How arts and culture help us build understanding at work

Culture has always been society’s psychologically safe way to share emotions. Theatre, art and books let us experience feelings that may be too hard to face head-on.

Waiting for Godot forces us to think about the point of life. A Rothko canvas can leave us adrift in isolation. R.F. Kuang’s Yellowface challenges us to see the world from a different perspective.

These works often don’t speak directly to our own lives, yet they resonate deeply. They give us a way to approach emotions and experiences that might otherwise remain unspoken. And in doing so, they can open conversations that are difficult to begin in any other way.

Why leaders need cultural tools

Understanding leads to empathy, empathy to respect, and respect to trust. Leaders who want genuine collaboration need to find ways to help their teams understand each other.

Shared cultural experiences are one of the most effective tools. The time and attention invested in a play, painting or book give people a platform to talk about ideas and emotions, without relying solely on their personal stories. This shared ground can bridge divides and build new connections.

They also create space to practise disagreement safely. Saying “I think that TV show is rubbish” is a low-stakes way to test what it feels like to disagree openly. In the process, teams build psychological safety — learning that it’s possible to hold different views without conflict becoming personal.

Just as importantly, sharing cultural references helps people feel validated. When someone else recognises or enjoys the same book, film or song, it signals that their world view has a place in the group. That sense of being seen is a powerful way to strengthen community and belonging.

Practical tactics for leaders

Use vignettes to spark discussion

In our trauma-informed research, we used short stories and illustrations to explore sensitive issues without triggering participants’ own trauma. Leaders can do the same in workshops: tell a story or show a cartoon, then ask what people think the characters were feeling.

Bring a cultural object into the room

Share a painting, poem or piece of music and invite reflections. Rothko’s canvases, for example, often provoke very different emotional reactions – and those differences can help your team see the range of perspectives among them.

Borrow from theatre warm-ups

Simple drama exercises, like mirroring someone else’s movements, build empathy by helping people step into another person’s perspective. These can be light, playful and revealing.

Reflect on a shared text

Choose a book or article that challenges assumptions, such as R.F. Kuang’s work on race. Ask people what resonated, what surprised them, and what they disagree with. Structured reflections like this open safe but meaningful conversations.

Try cultural ice breakers

Start meetings by asking what people are watching on TV at the moment. It’s a simple question, but answers often reveal something about where people come from, what interests them, or how they’re feeling. These prompts also validate people’s perspectives — when someone else recognises the same programme, it signals common ground and helps build community.

Create space for cultural sharing

Invite people to bring in a film, song or artwork that reflects how they’re feeling about a project. Discussing these references builds common ground and can surface fresh ways of looking at challenges. Over time, this kind of sharing strengthens the sense that everyone’s view is valued and seen.

If you want to design team structures that use cultural tools to build trust and understanding, get in touch with us.

And if you’d like to join a shared cultural experience yourself, register for Charity Book Club – a space where leaders and practitioners can connect through reading.