FRESH FEED
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At our recent Leadership Breakfast, our discussions around the double empathy problem were lively to say the least. The idea challenges the assumption that empathy is a one-way street. Instead, it highlights that when two people (or groups) with different lived experiences struggle to understand each other, both sides feel a gap in empathy.
If Energy Drives Results, Why Are We Still Organising Work Around Time?
Schools have closed for the summer. Ice lollies are a staple food group. It’s the hottest summer on record (again), and the collective energy is somewhere between “sun-drenched bliss” and “deep existential fatigue.” And somewhere in the middle of it all, the cracks in your culture are starting to show. Half the team is away, whether it’s Cornwall, Menorca, or just off-grid and offline, and the rest are heat-frazzled and juggling childcare. And suddenly, a workplace that felt connected and energetic in spring feels… off. But here’s the thing: If summer is breaking your culture, it was already cracked. This season doesn’t create chaos; it just reveals what’s underneath when the usual structure fades. When presence drops and routines break, what’s left behind? That’s the culture. Just the actual, emotional mechanics of how your team works, or in many instances, doesn’t. 1. Does trust get shakier when people aren’t visibly working? 2. Do leaders freeze when the normal rhythm disappears? 3. Maybe well-being starts to feel like a nice idea, not an active priority. These aren ’ t summer problems. These are design problems. Here’s the truth no one wants to hear: If your culture only works when everyone’s in, engaged, and on form, it’s not really working. ]The future of work (the one we keep talking about in think pieces and strategy decks) shouldn’t hinge on visibility. It hinges on emotional intelligence. On systems that flex rather than asking people to stretch themselves to the limit, again and again. In our opinion, the answer isn’t another internal comms push or a last-minute wellbeing webinar. It’s about how your culture is built, underneath it all. Can people step back without guilt or suspicion? Do managers know how to lead through quiet, murky patches? Does trust stay steady even when the energy doesn’t? Real culture holds steady in the off-season. It doesn’t need the room to be full or the vibe to be high. It’s sustainable, not seasonal. So if things feel a little wobbly right now, don’t wait for September to sort it. Use this time to ask, what’s genuinely working and what’s being masked by momentum? Because it’s during this quieter summer period (heatwave, holidays and all) that gives you a rare glimpse into the soul of your workplace. Don’t waste it.
It’s mid-July. Wimbledon’s over, the group chats have gone quiet, and half the team’s off somewhere between a beach and an out-of-office message. The rest of us? Still here. Sort of. It’s an odd time of year. But it’s also revealing, because how your team handles this stretch says a lot more about your culture than any all-hands meeting ever could. When things slow down, the truth shows up The gaps in comms, the quiet burnout, the awkward hybrid moments, they’re nothing new, they’re just easier to spot when everything else softens. Some people push through, while others quietly withdraw, and some over-function to keep the wheels turning (which could lead to burnout). And that’s the thing: if your culture only works when everyone’s online, energised and in full swing, it’s probably not that strong to begin with. The future of work isn ’ t just tools and tech It’s not just about AI, Slack threads, or async project boards. It’s about whether your people feel safe to rest. Whether your systems adapt to the messy realities of life. Whether leadership knows how to hold space when things aren’t perfect. The future belongs to teams that are flexible because they trust each other, not just because the policy says so. This moment matters It’s tempting to just ride this quiet spell out and wait for September. But that’s in our opinion that’s a missed opportunity. This is the perfect time to pause, not just for holidays, but for reflection. Is your culture emotionally sustainable? Do your managers actually know how to lead people, not just tasks? Are your teams really connected, or are they just keeping up appearances? The answers are in the small things: who feels safe to say “I need a break,” and whether that’s seen as weakness or wisdom. So, before everyone returns and the diaries fill up again, our advice is to take stock because the world of work is still evolving. Need help building a culture that bends without breaking? Let’s talk.
We’re continuing our seasonal look at work and culture, and this month, we’re talking about summer and the quiet clarity it can bring.
As we move into the summer stretch, many creative teams start to feel the emotional undercurrent of the season. Whether it’s patchy motivation, burnout after big launches, or the quiet juggle of holiday cover and home life, this time of year brings a different kind of pressure. One that can’t be solved with a cold drink and a team lunch. At Fresh Seed, we don’t just help teams stay productive, we help them stay human. We believe in regulating energy, not just managing output. That’s the heart of emotionally intelligent culture design: building environments where people can work well and feel well, even during demanding times. What does that look like in practice? This summer, we’ll be helping creative teams to: Spot emotional fatigue before it turns into burnout (or a quiet quit) Build emotional intelligence into how they plan, meet, manage, and recover Train managers to lead with compassion and clarity—especially when people are juggling care duties, leave guilt, post-launch flatness, or simply feeling fried Because right now, more than ever, your people need more than performance check-ins, they need emotional check-ins. Our EQ-led support includes: Emotionally Intelligent Culture Check-ins Quick, meaningful insights to see where energy is dipping and where support is needed Emotional Intelligence Workshops for Managers and Leaders Giving people managers the tools to respond, not just react Wellbeing Strategy Support Practical, tailored actions that align with the real rhythms of creative work Inclusive Culture Tools Designed to support working parents, neurodivergent team members, and freelancers navigating seasonal challenges We believe summer should be a time to reset emotional energy, not just maintain appearances. If your team’s feeling a little stretched—or if you just want to do things differently this year, we’re here to help. Get in touch with the Fresh Seed team to explore training and support options for your people this summer.
Why Your Studio’s Slump Might Be a Planning Problem in Disguise
Navigating Challenging HR Situations with Confidence and Care
In this piece, we explore why psychological safety is the often-overlooked key to effective workplace wellbeing. As organisations double down on mental health strategies, many still miss the cultural foundation needed to make them work. This article challenges leaders to look beyond surface-level perks and ask the deeper questions: Do your people feel safe to speak up? Can your culture handle honesty, challenge, and vulnerability? Because without psychological safety, mental health initiatives are just window dressing.
In a moment when the world is watching how leaders respond to hard questions about identity, equity, and belonging, the recent Supreme Court ruling feels like a step backwards. It is seen by many as a narrow and binary definition of gender at a time when so many are courageously living beyond it. Inclusive leadership has never just been about checking boxes or issuing carefully worded statements. It’s about who we see, who we hear, and who feels safe being themselves. At its core, inclusive leadership means leading for everyone, not just for the majority or the most comfortable. This ruling might be a legal precedent, but legal definitions don’t always reflect lived experiences. Inclusive leaders understand that identity isn't one-size-fits-all. People’s realities are complex, fluid, and deeply personal. To force them into categories that don’t fit is to erase them. When leadership teams only reflect what’s “safe,” familiar, or majority-approved, they send a message (intentionally or not) that difference doesn’t belong. That kind of culture isn’t just harmful; it’s bad for business. Diverse teams are smarter, more innovative, and more resilient. But diversity without inclusion is performative. It doesn’t work. This moment is about more than bathrooms or boardrooms. It’s about belonging. If members of your team feel erased, marginalised, or tokenised, then inclusion is incomplete. And when people don’t feel safe, they can’t thrive. Now is not the time for silence or neutrality disguised as professionalism. Now is the time for leadership rooted in empathy, courage, and action. Not to “take a side,” but to create a space where everyone feels safe, seen, and supported. So ask yourself: Are you creating a culture where people can show up as their full selves? Do your organisation’s policies match your values? And are you leading with empathy, or just managing optics? True leadership goes beyond PR-safe diversity statements. It requires equity in systems, empathy in relationships, and policies that back up both. We don’t all have the same lived experience, but we all have a role in building spaces where every person feels they belong.