ChatGPT wants my job. It can’t (and it won’t) have it.

Time to read: 4 minutes

As a professional and experienced copywriter, AI and how it will come to influence humanity has been the cause of much recent existential dread for Anthony McNamara, content creator at The Comms Crowd. In this post he looks at the risks and benefits of ChatGPT and what it is really in store for us.

As a professional and experienced copywriter, AI and how it will come to influence humanity has been the cause of much recent existential dread. Admittedly, binging on every documentary and podcast the topic has to offer, all with contributions from long-time experts in the field, did little to assuage my fears.

Initially, the dread was far-reaching. The speed with which AI continues to develop is raising questions those in power don’t even know exist, let alone know how to answer. Approaching its adolescence, the advent of Artificial General Intelligence (AGI) – a term suspiciously innocuous – will mark the technology’s passage into maturity and the point at which our dependency on robotic intelligence will begin its final phase.

It will mark the most significant point in human history since the first homo sapiens discovered how to create fire. AGI, however, will be a blaze we could all too easily lose control over forever. Hence the recent dread.

The dread gets real

When ChatGPT trampled onto the scene like a heavily caffeinated Wildebeest in a pensioners’ yoga class, I admit to not thinking too much of it. “Another AI service that I can spend my free time interrogating on whether 4-4-2 or 4-3-3 is the more effective football formation. Big wow.”

But then I used it, and the cold beads of sweat began forming on my expansive brow.

The solution I opted for, Bearly.AI, offers a variety of ‘prompts’, one of which is called ‘Copy Wizard’ for essays, blogs, and posts. I typed in a made-up, generic title and sat back in horror as the tool generated a grammatically sound and, on the face of it, relevant 1,000-word blog.

If it was dread I was experiencing before, I wouldn’t even know what the word is to describe what I experienced at that moment.

It was a feeling that lasted for weeks. The gig is up. Time to start thinking about re-training.

The importance of knowing your enemy

Having sought reassurance from a selection of family members, friends, and colleagues, I unearthed my resolve. I love my job, and I’m not losing it to a set of cocky algorithms.

It was time for me to step into the ring with ChatGPT, and we were going bare knuckle.

Instead of using some generic blog title, I re-engaged Bearly.AI and typed in the title of an actual blog a real client had asked me to write. The blog outline immediately separated into different sections and looked depressingly appropriate. Next, I clicked the ‘Generate Copy’ button, and within around 30 seconds, the full blog cascaded down my screen.

But then I began reading it, and the sense of elation was almost transcendental. The blog was crap.

It was littered with repetition, from sentence openers to entire sentences. It had zero personality. And, it was laughably light on illuminating facts and figures — just crap.

Friend, not foe

With round one going emphatically to the human, I began to recalibrate my whole attitude toward ChatGPT. Its ability to produce quality content is limited, to put it politely, but it offers other functions that have since proved to be handy.

The ‘Continuation’ prompt designed to help beat writer’s block has merit, as does the ‘Executive Summary’ and ‘Counter Argument’ prompts. In fact, it turns out that learning how to construct the best prompts is arguably the most important skill you can acquire when using ChatGPT-enabled tools.

True though this may be, even with the most ChatGPT-friendly prompts inputted, the resultant copy is not what any self-respecting copywriter or organisation would ever think to submit, much less, publish. But it can give a decent starting point, a handy blueprint for something a competent human can radically improve upon.

In other words, ChatGPT can be thought of as a promising work-experience student approaching their employer and saying, “Hi, I’ve done this for you to try and save you a bit of time.” And I, the employer in this dubious analogy, reply with, “Thank you. I can probably use some of this. Now you run along and finish transcribing that video for me.”

Even if ChatGPT does become a little too self-assured in the future, it faces another problem even more formidable than me.

The search engines won’t stand for it

When the likes of Google cottoned on that people were stuffing their websites with key words as a means of doping their SEO, the backlash was ruthless. Many websites were penalised so heavily with SERP (Search Engine Results Page) relegations, they never properly recovered.

Expect the same for AI content. Indeed, a raft of AI content detector tools are already sweeping the marketplace and it seems to be a matter of time before they’re integrated into search engine result generators.

The last thing any search engine provider wants is for its users to be pummelled with a load of robot content during their cyber surfing sessions.

Apart from the inevitability of this development is the delicious irony – AI saving the livelihoods of copywriters from AI. *chef’s kiss*.

ChatGPT knows its place. For now.

I don’t know what the future holds for ChatGPT. That’s the one thing that’s still quite scary – no one really does.

However, I do know that in its present form, it can’t respond to detailed briefs anything like as ably as a human copywriter. It can’t understand the unspoken reactions of clients during calls. It can’t offer original insight on any topic, question a client’s approaches or ideas, and it can’t inject personality unless it’s pretending to be someone else.

Mercifully, it also seems to understand all of this. With ChatGPT draped against the ropes, sweating and bloodied, I asked it directly if it was coming for my job.

Its response?

“As an AI language model, I don’t have the ability to predict the future. However, it’s unlikely that ChatGPT or any other AI language model will completely replace copywriters. While AI can be helpful in generating content and assisting with certain tasks, copywriting involves creativity, critical thinking, and a deep understanding of language and communication. These are skills that are difficult for AI to replicate, and human copywriters are likely to remain an important part of the industry.”

Maintain that attitude, ChatGPT, and you and I will get along just fine.

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Three tips to get intentional about your start-up’s culture

Time to read: 2 minutes

Emma Tucker, our newest team member and Internal Communications Consultant at The Comms Crowd provides her top three tips for creating a company culture that is the right for you.

All companies – regardless of how long they have been running – have a culture. Your culture is that certain something that captures the essence of who you are and how you do things. It’s the thing that attracts people to join you and it’s also what keeps them working effectively and loyally.

For start-ups, your culture and vision are probably the two things that you can use to convince those first few hires through the door. So arguably, taking an intentional approach to define and use it is smart and will keep you honest as you grow. Here are three ways to get intentional with your culture.

1. Define it. Get your people in a room and discuss what makes the company what it is or what you want it to be. Write it down. Get specific on the words you choose and don’t be afraid to disagree; it’s in the debate that you’ll uncover areas of tension and uniqueness. Think about the stories that you each tell about your company – what do they say about you?

Be sure to define the values and behaviours that you want to live by. For example, you might choose “Impact” as a value and explain the accompanying behaviours as “You accomplish important work that positively impacts our clients” “You consider the impact of your work on the people around you” and “You leave a good impression because you take action and deliver on your promises.”

Then test it. And better yet, get more people in your company involved in the process. Let them discuss the values and pick behaviours that are relevant and helpful to their work. Get their input and the behaviours will stick.

Then test it with your clients and external stakeholders. Honest feedback will be your friend.

Keep refining the descriptions until they feel right and truly reflect what you’re all about. Aim to define four or five company values. Teams can then decide on the accompanying behaviours relevant to them (aim for three behaviours per value).

2. Embed it. That means weaving it into every interaction with your employees and clients. It should be part of how you hire, develop, and measure your people. It should become integral to the way you innovate and grow your business offering. It should be part and parcel of how you show up to client meetings and deliver results.

It should be reflected in your communications, both in the tone and in the method; instantly recognisable in everything from financial updates, processes and procedures, town halls, team meetings and one-to-one conversations. Ultimately your culture should dictate how you measure your performance and success.

3. Evolve it. Your culture is alive and will continue to evolve whether you maintain it intentionally or not. So, revisit the definitions – a fitting set of values and behaviours in year one might require a different nuance in year five. Check that you haven’t missed an important touchpoint as you’ve grown.

Smart leaders keep their finger on the pulse so go back to your employees and clients and listen again to their stories, observe their behaviour, and act on their feedback.

The speed and scale of your growth will dictate the frequency of these checkpoints, but every six months is a sensible guide.

This is time-consuming work but well worth the effort because getting intentional about your culture, will ultimately drive better business outcomes. McKinsey’s Organisational Health Index shows that organisations with top-quartile cultures post a 60% higher shareholder return than median companies and 200% higher than those in the bottom quartile.

People who want to positively add to your culture will perform better, more easily adapt to change, and help you to attract more talent. They will be your champions.

And putting in the effort to define, embed, and evolve your culture during the early years of your start-up, will save you a lot of time, money, and energy in the long run.

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Corporate culture: If you’re going to improve it, talk about it

Time to read: 4 minutes

Anthony McNamara, content creator at The Comms Crowd looks at why it is important for companies to talk about their corporate culture and values and why it is should be part of their communications plan.

For any business to perform at optimal levels, designated KPIs must be monitored and assessed regularly. Typically, these KPIs surround functions such as sales, technology infrastructure, PR and marketing, and client relationships.

Critical though such metrics are, they are the supporting walls and lintels of the corporate edifice, and without a solid foundation, they are liable to collapse.

Sitting beneath the processes, goals, and assets of a successful business, that foundation takes its form as the corporate culture. Often neglected in favour of more short-term pursuits, developing a strong, inclusive, and supportive culture is the key to unlocking maximum potential.

However, simply embedding such a culture is not enough if you want to really reap its rewards; you have to talk about it.

In this blog, we look at the benefits of a great corporate culture, how The Comms Crowd clients have developed theirs, and how we helped them spread news of their successes to the masses.

The ‘Great Resignation’ has put corporate culture to the fore

If the development of a robust corporate culture was important before the Covid-19 pandemic, it became critical in the years that followed.

In what became known as the ‘Great Resignation’, employees voluntarily resigned from their jobs in unprecedented numbers and in the UK, between July and September 2021 alone, over 400,000 workers left their jobs.

Among the cited reasons employees gave for leaving were hostile working environments. Indeed, such was the prevalence of the reported phenomenon, that ‘toxic workplaces’ became a trending topic nationwide.

It is clear that the massive disruption of the last few years prompted fresh expectations among the workforce as to what behaviours they will and will not tolerate. A poor or neglected corporate culture may have been grudgingly endured before the 2020s commenced. But times have changed.

Quorsus, a former Comms Crowd client and strategic financial services consultancy founded just before the pandemic started and now owned by Capgemini, led discussions on the dangers of a toxic company culture and how one might be avoided. Quorsus was established with a vow that theirs would be a corporate culture imbued with positivity and reinforced by core values from the start.

Within consultancies – where your people are your product – the importance of embedding such a culture and values cannot be overstated and goes some way to explaining the extraordinary success Quorsus has enjoyed.

With our help, their approach and their message was amplified across their sector and beyond.

A robust corporate culture breeds productivity

Ask any education professional, and they will confirm that praise is essential for a child’s development. The chemical reaction experienced from being told they’ve done a great job provides an immediate boost to a child’s sense of self-worth and encourages them to continue working hard so they might experience it again.

In other words, it has the power to supercharge their productivity.

Yet, something changes when we reach adulthood and enter the world of work. It’s as though we forget those reward centres exist and how powerful they are. Consequently, praise is often replaced by criticism and our inner child – still so easily motivated by encouraging words – begins to suffocate in a miasma of ruthless expectation.

It is short-sighted, to say the least. A national Workplace Culture Survey of US employees found that 63% of respondents claim that workplace culture directly impacts their organisation’s success.

Productivity also depends on the abundance of opportunity. When a former client and friend of The Crowd dxw,  a leading employee-owned digital agency that works with the public and third sectors, launched its Returners’ Programme to help build a diverse, inclusive workforce, it broke new ground.

To ensure that dxw’s sector and potential stakeholders knew of its endeavours, the agency brought in The Comms Crowd to tell and disseminate their story. The coverage was such that dxw has become recognised as an expert provider not just of digital public services, but of opportunity to those who may have felt it had passed them by.

Together we made sure that the world knew of its leadership position in creating a positive, inclusive culture. Among various steps, this included becoming one of the first companies to introduce gender pronouns into their signatures.

dxw’s small size notwithstanding, the firm went on to win an array of company culture awards, helping to attract exceptional like-minded talent. An essential for any fast-growing technology enterprise.

Positive cultures promote development

Five years on and ‘The Great Resignation’ jolted many organisations into action because they didn’t want to lose their top talent. Recognising that avoiding high employee turnover requires more than just an amenable working environment, many firms put a renewed focus on facilitating professional development.

Ahead of any recruitment drive, senior leaders invariably begin reviewing factors such as pay scales, perks and benefits, and holidays. However attractive they’re able to make each perk, if the organisation is renowned as a place where careers stagnate, the drive is doomed to failure.

As such, building a positive culture requires embedding opportunity and routes to success at all levels of the business. The best cultures underpin this by making commitments to personal development as much as professional, properly rewarding achievements, and understanding of the importance of a healthy work/life balance.

Former client, JDX Consulting, acquired by Delta Capita, attributed their sustained global success to a carefully developed culture of inclusivity, coaching, and empowerment that allowed the firm to attract diverse, high-quality talent from all walks of life.

By entrusting The Comms Crowd with articulating and sharing their methodologies, JDX quickly became the corporate culture benchmark within their sector before their acquisition by Delta Capita.

We then went further by working with JDX to promote their Festival of Learning, a professional development programme set up by the firm’s HR division. The initiative gives employees the space and tools to grow professionally at their own pace and take control of their own career progress.

Showcase your corporate culture with The Comms Crowd

Our clients love us because we’re adept at getting their messages and successes out into the public domain and the publications their stakeholders engage with.

If you have invested time and money into developing a corporate culture that breeds energy, achievement, opportunity, and happiness, it deserves to be celebrated.

Moreover, potential talent, partners, investors, and clients want to know what you’ve done and are doing. Speak to The Comms Crowd today, and our internal comms consultant, PRs and writers can ensure they soon will.

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The Importance of Building Trust in the World of Regtech

Time to read: 2 minutes

Lauren Bowden, Fintech content lead at The Comms Crowd looks at the opportunities and challenges facing Regtech firms, and the role trust plays in ensuring future success.

When the term Regtech burst onto the scene around circa 2015, it was met with mixed reaction. Some took the cynical path – simply as spin for existing regulatory technology vendors who have been in the business for years to benefit from Fintech’s halo effect. Others saw it as a way for new start-ups to shake things up, offering more cost-effective and agile SaaS-based solutions to post-GFC problems.

Seven years later, with the market projected to reach around USD 33.1 Billion by 2026, countless players are thriving in all areas from tax to cannabis. Established vendors are now embracing the portmanteau with open arms and investing in more flexible forward-looking business models – few would dispute that Regtech is here to stay.

That said – there are still a fair few hurdles these firms need to jump before they can realise their full potential. According to the FCA, one of the most active regulators supporting this burgeoning market, it all comes down to trust:

“The trust element is ingrained in the complex ‘business case for RegTech’ – RegTech firms need to convince firms to allow them to work with their most sensitive data assets and systems in order to solve their problems.”

Policies, procedures, and – most importantly – legal documentation go a long way to ensure sensitive data assets and systems remain safe. But before anything gets signed, to get even a toe in the door Regtech firms need to find ways to demonstrate trustworthiness. Of course, trust needs to be embedded internally first, through a solid culture, stemming from the top down and cultivated by HR, but it needs to be demonstrable externally too, especially in such a crowded market. And this can be achieved with transparent marketing communications.

• For start-ups when there’s a multitude of moving parts at any one time, external communications should be planned carefully and not rushed. Investing in building relationships with the trade journalists forms the beginning of your journey and is always time well spent, as these independent and credible sources are always essential conduits to getting news out when the time is right.
• For more established vendors looking to move into the Regtech space, a solid analyst relations programme should be at the heart of any product roadmap. Honest, open, and regular dialogue with the gatekeepers of those ever-important magic quadrants, waves, or rankings should be prioritised.
• Solid content marketing and a strategic social media plan including blogs, e-books, infographics, whitepapers, and other high value content shared directly with prospects and customers or distributed over curated social media accounts like LinkedIn can work at any size or type of Regtech firm. That is provided it speaks authentically to the right audience, and that content is relevant, it adds value, and is not overtly promotional. And with the amount of change inherent in the regulatory landscape, the opportunities for subject matter experts to demonstrate thought leadership and guidance are plentiful.

There is a whole arsenal of comms tools that Regtech firms can employ at various stages of their evolution, but the art is knowing when, what, how and to whom. Working with marketing communications professionals who understand the nuances of this complex, jargon-filled environment, as well as how to make the message hit home will ensure their voice is heard in this very crowded marketplace.