ASTD has announced that it is changing its name to ATD: “The Association for Talent Development”. Having started my working career in the international branding agency Nomen, I was particularly interested in the news and reactions by members. To be immediately clear on my opinion, I think it is a good change and hope it will be as best executed as possible over the coming period.
The process for a name change is lengthy, costly and massively important to any business organisation. The name must reflect the brand and achieve whatever business goals necessary.
It all starts with a good naming brief
The first step is to create a well structured briefing that outlines the brand (image) that the name must communicate. In the case of A(S)TD, I assume there were two major requirements in order to enlarge the scope of the association: Remove the “American” and reduce the immediate and exclusive focus on “Training”. In the case of A(S)TD, these 2 requirements seem very sensible to me. As our industry has evolved, we all understand that learning is more than training. Given the international scope of the organisation (as proven by the 9000+ international attendees at this year’s conference) it also seems natural to want to reflect that in the brand. The other semantic requirements are unknown to me, but may include things like “performance driven”, “giving a sense of prestige”, “connected and collaborative”, “focussing on human potential”, “focused on results” etc etc..
Today I have heard from various conference attendees the new name does not say what it ought to. More on this later.
There are other considerations that must be included in the briefing that are common to all name creation including who must understand the brand, specific language or length requirements, where and how it will be used, fit with other names in the brand portfolio, differentiation from competitors etc… It is important the right people are involved in creating the naming brief, in order that the name does what it must across the business. Involvement can also help with adoption of the new name and smoothing the change process.
Today I have heard complaints that the focus on “talent” does not fit with other A(S)TD brands related to “workforce development” and “training design and delivery”. I also heard disappointment that other people were not consulted, to illicit their opinion. As I understood it, the board, communications and marketing departments worked in close collaboration with the branding agency.
Name creation is an art in itself
The creative phase for name creation begins with a team of people who look for different possible ways to evoke the brand in words. Normally, this phase is not initially restricted by specific conditions like type or length of name. A creative team is charged with looking for descriptions and associations that can communicate what was laid out in the brief, then turning them into names. At this point, various creation strategies can be considered, including use of patronymics (“Johnson and Johnson”) and 4 other specific types of name structure:
A(S)TD has chosen to use descriptive dictionary terms for the name. The biggest value of (staying with) this choice is in search-engine optimisation and comprehension across international languages. In principle, given the choice to stay with a simple English name, most languages will at least understand the name and it will yield search results. People in our profession do not search for random associative made-up terms. They search for terms that mean something to them, eg “association”, “learning”, “talent”, “training”, “development”.
In a more creative brainstorming activity, the focus is first on associations and analogy, looking for other ways to say what must be communicated. A variety of creative techniques are used. Out of this creative phase, many names are created that will be immediately filtered out in the selection phase, as they obviously do not fit to the briefing requirements.
Suggestions made in the conference backchannel today range from “The Intergalactic Association of Doing Everything” to “Global Performance Insititute”.
Not every name you create actually works
In the first selection phase, some clients immediately fall in love with a name; others see a direction that they like that must be further elaborated by the creative team.
When arriving at a shortlist of names, the second selection phase begins. Here, names are subjected to consideration by a panel of native-speaking people from the target languages to ensure they are understood as required, can be sufficiently pronounced, do not give the wrong “feeling” and do not say something bad for other language speakers.
Some years ago, Toyota famously created the brand name “MR2”. When pronounced in French, this can be heard as either “merde” (shit) or emmerdeur (someone who makes things difficult or “stirs shit”). When I heard the name for our organisation, I could imagine that all 3 words were reasonably international, translating well in terms of core meaning.
Although the order of filtering activities may differ, a cost-conscious branding agency will now conduct a domain-name availability search to see if the name (or acceptable iterations) are available for use with required root domains (.com .org etc). Until the release of “creative root domains” this exercise restricted choices enormously. Almost anything you can think of in the descriptive dictionary category of names is almost always gone or else it is far too long. It is amazing to me that A(S)TD was able to secure TD.org as the chances of even getting a 2,3,4 letter word are almost impossible. Its a shame that ATD.org was not available.
At this point, having ruled out names that cannot work, it is time for final elaboration of what is left, if anything. Here, the actual target audience is shown the name and market research is conducted to see if the name really works or not.
When I heard the name, I was extremely pleased that the scope of our activities had been enlarged to the level of “talent”. In continental Europe, many HR Directors were some years ago rebranded as “Talent Directors”; HR itself became “Talent Management”. Speaking with many American colleagues, I was surprised by their reaction. They told me that “talent” evokes for them the idea of fickle Hollywood movie stars. I also heard many people saying the focus should not have been on the people, but on the business results (“performance”). And finally, people complained that their opinion was not solicited.
Even when it works, you may not be able to use it
When the final shortlist of names has been chosen, legal and trademarking issues need to be considered. The aim of trademark registration is to protect the brand name from unfair use by other organisations.
A first search is done to see if any other organisations in relevant sectors or geographic regions are using the name itself or any close resemblance. “Resemblance” includes partially comparable words and even synonyms. This search is difficult, lengthy and costly, and must be done by legal professionals to ensure that no subsequent legal action will be taken against the company using the new name. The basic argument is: You cannot use a name that is the same as or too close to another that has been sufficiently used (or registered) by another similar company in the region you want to register your name in. If you did, you would unfairly profit from the brand-loyalty and goodwill built-up for that name by the other company. Business names can be registered in multiple domains and regions and the cost is relative to the level of protection requested.
In the case of A(S)TD, it must have been costly and difficult to find, research and protect the new name. The chances of your name NOT being used in a similar way is much lower when you are using descriptive dictionary words. These chances are further reduced when the name must be registered across multiple geographical regions.
..and when you have a name, you have a change process to do
All change is likely to causes problems, and take time and expertise. The same is true for a name, particularly so because names carry a strong sense of identity and precedence. Imagine if you had to change your own name..
Without considering logo and design issues (by the way, I love the logo… ask me why!) the name change process requires a massive amount of communication and administration. Marketing collateral like websites, print and merchandising will need to be changed and a choice must be made between replacing all iterations of the old name, removing all old-name content, or doing nothing. People need to be informed and the transition needs to be managed, from email signatures to letterheads and PPT templates.
But the hardest part of the change is getting people to adopt the new name and love it.
I have heard concerns about the financial implications of the rebrand for the chapters, as well as uncertainty about timings and process. Although people have been told that that information will arrive very quickly, I also heard complaints that it was not provided in advance to more people; people most directly affected.
In any change, some people will love it quickly and some will hate it forever. Some people will try it out immediately and others will need more time. The longer the history with “what was the case”, the less likely people will love what is new. Much has been written and taught about change management with regard to this phenomenon. And the ASTD name has a rich history! There are always complaints when a strong brand changes identity and any complaints today are therefore credit to the strength of the A(S)TD brand.
Complaints here include those who say that many opportunities were missed to announce the change to a limited group of early-adopters or influential people outside of the A(S)TD central offices. This could have helped to ease the pain of transition and could have created a bigger pool of supporters to promote the new name to others, following the full-on official announcement.
But whatever happens next, the new name is here to stay
Like a new-born arriving in a family, everything can go a little crazy. People can get moody or excited, and everyone needs support to adapt. Complaints like those noted above happen every time. But as the transition takes place over time, if the staff at A(S)TD help those affected to see the value, administrate the change and use the name well, in some time everyone will forget there was ever another name.
And whatever you think, it is there and we all have a choice to be positive or negative.
Welcome to ATD!
Thanks for reading,
ps Is someone going to refund the ASTD t-shirt I bought on Sunday?