Is the Emotional Culture Deck Time-Consuming to Implement?

The Emotional Culture Deck (ECD) is generally not time-consuming to implement, especially compared to other tools for assessing or shaping workplace culture. A typical session using the deck can take anywhere from 30 minutes to 2 hours, depending on the depth of conversation and the number of participants involved. However, like any tool, the efficiency of implementation largely depends on preparation and facilitation.

Tips for Efficient Facilitation of the Emotional Culture Deck

1. Define Clear Objectives

Before starting, clarify the purpose of the session. Are you using the ECD to improve team dynamics, address workplace challenges, or align emotional culture with company strategy? Having clear goals will keep the discussion focused and prevent unnecessary detours.

2. Pre-Session Preparation

Familiarise Yourself with the Deck: As a facilitator, knowing the emotions represented in the deck and understanding how to guide conversations around them is crucial for efficiency.

Tailor the Deck: Depending on the objectives of the session, you can reduce the number of cards participants work with by focusing on the most relevant emotions.

Set Time Limits: Assign specific time frames for different parts of the exercise (e.g., selecting cards, discussing emotions, reflecting on actions) to ensure the session doesn’t run long.

3. Facilitate a Small Group Discussion

Smaller groups (5–10 people) allow for more meaningful interaction without dragging out the process. In larger groups, consider breaking participants into teams and facilitating simultaneous smaller discussions.

4. Use Icebreakers Sparingly

Jump directly into the exercise rather than starting with long icebreakers, as the ECD naturally fosters an environment where people open up about their emotions. You can still begin with a brief, engaging introduction but keep it concise.

5. Focus on Key Emotions

Instead of discussing every card selected, focus on the key emotions that are most relevant to the team or organisation. Encourage participants to share insights about the emotions that stood out to them the most, rather than going over every single emotion.

6. Limit the Number of Cards

Ask participants to select only 3–5 emotions for each category (e.g., how they feel, how they want to feel) to keep discussions focused and manageable.

7. Encourage Action-Oriented Discussions

After exploring the emotions, quickly pivot to discussing the actions the team or organisation can take to enhance positive emotions and reduce negative ones. Having a solution-focused part of the session ensures that the outcomes are practical and actionable.

8. Follow-Up with a Summary

To avoid lengthy sessions, plan a concise wrap-up. Summarise key insights from the session and discuss next steps. You can send a follow-up document that captures the session’s findings for those who want to reflect further.

By keeping the conversation focused and facilitating action-oriented dialogue, you can ensure the ECD is not only an efficient tool but also a highly impactful one for aligning emotional culture with organisational objectives.