Bringing your culture to life; A best practice example

Bringing your culture to life; A best practice example

Bringing business content to life, such as the company vision, or a strategy or explaining a change in process perhaps, requires a great deal of skill and a level of creative thinking.  


However, in all these instances, you are working with something which can be written down, described in words or pictures and is tangible.

But what about if it isn’t tangible? What if it’s your organisational culture you are trying to bring to life? How do you know you have achieved success?

How can you get something so intangible clearly understood by every single person in your organisation? No, scrap that, every single person that encounters your organisation?

Here’s how…

Moneypenny is a phone and live chat answering service based in North Wales who recently hosted an event, sharing ‘Employee Voice’ best practice for the Employee Engagement Alliance.

On arrival at the building, the traditional battle with security – ‘Have you booked a space?’ ‘Can I see some ID?’ was noticeable by its absence. Instead there was a well sign-posted car park, featuring quirky icons for the various zones (a love heart for visitors – cute!)


On entering the office, after walking past a giant gorilla, visitors are greeted at a floating reception desk by a casually dressed receptionist who oozed warmth. Not the ‘I’ve been trained to smile like this’ type of warmth but genuine ‘I am really pleased you’re here today’ warmth. 

The décor of the office is funky with a cheeky edge. Sheep on the stairs, giraffes on the landing and a floating shed meeting room. Employee perks were obvious. A pub (called the Dog and Bone – genius) a gym and individually designed wings of the office with themed artwork on the walls. Each employee has a dedicated desk which they can decorate themselves and they all get money to buy a desk lamp of their choice.

Now any company with the cash could design a funky office to rival this, but the the beauty of Moneypenny is that the culture lives in the people; the physical environment, whilst pleasing on the eye, isn’t the point.

The office design is in support of the company culture, not the other way around.

Need help bringing a message to life?

Have you got a message or change you want to ‘bring to life’? Tap into our vast array of creative skills, tools and techniques to help your message land effectively. 

Now any company with the cash could design a funky office to rival this, but the the beauty of Moneypenny is that the culture lives in the people; the physical environment, whilst pleasing on the eye, isn’t the point.

The office design is in support of the company culture, not the other way around.

This isn’t about putting in a ping-pong table and hoping one day someone will use it. Their culture has been around a lot longer than the new building and is based on simple family values. The staff were consulted on the design and it’s fun and friendly, because they are. 

Here’s why

  • People are recruited by attitude rather than skill set. The recruitment process is extensive and focuses on cultural fit above everything else.
  • Teams work closely together and become tight knit so meeting for a drink in the ‘pub’ after work is a pleasure.  
  • Office requirements such as natural light, natural ventilation and lots of social spaces all came directly from employees. Even the footprint of the building was designed specifically to ensure employee desires were realised.
  • Anything less than perfect performance is taken as a reflection of the quality of the leadership, team management or training and not on the individual. If an individual isn’t hitting the targets it’s because they haven’t been supported effectively, not that they are ‘poor performer’.

What these offices have above all else, is warmth. You literally feel it as you walk in.  There is a genuine welcoming, homely feeling to the whole experience.  It’s no accident.

This isn’t about putting a novelty pub in the office hoping people who don’t talk to each other normally will suddenly have the urge to share a pizza on a Friday night.

This isn’t about scrapping annual appraisals in the hope that inadequately trained managers will hold more regular, high quality coaching conversations.

This isn’t about gathering employee views and then ignoring them because there isn’t the budget or because implementing them is just too hard.

This is about fundamentally understanding the culture you want to create, and EVERY SINGLE THING being in line with that culture.  

When a visitor to your office who knows nothing about your company can walk away absolutely clear about what your company does, what it stands for and why it is so successful. Then you know you have brought your company culture to life… and that warm glow stays with you for days.

If you want to bring some creative thinking to challenge your normal approach and help bring your messages to life then get in touch with Danielle on 

Creating an experience which inspires trust.

Creating an experience which inspires trust.

Our Award Winning (!!) Visual Creator, Alana is getting married this year, and on a recent dress shopping trip was reminded of the importance of building a connection with people in order to build a good relationship.

This week I bought a wedding dress. I am actually getting married, this isn’t one of the random purchases for a Purple Monster event of any kind. And don’t worry, I will not turn the lovely weekly newsletter into a wedding blog…I am not that kind of bride. But what I was interested in was the experience.

 At Purple Monster we are convinced that good experiences come from making good connections. So how was the once in a lifetime wedding dress buying experience for me?

The answer:  very different in two very similar boutiques, (apparently, you have to call them boutiques; turns out wedding etiquette can be complicated). My budget, venue and timescales were all set but my super objective was to find THE dress. I also had some sub objectives like; try on ridiculous dresses, have a go at things out of my comfort zone, feel fancy, feel good, feel relaxed, feel comfortable and have fun!

Boutique one delivered on all of these fronts.

Welcoming – I was immediately offered a seat and given a coffee. Good start. I like coffee.

Friendly– The assistant, Sheeny and I chatted about ourselves, our families and friends and most importantly, what our favourite cheese was. After half an hour I was already showing her pictures of my dog.

Honest– when a dress made me look like a rectangle, she agreed with me that it made me look like a rectangle and offered alternatives.

Respectful – giving my mum and I some time to chat through each dress I tried on and being aware when I needed a bit of space and then chipping in with conversation, opinions and advice.

Attentive – I felt like I had her full attention. Each dress was analysed thoroughly and either in the maybe pile or the no pile. I felt like the only bride in the world!  
Unfortunately, Boutique two didn’t match up. There was no upfront chat, no getting to know me. I was talked over and did not feel listened to. They weren’t disrespectful but I left feeling a little, well, disappointed. – she didn’t even know I had a dog.

Using visual storytelling to build a connection

Alana, along with our team of creative practioners, are able to use a vast toolkit of visual skills and techniques to build a connection with an audience and convey a message with authenticity and a human focus.

Now, I am not for one moment suggesting that buying a wedding dress is the same as being in business but the principles of making good connections is pretty universal right?

We all like to feel like we belong. A warm welcome, be it to a conference, event, meeting or just to your desk in the morning can go a long way to improving someone’s day. (we’ll always make you a coffee when we see you)


Humans need humans- we are tribal creatures, full of complex emotions. Taking the time to get to know your fellow people builds familiarity, trust and respect. Any major or minor workplace challenge is a lot easier to approach with a friend to confide in.


Sometimes it is hard to be honest, especially when it comes to big gnarly issues. But in the workplace, people are a lot better equipped to make decisions and take the best course of action if they know all the facts. Fudging issues just breeds distrust and destroys confidence. (Just don’t tell them that their outfit makes them look like a rectangle…)


Give people the time and attention relevant to the situation. Be present and listen to what your colleagues have to say. Respect one another. It is one of the oldest sayings in the book.


If you are head down and hard at work, remember once in a while to look up and see what the rest of your team are doing and if you can, support where necessary.

There are many other aspects to creating a good relationship and connection with people but these just stood out for me. Boutique 1 made the whole experience that bit more amazing. The connection built between the assistant and me made the whole experience enjoyable, put me at ease and it gave me confidence that I made the right decision at the end of it all. Sub objectives: achieved. Super objective: Achieved. I’ve got the dress!

Whoever said wedding planning was stressful?


If you want to help inspire trust in your organisation by creating positive experiences then get in touch with Alana on 

Techniques to bring business content to life

Techniques to bring business content to life

One of the stated aims of Purple Monster and something that we’ve specialized in since the very start of our company, is to ‘bring content to life’. 


It’s something we’ve never really had to explain and yet clients and partners alike, absolutely get what it means.  It is a common request when we are preparing conference material, project communications and content for large change or learning programmes. 

“We need to Bring it to life”; to “lift it off the page”. We need this to be “exciting and engaging” and a recent favourite – “The content needs to blow people away.” 

Creativity is our friend when it comes to satisfying this request. Films, theatre, novels and comic books all use similar methods and techniques in order to engage and captivate their audience.

Consider a West End play or a Harry Potter novel. There are commonalities that ensure that the consumer of such experiences are captivated, that the content is remembered for years to come and in the very best instances, perceptions are challenged and a whole new world is visualised as if it were real.

 This all very helpful if you happen to be a Broadway theatre director or a best-selling novelist. What about if you are a leader or manager? What if you want to help employees fully understand your message and be compelled and motivated to take action?


If you have messages you want to bring to life consider how to are employing these tried and tested techniques: 

1. Visuals

By using visuals instead of text, messages can be conveyed quicker, people are more likely to remember them and they can help to express a much higher degree of information in a much shorter time/less space. 

This article helps to explain why this is the case. In the business world, an easy application is providing clever, metaphor rich visuals rather than slides and slides of bullet points.  

2. Script editing

The single biggest mistake of business presentations is trying to tell everyone everything.  Theatre and film directors, choose which scenes to show.  They focus on key moments in the story and let the viewer fill in the rest.  

For the sake of your audience, pick up this habit and don’t force your colleagues to grind through 500 pages😊


3. Storytelling.

A consistent story that begins, develops and concludes and is simple to follow is a must. You can deviate from the plot of any story, but if you abandon it and meander off somewhere else, you will leave your audience bemused and frustrated.  Know that the red thread of your story is always present.

See this article for the story types that are the most compelling and how they can help to frame a business narrative. 

4. Themes

A strong theme can really enhance how content unfolds.  It is seen by some as a gimmick, but a strong metaphor or analogy, or even a simple mnemonic can help learning to stick.  It might seem trite, but if you are involved in the creation of learning materials, try using ‘curiosity’ or ‘intrigue’ as a theme next time and see how it can enhance both the content and the application.

This wouldn’t be a monster article if it didn’t have a monster story – so here it is.

Quite a number of years ago we were invited to pitch to a well-known airline to enhance their Customer Service.  They asked us to bring the content to life and do something really different when answering their brief. 

We did. 

They were ‘blown away’ (their words) and said that no other company had come near to hitting the brief so perfectly. 

They then awarded the contract to someone else. 

This is the risk with creativity and being different from the norm. It takes a leap of faith and many leaders and organisations are often discouraged from stepping outside of the accepted norm. The saying ‘no-one got fired for hiring IBM’ is fitting in this scenario.

Luckily with the Monsters, you are in creative but safe hands.

Find examples here, of complex content made engaging, funny and memorable!

If you have business messages you want our help on makin engaging, interesting and full of life then the best person to contact is our award winning (!!) Visual Creator – Alana (

Making online learning engaging: Lessons from the best online MBA in the world

Making online learning engaging: Lessons from the best online MBA in the world

Warwick Business School (WBS) was ranked as the best online MBA programme in the world in 2018. This week Danielle looks back at the experience of completing her distance learning MBA at WBS and considers how the best practice developed there can be applied to corporate learning programmes.

It was clear to me after spending 3 years on their award-winning MBA, why Warwick Business School has recently achieved their No 1 business school ranking.

Any education institution can achieve the ‘content’ requirements but this focused on the holistic learning experience. The school created an engaging ‘learning ecosystem’ delivered predominantly, but not exclusively online. Below are my key insights for anyone looking to improve an on-line learning offer.

 1. Retain face to face elements.

Although this MBA was online, with global participants, face to face components were still compulsory. The elements that had to be completed on campus simply did not translate to online. They relied on personal interaction, observation, nuances and subtleties which are impossible to replicate in the virtual world.

Impact for corporate training: Don’t assume everything can be delivered online. If the content relies on skill development, requires practise or is abstract, then face to face is most likely your best answer.


2. Have engaging presenters/teachers

University lecturers are not selected for their screen presence or ability to entertain an audience, however the modules I actively engaged with, were the ones where the lecturers were engaging personalities. They didn’t just talk through the slides; they shared stories and anecdotes, and provoked interesting discussions. They didn’t shy away from interaction online and created an experience which felt more akin to listening to a radio show or a podcast than a lecture.

Impact for corporate training: Presenting anywhere is a skill, but the skill of presenting effectively online is massively underestimated. It’s incredibly easy to switch off during online learning so make sure the person fronting up the material is engaging.


3. Make the content relevant

One module I thoroughly enjoyed was ‘Economics of the Business Environment’. This would not normally be a subject I would be excited about, but I happened to be studying this module at the time of the EU referendum in the UK. Suddenly, the theoretical concepts were being brought to life and reported on daily in the news media.Very helpful!

Impact for corporate training: Don’t keep material in the theoretical. Make it timely and realistic. Encourage interaction with news articles, link content to current affairs and contemporary examples.


4. Create a peer-to-peer network

During my first year I spent a lot of time working with my ‘group’ online. We were all keen, but occasionally overwhelmed by the volume and complexity of the material.
After the first year, our group gradually stopped our weekly calls. My results in the second year reflected the fact that I had lost this critical element of my learning.That group brought the material to life. It helped me talk through ideas and linkages. It solved problems I couldn’t figure out on my own and it highlighted gaps in my knowledge that I had to revisit. That network was the difference between me mechanically working through the material versus truly understanding and applying my learning.

Impact for corporate training: Creating a learning network is critical and often completely omitted. Combine learning material and networking to both strengthen the learning process and build working relationships that go well beyond the duration of the training course? 

Interested in building a learning network in your organisation?

5. Don’t stick to the obvious.

One thing I loved about the MBA programme was the range of subjects I could choose. Leadership and the Art of Judgement was one of my favourites; using Shakespeare to examine modern leadership and the concept of ‘Practical Wisdom’. I was also obsessed by the module ‘Economics of Wellbeing’ – the business case behind being happy. Subjects like that gave me a rounded view of the business world and reignited my love of learning for the sake of it, not just because I had to pass a course.

Impact for corporate training: Reward your people with subjects and content that will ignite their passion and draw them into the learning process.

I am pleased and proud of my MBA status, but more than anything, I have a desire to keep learning and to apply that learning in our business. Wouldn’t it be great if learning within corporate settings achieved a similar result?

    Want to improve your online learning engagement ? Drop us a line on or call us on +44 (0) 1926 311347.

    Creating a ‘Learning to Learn’ mindset

    Creating a ‘Learning to Learn’ mindset

    Recently, the monsters returned to Kyiv to work with one of our absolute favourite companies – The One Philosophy Group.  We were invited again, both as expert speakers and as facilitators to the The Employer Leadership Summit. It’s a fabulous event and has the latest thinking from HR and L&D from around the globe. The theme was ‘learning to learn’ with a specific focus on developing a learning mindset.
    At this event, we introduced our latest business venture,  The Alternative Business School .  We were delighted not only that the delegates voted it unanimously as a great way to bring learning to life, but also that several of the latest online learning start-ups had similar themes.

    It’s clear that the next generation of employees want to learn and develop at work and developing a learning mindset is key to that.

    How can you use visuals to help people learn?

    ‘Learning to Learn’ and its importance in the future of work

    Since we also know that many future roles haven’t been invented yet, the best preparation is to focus on learning to learn – the theme of the conference.

    Whilst it is commendable to follow a traditional business school route to leadership, it’s becoming clear that this model won’t necessarily be fit for the future.  The School, University, MBA, executive linear journey isn’t where the new entrepreneurs are springing from. Many have neither the patience nor the funding to take this path and instead try their ideas, fail fast, learn and go again.

    It is unlikely that fixed curriculums are likely to contain all the answers needed in such a fast-paced world. So instead, they recruit their friends and like-minded individuals and build the working life they want. Encouragingly, they want their work to have purpose and to be enjoyable.

    This is so heartening for us, considering our purpose of ‘banishing corporate dullness’.  It also means the disruptor and start-ups are not only looking to develop a learning mindset, but have fun doing it.

    Humour was referenced many times during the conference as a key business skill for the future. 

    Reflection time and how it cements learning messages


    What did we learn that’s worth sharing?  It’s something we’ve known for a long time but it was reinforced by the other experts involved in this event.  We often cite the Kolb learning model, which we simplify as Context, Experience, Reflection.  Conference agendas are so often packed full and this was no exception.

    Time was hard to manage and when the clock begins to put pressure on the speakers, it’s always the reflection time that suffers.  Yet ahead of the conference, we had all agreed that reflection time was critical.

    For the insights to stick, you need time to consider what they mean for you, individually. 

    A neuro-scientist at the conference confirmed that you really can’t ‘unlearn’ anything; what you have is hard-wired, but you can keep your brain plastic by learning more, providing you take the time afterwards to reflect and create new neural pathways.

    Tips to make learning messages stick


    It seems to us, there are two critical parts to doing this and worth remembering if you are planning conferences, courses, training or indeed any kind of learning event:

    • Place reflection time in the agenda and not just once at the end of the day, but often, after every hour or so of content being delivered by whatever method.  Protect it fiercely.
    • Make sure there is shared discussion of the topics, so that what has been considered and reflected upon can then be tested with a peer group.  Speaking about your learning and insights to others, is both a helpful filter and a proven method of establishing the new pathway.

    Looking for more tips on how to bring messages to life and signal a shift in your organisation? 


    Want to tap into our creative expertise to bring your learning to life? Drop us a line on or call us on +44 (0) 1926 311347

    Photo credit: Evgeniia Komartsova. Employer Leadership Summit 2018

    Emcee (MC) vs Facilitator vs Guest Speaker vs Event Experience

    Emcee (MC) vs Facilitator vs Guest Speaker vs Event Experience

    How can you decide which skill set will bring the most to your next internal conference or event…and what’s the difference, anyway? Find out everything you need to know about the different hosting approaches here.  

    We have been in the conference and events business for a long time. We’ve been lucky enough to fly all over the world with large, blue chip companies and so we have seen and been a part of every type of event possible. We have also seen all the variations of running such events, and the pros and cons of each of them.  

    In this article we want to share this knowledge and insight with you, so you can make an informed choice about what will best help you achieve your objectives. 

    Broadly, hosting options come in four forms: 

    • Emcee 
    • Facilitator 
    • Guest Speaker (not really a ‘host’ but worth understanding where this fits) 
    • Event Experience Lead 

    Now, we know that you might well be thinking: ‘We’ve done this so many times, we know what format works’. …Well yes, that is most likely true. You may well have a format works in so much that it isn’t bad. But do you really want to be striving for ‘not bad’ 

    Here is our first tip for making your conference or meeting feel different to the norm: 

    Only use professionals that treat the audience as the customer. This might seem obvious, but the way that most events are set up means the commercial transaction is with the CEO, the budget holder or the organising committee. These groups then become the customer, not the end user, which in this context is the audience.  

    Think about the last speaker or Emcee you saw at an event – how much time did they spend having coffee or building a relationship with the delegates either before or after their slot? How much time, in comparison, did they spend impressing the person that holds the budget? Or the CEO?  

    The commercial transaction confuses this point, so it’s worthwhile keeping that in mind when you are deciding who to bring in to help you.  

    Let’s take each hosting option in turn and help unpick the options open to you as an event organiser.      

    Emcee – Master of Ceremonies 

    A newsreader is probably the best analogy to use for an Emcee.  

    This is a default option for many events, especially those centred around multiple guest speakers or individual presentations. An Emcee provides a structure, acting as a ‘host’ to ensure the whole meeting comes together and that there is a common reference point.  

    A good Emcee will have the right balance of professional and humour…but without the cheese. In our experience this balance can be very difficult to find.  

    It may be decided that a leader will Emcee the event. This has obvious budget benefits, but also having a leader obviously in charge of proceedings can demonstrate a clear message of leadership by putting them front and centre.  

    There are downsides though. Housekeeping aspects, such as where the toilets are and timings of coffee breaks etc. need to be communicated by someone, so if there is no external party then it will most likely fall to this person. If that is a leader, their ‘status’ could be seemingly diminished. Unless of course, you have a leader who is skilled in presenting with humility and humour, whilst keeping up their status…and if you have that, using this person for this role is probably a very good option!  

    Key activities you would expect every Emcee to carry out on the day: 

    • Introductions and initial housekeeping 
    • Setting the overall tone, objectives and agenda for the event 
    • Provide context and introductions to each speaker/presentation  
    • Link all the sessions together and extract the main points as the day progresses 
    • Host panel discussions and Q&A 
    • Keep and eye on time and the agenda and keeping the whole event on track. 

    You will know if you have hired a good Emcee if they are: 

    • Able to work without reading straight from a script  
    • Able to act ‘in the moment’. Without this skill it will come across as formulaic and lacking in emotion. 
    • Have a good sense of humour and not be ‘quiz show’ like (quiz show MC’s are more common than any of us would like!)  

    What an Emcee typically does not do: 

    • Provide content introductions or presentations – this would typically be left to the content experts 
    • Run activities such as ice breakers or team activities 
    • Provide challenge or provoke thinking.  



    In a conference context, think of a facilitator as a TV news reporter out in the field: taking care of specific sessions and making their individual ‘slot’ engaging, content-rich and useful.  

    A facilitator is often used in internal content-based sessions or workshops where robust conversations and specific outputs are required. However, this skill set is increasingly being applied to larger conferences and events, as people require more focus on developing outputs and increasing level of skill development as well as listening to speakers/networking etc.  

    A facilitator’s job is to co-ordinate the group, but in a way that harnesses the collective energy and knowledge to achieve a desired outcome. A facilitator will often issue instructions for an exercise, provide prompting thoughts and challenge for the group to consider, and generally help to guide the group to a conclusion or output of some kind…all the while ensuring everyone is able to participate and contribute.  

    Key activities you would expect every facilitator to do:  

    • Look after specific sections of the event, i.e. a team building session, a brainstorming activity or a working session 
    • Understand how their sessions will work in terms of logistics, materials and providing clear instructions 
    • In advance of the event, design formats for specific elements which are engaging and outcome-focused 
    • Run those sessions with confidence and a level of authority (having the presence and impact required to control a large group of people is critical!)  

    You will know if you have hired a good facilitator at a conference or event if: 

    • They are able to instruct large groups of people effectively to complete activities or tasks 
    • They fully understand how different sessions will run and how the session will lead the group to an outcome 
    • They are able to challenge and question the group(s) in order to ensure that the conversation is of high quality and considers a variety of perspectives or inputs 
    • They do all of this in a way which is high energy and ensures momentum 
    • They can provide and run elements such as ice breakers or energisers  
    • They spend time understanding your business and what you are trying to achieve 
    • They design activities, exercises and formats that will help you to achieve your objectives 
    • They consider subtle elements such as the knowledge people have (or haven’t) got when they arrive, energy levels and how to best deal with dissenting voices 
    • They are skilled in getting people to participate and avoid free-riding 

    A facilitator wouldn’t typically: 

    • Be confident in ‘hosting’ large scale events  
    • Introduce speakers or provide an Emcee service (see above) 
    • Be equipped to design evening/networking elements of the event.  


    Guest Speaker 

    A good analogy for a guest speaker is the ‘expert’ that are invited on to news show as a guest.  

    Although not strictly a ‘hosting’ option, guest speakers are a regular feature in many conferences and so it would be amiss to not explore the value that they provide.  

    Inviting an external party to share their experience, their knowledge or their story is a popular way of cementing key messages or providing expertise from outside the organisation. Often large companies can spend a lot of their time looking inward, so a strong guest speaker is an excellent way of understanding expertise from the outside world, providing new and innovative thinking related to the objectives of the event.  

    Motivational speakers are frequently used, but in our experience, they can often be used as a default setting. Venue booked – check! Name Badges send to print – check! Motivational speaker booked – check! Used in the right context with a relevant and a well-presented message and story, they can be very powerful; out of context or poorly executed, they are an expensive way for people to spend time checking emails.  

    Key activities you would expect every guest speaker to do: 

    • Be happy to send you videos of them speaking and references for people that have heard them speak. Think carefully about booking someone who can’t or won’t do both of these things 
    • Have a powerful message which has been well practised, and is told in a compelling way 
    • Know their material and be clear on their technical requirements (microphones, videos etc) 
    • Understand the context in which they are going to be speaking, and be willing and able to adjust their message accordingly 
    • Have excellent impact and presence – it seems obvious, but unfortunately anyone can call themselves a ‘speaker’. It doesn’t necessarily mean they are any good at it 

    A good guest speaker will: 

    • Be available for even a short time, ideally after their slot, to have further conversations with delegates 
    • Be curious and interested in the context of the event and the background of the company – show genuine interest in how their message is going to help the audience 
    • Have good audience connection and warmth. Anyone who comes across in the planning stages as aloof is most likely missing this element 

    A guest speaker wouldn’t typically: 

    • Be around for the whole event 
    • Be involved or present in other sessions  
    • Interact directly with the audience apart from maybe asking for a show of hands.  


    Event Experience 

    An event experience lead is like a strong TV presenter – the glue that holds all the parts together, willing to challenge but can also entertain and keep peoples interest.  

    This is essentially an Emcee, a facilitator and presenter all rolled into one. This role considers the whole experience from the audience perspective and brings all the pieces together into one coherent, engaging ‘programme’  

    This role will work with you to weave together all of the various elements into an overall thread, working through the overall flow, the emotional journey of the delegates and weaving interventions throughout to keep the messages clear and the energy high.  

    This is suitable for events where you want the lines between stage and audience to blur, and not so suitable where a more formal, structured approach is desired.  

    Key activities you would expect Event Experience to do: 

    • Be focused on the audience at all times and how this event is going to help them learn, be inspired or create a momentum towards individuals taking action.  
    • Review your overall agenda and help identify the ‘red thread’ that ties it all together 
    • Input into the individual sessions to ensure the links to your red thread are clear and consistent 
    • Help ensure content is presented in an effective way – coaching and rehearsing with less experience speakers or suggested different formats to mix it up 
    • Liaise with the AV team to ensure logistics don’t get in the way of seamless execution 
    • Create non-content interventions such as energisers, ice breakers or networking sessions to act as the glue through the event 

    A good event experience lead would: 

    • Provide high-energy Emcee as well as serious, thoughtful facilitation  
    • Act ‘in the moment’, ensuring that key messages are not missed  
    • Able to provide witty, funny and spontaneous reaction or playback of the event – creating a shared, memorable experience for employees 
    • Have the detailed business knowledge to challenge and provoke thought, helping to keep conversations away from corporate speak 

    Event Experience Lead wouldn’t typically get involved in: 

    • Arranging AV and room bookings 
    • Deciding the detailed content and messages 
    • Designing content sessions or producing presentations (though they might advise or provide ideas on the format and how to make them more engaging) 


    Each event will have different objectives and requirements, but the likelihood is, if you’re reading this article it is because you want to do something different. If that is the case then come and talk to us about our experiences providing event experience expertise to conferences all over the world.  Get in touch via email on or call the office on +44(0)1926 311347

     If you are looking for idea or tips to create your own memorable meeting, then download a copy of our e-book here which explains our PIE (Physical Intellectual and Emotional) Memorable Meeting framework.