Play isn’t just for kids, footballers, or the Friday quiz team. It belongs in leadership too. Not the forced, awkward kind of play that makes people cringe. The kind that actually helps people feel more human at work—energised, connected, and just a little less robotic. Let’s be honest, if your team looks like they’re serving a sentence rather than pursuing a goal, something’s off.
You don’t need a company-wide retreat in the Alps or a CEO with a ukulele. Play starts small. It starts with permission—yours. Permission to let things be a bit more fun. Less grey. More human. And the benefits? Stronger engagement, higher creativity, better problem-solving, and teams that actually want to be there.
We looked at Sir Clive Woodward’s leadership and how he brought play into elite sport. Let’s expand that now with some help from companies like Google and Apple—two giants known not just for their products but for how they keep their teams engaged.
Google has long championed fun as part of performance. They’ve included indoor slides, Lego stations, and even nap pods at their offices. The result? People stay creative, fresh, and willing to push boundaries. Apple takes a slightly more minimalist approach, but they build play into problem-solving. Think offbeat brainstorming sessions, product naming games, and design challenges. The shared belief? When people are free to play, they’re more likely to innovate.
Let’s bring that energy into your world. Wherever you work, there are ways to make play part of the everyday. Let’s break it down by setting.
Office Environments
Morning Warm-ups:
Start the day with something that isn’t another spreadsheet. Try a five-minute trivia round or Two Truths and a Lie. Watch how quickly people perk up.
Mini Competitions:
Turn routine tasks into games. First one to clear their inbox? Best weekly pitch title? Winner gets a fancy coffee or even the honour of choosing next week’s background music.
Recognition Wall:
Set up a simple board where anyone can leave shout-outs. Add categories like “Best Slack Reaction” or “Spreadsheet Sorcery.” It builds community and laughs.
Production and Manufacturing
Goal Gamification:
Track team progress with visible point systems. Teams can earn points toward shared treats like lunch or a longer break. Celebrate safe wins.
Safety Bingo:
Make learning safety fun. Each time someone completes a safety task or quiz, they mark a bingo card. Get a line? Small prize. Full house? Bigger prize. Safety suddenly becomes part of the fun, not just the rules.
Beat-the-Clock Challenges:
Create timed tasks where the goal is quality and speed. No stress, just fun. Recognise both the winners and the best improvement.
Customer Service Teams
Compliment Leaderboard:
Put up the best customer compliments for all to see. Create a friendly race to collect the most each month.
Theme Days:
Once a month, introduce a dress-up or themed lunch day. It lightens the mood and keeps the culture fresh.
Role-Swaps:
Let staff experience different roles for short stints. It’s fun, gives fresh perspective, and boosts appreciation for others.
Remote Teams
Virtual Coffee Breaks:
Block 15 minutes once a week for team fun. Quick online games, pets on camera, or just chat about TV. Anything but work.
Weekly Challenges:
Invite team members to post their funniest mug, best lunch creation, or weirdest Zoom background. Vote anonymously. Keep it light.
Icebreaker Intros:
Start meetings with one unusual question. “What’s the worst haircut you ever had?” or “What’s your irrational fear?” Everyone gets a laugh. Everyone feels seen.
Creative Teams
Idea Lottery:
Collect ideas each week and pull one out to try. Doesn’t matter how out-there it is. Trying it is the win.
Creative Warm-ups:
Start meetings with a five-minute rapid sketch, brain dump, or ridiculous “what-if” question. Think of it like a team stretch.
Inspiration Outings:
Send the team somewhere new. A local art exhibit, a market, or just a walk outside. Fresh eyes, fresh energy.
Leadership Across the Board
Lighten the Language:
Your emails and meetings don’t need to read like tax law. Add the odd joke, humanise your tone, stop sounding like a policy manual.
Celebrate Micro Wins:
Did someone beat a tough deadline? Show up early all week? Give them a silly trophy or make a deal of it in the next meeting.
Flex the Process:
Give your team the space to choose how they meet their goals. The freedom to change things up is play in action.
Companies like Google and Apple didn’t stumble into success. They designed cultures where creativity thrives. And a big part of that was giving people room to enjoy their work.
Play doesn’t mean work stops. It means work becomes something people can enjoy. It’s the secret sauce in many high-performing teams. If you want more insights, stories, and tools like these, grab your copy of “Winning The Game.” It’s full of practical ideas that help you lead better—and enjoy the ride.
Because if you’re not having some fun along the way, what’s the point?