I met up with a ex-colleague today who is passionate about customers, about service, and about the customer experience. He showed me the NPS charts and figures and lamented that so little real change is occurring in the organisation and so the NPS scores are static. He even went to a call-centre, sat with call-centre agents, and observed them responding to customer calls.
What did he notice? He noticed that these agents were not picking up on the customer’s emotional state and responding creatively to generate a meaningful connection. They were too busy on the task of working many screens-systems, finding information, and relaying this information to customers. He noticed that the call-centre agents were going about their customer conversations (and work) in a robotic way. I detected a hint of complaint towards the call-centre agents.
This got me thinking about organisations and work places. In my 20+ years of experiences I have worked with-for many organisations and I have noticed that most organisations are dead. Only a handful of organisational environments are alive. I have also noticed that robotic behaviour and dead organisations go together. Have you noticed that when people finish work and leave the building they sigh with relief – relief that they are out of prison. Have you experienced the same?
I ask you how likely is it that collaboration will show up in dead organisational environments? How likely is it that creativity and innovation will show up? How likely is it that the people working in dead organisational environments will show up in a way that leaves customers feeling happy?
Which begs the question, how do we turn dead organisations into alive organisations where empathy, collaboration, connection, creativity and innovation flourish? I have noticed the there are plenty of people providing answers to collaboration, creativity, innovation and employee engagement. There are all kinds of tip, tricks, techniques and frameworks – some simple, most complex. If they worked then collaboration, creativity, innovation and employee engagement would be flourishing; the tips, tricks, techniques, and frameworks have been around for a long time.
So what is the answer to this riddle? How do we turn dead organisations to organisations that are alive with empathy, with collaboration, with creativity and innovation? I share with you a profound insight, from a radical thinker, that gets to the heart of the matter:
People who are without creativity build dead organisations.