Spree Culture Co.

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Columbia, MO
Spree Culture Co.

Crafting culture, connecting teams, and facilitating fun in Missouri and beyond �.

09/03/2026

Most leaders celebrate birthdays and anniversaries, but what if there were another day you should know about?

Last month we wrote about surveys in our newsletter and shared a survey you could use to get to know your people better. In it we included a specific question:

“What’s a date that means a lot to you (not your birthday or your work anniversary)?”

When you ask your team this question, you never know what kind of answer you might get back. The anniversary of a loss, a celebration you didn’t realize existed—regardless what the day is, it’s a great way to make your team feel like you see and care about them by acknowledging a day that means a lot to them.

Read the full newsletter and get the full survey at the link below (you don’t even have to put in your email—sharing is caring).

08/31/2026

Did you know we write every newsletter we send out?

We know in the age of AI, it’s common for organizations to get a leg up from AI when it comes to newsletters, and we don’t blame them!

But in a team meeting focused on creating our AI culture, we agreed that we wanted our newsletters to come straight from our brains and keyboards (typos and all).

That means every newsletter we send out is brainstormed and written by us.

Is there a place your team has decided they don’t use AI? We’d love to hear!

08/27/2026

Like March Madness, but with less basketball and more bears. 🐻

We're bringing back The Great Bear Off — our self-led team building toolkit inspired by Katmai National Park's Fat Bear Week.

Here's the deal: starting October 2nd, the internet votes on which of Katmai's brown bears is the chonkiest before hibernation season. It's silly, it's wholesome, and it turns out it's a genuinely great excuse to bring your team together — in the office or fully remote.

Sign up free and we'll send you the full toolkit on September 13th — brackets, team building activities, celebration ideas, everything you need to self-lead the beariest week of the year.

Sign up below. 🔗

08/24/2026

Our latest Dear Leaders episode was born out of an accidental undercover culture experiment... at Steak 'n Shake, of all places, accompanied by a strawberry shake (or course).

In it, Brandi breaks down:
→ What "undercover culture" actually means (and why it's happening in your org right now)
→ The two endings every culture story can have
→ Why praise is accountability too — reinforcing what's working matters just as much as correcting what isn't

Your people are the extension of your culture. What happens in those five-minute interactions IS your culture, whether it matches your mission statement or not.

Give it a listen and grab the free leader guide. Link in comments.

Love, Your People

07/28/2026

This has been the month of banking for our team.

Dilnoza wrapped up two conferences for banking professionals speaking on Emotional Intelligence and Conflict!

It stands to reason since she started her career in banking and spent fifteen years in finance altogether. Talk about understanding your audience. 👀

07/20/2026

Want to know a cool fun fact about our team?

We’re going to tell you anyway…
Everyone on our team now speaks at least two languages!

Dilnoza speaks English, Uzbek, Russian, and Spanish
Krystal speaks English and Spanish
Brandi speaks English and Spanish
CJ speaks English and Portuguese.

Lots of learning for this learning and development team. 😎

07/13/2026

Dilnoza took on Des Moines last week, where she spoke for the Iowa Bankers Association!

She shared an incredible keynote focused on emotional intelligence in leadership.

The biggest takeaway: emotions are just information. And when we view them that way, we can allow them to inspire action instead of taking over completely.

If you’re looking for a keynote speaker on Emotional Intelligence, we happen to have a great recommendation.

07/07/2026

The best thing about working with companies across the country (besides all the incredible coffee we get to try) is getting to see the impact of our topics through the words of attendees.

As a learning and development company, we’re constantly looking for feedback that’s telling us that our attendees have the information they need to take action on the other side.

Sure, our goal is for our presentations to always be fun, but we never sacrifice learning (and know we don’t have to).

Feedback tells us we’re hitting the mark.

06/29/2026

Ai can help us work faster…that doesn’t mean it has to.

That was the main conversation our team had in our team meeting a few weeks ago. We’ve been really intentionally building our Ai culture, which has included answering questions like:

1. What’s our stance on Ai? Our guiding principles? Our measuring stick?

2. What systems and processes do we need to help honor that vision?

3. What does accountability look like for each of us?

We know we need to do this work because, like many other teams, every individual in our own comes with their own feelings, comforts, and preferences around Ai. And without a shared culture around it, we run the risk of every individual measuring what’s right or wrong by their own measuring stick.

Here are a few answers we’ve gotten. Ai is such a new tool, and we know this conversation will never be a one-and-done convo.

We’re going to keep having it so that we create our own culture around Ai instead of chasing the runaway train that is plaguing teams everywhere.

06/22/2026

There are three types of fun: Type I, Type II, and Type III.

What we've come to realize is that the difference between whether teams experience Type II fun — hard in the moment, fun in retrospect — or Type III fun — never fun, even in retrospect — starts with the leader.

Your team might be in something hard right now that is definitely not Type I fun. Instead, they're sitting at a fork in the road: this could become Type II or Type III. And more often than not, that determination has less to do with the situation itself and more to do with the leader standing in it with them.

Here’s what you can do:
01 | Own the moment. Call it what it is — your team is waiting for someone to point out the elephant in the room, and that someone is you.

02 | Bring your team into the problem, not just the solution — people who help build the answer are far more likely to find the process worth it.

03| Create intentional pockets of Type I fun — sometimes the hard isn't the story, but how your team felt finding connection during it is.

P.S. Sometimes Type III fun just sucks. If you're navigating a hard season with your team and want help making it a Type II story — we can help bring your team together.
Let’s talk. 👀

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Columbia, MO

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http://Www.spreecultureco.com/

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