Most of the time we wander around trapped in our own heads. Left to its own devices, our sense of self is remarkably resistant to change.
But stories offer a way out by ingeniously diverting us via someone else’s experience, disarming our defences by temporarily altering our point of view.
Released from the confines of our delusions, we are able to make fresh insights about how the world works and our place in it.
And the greater the jump the story can make away from what we know, in culture, language, environment and experience, the more we are confronted with the inadequacy of our preconceptions.
Take for example the act of killing. Most of us tend to think that the act of ‘murder’ is only committed by ‘murderers’. It is not only outside our experience but beyond our frame of reference for what is even possible.
But what if the capacity to kill exists in each and every one of us? What if it’s our circumstances alone that can define us ‘in the moment’?
And by circumstances I don’t just mean the immediate circumstances over which we might expect to have some measure of control, but also the larger forces at play in our family, community and society over which we have no control at all. The two can work together to insidiously bring us to the point of no return.
This was the question that I wanted to explore in ‘Arctic Crime & Punishment’.
Transported to a totally different context, a frozen village at the end of the world, could a story still provide the bridge to understanding our own capacity to kill?
And Arctic Greenland is a very interesting place to ask such a primal question because their code of justice is founded on this same principle of good storytelling. Those called to stand in ‘judgement’ of a crime must first step into the shoes of the ‘criminal’- they are required to give priority to the circumstances of the crime over the act itself.
This apparently tolerant view was not born out of some high-minded nobility, but from the necessity for survival.
“We cannot just expel people from society. We need all the people we have, and we have to accept those that we have been given. In Europe you can afford to sweep people under the carpet.” Judge Jens Kjeldsen.
Furthermore, as small, mutually dependent communities, they are able to judge from a position of knowing the defendant’s shoes very well.
But what about for the outsider? Cast into a completely different world, across the chasm of language, culture and environment, could a story persuade the viewer to step into the shoes of a killer too?
And what purpose does an understanding of such extremes of behaviour serve?
“Among all the miseries, there’s one that pierces our hearts most deeply, that wrings the bitterest tears from our eyes. It’s the awareness that we have committed a mistake that we can’t go back and fix. When we look back on our actions, I’m afraid there’s nothing quite so painful as thinking, ‘What have I done?’”
from ‘How Do You Live’ by Genzaburo Yoshino.
We met Naalu 3 days after her arrest. Our Greenlandic translator knew her and her parents. Over the course of the 3 months it took for her case to come to trial, we got to meet her family, and the relatives of her husband, the man she had killed.
If story can be a path for shared understanding and self-knowledge, it can also be a path to redemption and forgiveness.
“It’s truly painful to admit one’s own mistakes. Most people think up any excuse they can to avoid it. However, when you have made a mistake, to recognize it bravely and to suffer for it is something that in all of heaven and earth, only humans can do.
For error has the same relationship to truth as sleeping does to waking. I have seen that when one wakes from error, one turns to truth again as if revived.
We have the power to decide on our own who we will be. Therefore, we will make mistakes. However— We have the power to decide on our own who we will be. Therefore, we can also recover from our mistakes.”
from ‘How Do You Live’ by Genzaburo Yoshino.
Got a story to tell? Or purpose to communicate?
Need a partner in crime?
Employee engagement is an efficient business strategy. Happy, engaged, and resilient staff is the ultimate goal, but it’s easier said than done.
There isn’t a one-size-fits-all solution to employee engagement. It’s a mix of rewards, recognition, wellbeing, and community-building. Yuup provides a bespoke solution to each of these concerns surrounding employee engagement:
Employees are the heart of your business and the reason you exist. They’re also a significant investment, so it makes sense to invest in them as well.
Yuup offers a solution for employee engagement that goes beyond traditional perks such as free lunches or flexible working hours.
Based on research into what employees want from their employers, Yuup provides businesses with an innovative way to engage their teams by giving them recognition and rewarding them with things to do that are enriching and personal whilst stimulating the local economy and supporting small businesses.
Yuup is an online marketplace that offers a range of experiences that are perfect for businesses both big and small.
From team-building days to performance rewards and from staff wellbeing experiences to ways to celebrate big wins. It’s a way for businesses to engage their staff in ways they may not have been able to before.
A lot of people ask me where to start with their #newwaysofworking journey. The answer is often frustrating to hear – there is no ‘one right way’ – sorry! It is something that teams need to figure out for themselves and build on through constant experimentation, doing more of what works, and less of what doesn’t. You are closest to the information, so I cannot tell you where is best to begin, nor can anyone else.
What I can share with you are the patterns found in progressive organisations, and this is what I’ll do with my new series: Do try this at work. I’ll be sharing just one at a time, with the hope that you give it a go in your team before the next newsletter arrives in your inbox. First up we have the wonderful circle meetings which are a definite favourite of mine (and the perfect training wheels for consent decision-making!).
Imagine a meeting with no interruptions and no one voice dominating…
Well, you don’t have to imagine…
There is a pretty broad consensus that most meetings are a drag at best and a waste of time at worst – it needn’t be this way! Circle meetings offer us an alternative and are super simple. They teach us to become better listeners and to be more vulnerable. Vulnerability requires candour, and people trust this. Good relationships are built on trust, and circle meetings help us to build this. You’ll hear less from the usual suspects and more from the quieter voices, whose fab ideas and contributions will surprise you.
Given that most of us are fed up with meetings, most groups are open to trying a new meeting structure when it’s suggested. So pop a brave pill (I know this is scary stuff!) and try a few circles meetings where you work. I bet you’ll be surprised by how powerful such a simple structure is.
The more you talking you do in meetings, the more you need to try these!
Below, you’ll find step by step instructions on how to hold a circle meeting and underneath those, you’ll find an awesome how-to video demo created by my friend Tim Shand.
I’d love to hear what you notice after trying these in your team. And don’t forget to ask your team what they noticed after using the circle meeting structure. If their feedback is positive – and I’m sure it will be – then do more!
Good luck! And head here to signup for receiving these by email: https://newwaysofworking.substack.com/
In a world of everything is potentially ‘fake news’ where can we find meaning?
We depend on our own finely-tuned radar of ‘emotional resonance’.
What feels true?
‘Truth is stranger than fiction” because it can’t be contrived. But how do we tell the difference?
Much of the power of non-fiction storytelling lies in its claim to ‘authenticity’. And with authenticity comes the potential for ‘emotional truth’ and ‘meaning’, what stories are supposed to deliver.
Documentary’s promise of ‘authenticity’ rests in its unique ability to express the spontaneous. That moment of revelation might be an action. It might be spoken. It might be in silence. But it’s always unexpected.
In the midst of Russia’s material collapse in the 1990s, ‘A St. Petersburg Symphony’ explores the power of music in a time of crisis.
After 2 weeks of filming inside The Russian National Library, the brilliant Ukrainian conductor, Vasily Zvarychuk, invited us back to his home.
This excerpt, from the first film I made in Russia, shows the film’s emotional turning-point, an unplanned moment caught by DoP David Katznelson.
This chance moment reveals Vasily quite unexpectedly, in all his vulnerability, beauty and love.
It shows not only how we use story to find meaning, but more specifically how story works as a means to discover who we are.
In the words of Matt Hague’s alien explorer from his book ‘The Humans’-
“It takes time to understand humans because they don’t understand themselves. They have been wearing clothes for so long. Metaphorical clothes. That is what I am talking about. That was the price of human civilisation – to create it they had to close the door on their true selves. And so they are lost, that is how I understand it. And that is why they invented art: books, music, films, plays, painting, sculpture. They invented them as bridges back to themselves, back to who they are.”
With 81% of people in the UK today saying that creating a well and healthy world is the biggest challenge of the 21st century and 52% of people in the UK saying that they have felt more unwell since the beginning of the pandemic, the immense scale of the task ahead is very clear.
To further explore this growing challenge, last week (April 28th), McCann Bristol and McCann Synergy hosted the second Talks on Toast event of the year, Truth About Wellness.
Hosted by Kathryn Ellis, Managing Partner, Strategy at McCann Bristol alongside Rodney Collins, Director at McCann Worldgroup Truth Central and Chloe Foy, Behavioural Strategist and ACC Coach at McCann Synergy, the event uncovered research based on 10 years of trended global data about the shape, role and meaning of wellness in consumer lives across 26 global markets – uncovering insights around mental, physical, emotional, financial wellness and much more.
Focusing on wellness both today and tomorrow, the research timeline demonstrated huge shifts in consumer behaviour from before the pandemic through to now. A large emphasis was placed on how far wellness has come in the last decade and the importance that is now placed on this for both customers and workforces.
With 74% of people saying they’re definition of wellness has evolved in the past year, what does it mean to be ‘well’ in today’s world? The insights uncovered suggest wellness remains multi-dimensional, however the definition of wellness we are familiar with needs to expand. Rodney talked through the eight dimensions of wellness including; emotional, financial, spiritual and social, with the focus drawing more now on how a sense of lack in one area can negatively impact another.
Rodney commented: “We’re really noticing that in the past 10 years what has shifted is that each of these dimensions appeared to exist in a silo, there was no mention about how ones mental health could impact ones physical health, how the bacteria in our stomachs affect how happy we are, how loneliness increases our chances of developing heart problems, or how the hitting costs of urban ride sharing is increasing environmental pollutants, which in turn are driving higher rates of Asthma. So the wellness conversation today has really become expansive, interconnected and networked.”
The discussion continued by identifying the erosion of this siloed approach, delving into the evolution of the wellness conversation and addressing five key additional shifts brands and businesses should foster and strive for to ensure a positive wellness evolution in the workspace.
Talks on Toast is a quarterly event hosted by McCann Bristol, delivering insight and global research at a local level based on key global topics.
Introducing The MUZA Collective for Bristol & Bath-based Creatives
Did you know the Creative Industries is one of the fastest-growing sectors of the UK economy, contributing over £111 billion every year? That’s almost £13 million every hour! But despite this impressive growth, work in the creative sector can be extremely precarious… especially for freelance creatives.
Sick pay? Holiday pay? Income security? IR35? Taxes? etc.
As part of our fourth-year innovation project at the University of Bristol, my co-founder and I (Harry Ellis) set about changing this narrative. We immersed ourselves in the region’s vibrant creatives communities, collaborated with experts from Nesta, The RSA and Creative UK, and have developed a solution that provides the necessary securities that freelancers typically miss out on. Introducing… The MUZA Collective.
The MUZA Collective is a social enterprise concept to support Bristol and Bath-based creative freelancers by combining cooperative principles with the protective salaried status provided by a formal employment contract. Importantly, while our freelance members benefit from improved social security, automated tax/insurances and statutory employment rights, our shared enterprise does not sacrifice their autonomy as they are still in control and work on their own terms.
Our unique offerings:
Sound interesting? Please register your interest today (it’s free, quick & easy!)
In order to move this project from concept to reality, we’d like to invite your support. By expressing your interest today, you can provide us with a valuable proof of desirability, which is vital for the next stage of our project: development!
Please express your interest at: https://www.muzacollective.uk/expression-of-interest (simply your name and email!)
If you have any questions or would like to find out more, don’t hesitate to get in touch!
– Harry and Frankie
Having a flexible working policy is one thing and providing real flexibility for employees is another. As we head into Ramadan 2022, what can agencies do to offer true flexibility to their participating staff?
Ramadan is a time for us to reflect, connect and better ourselves. It is an important and sacred practice, and it requires a great amount of dedication and patience. During Ramadan, Muslims experience a complete change of routine and schedule. These changes have a big impact on our daily lives and will inevitably affect us at work. Agencies need to understand that during Ramadan, Muslim staff will need a greater level of flexibility to ensure they are performing as best they can.
It starts with communication
We’re in advertising, and so we should be good at communicating, right? Agency leaders need to be communicating with their Muslim employees and hearing what each individual will need from them during this time and beyond (a prayer space will be needed throughout the year by some, for example).
Not only should leaders have a good understanding of the challenges and nuances of fasting for Ramadan, but so should the agency as a whole. It’s not about singling anybody out as the lone educators but creating an open environment where Muslim staff feel they are given the space to express their faith.
I have found in the past that colleagues will express feelings of guilt when eating in front of me during my fast. This isn’t necessary. I’ve been fasting for Ramadan since I was a child and I’m very used to it. Having conversations with my colleagues about this at Armadillo has really helped and knowing I have the support of agency leaders is incredibly valuable.
Understand it goes beyond abstaining from food
Most people seem to understand that Ramadan is a religious practice that includes abstaining from food. Fewer people, however, understand that the celebrations go far beyond that. Ramadan is about togetherness, kindness, self-improvement, and faith. During Ramadan, we try to be better versions of ourselves. We try to avoid negative habits such as complaining or using bad language, and many will use Ramadan to give up bad habits.
In many ways, it is about a fresh start and the opportunity to do better. Ramadan is a time to be grateful, give to others and come together with community, family and friends. Much like a celebration such as Christmas, Ramadan includes big family gatherings, presents and celebrations.
Understanding Ramadan as a whole is key in enabling agencies to better support their staff. Many people don’t realise how difficult it can be to book time off work for Eid, for example. Eid al-Fitr marks the end of the month-long dawn-to-sunset fasting of Ramadan and is a day of celebration with loved ones. Typically, the day starts with prayers and a big meal is usually the main event but there’s lots of other ways people celebrate too. The reason it can be hard to book off from work is that the date changes every year!
Because Ramadan and Eid are based on cycles of the moon, not only do dates vary, but different people celebrate on different days. Some will follow Saudi Arabia’s example (where Mecca is) and others will go off of the moon stages seen in their country. So you may have two different Muslim employees celebrating Eid on two different days.
A changed body-clock is going to have an impact
Eating at sunset results in the body digesting food well into the night, disrupting our natural sleep cycles and body clocks. The increase in energy that is gained after “iftar” (the breaking of fast), combined with Ramadan being a very social practice means that most people stay up a lot later than they usually would, leading to us getting a lot less sleep than we’re used to.
As we are no longer following a traditional 24-hour cycle, changes in demeanour are common. I find that my energy levels can drop, and it is harder to maintain the consistent level of concentration and patience that I usually have. In terms of work-life balance, patience is a keyword as it is required from both parties, those who are fasting and for others to be patient around those who are fasting, some tasks may take longer for example.
Having a truly flexible schedule works wonders to combat this. Having the flexibility to work around these dips and spikes in energy allows me to continue to produce work of the highest quality. I know some people prefer having the ability to leave early and take a shorter lunch break, for example, which allows them to work at their best.
Real flexibility is, well, flexible. This Ramadan I encourage industry leaders to reflect on their and ask themselves if true flexibility is being prioritised. Adland is changing; this Ramadan is a chance for agencies to be an integral part of positive change.
Agencies and brands can also communicate their support publicly. Over the years I have seen many campaigns launched in aid of Ramadan and Eid. For example, leading up this month, you will see supermarkets advertising and stocking up on dates as this is what a lot of Muslims open their fast with. As each new month is determined by the new moon and looking for the crescent, you may have seen the moon and star logo feature quite a lot. Coca Cola used this crescent and created a moon logo with their brand.
Not in the UK, however McDonald’s did a sand time concept (waiting for time to open fast):
A lot of brands use Ramadan/Eid to show diversity and reach out to different religions/cultures.
Tesco also launch Ramadan recipes: https://realfood.tesco.com/ramadan-and-eid-recipes.html
The article was first published on Campaign in April 2022
Learned in Texas, delivered in Bristol. TMW Unlimited are hosting a free event at Origin Workspace to round up the most interesting bits from the world’s biggest knowledge-sharing festival, South by Southwest.
Liv Wedderburn (Social & Influence Director) and Paul Dazeley (Strategy Director) have returned from from Austin brimming with ideas and topics to discuss.
When they last returned from the last SXSW all the way back in 2019, they were most struck by how the conversation had shifted from revering tech to fearing it, with big corporations coming under mounting pressure over their ethical practices.
In the 3 years since, there’s been a pandemic, a new President, a Facebook rebrand and a whole new web has developed – so to say there’s a lot of new ground to cover is probably an understatement.
Besides a hefty dose of jet lag, the biggest issue in preparation so far has been trying to filter down the colossal amounts of information and choosing the most important things to share.
Liv and Paul will be diving into unknown realm that is our future: from the climate crisis, to demystifying the hype around the metaverse and Web 3.0, all the way to weird and wonderful conversations on space, sex tech, synthetic biology and much, much more.
To attend, register here. Free ticket includes drink, canapes and fun for all.
Date and time:
Thursday 31 March 2022 18:45 – 20:30
Location:
Origin Workspace, 40 Berkeley Square, Bristol BS8 1HP
Fiasco welcomes new Associate Creative Director, Chris Tozer to the team. With ambitions to grow the agency this year, Chris brings a wealth of experience from working at some of London and Bristol’s top agencies.
“We’re really excited to welcome Chris into the Fiasco team. His wealth of experience in the industry, strong focus on ideas and leadership qualities were what convinced us that Chris would be a great fit for the agency.” – Ben Steers, Co-founder and Creative Director.
Chris adds: “Fiasco hasn’t hired at this level before, which is exciting because it means my role can be shaped quite organically. I’m looking forward to surrounding myself with the best talent out there and being part of an inspiring network of creative minds who collaborate to do great things. It’s that simple really. ” – Chris Tozer, Associate Creative Director.
Fiasco is a brand and digital agency that builds modern brands with heart and spirit. The 18-strong team of creative thinkers and doers work out of their Bristol studio, where they partner with businesses of all sizes, around the world. You can read more about Chris and his journey to Fiasco over on their site, here.
We have been officially recognised as a ‘Great Place to Work’ by being awarded the sought-after certification.
Great Place to Work’s mission is to “help organisations create exceptional, high performing workplaces where employees feel trusted and valued”. Through the Certification process, they capture valuable employee feedback and details about the practices that make workplaces unique.
As part of this employee feedback, we were absolutely thrilled to report a 90% overall trust index from our team.
Some of our favourite bits from our team’s ratings include:
Come on – we’re a team of research consultants! Of course we love quantitative data, but we’re obviously going to go and gather a little qual too…
Megan Simmons, UX Consultant:
“cxp is a great place to work since we practice what we preach – it’s an empathy driven workplace”
Ollie Miller, Creative Director:
“There are no egos at cxpartners. From my experience that’s very unique. It means you can be you. You can feel comfortable sharing your ideas with people who really value your thoughts and really listen.”
Lauren Howells, Marketing Manager:
“We have such a supportive culture with space for everyone to have an opinion and speak up”
Chris Edge, Account Director
“It’s such a friendly and passionate team at cx, a diverse mix of skillsets working well together to really make a massive difference to our clients”
Nicola Pritchard, Senior User Researcher:
“Flexibility, support, adult to adult relationships, everyone’s proper passion for their subject, feeling connected, feeling heard, having permission to bring my whole self to work without judgement, total kindness of all the people here.
When I stop and think, that’s an amazing list!”
Henry Bacon, UX Consultant:
“I’ve only been here for about 6 weeks, but so far I’d say the people! Everyone’s super friendly and welcoming.”
Sharon Webster, UX Consultant:
“What I love about working at cx is being empowered, having opportunities to develop my career, learn from awesome colleagues and that being people-centred is lived and breathed here. Oh and there’s some fun projects too!”
Mark Skinner, Principal UX Consultant:
“I think the best thing is that we’re not expected to be robots – we can be ourselves, and when we need support, it’s there!”
Claire Barrett, Senior UX Consultant:
“Today’s pod catch up demonstrated one (of the many!) reasons cx is a great place to work… a bunch of lovely human beings asking brilliant questions on subjects that matter and just generally having insightful chats!”
Not only are we a Great Place to Work, but we also have some pretty great benefits too, including:
We offer ‘remote-first’ working, with offices available in London and Bristol, and are currently recruiting for:
However, if you’re keen to join the team but your skillset doesn’t quite match the roles above – get in touch, we’d still love to hear from you.
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