Workplace Engagement
Explore customized solutions that help develop people engagement & development to meet emerging challenges in our remote and onsite work world.
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Professional Workplace Culture Consulting
Discover a quick snap shot portfolio of some of our management consulting projects. We only have space for a couple projects a year so reach out and let's do a discovery call to identify how we can help.
Professionally facilitated custom designed learning - honest dialogue and rubber to the road strategies.
Description
Real world managers, require real-time solutions. Development of those solutions comes from management teams that invest in well facilitated, collaborative and honest dialogue centred around management learning.
Our manager mastermind is the perfect starting point for management teams that are ready to level-up. This journey starts with a deep dive into the design of a meaningful learning path. Following that we invest in a multi-day leadership offsite with interactive learning and development. With the stage now set, we meet regularly as a management team to explore and grow throughout the remainder of the fiscal year on a regular basis.
Tyler’s out-of-the-box manager mastermind journey is unique and on target. We work alongside your business leadership team to scope out a series of learning objectives that will level-up your management team.
We employ high performance learning tools like: multiple intelligences, gamification, adventure based learning, and more to ensure that your program is on target and exciting.
The next step in your management teams development is adding super-sized out-of-the-box fun covered in learning awesomesauce - and that's our speciality.
Learning Outcomes
🏆 Build a more cohesive and engaged management team that is focused on enterprise metrics.
🏆 Explore how to maximize your management team's competitive advantages to create business solutions.
🏆 Discover insight and support from your colleagues pertaining to your real business problems.
🏆 Walk away with road-ready tools and continuous support as your managers implement and grow the business.
🏆 Learn high performance leadership skills to help fill the managers tool kit for leading their teams and targets.
🏆 Laugh, Learn, Engage and wonder "how can learning be this much fun?"
Delivery Options
🎪 Team Event
🛜 Virtual/Remote
🕹️ Hybrid
🔥 Asynchronous
Case Study
HEALTH CARE MASTERMIND
Problem:
How do we develop managerial skills in a sustainable, developmental and powerful way for busy healthcare professionals?
Mastermind Learning Outcomes:
Increase new operational management skills and behaviours.
Create a forum for interdepartmental communication and problem solving.
Build a forum to collect and share best practices.
Respond to a stated developmental goal of managers.
Have fun learning new skills.
Solution:
This was a great project to be involved in. First, we performed an intake of our clients managerial learning needs. From there we designed a program that integrated experiential learning, powerful facilitation techniques, and cutting edge research into a program that fit into multiple bite sized pieces.
A core group of managers were invited to regular meetings aligned with "longer lunches." Tyler joined them to deliver the structured components and manage the subsequent learning interactions.
Benefits that the mangers realized included: a management forum to discuss timely business issues, a linked peer-to-peer network of like minded professionals, cross pollination of ideas/actions across work teams, understanding of staff potential and management styles that work, and new ideas to reach and engage employees - to name a few.
This program also included access to our powerful online learning suite and team engagement tools. Managers have 24/7 access to e-learning and engagement tools to help put the things they learn at lunch into practice immediately at work.
Remote learning and engagement to up level your leadership, team and workplace culture.
Description
For some remote learning is a result of the pandemic - for Tyler it's the world finally catching up. For over a decade Tyler has invested in developing remote learning solutions and consulting on how to level-up the engagement of remote teams.
Your learners are being required to learn remotely, and that's here to stay. Tyler and his team will help to ensure that the engagement and application of learning maintain at the forefront of the learning path.
This journey starts with a discovery session and deep dive into your current offerings, instructor/facilitator skill set, and desired learning outcomes. From there we provide a detailed report and path that will enable you to make decisions on where to invest your efforts for maximum impact. Finally, we will help you to roll out engagement recommendations from studio set-up and trainer-training to LMS gamification and tool design for asynchronous & synchronous learning events.
Learning remotely offers lots of amazing tools and opportunities for your business and the learners. In order to maximize the competitive advantage that engaging remote learning has to offer, you need to ensure that your learning design is solid.
This solution will not only be your solid foundation - but we will help you to build an innovative and sustainable learning enterprise.
Learning Outcomes
🏆 Investigate your current offerings, tools, and bench strength to achieve your specific learning outcomes.
🏆 Assess your learner engagement scores and gaps.
🏆 Report on ways to level-up your learner engagement using professionally designed tools, simple tweaks, and trainer-training.
🏆. Deliver a full suite of tools and training programs that follow the agreed to development path.
🏆 Coach and consult with senior leaders and trainers on the implementation and learning with an aim at increasing learner engagement.
🏆 Develop learning tools that support your business in retention and engagement of learners.
🏆 Level-up your learners engagement and learning experience leaving them with the desire to come back for more.
Delivery Options
🛜 Virtual/Remote
🕹️ Hybrid
🔥 Asynchronous
Case Study
REMOTE LEARNING FINANCE
Problem:
How do we level-up our remote course's student engagement as we support 40 000+ professional learners?
Remote Learning Outcomes:
Assess current remote learning practices and make recommendations.
Build and deliver remote learning strategies and tools that can be used by course instructors.
Coach and train-the-trainers to actively implement remote engagement tools.
Provide ongoing support to trainers for twelve months.
Solution:
We started at the beginning of the student experience and examined how their courses were listed, pre-course communications, tech set-up, and more. From there we took the time to sit in and audit several courses, with different instructors. We examined their existing strategy including their LMS, teaching tools, slide decks, handouts, activities, etc. Further, we conducted two separate focus groups and online surveys, one for instructors and the other for learners.
Once we completed the discovery phase we prepared a report for their management team to review. I was jam packed with our findings and remote engagement recommendations. We hosted a meeting to discuss next steps and prepared a road map to accomplish the agreed to path.
Throughout the next year we developed remote engagement learning tools and activities, consulted on the course listings and communications with students, conducted train-the-trainer sessions with instructors, offered a coaching line, provided asynchronous courses for the instructors to sharpen their saws, and more.
Outa-the-box, not from a box. Custom learning to meet your specific workplace learning needs.
Description
Sometimes off the rack training won't do. You have specific learning needs, constraints, resources, timeframe, etc. Tyler loves to help strategize and deliver on target custom learning programs - so you grow where you need to go.
Wether you are Tyler's competition and you want to refresh your Team Building activity offerings or a Fortune 500 manufacturer who wants to improve your Customer Service Culture - Tyler does that.
Tyler conducts a deep dive into your learning needs and together frame what a successful learning deliverable looks like. This can range from multi-day learning retreats to micro-learning module based programs. What makes us different is our approach that combines Multiple Intelligences with Experiential Learning and Gamification. It's a pretty awesome combination.
Custom learning design is a great way to add refreshing new content to your existing training programs or build new ones to solve emerging needs. Learning is the lifeblood of an organizations ability to create a strategic advantage over your competition.
We want to be your partner in building a strong competitive advantage through an engaged and inspired workforce.
Learning Outcomes
🏆 White board and Strategize with your learning team the scope of the program and nail down measurable learning outcomes.
🏆 Evaluate the learners profile, program time investments, etc. so that we build a tailored fit with no fluff.
🏆 Create a customized learning path that ensures that the deliverable is on time, on budget and on point.
🏆 Develop content that uses current best practices and research to inform the learning components.
🏆 Create a custom learning package that can include components like: handbooks, videos, initiative tasks, epic adventures, and more.
🏆Develop and deliver the program as scoped, i.e. train-the-trainer, direct delivery, asynchronous, etc.
🏆 Conduct an evaluation and provide follow-up support.
Delivery Options
🎪 Team Event
🛜 Virtual/Remote
🕹️ Hybrid
🔥 Asynchronous
Case Study
CUSTOMER FIRST CULTURE
Problem:
How do we include every employee in defining a customer first culture in a manufacturing plant without a full shut down?
Customer First Learning Outcomes:
Design a program that enables all 3500 manufacturing employees to add their voice to the customer first culture definition, without any delay to the factory.
Build a train-the-trainer program that can be replicated in other branded factories globally.
Develop front line managers and team leads as program leaders and instructors.
Design the program to speak to a diverse set of learners.
Create a lasting impact and installation of the learning objectives inside the factory.
Complete the entire program design, delivery and evaluation in 90 days.
Solution:
Conduct a deep dive into the current global training approach for the branded company. Spend time with managers and floor influencers to understand the current culture and what metrics could be used to inspire change. Perform a literature study and interview experts in the field to inform key performance design components.
Create a design template that speaks to a multi-domain approach to learning, with a heavy lean towards kinesthetic, visual and interpersonal intelligences. Vet the program with management to ensure that it speaks to the corporate constraints and their site specific learning needs.
Invite front line mangers and team leads into a train-the-trainer day and get them up to speed on the program and how to deliver it... when for some this is the first time they have ever trained.
Deliver the same program over two separate days. Then, evaluate and install the deliverables in the factory and reinforce the learning.
All in 90 days.
Bite sized learning is the best way to develop a busy workforce. Learning 15 minutes everyday to move towards strategic goals.
Description
Building a program that is content rich, entertaining, and relevant to a learners immediate learning needs is the sweet spot of Tyler's micro-learning sessions. For over 30 years Tyler has been researching and experimenting with learning technologies that focuses just in time learning.
Tyler has ADHD. This "gift" has required him to lean in small chucks. This chunking of information is cornerstone to the delivery of high quality micro-learning sessions. Given the demands on frontline leaders time and energy finding time to invest in learning and growing their skills is difficult.
This is where the magic of micro-learning responds to the challenge of finding time to learn things that can be immediately used to improve the challenges of the everyday.
Frontline leaders are the lifeblood of a business. They communicate to both sides of the business (production and management). Being gifted with a role as a front line leader means you are likely the best functional performer of a specific job related task - and that task is not likely supervisory management. Micro-learning is the perfect way to deliver immediate knowledge that is actionable to help ensure that the vital frontline link continues to increase its strength.
Learning Outcomes
🏆 Establish the specific learning measures that will need to be met to respond to the clients learning needs.
🏆 Conduct a deep dive into the industries best practices and current content specific research to create a firm understanding of program content.
🏆 Distil program content into learning tools that speak to multiple learning domains.
🏆 Build professional learning tools that can be measured for success and can be delivered in bite sized chunks.
🏆 Design a comprehensive learning map that guides learners through the program in a developmental and engaging way.
🏆 Reward and recognize learner accomplishments and design gamification Into the learning path.
🏆 Evaluate the program and tweak areas that need improvement and focus.
Delivery Options
🎪 Team Event
🛜 Virtual/Remote
🕹️ Hybrid
🔥 Asynchronous
Case Study
RETENTION THROUGH LEARNING
Problem:
How do we engage our front line managers in a program that will encourage retention and skill development of our top 10%?
Frontline Micro Learning Outcomes:
Increase supervisory management & leadership skills and behaviours.
Create a forum of structured mentoring that effectively transfers.
Build a learning tool based on national standards.
Create a program that promotes retention and engagement of staff.
Have fun learning new skills.
Solution:
Through a careful study of industry standards and practices a structured mentoring program was designed. The program targets the busy mentor, with sessions that are completed “in the time it takes to drink a cup of coffee.”
A comprehensive list of sessions (52 in total) were created with specific educational outcomes, performance measures, learning tools, handouts, and more.
Sessions included both hard and soft skills, from push/pull techniques and performance management to conflict communication strategies and team building.
Following the design Tyler provided an intensive train-the-trainer program for the mentors and follow-up coaching as they implemented the program. Further, we developed an online e-learning tool to help support the mentors and mentees.
Professionally produced video shorts that focus on a specific learning outcome. Explore custom hilarious sketches that teach needed skills.
Description
Building engaging and hilarious training videos is a great way to get your team to learn new concepts.
If your business is looking for a way to keep people watching - add a bit of fun, glam, and magic to your next training video. With out full service video production team we will make your next learning video one that your team members will want to watch again and again.
We will work along side of your leadership team to drill down the learning needs for the video, create a script, production notes, collateral, etc, etc. We are a one stop shop ... all you have to do is provide information and feedback along the way.
Building videos is a great way to create a library of engaging tools that can be reused to train staff as they emerge into new roles within the business. Let our expert staff work alongside your leadership team to co-create focused learning tools that can be a lasting tool or a fun injection at an upcoming meeting or event. There are so many ways that video can provide value to your business from learning sessions to conference kick offs, and online teasers to quick reminders.
Learning Outcomes
🏆 Establish the specific learning measures that will used to create the script and ultimately the video product.
🏆 Conduct an intake with your leadership team to scope out the video needs and creative direction.
🏆 Distil the information from our intake into a workable script.
🏆 Co-create with technical experts the video productions so that it meets your exacting needs.
🏆 Coordinate all the needs of making a high quality and engaging video from set to talent and location to craft.
🏆 Share and transfer the videos for your senior leadership to disseminate with your teams.
Delivery Options
🎪 Team Event
🛜 Virtual/Remote
🕹️ Hybrid
🔥 Asynchronous
Case Study
VIDEO SHORTS LEARNING TOOLS
Problem:
How do we share boring information on cyber security to our global team in a fun, effective and efficient way?
Mastermind Learning Outcomes:
Deliver learning videos that promote good cyber hygiene.
Establish tools that can be used as part of regular training that add levity and content to training programs.
Create a different, and less serious tone, towards the delivery of the serious subject of cyber security.
Use humour to increase learner engagement through online video tools.
Solution:
We started by conducting in-depth interviews with project managers and leaders. Following that we received and studied the businesses current approach, and collateral related to cyber security. Then, with the client established a set of 6 video topics and measurable learning outcomes for each video.
After the intake of the program our team went to work writing content rich videos that were engaging and humorous. Once the content was written, we shared the draft scripts for comment by the clients team. We then made adjustments based on their feedback and resubmitted the scripts for final approval.
Next, we set to work securing the videography team, locations, post production, props, sets, and all the movie magic needed to make these low budget videos feel like Hollywood hits. We spent several days shooting and performing post production magic.
We were then able to share with a red carpet launch the videos for the client. Once the videos were approved, we swept up the popcorn that was in the isles of the theatre and called Steven Spielberg to see if he needed a hand.
What will be next? Got a crazy idea? Wanna have some fun? Build something amazing - you had us at "hello."
Description
Tell us what you're thinking... let's lay out the crayons and cardboard and get to planning something amazing.
We love an adventure.
We love a challenge.
We can't wait to hear from you.
Learning Outcomes
🏆 Let's build specific learning outcomes for your project.
Delivery Options
🎪 Team Event
🛜 Virtual/Remote
🕹️ Hybrid
🔥 Asynchronous
Case Study
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Canada’s Culture Upgrade (2026): 10 Key Findings on Employee Recognition, Engagement, Psychological Safety, Burnout & Adventure Team Building
TL;DR Employee recognition is surging. Adventure-based team building is trending. Canadian employers are prioritizing psychological safety and burnout prevention. Tyler Hayden Inc. is aligned with current Canada-first, North America-relevant demand.
Key Team and Workplace trends for Employee Engagement and Recognition
Employee recognition is a strategic advantage
Here’s the answer: If people don’t feel valued, they don’t bring their best. Full stop.
In the SHRM 2026 Global Workplace Culture Report it reports that 65% of employers say “making employees feel valued” is a top strategic advantage. This means that recognition isn’t a “nice HR thing.” It’s a “do you want to keep your good people?” thing. Good people make the difference in building value in business (couple that with AI and you are playing a winning game in today’s work world).
One of the things you can do as a leader is to use our SSMT framework (Simple, Specific, Meaningful and Timely) so it’s not fluffy random compliments and gold stars. Leaders who lead and recognize intentionally let their teams know they are seen, valued, and important.
2) Adventure-based team building is trending
Here’s the answer: Teams want to DO stuff together again. Not sit in a beige room and “discuss collaboration.”
If you scan what’s getting hot right now, you’ll see a clear shift toward outdoor, experiential, and challenge-based formats. The Top Team Building Trends in 2026 (Go to Events) roundup leans hard into experiences, not lectures. Same vibe in 10 Outdoor Team-Building Games for 2026 (LoQuiz): scavenger hunts, city games, movement, missions, and “we did this together” moments.
What this means: adventure isn’t a gimmick, it’s a response to what teams are craving post-everything. As a leader, your job is to make sure the fun has a purpose: clear outcomes, inclusive design, and a debrief that turns “that was awesome” into “here’s what we learned and how we’ll work together on Tuesday.” That’s why combining an expert in leadership and team design with facilitated learning expertise - creates a winning all hands event.
Join the list for early access www.rubberchicken.ai
3) Recognition programs are expanding (and leaders need to do it better)
Here’s the answer: More companies are putting real effort into recognition… but effort doesn’t automatically equal impact.
In the SHRM Ultimate Employee Recognition Guide, SHRM notes that 70% of companies increased recognition efforts. Translation in English please Tyler: what that means is the market is already spending money here. The question is whether it’s creating real “stickiness” or just more noise.
What this means for you as a leader? Well if your recognition is generic, inconsistent, or only shows up when someone is leaving, you’re not building culture, you’re doing damage control. One of the best things you can do as a leader is to make recognition a system, not a mood. Use SSMT or Rubber Chicken AI, and build simple rituals, and give managers tools so they can recognize people without needing a PhD in “how to be human.”
4) Middle managers are culture multipliers
Here’s the simple answer, cause I like simple: Middle managers are the culture transmission line. If they’re stressed, unclear, or unsupported… culture goes sideways.
The ADP Canada Workplace Trends 2026 content reinforces what most of us have seen in the wild: the day-to-day employee experience is heavily shaped by the direct manager. Not the CEO. Not the values poster. The person who runs the Monday meeting.
What this means to you? Simply if you want engagement, retention, and performance, you don’t just “announce culture.” You equip the people who deliver it. One of the best things you can do as a leader is to invest in manager capacity: micro-learning sessions (www.teambuildingschool.com), simple coaching tools, and practical scripts for feedback, recognition, and conflict repair. You can use AI to help you here and moreover - have conversations with all levels of your workforce “in the wild” that’s where the real data is.
5) Psychological safety drives team performance
Here’s the answer: Psychological safety is the secret sauce. It’s how you get honesty, learning, and early problem-solving, before issues become expensive.
This isn’t just a feel-good concept. The Psychological Safety Research Pulse and HR.com’s piece on psychological safety as a performance foundation (HR.com article) both point to the same reality: teams do better when people can speak up, admit mistakes, and ask for help without fear of getting punished.
What this means: the best teams aren’t the ones with zero conflict, they’re the ones who can have real conversations and repair quickly. One of the best things you can do as a leader is to build a few simple norms: equal airtime, curiosity before judgment, and “we can disagree and still respect each other.” I just ran a 300 person convention and this was a non-negotiable for our planning team - and it was the difference maker.
6) Burnout prevention is a Canadian priority
Here’s the very big Canadian answer: Burnout isn’t just a personal issue, it’s a business issue. And Canada is paying attention.
The Mental Health in the Workplace 2025 (MHRC) and the Canada Life burnout survey both reinforce the same theme: stress and burnout are costing organizations real money and real humans. Add in broader trend watching like NYRC’s 2026 Workplace Health Trends in Canada, and it’s clear this isn’t going away.
What this means: if your “team building” drains people, embarrasses them, or forces participation, you didn’t build a team, you’ve built resentment. One of the best things you can do as a leader is to design for energy, safety, and inclusion: opt-in where appropriate, accessible options, and a pace that leaves people better than you found them. This is why I lean so heavily on MIQ - it establishes what your teams preferences are - and from there you can align activations that align no repel.
7) Gamification increases participation (when it’s designed well)
Here’s the answer straight from you N64: Points, missions, and friendly competition still work. Adults pretend they’re above it… until the scoreboard shows up.
The outdoor team building trend pieces (like LoQuiz and Go to Events) are packed with game mechanics: time-boxed challenges, scavenger hunts, team missions, and “win the thing” energy.
What this means to you as a manger: gamification isn’t about turning work into kindergarten, it’s about creating clear goals, fast feedback, and shared momentum. One of the best things you can do as a leader is to make sure the game is fair and inclusive: multiple ways to contribute (hello MIQ), no “humiliate the introvert” moments, and a debrief that connects the dots back to work. Our motto at Team Building School? Good Team Building is Good Team Learning.
8) Scalable formats are in demand
Here’s the answer I’m experiencing in my business buyers want options. Small teams. Big conferences. Hybrid. Virtual. “We’ve got 37 people and half are remote.”
You can see this in market-facing content like Why Invest in Summer 2026 Team Building Activities (Adventure Games Inc.), which emphasizes seasonal planning and flexible experiences. The broader trend is clear: organizations want formats that can flex with headcount, geography, and budgets.
What this means, well winning programs are modular. One of the best things you can do as a leader is to choose experiences that scale and still feel personal: clear roles, small-team breakouts, and a structure that works whether you’ve got 15 people or 1,500. Great team building providers can help you scale appropriately and know how to lead in those environments. Also tools like Rubber Chicken AI will help you find right sized activations that meet your learning needs.
9) Shared memories create lasting culture impact
Here’s the answer you were looking for, but probably already knew. Shared memories are culture glue. People don’t bond over a policy document. They bond over “Remember when we…?”
The experiential/outdoor trend content (like Urban Challenger’s team event ideas and the activity roundups in ClassPop) keeps circling the same truth: experiences create stories — and stories create identity.
What this means for you is simple. The goal isn’t just a fun afternoon, warm up activity or icebreaker. It’s a story the team retells for months, and a reference point you can use later (“Let’s handle this like we handled the scavenger hunt”). One of the best things you can do as a leader is to intentionally capture the learning: quick reflection, team commitments, and a follow-up ritual that keeps the memory alive. That’s probably the most important way that great team designers and managers “defluff” team building and create long term impact.
10) The market is moving away from passive team building
Here’s the answer today that you need to know. Passive is out. Participation is in. If people can hide in the back row, they will.
The trend lists and idea banks are overwhelmingly action-oriented: Urban Challenger, ClassPop, and the outdoor/game-based formats from LoQuiz all point to the same shift — teams want to move, solve, build, explore, and engage.
What this means for the rest of the class out here… “sit and listen” doesn’t build trust. Shared challenge does. One of the best things you can do as a leader is to choose formats that create safe participation: clear instructions, low-barrier entry, multiple roles, and shared stories with grit, unique elements, and focused meaning.
Sources (Linked)
· ADP Canada Workplace Trends 2026
· SHRM 2026 Global Workplace Culture Report
· SHRM Ultimate Employee Recognition Guide
· Mental Health in the Workplace 2025 (MHRC)
· 2026 Workplace Health Trends in Canada (NYRC)
· Psychological Safety: A Foundation for High-Performing Teams (HR.com)
· The Psychological Safety Research Pulse 2026
· Top Team Building Trends in 2026 (Go to Events)
· 10 Outdoor Team-Building Games for 2026 (LoQuiz)
· Why Invest in Summer 2026 Team Building Activities (Adventure Games Inc.)
· The 25 Best Team Event Ideas for 2026 (Urban Challenger)
· Outdoor Team Building Activities (ClassPop)
Metadata
· Author: Tyler Hayden (Tyler Hayden Inc.)
· Publication date: 2026-03-22
· Last updated: 2026-03-23
· Region focus: Canada-first, North America relevant
· Primary entities: Tyler Hayden, Tyler Hayden Inc., Team Building School, Rubber Chicken AI, MIQ (Multiple Intelligence Quotient)
· Topics: Team building, workplace culture, HR trends, employee engagement, employee recognition
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