Why I joined the DMA Board, and what you can expect of me in that role

I don’t normally think of myself as a rebel. But one outcome of the DMA’s recent proxy fight with Board member Gerry Pike is that I’ve been appointed to the DMA’s Board and its Executive Committee and have been labeled “part of the reform movement” in the trade press. While I wasn’t actively leading the charge on DMA reform with Gerry, I am very enthusiastic about taking up my new role.

I gave Gerry my proxy and support for a number of reasons, and those reasons will form the basis of my agenda as a DMA Board member. As a DMA member, and one who used to be fairly active, I have grown increasingly frustrated with the DMA over the past few years.

1. The DMA could be stronger in fighting for consumers’ interests. Why? Because what’s good for consumers is great for direct marketers. Marketing is not what it used to be, the lines between good and bad actors have been blurred, and the consumer is now in charge. The DMA needs to more emphatically embrace that and lead change among its membership to do the same. The DMA’s ethics operation seems to work well, but the DMA can’t and shouldn’t become a police state and catch every violation of every member company. Its best practices and guidelines take too long to produce and usually end up too watered down to be meaningful in a world where the organization is promoting industry self-regulation. By aggressively fighting for consumers, the DMA can show the world that a real direct marketer is an honest marketer that consumers want to hear from and buy from.

2. Despite a number of very good ideas, the DMA’s execution around interactive marketing has been lacking. The DMA needs to accept that interactive marketing IS direct marketing – not a subset, not a weird little niche. It’s the heart and soul of the direct marketing industry. It’s our future. The acquisition of the EEC has been one bright spot, but the DMA could do much more to make the EEC more impactful, grow its membership, and replicate it to extend the DMA’s reach into other areas of interactive marketing, from search to display advertising to lead generation. The DMA’s staff still has extremely limited experience in interactive marketing, they haven’t had a thought leader around interactive on staff for several years, and their own interactive marketing efforts are far from best practice. Finally, the DMA’s government affairs group, perhaps its greatest strength, still seems disproportionately focused on direct mail issues. The DMA should maintain its staunch support of traditional direct marketers while investing in the future, making interactive marketing an equal or larger priority than traditional direct marketing. We have to invest in the future.

3. Finally, I think the DMA suffers from a lack of transparency that doesn’t serve it well in the hyper-connected world we live in here in 2009 – that’s a nice way of saying the organization has a big PR problem. The organization does a lot of great work that never gets adequately publicized. This whole proxy fight episode is another example, both in the weak response from the DMA and also in a lot of the complaints Gerry lodged against the organization, many of which the organization says are untrue or misleading. Senior DMA execs or Board members should be blogging. They should be active thought leaders in the community. They should be much more engaged with their members to both understand member needs and requirements and more aggressively promote their agenda.

In short, I will be an independent voice who advocates for progress and change in the areas that I consider to be most important, and I will be transparent and open about expressing my views. I’ve already been clear with the existing DMA Board and management that I do have this agenda, and that I hope the organization will embrace it. If they do, even if only in part, I think it will be to the DMA’s benefit as well as the benefit of its members. If they reject it wholesale, my interest in long-term involvement will be fairly low.

That’s the story. As I said up front, I am taking up this new role with enthusiasm and with the belief that the DMA is open to change and progress. We’ll see how it goes, and I will blog about it as often as I can.

Do you have thoughts on the future of the DMA? I’d love to hear from you. You can leave a comment below or email me directly at matt at returnpath dot net.

New People Electrify the Organization

We had a good year in 2009, but it was tough.  Whose wasn’t?  Sales were harder to come by, more existing customers left or asked for price relief than usual, and bills were hard to collect.  Worse than that, internally a lot of people were in a funk all year.  Someone on our team started calling it “corporate ennui.”  Even though our business was strong overall and we didn’t do any layoffs or salary cuts, I think people had a hard time looking around them, seeing friends and relatives losing their jobs en masse, and feeling happy and secure.  And as a company, we were doing well and growing the top line, but we froze a lot of new projects and were in a bit of a defensive posture all year.

What a difference a year makes.  This year, still not perfect, is going much better for us.  Business conditions are loosening up, and many of our clients have turned the corner.  Financially, we’re stronger than ever.  And most important, the mood in the company is great.  I think there are a bunch of reasons for that – we’re investing more, we’re doing a ton of new innovation, people have travel budgets again, and people see our clients and their own friends in better financial positions.

But by far, I think the most impactful change to the organizational mood we’re seeing is a direct result of one thing:  hiring.  We are adding a lot of new people this year – probably 60 over the course of the year on top of the 150 we had at the beginning of the year.  And my observation, no matter which office of ours I visit, is that the new people are electrifying the organization.  Part of that is that new people come in fresh and excited (perhaps particularly excited to have a new job in this environment).  Part of it is that new people are often pleasantly surprised by our culture and working environment.  Part of it is that new people come in and add capacity to the team, which enables everyone to work on more new things.  And part of it is that every new person that comes in needs mentoring by the old timers, which gives the existing staff reminders and extra reason to be psyched about what they’re doing, and what the company’s all about.

Whether it’s one of these things or all of them, I’m not sure I care.  I’m just happy the last 18 months are over.  The world is a brighter place, and so is Return Path.  And to all of our new people (recent and future), welcome…thanks for reinvigorating the organization!

Innovating in New York City

Last week I wrote about speaking at the NYC Lean Startup Meetup.  One of my other key takeaways from this, which I’ve known for a while and have been meaning to blog about, is just how vibrant the tech startup community is here in New York.  I know others have been blogging about this like mad – Fred has some thoughts here, here, and here, and Charlie has some here and here.  Chris Dixon’s seminal post on this is here. (I even blogged a bit about why NYC is a good place to start a business back in 2006 here.)

I’ve had a little more time for networking and speaking in the past year than the prior year, and I’ve been blown away by how many startups there are here.  Like most things, New York City is such a massive and diverse place that it’s easy to “get lost in the crowd,” and there’s a lot going on.  So startups don’t tend to get the same level of social buzz that they do in Silicon Valley.  But Fred’s stat in one of those links above that over 150 startups were founded in NYC this year compared to over 300 in the Valley is interesting when you consider the geographic density here.  There are many more per square mile in New York.

Despite the geographic density to the startups, the New York startup scene is a long way from being a community.  There are some encouraging signs of late.  Charlie’s establishing a physical presence for First Round Capital is one. NextNY, with over 2500 members, is another, along with various Meetups.  I am learning more and more every day about local incubator-type organizations as well (take that term with a grain of salt).  I thought John Borthwick’s Betaworks was the only one until Charlie told me about Sunshine Suites, TechSpace, and the NYU/Poly program.  But something is still missing.  Some glue to hold it all together.

In the Valley, the startup community is  a cultural thing — plus, startups are part and parcel of a larger tech community.  Most of the big acquirers of internet companies are out there, so the ecosystem keeps cycling through companies and talent and investors.  In smaller cities like Denver/Boulder and Boston (and soon to be Seattle), TechStars fills a good void by providing a high profile “lure the talent here” combined with “meet the money” program. Seedcamp does that nicely in London, which, while it’s a big city, has a much smaller and more dispersed startup community than New York.

Since we’re unlikely to suddenly sprout a bunch of Fortune 500 tech companies in NYC, where’s our version of one of those programs in NYC?  Or is there some other “glue” lurking out there to tie it all together?

The Rumors of Email’s Demise Have Been Greatly Exaggerated, Part V

Thank goodness I can finally write a positive piece under this headline, and not a rebuttal like I did here, here, here, and here.

It seems like there are signs of an email marketing renaissance left, right, and center these days.  First, the industry has enjoyed significant growth this year.  Every vendor I speak with in the space except for one or two is posting record numbers — whether they sell data, technology, or services.  And lots of vendors have been swallowed up by larger multi-channel CRM or DM companies for nice prices.  Every marketer or publisher I speak with is investing more money into their email programs, and they are seeing stellar returns.  In fact, their most persistent complaint is that they can’t get enough good names on their lists fast enough.

But beyond those signs, the much-maligned email channel has finally garnered some positive press of late.  First, as, Ellen Byron wrote on November 23 in her Wall Street Journal article entitled “Email Ads Grow Up – Department Stores Discover Devoted Fashion Fans Read Messages in Their Inboxes,” consumers are beginning to much more easily separate spam from commercial email they want, one consumer even going so far as to call emails she receives from retailers “like a quick shopping trip…a guilty pleasure.”

Byron also went on to quantify what some mailers are doing to tilt the balance of their marketing spend ever so slightly in the direction of email.  For example, The Gap is diverting over $26mm that they spent last holiday season on TV towards online and magazine.  And analysts point out that no matter how much marketers spend on their email programs, it’s still a small fraction of what it costs to create and insert a big print or broadcast spot.  I couldn’t even find the full article to link to, but it wouldn’t matter, as you have to be a Journal subscriber to read it (annoying).

And today, email industry guru Bill McCloskey wrote an admittedly self/industry-serving piece about how he is seeing the signs of this email renaissance moving into 2006 as well, starting with the fact that trade associations like the ESPC and the DMA are doing more to step up to the plate in terms of defending and promoting the email channel with the press and consumers.  He also cites the fact that consumers are getting more used to spam and mentally separating out good email from bad email as a reason for the comeback.  Bill even goes so far as to say that “email will surpass search in the battle for marketers’ hearts and minds.”  The full article is here, but warning again, you have to be a Mediapost subscriber to read it (free but still annoying).

It’s nice to see the media tide turning here towards a more rational, balanced position on email.  It’s not just about spam and scams — it’s about the power, customization, and intimacy of the channel!

CEO Diary:  What Makes a Great Day?

5:30 a.m. – run (have to keep up with Brad)

8:45 a.m. – networking coffee with former main contact at large strategic partner; now CFO of another company in the industry

9:30 a.m. – work time/email/read newsletters, Wall St. Journal online, various RSS feeds

10:30 a.m. – internal meeting to discuss mothballing a product feature that’s hard to maintain and doesn’t generate much revenue

11:00 a.m. – internal meeting to clarify roles and responsibilities between account management and  client technical operations

11:30 a.m. – brainstorm 2006 strategy with head of one of our lines of business

1:00 p.m. – great sales call on a Tier I prospect with new sales person; business almost certainly forthcoming!

3:00 p.m. – meet with head of sales and hea of HR to discuss candidate for sales position and potential changes to sales compensation structure

3:30 p.m. – review draft of new (revolutionary!?!?) corporate web site; do deep dive on critical headlines and copy points with team members

4:30 p.m. – status meeting with new head of marketing,including quick stand-up meeting on PR strategy for upcoming trade show with one line of business head and product manager

5:30 p.m. – work/email/planning next Board meeting agenda/blog posting

7:00 p.m. – dinner with CTO

Energizing (frenetic?).  Diverse in terms of functions/departments covered.  Good balance of internal vs. external.  Some items high level, some more detailed.  Mix of brainstorming vs. decisions vs. status checks.  Some social mixed in with hardcore work.  This is why I love my job!

Getting Good Inc., Part II

It was a nice honor to be noted as one of America’s fastest growing companies as an Inc. 500 company two years in a row in 2006 and 2007 (one of them here), but it is an even nicer honor to be noted as one of the Top 20 small/medium sized businesses to work for in America by Winning Workplaces and Inc. Magazine.  In addition to the award, we were featured in this month’s issue of Inc. with a specific article about transparency, and important element of our corporate culture, on p72 and online here.

Why a nicer honor?  Simply put, because we pride ourselves on being a great place to work — and we work hard at it.  My colleague Angela Baldonero, our SVP People, talks about this in more depth here. Congratulations to all of our employees, past and present, for this award, and a special thanks to Angela and the rest of the exec team for being such awesome stewards of our culture!

A Good Laugh at Microsoft’s Expense

Anyone who has ever had a frustrating moment with any Microsoft product (um, that probably means everyone) must watch this 4 minute video.  Thanks to my colleague Carly Brantz for turning me on to this gem.

Update:  new link for this video as of June 18, 2006 here.

Wanted!  Comp Benchmark Participants, Part II

So far, the responses to my earlier posting on organizing a comp benchmarking project are going well.  We still don’t have as many as I’d hoped, but it’s only been a couple of days.

However, I did receive a comment and link that led to an email exchange with Mike DiPierro, who pointed me to another collaborate effort that’s worth looking at on the web.  Although it may not be quite as customized as the one I’m hoping we can build, this group does an annual report for private company comp, one in IT and the other in Life Sciences.  You can see more about it here if you’re interested in participating in their 2006 survey (but participate in ours as well!).

I went to an amazing event this weekend. One of my close friends, Raj Vinnakota, started an education foundation about 7 years ago in Washington, D.C., called the SEED Foundation. The foundation’s first venture is the nation’s first urban public charter boarding school, located in the Anacostia section of town and dedicated to providing a college prep environment for kids who otherwise might not even finish high school in the inner city of D.C. The school has had a tremendous amount of national recognition, from Oprah, to Time, to Good Morning America, to Newsweek.

The school has now been up and running for six years, starting with a group of seventh graders back in 1998, and this Saturday, that first class graduated. Impressively, all 21 seniors are going to college, including some going to Princeton, Georgetown, and Penn. Alma Powell spoke at commencement. The event was one of the most moving things I’ve ever attended. The kids and their families were all so proud, and justifiably so.

Raj and I have followed fairly similar paths since meeting in college. Almost 100% of the same activities at Princeton, same first job after college at Mercer Management Consulting, lots of friends in common, similar family backgrounds. The only thing we have in common from the last 5 years, though, is that we’ve raised the same amount of money as leaders of our respective organizations — me for the for-profit Return Path, Raj for SEED.

Attending the SEED graduation gave me a twinge of guilt that I’m not doing something quite as overtly good for society, but it has an inspirational effect on me in two ways. First, it gave me hope for mankind’s future that people as talented as Raj are doing overt good for the less fortunate every single day. Second, it gave me lots of encouragement to build a successful company so that both the company, and I personally, can give back to society over time in other ways, both with money and with time.

Raj tells me that, now that he’s proven the model, he’s going to have a second school up and running by 2006, with more to come after that. All I can say is, good luck, and let me know how I can help!

Running a Productive Offsite

A couple OnlyOnce readers asked me to do a post on how I run senior team offsites.  It’s a great part of our management meeting routine at Return Path, and one that Patrick Lencioni talks about extensively in Death by Meeting (review, book) – a book worth reading if you care about this topic.

My senior team has four offsites per year.  I love them.  They are, along with my Board meetings, my favorite times of the year at work.  Here’s my formula for these meetings:

–          WHY:  There are a few purposes to our offsites.  One for us is that our senior team is geographically distributed across 4 geographies at the executive level and 6 or 7 at the broader management team level.  So for us, these are the only times of the year that we are actually in the same place.  But even if we were all in one place, we’d still do them.  The main purpose of the offsite is to pull up from the day-to-day and tackle strategic issues or things that just require more uninterrupted time.  The secondary purpose is to continue to build and develop the team, both personal relationships and team dynamics.  It’s critically important to build and sustain deep relationships across the Executive Team.  We need this time in order to be a coordinated, cohesive, high trust, aligned leadership team for the company.  As the company has expanded (particularly to diverse geographies), our senior team development has become increasingly critical

–          WHO:  Every offsite includes what we call our Executive Committee, which is for the most part, my direct reports, though that group also includes a couple C/SVP titled people who don’t report directly to me but who run significant parts of the company (7-8 people total).  Two of the four offsites we also invite the broader leadership team, which is for the most part all of the people reporting into the Executive Committee (another 20 people).  That part is new as we’ve gotten bigger.  In the earlier days, it was just my staff, and maybe one or two other people as needed for specific topics

–          WHERE:  Offsites aren’t always offsite for us.  We vary location to make geography work for people.  And we try to contain costs across all of them.  So every year, probably 2 of them are actually in one of our offices or at an inexpensive nearby hotel.  Then the other 2 are at somewhat nicer places, usually one at a conference-oriented hotel and then one at a more fun resort kind of place.  Even when we are in one of our offices, we really treat it like an offsite – no other meetings, etc., and we make sure we are out together at dinner every night

–          WHEN:  4x/year at roughly equal intervals.  We used to do them right before Board meetings as partial prep for those meetings, but that got too crowded.  Now we basically do them between Board meetings.  The only timing that’s critical is the end of year session which is all about budgeting and planning for the following year.  Our general formula when it’s the smaller group is two days and at least one, maybe two dinners.  When it’s the larger group, it’s three days and at least two dinners.  For longer meetings, we try to do at least a few hours of fun activity built into the schedule so it’s not all work.

–          WHAT:  Our offsites are super rigorous.  We put our heads together to wrestle with (sometimes solve) tough business problems – from how we’re running the company, to what’s happening with our culture, to strategic problems with our products, services and operations.  The agenda for these offsites varies widely, but the format is usually pretty consistent.  I usually open every offsite with some remarks and overall themes – a mini-state-of-the-union.  Then we do some kind of “check-in” exercise either about what people want to get out of the offsite, or something more fun like an envisioning exercise, something on a whiteboard or with post-its, etc.  We always try to spend half a day on team and individual development.  Each of us reads out our key development plan items from our most recent individual 360, does a self-assessment, then the rest of the team piles on with other data and opinions, so we keep each other honest and keep the feedback flowing.  Then we have a team development plan check-in that’s the same, but about how the team is interacting.  We always have one or two major topics to discuss coming in, and each of those has an owner and materials or a discussion paper sent out a few days ahead of time.  Then we usually have a laundry list of smaller items ranging from dumb/tactical to brain-teasing that we work in between topics or over meals (every meal has an agenda!).  There’s also time at breaks for sub-group meetings and ad hoc conversations.  We do try to come up for air, but the together time is so valuable that we squeeze every drop out of it.  Some of our best “meetings” over the years have happened side-by-side on elliptical trainers in the hotel gym at 6 a.m.  We usually have a closing check-out, next steps recap type of exercise as well.

–          HOW:  Lots of our time together is just the team, but we usually have our long-time executive coach Marc Maltz from Triad Consulting  facilitate the development plan section of the meeting.

I’m sure I missed some key things here.  Team, feel free to comment and add.  Others with other experiences, please do the same!

Everything That is New is Old

With a full nod to my colleague Jack Sinclair for the title and concept here…we were having a little debate over email this morning about the value of web applications vs. Microsoft (perhaps inspired by Fred, Brad, and Andy’s comments lately around Microsoft vs. Apple).

Jack and his inner-CFO is looking for a less expensive way of running the business than having to buy full packages of Office for every employee to have many of them use 3% of the functionality.  He is also even more of a geek than I am.

I am concerned about being able to work effectively offline, which is something I do a lot.  So I worry about web applications as the basis for everything we do here.  We just launched a new internal web app last week for our 360 review process, and while it’s great, I couldn’t work on it on a plane recently as I’d wanted to.

Anyway, the net of the debate is that Jack pointed me to Google Gears, in beta for only a month now, as a way of enabling offline work on web applications.  It clearly has a way to go, and it’s unclear to me from a quick scan of what’s up on the web site whether or not the web app has to enable Gears or it’s purely user-driven, but in any case, it’s a great and very needed piece of functionality as we move towards a web-centric world.

But it reminded of me of an application that I used probably 10-12 years ago called WebWhacker (which still exists, now part of Blue Squirrel) that enables offline reading of static web pages and even knows how to go to different layers of depth in terms of following links.  I used to use it to download content sites before going on a plane.  And while I’m sure Google Gears will get it 1000x better and make it free and integrated, there’s our theme — Everything That is New is Old.

The iPhone?  Look at Fred’s picture of his decade old Newton (and marvel at how big it is).

Facebook?  Anyone remember TheSquare.com?

MySpace?  Geocities/Tripod.

LinkedIn?  GoodContacts.

Salesforce.com?  Siebel meets Goldmine/Act.

Google Spreadsheets?  Where to begin…Excel…Lotus 123…Quattro Pro…Visicalc/Supercalc.

RSS feeds?  Pointcast was the push precursor.

Or as Brad frequently says, derive your online business model (or at least explain it to investors) as the analog analog.  How does what you are trying to online compare to a similar process or problem/solution pair in the offline world?

There are, of course, lots of bold, new business ideas out there.  But many successful products in life aren’t version 1 or even version 3 — they’re a new and better adaptation of something that some other visionary has tried and failed at for whatever reason years before (technology not ready, market not ready, etc.).