s SEO techniques. The content that had already been produced using those techniques continued to draw readers through search, avoiding a precipitous drop in readership.

Then, in late 2020, Greentarget resumed ThinkSet content production, employing the same SEO techniques. By spring 2021, traffic had returned to nearly the levels seen in spring 2020. With search-optimized content now appearing regularly – and buoyed by articles from the past two years that continue to perform well — ThinkSet is poised to set new highs with its traffic.

More importantly, BRG thought leaders are better positioned as true authorities in a wide variety of subject areas.

August 3, 2021 by Greentarget

When your organization is in the midst of some bad press or a scandal, your CEO might reflexively respond by circling the wagons and asking you to kill the story. That’s understandable. No one wants bad press to mar their public image and draw attention away from the otherwise excellent services their firm provides.

But if a reporter uncovers something newsworthy about your organization, or if an offensive interaction is filmed on a cell phone and goes viral, it will be quite difficult — if not impossible — to kill or even muffle that story. News travels fast, especially when it’s salacious.

Reporters might seem like the enemy when you’re battling a PR nightmare, but they fulfill a critical function in keeping the public informed and speaking truth to power. It’s their job to hold you accountable — and we believe outside accountability is broadly a good thing, even if it doesn’t feel that way in the throes of a crisis. This stance might sound atypical for a PR firm, but we look at challenging, special PR situations as an opportunity for your firm to strengthen your position as an industry leader.

Facing the storm head on is the only way to ensure your organization emerges stronger — or at least, smarter — than you were before. Here’s how to respond effectively to a PR crisis so you can get to work regaining the trust and confidence of your stakeholders, employees, and the general public. 

How Honesty and Transparency can Influence the PR Narrative

If you know there’s trouble brewing internally, it can be incredibly tempting to try to bury the story. After all, no one knows about the situation yet. Or your leadership team may hope the problem will go away on its own, allowing you to avoid negative press. That’s human nature, but it’s simply not going to work.

Trying to bury a story or hoping it will peter out aren’t great strategies because the truth almost always comes out. And when it does, your company will be much worse off if there’s evidence you tried to hide the story — or failed to reveal something time sensitive or illegal. For the sake of this discussion, we’ll put aside situations that can still be internally remedied, without PR techniques, and discussion situations where a problem is real and about to blow.

Let’s look at an example straight from the headlines. In 2017, consumer reporting giant Equifax became aware of a data breach that affected 143 million Americans. Social security numbers, birth dates, and addresses were among the data points stolen in this grand-scale cyberattack. 

That in of itself is bad news. But what made it even worse? Equifax concealed the breach for an incredible six weeks — robbing their customers’ ability to take time-sensitive steps to protect themselves from identity theft.

We don’t know exactly what happened internally when Equifax first learned of this breach. But we do know they should have assembled a team, quickly gotten up to speed on all salient details, and communicated transparently and honestly about the breach to all customers affected. Yes, the story would have broken sooner. However, the narrative would have been drastically different had Equifax been open and honest about what transpired, outlined concrete steps they planned to take to protect the millions of Americans affected, and introduced new security measures to reduce the risk of that kind of breach happening again.

Equifax’s lack of transparency resulted in a congressional inquiry into the matter and led to a settlement with the Federal Trade Commission of up to $425 million to help protect impacted consumers.

Replace a Generic PR Statement with an Authentic Apology

Have you ever had someone apologize to you by saying “I’m sorry you feel that way?” That kind of apology makes it clear the person issuing the supposed apology actually thinks the offended party might be the problem.

Generic PR statements often operate in the same way. When you avoid taking responsibility or fail to own your company’s mistake, you risk alienating your customers or stakeholders even more. If you’ve misstepped in some way, first take time to listen to what those affected are trying to tell you. Then, issue an authentic apology. Don’t hide behind a bland PR statement or a problematic corporate policy.

You probably remember the viral video of a passenger being dragged from an overbooked United flight. The passenger had a ticket and was there lawfully, but United was overbooked and asked the passenger and his family to give up their seats for United employees who needed to fly. The passenger refused, and he was forcefully dragged from the flight while nearby passengers protested (and filmed the whole thing) in horror. 

United’s initial statement on Twitter was tone deaf at best: “Flight 3411 from Chicago to Louisville was overbooked. After our team looked for volunteers [to give up their seats], one customer refused to leave. We apologize for the overbook situation. Further details on the removed customer should be directed to authorities.”

This response takes zero responsibility for a policy that led to chronic overbooking. But even worse, United didn’t apologize for the violent altercation or acknowledge its cruel enforcement of a bad policy.

United issued a number of subsequent statements, each one becoming progressively more apologetic. But once you respond without any hint of remorse, people won’t believe you’re sincere when you try to walk that back. It’s crucial to get it right the first time, even if that means buying time by saying you need to look at the situation before responding. But don’t wait too long, or your silence could be taken as avoiding the issue, or worse, ignoring it altogether.

Make Meaningful Amends to People or Groups You’ve Harmed

Your response to a bad story should obviously vary based on its severity, how many people are impacted, and whether the problem is evidence of a systemic issue. If it’s a one-time, self-contained mistake, a simple apology may be all that’s warranted. But if your company is responsible for a larger-scale issue — or if a group of people have been harmed by bad players in your organization — you’ll need to offer meaningful amends.

As a communications professional, your job is to convey the details of the plan to the media, your stakeholders, and the public. But the communication itself is not the plan. Therefore, be sure to bring key players into the room to determine an appropriate course of action. Delve into the problem, ask thoughtful questions, address the full scope of the challenge, and make sure that behind the message is real substance.

Just as your response will vary based on the details of what happened, so should the actions your organization takes. Perhaps you discover a hidden culture of harassment that has affected a large number of women or people from marginalized groups. In that situation, making amends might mean overhauling your HR department, dismissing guilty parties, and bringing in coaches or therapists to work with those harmed. A single apologetic press release, no matter how well crafted and sincere, certainly isn’t going to cut it.

In Equifax’s scenario, making meaningful amends involved offering protection and compensation to customers, while also taking decisive steps to shore up cybersecurity. Had they done this from the get-go, without sitting on the story for six weeks, they would have at least mitigated the damage to their company’s reputation.

Likewise, had United accepted full responsibility for their abysmal treatment of a passenger, apologized, and asked that passenger how they could make amends, it would have gone a long way to diffuse the public outcry. Instead, their initially indifferent response fanned the flames of social media outrage.

One last thought here: when communicating the steps you plan to take, it’s crucial to strike the right tone. You’re righting wrongs. Don’t try to sound like a hero for doing the right thing. Instead, show contrition and communicate the action you plan to take.

After the PR Storm Take Stock Internally

Bad press will fade away eventually. But if you want an unfortunate chapter to stay behind you, put internal accountability measures in place to make sure you’ve done everything you’ve promised. 

PR professionals might not be responsible for writing and enforcing policy, but you are the one to communicate your organization’s message to stakeholders and the public. Therefore, you have a vested interest in making sure your organization follows through. Invite stakeholders, employees, and even the general public to hold you accountable, too. Approach the situation honestly, own your mistake, and make good on your promises.

By doing so, you’ll not only guide your organization through the storm, but potentially become smarter and stronger because of it. 

June 15, 2021 by Greentarget

Some big names in ad tech have gone public in recent months as advertisers look for programmatic ways to get in front of consumers. But is the rise of ad tech also fueling the rise of fake news?

After watching the phenomenon for years, CNBC’s Megan Graham thinks it is. In this episode of Authority Figures, Graham and host Aaron Schoenherr discuss the proliferation of copy-cat sites trying to game the ad tech space and how things have gotten worse since the start of the pandemic. The problem is hitting traditional newsrooms and reporters like Graham, who demonstrates the problem in real time during this episode.

Episode Highlights:

1:30 — Megan provides an overview of the ad tech landscape
3:33 — Megan gives her thoughts on the rapid escalation of new players into the ad tech market and the role ad tech plays in the dissemination of fake news
10:37 — Aaron and Megan discuss websites monetizing both fake and human traffic to their sites
12:40 — Megan explains how she created a fake website that “plagiarized” her own content for an article and applied to ad tech monetization partners
16:50 — In real time and using her own article, Megan shows how quickly fake sites work to plagiarize journalists’ stories
19:00 — Megan shares the steps brands can take to combat this gaming of ad tech systems
22:37 — Megan discusses how brands black-label their ads from appearing next to certain terms and the role of human intervention in ad tech
26:09 — Aaron and Megan examine the future of the ad tech industry
28:40 — Megan shares who she views as an authority

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