eKourier Oct 2017

CENTRE NEWS Uncork Success - Mt Eden Wine Storage Expands

FEATURES

What Drives Engagement

A s the Mt Eden wine cellar occupancy continues to more wine cabinets to meet customer demand and fully utilise the entire area we originally built. Originally when we converted the Mt Eden basement level from car parking to storage, we dedicated an area for wine cellars and we were able to provide the first purpose built Wine Storage Cellar in the Auckland region providing 69 units. We were unsure at the time over the unit mix, so decided to fit out only two thirds of the cellar with a mix of sizes starting at 12 case and then increasing up to the 90 case size. Rather than leave an empty space, we used some spare panels/doors left over from previous unit conversions to create two extra-large 660 case size cellars for some bulk wine customers who have been cellaring with us ever since. matures, it was timely to fit out the remainder of the cellar with

Roll forward to now and with the rent up of the original cellars being so successful we will continue the momentum and finish the fit out of the cellar. Taking out the two bulk size cellars and increasing the inventory with more of the popular 48 case cellars, and providing nine black swing door 200 case cellars, for those storers who’s collection have grown larger. It is also an opportunity to tap into the restaurant and food market which is becoming more common. The project will result in better revenue earnt per square metre with the new cellars and grow the number of wine customers who store with us. The wine community is a small niche market and as we look ahead to the final plans for fit out of our new Wairau Road site in Auckland in the 2nd half of 2018, we may consider including wine units in that sites unit mix to continue the success of Mt Eden’s wine storage.

do their work, when they do it, and who they do it with. Self-direction is at the heart of motivation. This is about TRUST. With high trust comes greater returns, the Freedom to experiment, create ideas and innovate. People can make a meaningful contribution and that contribution is deeply appreciated. Our values have been framed around the principle FREEDOM, in particular “Empower”. Team Members have the ability to make decisions, make mistakes, suggest and try new ideas. You may say that’s not true. May I share an analogy, there are guiding rules around a football game, however a player’s creativity can produce a positive outcome within the guiding rules of the game. There are road rules but the path you take is up to you. Some of these rules are there based on regulation (sadly) some are there to support a promise to customers, some are there because they have been proven as the right way to go about things. That doesn’t mean you can’t be creative, and the path can’t change to achieve a better outcome. 2. Mastery The confidence and competence to think, act and solve problems. A deep desire to learn and improve often referred to as a growth mindset rather than a fixed mindset. Satisfaction comes from learning something new, or getting better at something, a job well done where you can see the results of your efforts. Mastery comes from stepping outside your comfort zone and doing something that isn’t easy, it will challenge us, stretch us and mistakes may be made. Mistakes are the best teachers. There is a line in the book that says, Mastery is an asymptote. You can approach it, you can hone in on it, and you can get really close to it. But you can never touch it! You will never get it; the joy is in the pursuit! We never stop leaning! We are committed to personal and professional development for all our Team Members, our goal is to make every Team Member better than they

were when they arrived. I love a quote by Sir Richard Branson who say’s “Train your people well enough so they can leave. Treat them well enough so they stay”. Our ongoing training programs continue to be worked and developed with the aim of achieving the best outcome for our people and our business. something bigger than ourselves, we are doing something that truly matters and will make a difference. Deep engage- ment comes from people who believe in what they are doing, they are pushed by a cause greater than themselves. Dan explains that this is the balance between Autonomy and Mastery. A strong purpose is a stronger motivator than rewards. Purpose is an intrinsic motivator it comes from inside, rewards are an extrinsic motivator that comes from outside like pay and bonuses. Another analogy, this time from the book, if you pay your son or daughter to take out the trash you can guarantee he or she will never do it again for free. The greater purpose is to help and contribute to the family and maintain the home. As part of my growth once a month I attend a CEO networking group called TEC, I am also privileged to attend conferences and listen to great speakers. To top this off I have discov- ered the world of ‘Podcasts’. You can listen to amazing speakers on topics of interest at your convenience, and not to forget TED Talks available on YouTube. Since reading the book, whenever I hear or read about the topic of engagement, motivation, or satisfaction, although the delivery and the words might be different, I can fit the themes into the three principles that Dan talks about in his book. Dan’s message has provoked thought on how we do things and how we continue to foster an environment that promotes autonomy, Mastery and Purpose. The book is available in the KSS library. Darren Marshall General Manager 3. Purpose This is about working towards

Andrew Kirkham NZ Operations Manager

QLD Huddle Shows Off New Murarrie Centre

“Drive” by Daniel H Pink. A book that explains what motivates people and drives engagement in an organisa- tion. He breaks it down into three fundamental beliefs. But before he goes into these three principle beliefs he explains a little about what he refers to as the old Management Operating System that is now out dated and proven ineffective. Traditional Management was about compliance and control, rewards and punishment. “I tell you what to do and you do it”. Henry Ford famously once said “Why is it when all I want is a pair of hands, I get a brain attached”. This is no longer the case in the modern era; organisations need the whole person including the brain to create a wealth of knowledge, ideas and experience. Dan Pink explains to engage the whole person the right environment needs to be created in which the following three ideals can be created; 1. Autonomy People crave autonomy over how they

debrief on the day that was and of course a good laugh with Beers and Pizza all-round, plus of course, some bubbles to celebrate getting together and the opening of the new Murarrie centre.

Hope to see you all at our next Huddle.

Nichola Goodwin QLD Operations Manager

Our First QLD Team Huddle for 2017 was a great opportu- nity for the Murarrie Team to show off their new centre which opened in late July this year. It was great to see the Team make the effort to come out on such a cold night, well cold for Brisbane anyway. Team Huddles are great way to get to know each other outside the day-to-day work environment, have a bit of a

Above, L to R: Cameron Ferguson Chermside,Wayne McLaren Virginia, Nerissa Lucas Murarrie, Chris Rankin Chermside, Nicky Goodwin QLD Ops Manager, Gordon Iyere TSM, Glen D’Souza North Lakes and Mazen Trabolsi Murarrie

7 Kennards Kourier October 2017

6 Kennards Kourier October 2017