Emotional Culture Deck

Bring human input back into the workplace and improve team dynamics

The Emotional Culture deck is the number 1 gamified activity to improve workplace culture. The deck is a simple game-based activity to re-humanise the workplace for teams.

The emotional culture of a team influences several different elements such as employee satisfaction, well-being, burnout, teamwork, trust, and even some hard measures such as financial performance and absenteeism. With emotions having such an impact across a team and the wider organisation, it is important to build them into the conversation which provides a foundation to build individual emotional intelligence along with wide trust and connection across teams.

The Emotional Culture Deck helps you flip the conversation. It’s a simple card game toolkit that helps leaders uncover what truly motivates them and their teams, and map desired team culture. As empathy, connections, and trust develop, results go up.

In your workplace, The Emotional Culture Deck will help you drive bottom-up change about what really matters by stimulating face-to-face conversations about team culture and leadership. Some of the world’s biggest and most successful cultures trust this simple yet powerful and flexible tool to nudge vulnerability, build empathy, create connections and foster trust within any team.

Using the Emotional Culture Deck involves a structured process to encourage open discussions about emotions within the team and the wider organisation.

Learn more about the Emotional Culture Deck here

The use of the deck during the day can be broken into 5 distinct phases:

  1. Card Selection: Each team member will select several cards that resonate with their emotions about the workplace culture. They should choose cards that represent both desired and undesired emotions.
  1. Sharing & Discussion of Your Choices: Each team member will share the emotions they selected and why, including specific examples or experiences that led to those emotions
  1. Identify Patterns and Themes: Once everyone has presented their choices and reasons, we would then look for themes that have emerged. This could involve noting repeated positive aspects that contribute to a positive culture or identifying areas of concern that need attention.
  1. Discuss Impact and Actions: Explore the impact of these emotions on individual and organisational performance and discuss potential actions or strategies to reinforce positive aspects and address concerns.
  1. Commit to Action: Following the previous discussion, the team then commits to specific actions based on the previous outputs.

Outputs from the day – Following the conclusion of the ECD day, we would expect to see several positive outputs including:

  • Improved Team Dynamics: Through open discussions about emotions, the leadership team can build stronger connections and trust. Gaining insights into each other’s experiences and perspectives allows the team to develop a greater understanding of each other
  • Identifying Strengths and Weaknesses: The deck can help teams identify both desired and undesired emotions associated with their organisation’s workplace culture. By identifying your organisation’s strengths and addressing its weaknesses you can make positive changes to your workplace culture
  • Increased Emotional Intelligence: The ECD requires individuals to reflect on their own emotions and those of others. This reflection fosters a better understanding of emotional intelligence and how your people’s emotions directly influence your culture.
  • Leadership Awareness: The deck can help leaders become more aware of the emotional experiences of their people. This increased awareness enables leaders to make informed decisions that support the well-being of their teams and the organisation as a whole.

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