Decode Emotion., Harmony.,Understanding.,Resilience.,Communication.,Empathy.,Stability.

Evolution designed emotion to serve two purposes: preparation and information. Each emotion prepares the body to act in a specific way. Each also conveys a lot of information quickly. Kind of like how placing FAQs at the top of the page can prepare you by giving you the information you need without hunting for it.

• How would you explain MoodSwing to me if I was 5 years old?

  Imagine if you had a magic mirror that could tell you exactly why you're feeling sad or angry, and it could tell you exactly what to do to feel better.

  This tool is like that magic mirror. It helps you understand why you're feeling a certain way, and what to do with those feelings.

  As a leader, granting your team improved self-understanding and the capacity to navigate their own emotions, leads to better decisions and an easier time as a leader.

• Why would I ever encourage my people to talk about ‘their feelings’ at work?

  When you don’t talk about your own feelings - do they simply disappear?

  When people understand their emotions, they work better together. The emotional core of your brain is like the world’s messiest office. Don’t you find it easier to work and find things when it's clean?

  By allowing employees to navigate their own emotions, the workplace becomes a more effective and harmonious environment, leading to increased productivity and less conflict.

• How does MoodSwing help onboard new leaders to our team?

  It's like a guidebook for their emotions. It helps them understand why they're feeling a certain way and how to react positively. It reduces the chances of them getting lost.

  Emotions run high when change occurs. Few things are more laden with change that a leader assuming a new role. In fact, 80% of all leaders derail at some point in their career with role change being the biggest catalyst by far.

  Not only does learning how to process emotion reduce the risk of derailment - it helps them fostering better team dynamics, which is probably what they were hired to do to begin with.

• How can MoodSwing help us deal with the trust issues that our growth has started to create?

  By increasing vulnerability and transparency, the two essential building blocks of trust.

  While everyone’s “personality” is different - we all experience emotion the same way. It is an evolutionary signal designed to makes us take the same survival actions.

  When everyone understands their emotions, they are better at managing them. When everyone understands they share the same emotions as everyone else…they become better at sharing them. 

• It seems strange a company called CultureSmith has a tool for moods. What can mood tell me about my culture?

  Think of mood like a weather forecast for your office. Getting the full picture of how everyone feels, reveals the emotional climate.

  It tells you how ‘sunny’ your 3 o’clock meeting will be or if you should be packing an umbrella.

  Track moods over time and you’ll begin to make the right organizational culture shifts that impact the organizational climate.

  It’s more honest and effective data than any employee engagement survey could ever hope to give you.

• How can MoodSwing improve communication in our teams?

  Make no mistake, emotion is a language. More to the point, it’s truly the only universal language.

  When everyone understands their emotions and can express them, they communicate better. They know when and how to speak up or stand down. They know the difference between being frustrated with a situation versus being annoyed with the person who caused it.

  Not only does this prevent miscommunication - it ensures that ‘communication’ actually happens.

  Most workplace conflict happens in our own heads. We play both roles, cementing our own narrative about the situation. In time, conversations that never happened, end up fuelling decisions that never should happen. This tool stops that dead in its tracks.

• What happens if one of my employees doesn’t want to use this tool?

  The first rule of MoodSwing - is we never force anyone to use it. It defeats the purpose of bringing emotion to the forefront of the workplace.

  That said, we actually get pretty excited when this happens because it typically reveals a lack of psychological safety in the team. 

  This allows us to get to the real root of the problem faster than if the idea of discussing emotion at work was never introduced.

• How can using MoodSwing help us prevent turnover in our teams?

  It's like having the world’s best performance coach in your pocket at all times. It helps them deal with their emotions before they cause them to make foolish decisions.

  When people feel understood and can manage their emotions better, they're less likely to leave. Not only are they able to process the trigger and address the issue instead of simply running away, they appreciate working in a culture that gives them the opportunity to do so.

• How quickly will we see results with the use of MoodSwing?

  In terms of self-awareness - within seconds of someone’s first use of the tool.

  Self-regulation, empathy and accountability - and the tangible benefits these produce for your teams - all increase over time.

  However, none of these higher level functions of EQ can happen without mastering self-awareness.

  And mastering self-awareness cannot happen when emotion is repressed. You cannot learn to regulate an emotion you do not allow yourself to feel. MoodSwing lets your people feel things in the safest possible way.

• How much work is MoodSwing to use? I don’t want this to be disruptive.

  When used properly, it's like a quick daily workout. Less than 5 minutes.

  However, most long-time users “workout” multiple times per day.

  Our CEO for example uses it each and every time his environment changes. 

  Moving from a client meeting to an internal one. A meeting to a phone call. A nasty phone call to a happy one. It does not matter what the previous interaction was, ‘cleansing the emotional palette’ is essential. 

  Which is why the most common time he uses it, is before he walks through the door each evening to greet his kids.

Maximizing Potential:

MoodSwing^TM has been used for years to improve emotional intelligence, reshape cultures, and improve hiring. Now, leaders such as yourself use it to resolve an even wider range of leadership challenges, including:

• Optimizing Employee On-Boarding:

  • The integration of fresh talent into an organization, especially in periods of growth, poses an essential yet daunting task.
    
    
  • Lacking the MoodSwing^TM tool, organizations risk losing sight of the emotional transitions that new hires go through, potentially leading to poor acclimatization and increased attrition.
    
    
  • The struggle typically starts from the moment the onboarding process begins. With MoodSwing^TM, onboarding is not just a standard induction but an emotional journey.
    
    
  • The tool identifies the new hire's current emotion, and deciphers its "code," including its causal agent and resultant neurotic adjustment.
    
    
  • This process allows employers to provide targeted support and alleviate discomfort before it escalates, thus leading to smoother integration and reduced turnover.

• Employee Performance Reviews:

  • Performance reviews are vital for any organization's growth trajectory. However, the traditional approach can lead to stress and anxiety, with employees often feeling misunderstood or misjudged.
    
    
  • Without MoodSwing^TM, performance reviews can become emotionally draining experiences, rather than constructive dialogues. MoodSwing^TM turns the tables by facilitating an emotionally-aware review process.
    
    
  • It uncovers the emotional responses during the review and offers personalized strategies to handle potential negative emotions.
    
    
  • By recognizing and addressing these emotional aspects, leaders can ensure reviews that drive positive change, leading to improved performance and increased job satisfaction.

• Better Managing Remote & Hybrid Teams:

  • The rise of remote and hybrid work models has revolutionized the knowledge-based industry, but not without its unique set of challenges.
    
    
  • Misunderstandings and emotional disconnect can easily infiltrate communication channels in such settings, with their impact often magnified during virtual collaborations.
    
    
  • Absent the MoodSwing^TM tool, these emotional undertones could go unnoticed, breeding a sense of alienation.
    
    
  • MoodSwing^TM equips leaders with the ability to gauge the emotional climate of their remote teams.
    
    
  • It helps identify potential triggers of conflict or disconnect and offers strategies to help team members regulate their emotional responses.
    
    
  • By doing so, it promotes an emotionally balanced team dynamic, fostering a culture of understanding and inclusivity.

• Managing Toxic or Underperforming Employees:

  • Every organization faces the tough task of handling toxic or underperforming employees.
    
    
  • This process, if not managed properly, can lead to widespread discontent and negatively impact the organizational culture.
    
    
  • Without MoodSwing^TM, such situations can escalate rapidly, damaging the organization's morale and productivity.
    
    
  • MoodSwing^TM offers a solution by helping both leaders and affected employees understand and manage their emotional responses.
    
    
  • By identifying the causal agents triggering the emotions and guiding individuals on how to override their neurotic adjustments, it provides an effective and empathetic path towards resolution.
    
    
  • The result is a healthier work environment that addresses these difficult situations proactively, preventing potential conflict and fostering a culture of emotional understanding and support.