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Westpac New Zealand adopt The Emotional Culture Deck
We interviewed Derri Evans, Scrum Master at Westpac New Zealand, who is one of the leaders behind the adoption of The Emotional Culture Deck at Westpac New Zealand.
This is what Derri had to say about The Emotional Culture Deck, why she's using it, and what she's hoping she will be able to achieve by injecting the deck into Westpac New Zealand Squads.
Where corporate culture goes wrong
Everything changed for me when I read Mandy O'Neill and Sigal Barsade’s research on emotions in the workplace. The article Manage your emotional culture has become a seminal piece of work for me. It's helped shape my view of workplace culture and culture change. It’s given me hope. This one line in this article that stopped me in my tracks:
"Most companies pay little attention to how employees are—or should be—feeling. They don’t realise how central emotions are to building the right culture.”
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So you want to actually feel something meaningful in your work?
Late last year I was invited onto the SuperNova Podcast to chat with Lena Ski about emotions in the work place and the story behind The Emotional Culture Deck. Check out the interview below.
So, you want your work to actually mean something huh? Something meaningful. Something worth waking up for. Something worth staying awake for. Something worthy of your clients needs. Something special. The founder of riders&elephants Jeremy Dean gets you and has got your back - and there's a group of us willing to have that convo with HR. Here's proof that your work can feel like play and do something epic without having to change the whole world. And it sounds a little something like this.
Canteen and riders&elephants team up and use The Emotional Culture Deck
How the Emotional Culture Deck helped the youth leadership team from the CanTeen’s Hawkes Bay branch.
Young people don’t expect to come face to face with cancer, but they do. Cancer is terrifying for anyone, but for a young person already dealing with what life is throwing at you, cancer – your own or that of a family member – is an unexpected curve ball. Dedicated to supporting young people 13-24 come to grips with the emotional and practical toll of cancer, CanTeen gets it.
Six questions you need to ask yourself to find out if your people are ready for change:
Do your people believe that change is needed?
Do your people believe that change is appropriate?
Do your people believe there will be positive consequences for them through this change?
Do your people believe they can change?
Do your people believe that their leaders and managers are able to support them through this change?
Do your people feel interested, curious or joy when they think about this change?
If you can answer yes to every question, you're ready for a change. If you answer NO to any questions, design a way to turn that answer from a NO to a YES.
As a leader, you're in the business of people and change. You need to focus on both beliefs and emotions – you must cultivate positive emotions within your people. It’s not enough to just tell people why change is needed.
The questions above are based on the work of Professor Alannah Rafferty of the Griffith Business School, Australia.
How do we create more meaning in our work?
A Culture of Feedback: Making it Tangible
"Culture is the sum of collective behaviours. You cannot simply introduce one feedback method or tool and expect it to transform workplace culture on its own. Instead, you can design the levers, the structures, the system that will reinforce desired behaviours – and in turn shape culture.”
Check this article out for inspiration on how to inform culture and behaviours by Mollie West (IDEO) and Kate Judson (SYpartners).
"We keep telling them about our values but they're just not listening"
What do you want your customers to feel?
Great experiences build trust. Trust is good business. Worry less about what your logo looks like and more about how people feel when they come into contact with your brand.