Engagement. At The speed of emotion.

Introducing the CultureSmith WorkplaceEQ System.

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Emotional Intelligence is the only element of human personality that can be taught

You'd be surprised how much we can teach you in 30 minutes.


Your top performers are not the ones who do the best work. They're the ones who get the most out of those they work with.


Creating an entire organization of top performers happens when people are empowered to develop three critical abilities:

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People need to know their own unconscious triggers in order to understand how their behaviour may be impacted by others.

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People need the ability to control & redirect disruptive impulses when triggered to prevent situations from becoming worse.

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Tactical Empathy

People need the ability to understand the triggers of those around them in order to get the most from them.

Low-impact leaders fall into the trap of believing someone either has these traits or they don't.

High-impact leaders realize these are elements of emotional fitness, and therefore look for every opportunity to help their people train.

They also realize that how one trains matters.


Why conventional training fails

Many turn to 'personality tests' as a means of soft-skills training. While these are effective ways to analyze people, the delivery of these tools often creates situations that erode engagement instead of building it.  

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The Problem of Labelling (Learn More)

In most training, assigning someone a personality profile becomes akin to giving them a label.

Trust actually drops in teams when people predict how others will react to situations based on their 'type', and use it as a reason to avoid them.

The objective is to get the most out of those you work with, not make it easier to work around them.

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The Problem of Excuses (Learn More)

Assigning profiles can also lead to people absolving themselves of responsibility for their own actions.

When tested, they begin to say they cannot do certain things because it, 'goes against their type'.

What's the good of learning to get more out of others if it results in getting less out of oneself?

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The Problem of Forgetting (Learn More)

That's assuming the training received is even remembered. 

A phenomenon known as the Ebbinghaus Forgetting Curve states that 42% of what's learned is lost within 20 minutes of the session. Within a day, 67% is lost. After a week,  it's over 80%.

It's hard to justify investing in training with that kind of expiration date.

However, the most fatal flaw in conventional soft skill training can be seen as a matter of:







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Your behavioural profile is like your height, at some point it sets and will not change. How these traits influence you to interact with others is like your weight, you can learn to control it with the right program.

Conventional training fails because it inspires people to try and 'change someone else's height' (which is impossible) when the focus should be learning to 'control their own weight'.


WorkplaceEQTM is different.

Field tested by actual teams, our program was designed with practicality and usability in mind. We eliminated the fatal flaws found in conventional training, resulting in a program that delivers real business results.  


Simplified Psychometrics (Learn More)

A 42 page report on your personality is interesting. It's also largely useless in real situations.

Our system focuses on the three elements that most influence work behaviours: Behavioural Biases, Intrinsic Motivators and Emotional Triggers.

The result? Our students achieve a level of program mastery in one day that others take months to deliver.


Emphasis On Emotion (Learn More)

Of course the ability to apply that mastery means little if you can't access it when triggered.

The biggest difference in our program is the emphasis on emotion. We help your team increase their emotional Capacity and their Consciousness of it, something we call their A Game.

You don't need soft skill training when everyone is happy. You need it when they're not.


Post-Session Repetition (Learn More)

Mastery isn't achieved if you can't remember what you learned.

Each person is placed in a repetition cycle post-training that has been proven to disrupt the Ebbinghaus Curve and dramatically increase retention.

The training itself is also built to appeal to all four primary learning styles to ensure understanding. We not only know behaviours, we know how they must be taught. 

CultureSmith has given me a whole new set of tools when leading, coaching, and confronting. WorkplaceEQ elevated my ability to engage my team, amplify emotional intelligence, and access vital self-regulation. The result has been a new appreciation for those I get to lead and a more precise window through which to assess my leadership.
Shaun Dyer
CEO, Spinal Cord Injury Alberta

How it's delivered

WorkplaceEQTM acts as our standard intake process for companies new to our programming. It is made up of 5 stages delivered over a series of weeks.


1: Quantify Culture (Learn More)

Most organizations intuitively know what they hope to see from their people. What they lack is a way to reliably define and encourage it.

Our first stage solves this. We help your leadership team identify, in real terms, the desired behaviours within your culture. This creates a shared set of expectations, dramatically improving alignment

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2: Team-building Session(s) (Learn More)

Our team building sessions grow people's emotional intelligence. 

Attendees walk away with a deeper understanding of themselves, a deeper appreciation for others, and the ability to channel the normal stress and chaos that occurs in the workplace into an unprecedented level of performance.

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3: Custom Assessments (Learn More)

The most disruptive members of a team are rarely 'bad people'. They're just repeatedly having their values challenged. 

Using the values determined in Stage 1, we build custom assessments that determine the degree of alignment your people have with your organizational values, providing you with the insight needed to better coach and mentor them.

Values Trust

4: Trust & Accountability Audit (Learn More)

The right type of conflict is necessary for team performance. The quality of the conflict your team will have is tied to how much they trust each other.

How someone experiences trust is tied to both their behavioural profile and how safe they feel within a culture. Our Trust & Accountability Audit combines the behavioral profiles uncovered in Stage 2 with the values alignment assessed in Stage 3, providing a measure of how must trust your team currently has.

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5: Intentional Follow-Up (Learn More)

Again, one of the problems with conventional soft skills training is the lack of follow-up and the retention issues this creates.

Our automated repetition programs are tailored to the findings of your Trust & Accountability Audit, providing specific "sets & reps" your team must practice daily to grow themselves and each other.


OK, but how do i know it's working?

How do you know the workout you just had is working? The truth is you won't right away. The growth is imperceptible on a daily basis. It isn't until the compound effect has time to work it's magic that you see the results.


Growing EQ is no different. 


In fact, a focus on 'immediate ROI' creates a trap many organizations fall into. Consider:


Companies spend, an extra 35% of an employee's salary on non-cash compensation (perks & benefits) as this has been shown to increase retention. (benefitscanada.com)


However, 85% of employees remain disengaged globally. (State of the Global Workplace, Gallup)


The bleed created by a disengaged employee is $3,400 for every $10,000 in salary they are paid. (The MacLeod Report, Engaging for Success)

The conventional approach to engagement has companies attempt to buy it in the form of perks & benefits. It also has them spend a 35% premium...to keep people who are not engaged...who cost an additional 34% premium if they stay. It's bad math.


Engagement cannot be bought. It must be built.

Forging engagement by focusing emotions.


Using the statistics above, the average $80,000 employee will cost their employer an extra $28,000 in vacation, perks and benefits, with an excellent chance they create another $27,200 in waste.

The cost to engage this same person through WorkplaceEQTM is $375.00.

So, you can continue to pay a 35% premium to retain someone who's disengaged or you can pay a 0.4% premium to re-engage them.

If you like the sound of this second number better, book your free exploration call below.