No questions please!

Michael Melling • February 24, 2025

Shouting reporters push back at Pearson plane presser

If you caught the end of last Monday night’s news conference at Pearson Airport following the Delta plane crash, you might have caught the shouting reporters at the end of it. After officials wrapped their statements and told reporters when and where to expect updates, they politely thanked the media and left the microphone – without taking questions. Reporters were not happy and let it be known! Officials not taking questions became a short, fleeting storyline for some news outlets.


I have no idea whether no questions was a deliberate decision or strategy in this case, and questions were taken at other airport news conferences, but I’m of two minds on what I saw at Monday night’s presser:


As someone who spent two decades in news, I understand the reporters’ frustration. This is a major story and there are a lot of questions that need to be answered. Q&A’s at news conferences are common, traditionally expected, and are about openness and accountability. There’s often not a lot that an official can say in the early stages of such a major incident, but they’re usually trained in how to respond to questions they can’t answer while avoiding speculation.


On the other hand, the media world has changed, and communications experts know that. Engaging in a Q&A adds an element of risk that most organizations would prefer to avoid. Organizations know they can distribute a controlled message directly to audiences through different platforms, and most traditional news organizations will also still pick up those messages word-for-word. While the reporters in the room were not happy, the general public is likely not putting much thought into the issue of reporters not getting to ask their questions.


🔵 The takeaway: So, should you take questions or not in a presser where you worry about risk and speculation? Mitigating risk is always a goal, and just because something’s traditionally been done a certain way — like taking questions — doesn’t mean it needs to continue. But, when doing media training, I encourage clients to always take the high road and consider the long-term relationship with journalists. Avoiding questions isn’t going to help. As the media landscape further fragments and the relative importance of old vs new media shifts, organizations need to ask themselves how much those relationships still matter, especially when they’ve got other options for getting their message out.


All that said, journalists also need to realise they’re just one way for organizations to get their message out (unlike 15-20 years ago), and they too need to think about relationships with the people they cover. Shouting at them likely isn’t all that helpful.


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A recent report from Gallup found that only 21% of Canadian employees consider themselves engaged at work. 66% say they’re not engaged, and 13% say they’re actively disengaged. The numbers might seem grim, but they’re actually only slightly below the global average. We’ve all heard how higher engagement leads to better retention, higher productivity, lower absenteeism, and higher wellbeing, but as anyone who has led a large team knows, increasing engagement scores is a really hard thing to do. Often direct managers score pretty well with employees for their direct leadership, but the disconnect in engagement is found at the broader company level. Is there a better way for the broader organization to engage the team and build trust with senior leadership? A couple of things to consider: 🔶 How are we currently communicating? Is most of it in written form? How is that working for us? 🔶 Is there an opportunity to explore other ways to communicate to make our senior leaders seem more “real”? With video and audio, you’re looking into their eyes and hearing their voices creating a connection that’s harder to do in print. 🔶 If we were to explore other ways to communicate, how could we tell our stories in a different way that would build trust and motivate engagement? Is there a less formal, more natural way we could communicate? Often organizations tell their external stories through compelling video and audio – the opposite of an internal email to staff or a scripted townhall. Perhaps it’s time to try approaching internal stakeholders in a similar way as external ones? With the importance of engagement, the scores being so low, and the challenges of getting the needle to move, it might just be worth a shot.
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