?? Silence Isn’t Always Golden

When we were kids, we were taught, “Silence is golden.”

But what did that really mean?

Was it just about keeping quiet, or did it seep into how we think about expressing ourselves?

It’s funny how that little phrase can stick with us.

In the workplace, it sometimes means we silence our feelings, avoid honest conversations, and stay distant.

The problem is, emotional silence leads to misunderstandings, disconnection, and a lack of authenticity.

It’s not kind, it’s not effective, and it definitely isn’t golden.

Real growth, real connection, and real innovation start when we let people speak—about their ideas, frustrations, hopes, and everything in between.

So, maybe it’s time to challenge that old saying.

Let’s make space for all voices even when it might feel difficult.

The first step?

Simply ask: How are you all feeling today?

?? And listen to?the?answer...

Following the success of our webinar this week on

'The Essential Role of Emotional Culture in a Winning People & Culture Strategy',

“How do I approach the development of an emotional culture when people don’t want to talk about emotions?”

To help leaders talk about emotional culture, you need to create an environment where trust and psychological safety come first.

This isn’t about forcing emotions to the surface; it’s about making space for honest, meaningful conversations that many aren’t used to having.

Start small.

Ask questions that don’t scream “vulnerability session” but still open the door:

? “What do you think drives how your team connects and collaborates?”

? “In your experience, how have emotions shaped the outcome of key projects or moments?”

It’s less about confronting emotions head-on and more about helping them see the link between feelings and performance.

Use tools that lower the stakes.

The Emotional Culture Deck, for example, guides structured conversations. It shifts focus from “let’s get deep” to “let’s get real.”

When emotions become data that informs decision-making, it stops feeling fluffy and starts feeling strategic.

Be transparent.

Share your own experiences—what you’ve seen work, what you’ve felt go wrong.

Authenticity builds credibility and shows it’s safe to have this conversation.

Why does this matter?

Emotional culture is always at work, whether you talk about it or not. Ignore it, and you risk disengagement, low trust, and missed potential. Embrace it, and you drive connection, resilience, and real performance gains.

The leaders who lean into this work aren’t just checking a box; they’re building environments where people thrive, collaborate deeply, and bring their best to the table.

Isn’t that what every organisation needs?

Below I attach our one-page introduction for measuring and mapping your team culture.

I hope it helps ????

Cara

PS: Let's have a disco. ???? ??

No not one of those - a discovery call to chat through where your team's culture is and how we can improve it.

Book in here.