At a time when there is concern that news outlets are feeding coronavirus panic and confusion, it may have been easy to miss some of the more positive news stories emerging in the last few weeks.

Chief among them is the impact that digital technology has had across Asia, as parts of China in particular have gone into lockdown, and the implications of this.

Across China, as The Economist reported earlier this week, subscriptions to digital health services have increased exponentially – a shift in consumer behavior that previously had been expected to take five whole years. Similarly, we have seen reports that mobile, social media and streaming services are experiencing a strong uptick in usage whilst people are stuck indoors. Schooling has also moved online, with students taking classes through grade-specific TV channels, and the internet.

Above all, we’ve seen people using digital resources to overcome the loneliness of isolation. Gyms are offering sessions via WeChat, clubs are hosting club nights online, and gamers are congregating online to play together in increasing numbers, with Tencent’s Honor of Kings game reaching a peak in average daily users.

So will there be in any digital silver linings for the market research industry?

Non face-to-face methodologies are hardly new in our industry, but a shift towards online – particularly when it comes to qualitative research – now feels unavoidable. Where once a traditional focus group or face-to-face interviews may have sufficed, we’ll undoubtedly see digital techniques coming in to play more and more.

But herein lies a word of caution: because not all digital techniques are created equally, and not all solutions are suitable for certain projects: the most appropriate methodology will always depend on a study’s objectives.

There are plenty of digital options available to researchers: online focus groups, skype depth interviews, mobile diaries, and online communities to name but a few, but how do you work out which methodology is best suited to your study?

First of all, it’s important to start your thinking with your objectives, not your methodology. Just because you might have once used focus groups or face-to-face depth interviews in the past, doesn’t necessarily mean an online focus group or skype interview are the best ways to meet your objectives using digital tools. Start by asking:

  • Are you looking for breadth, or depth of insight?
  • Who are you looking to influence with your findings? What kinds of asset are most likely to have impact and support real change across your organization? How quickly do your stakeholders need access to your insights?
  • How important is it to observe discussion and interaction between respondents – are you looking to compare different points of view?

How you answer these questions will heavily impact the methodology that’s right for you.

For instance, say you are conducting a concept or product test. Typically, you’d use a focus group setting so your product and design team could observe respondent reactions, and make on-the-spot changes to your product.

Stay ahead

Get regular insights

Keep up to date with the latest insights from our research as well as all our company news in our free monthly newsletter.

If you’re looking for breadth, speedy insights, and discussion between respondents to understand how views differ, you might automatically think that an online focus group session, with respondents and stakeholders logging in from separate locations is your answer. However, while online focus group technology mimics the experience of a focus group setting, in practice, it is much harder for respondents to communicate with one anyone other than the moderator – you’re unlikely to meet your ‘discussion between respondents’ objective.

Instead, an online community would allow you to hit the nail on the head of all three of your objectives and then some. The key difference versus an online focus group is your ability to nurture and observe conversations between respondents in the community in a much more natural environment.

You can even use the platform to segment different audiences together, or keep the community broad to observe discussions across the whole group. Stakeholders are able to log on at any time they choose, to observe conversations, and input suggestions for additional questions to the moderators. And say you have one or two topics you’d like to explore in more depth? You can always set up private questions, to conduct one-to-one research as part of the community. And when it comes to final assets, online communities are really unrivalled when it comes to video and photo content that can be used to help land insights with your stakeholders.

If, however, observing interaction between respondents really isn’t a key necessity, and you’re looking for depth of insight, you may want to consider depth Skype interviews instead of your traditional focus group. Digital depth interviews work beautifully for concept and product testing as part of a staged program of research, especially when you meld multiple touch-points together. You could consider following an initial Skype interview with a selfie-style filmed product review in-home for example, to really dig into consumer views.

Ultimately, while all of these methodologies have been around for some time, it’s likely that a reduction in face-to-face research will see us being far more creative with the digital options available to us. It will be fascinating to see whether or not these changes result in a long-term shift towards digital methodologies. Back in 2014 during London’s tube strikes, commuters were forced to find alternative routes to get travel around the city. Following the strikes, Transport for London reported that one in 20 commuters actually stuck with the new route they’d discovered. Will the research industry see a similar permanent shift? Time will tell.

Kadence has a wealth of experience in using digital research methodologies to help answer critical questions for brands and businesses. If you’re looking for support to help you find the best approach to meet your business objectives, please get in touch.  

As you put the Halloween decorations away for another year, are you one of the many people thinking twice about that age old tradition of carving a pumpkin? 

#pumpkinrescue is trending on social media as organizations and consumers alike raise awareness of unnecessary food waste that the Halloween tradition creates. According to Hubbub, in the U.K., 18,000 tons of pumpkin go to landfill every year (that is the equivalent of 360 million portions of pumpkin pie) and many people have had enough, using the hashtag to encourage consumers to eat the remains of their pumpkin instead. 

Concerns around food waste are no fad. Our latest research, The Concerned Consumer, found that food waste is a key issue globally, with 63% of consumers telling us they do their bit to address food waste. This is particularly important for consumers in the UK and the US, where the figure rises to 71%. 

Keen to explore this topic in more detail, we’ve been digging into the conversations around food waste on Twitter, using a comparative analytics tool called Relative Insight. 

Stay ahead

Get regular insights

Keep up to date with the latest insights from our research as well as all our company news in our free monthly newsletter.

So aside from discussions around #pumpkinrescue, how is food waste being discussed online?

Freezing food is a key topic of conversation. It is seen as a sustainable way to keep food fresh for longer, minimizing food waste overall. And while thinking about pumpkins (which is a fruit by the way – yes, we googled it), we found that consumers are generally confused about whether they can or can’t freeze certain vegetables and fruit.

Another popular topic around food waste is finding a purpose for food scraps. Consumers are calling for more recipe suggestions incorporating vegetable scraps, or ways of composting it. Take a pumpkin as an example; the flesh can be used in pies and bread, the guts can be used for broth and mulled wine, the skin is edible in small varieties, and the seeds can be roasted. 

Want to discover more about the environmental, ethical and health concerns driving purchase behaviour in food and drink? Download our Concerned Consumer research.

Trusted by

The role of leadership is not what you think. The likelihood is, the more you think of yourself as an expert in leadership – the less likely you are to be a ‘great leader’. If, when you try and picture a great leader you see Steve Jobs, Jack Ma, Nelson Mandela or Elon Musk. You are probably even further away. Let me explain.

The Rugby World cup is currently on in Japan. A feast of games that has already thrown up an unlikely result such as Japan beating Ireland. The Premier League is also in full swing and it brings an interesting contrast to what a ‘Captain’ looks like for each. I have been lucky enough to captain both a rugby team and a football team (in my younger, fitter days). And the difference is huge. In rugby, you must choose a strategy. When given a penalty, you pick from 1 of 4 potential restarts. It is the captain’s choice and the right decisions at the right time can hugely influence the result. For football, as a recent article talking about the potential for Maguire to be a future captain of Manchester United said, you just have to shout loudly.

So is Elon Musk or Steve Jobs more of a rugby or football captain? Probably neither. They are perhaps more of a Tiger Woods (let’s keep the sporting analogies going!). Tiger Woods has a caddy who helps him immensely. But he has to have his own strategy, play his own way. And he has to execute every shot. That is Elon Musk. He knows more about his products than anybody else. Steve Jobs knew exactly what he wanted to do with his products.

So a leader has to be an expert, know the strategy or shout loudly? According to a new book from HBR – a leader is simply someone who has a follower. This is perhaps a better reference for the workplace – rather than sporting analogies. I am sure there are many people that we have all worked with over the years that have been put into a position of ‘leadership’ that makes you question … why? The problem, in a larger organization, is that people are mandated to follow. They HAVE to do what their boss says. They don’t follow willingly. They are forced. But that person is still a leader, because they have a ‘follower’.

There are so many books, publications, articles and how tos about leadership, that it is almost impossible to navigate the viewpoints with a clear understanding of what makes a great leader (and I do realize the irony of writing this within a blog about the role of leadership).

Stay ahead

Get regular insights

Keep up to date with the latest insights from our research as well as all our company news in our free monthly newsletter.

How do you identify a leader?

Within an organizational context, how do you find the ‘next great leader’? If the ‘bosses’ are not great and their ‘followers’ only do as the boss decides – how do you identify the next best? For me, that is the opportunity for the organization. If the company culture and initiatives can be geared up to provide everyone with an equal opportunity – then does the cream naturally rise to the top?

In the past, Kadence has worked with ICLIF – a not for profit that specializes in leadership development. Part of a piece of work that we did was a 28 market study on leadership. It was part of the context for a book written about open source leadership. Within this book it was argued that because of a 24/7 world of connectivity, true leadership can not be done in the same way as before. That at the end of the day ‘leadership is more than an art than a science’ . As such, books on ‘how to lead’ simply don’t work.

One of the key areas of the book raised the question about how to find leaders within your organization. The suggest was ‘Throw out challenges to the entire employee base and see who comes forward to showcase their talent and energy. Those who raise their hands year after year to solve company problems or exploit revenue opportunities are your natural leaders for tomorrow.’

This is great leadership. Having an organization that allows those with passion and desire to showcase it off. It is not about forcing Harry Maguire to shout, it is about giving a voice to those that want to. So instead of thinking about individuals that are great leaders, perhaps we should be thinking about cultures that allow innovation to thrive? That the role of leadership is not to lead, but to set up a system that allows people to work on their best ideas.