One of the worst things that can happen is for those further up the chain of power to hijack your video project. It’s not unknown for the boss to want to use a video to polish their image. This may put an unreal time restraint on the production schedule, for example, if the boss wants the video ready for a high level conference so he can impress his peers. In other circumstances pulling a training video off the shelf can help impress the auditor and help to maintain that ISO ***** standard (those asterisks are for you to add your own string of impressive numbers by the way). In other words the original intention for the video can become corrupted on its journey to the screen. If this is the case we need to know when you know, so we can help overcome the problems.
It may be that in all innocence you have identified a training need and that a video would be an ideal training aid. If you want this project to be a success you may have to negotiate with those all powerful people, who are the guardians of the company brand. You have either the option of bringing them in at the beginning or hoping to complete the video and distribute it before they get an inkling of what’s happening. Woe betides anyone who has distributed visual material without consulting, and conforming to the style book – the image bible that dictates all manner of font management, colour, background and shape.
The fact that you have never heard of this book of revelations, reflects what PR often thinks of HR – training is beneath them, it’s something that happens in the subterranean well of the actual business function – it’s not for those who mutter inanely of post modernistic semblances whilst making impassioned air shaping gestures. After all, spin is all. So the message is clear - before taking another step, think about what your communication department can do for you.
Of course, we are sure most of you will have no such stumbling blocks in your company. We just thought we’d mention it... just in case. It prevents unnecessary rework and angst if we have a copy of the style book before we commence production.
Instead, we will assume that you have no such problems in your company, your communications department is down-to-earth and more than helpful, you have undertaken a training needs analysis, have identified the training requirements and have designed a robust delivery mechanism. So, onward and upward.