Happy Workplace
How walnut.coach helped Triller — the entertainment and social media platform — build team cohesion, navigate conflict, and create a culture of creative collaboration through a monthly gamified coaching experience.
A Creative Company That Needed Cohesion
Triller, operating in the fast, high-pressure world of entertainment and social media, came to us with the unique challenges that creative teams often face: big personalities, varied perspectives, and friction that could either spark or destroy.
Conflict Without Collaboration
Strong individual voices and creative egos were creating friction that wasn't being channelled productively. The energy was there — but it needed direction.
No Consensus Culture
Teams struggled to arrive at shared decisions. Different perspectives were celebrated individually but not yet leveraged collectively.
Unmanaged Conflict
Disagreements were common but rarely resolved constructively. There was no framework or language for moving from conflict to collaboration.
Team Identity Was Weak
In the rush of moving fast and creating content, team bonding and shared identity had been deprioritised. People worked hard but not yet deeply together.
Monthly Gamified Coaching Sessions
A series of monthly sessions, each anchored by a game experience designed to make collaboration natural and turn conflict into creative input.
- Game: Codenames (Team Bonding, Consensus)
- How disagreement surfaces diverse thinking
- Framework: Adizes Patented Formula for success
- Moving from conflict to collaboration mindset
- Making disagreement playful and productive
We didn't expect a game to teach us how to disagree better. But after the Codenames session, our team conversations completely changed — we started actually listening to each other.
What Changed After the Program
Month by month, Triller's team evolved from managing conflict to leveraging it as a source of creative strength.
Conflict Became a Creative Asset
Teams stopped dreading disagreement and started using it as a tool for better decisions. The shift from conflict-avoidance to conflict-as-input was one of the most visible changes.
Consensus Without Compromise
Using the frameworks from the program, teams found ways to honour different perspectives while still moving forward together — faster and with more buy-in.
Stronger Creative Bonds
Monthly sessions built a rhythm of connection. By the end of the program, teams had shared experiences, inside jokes from the games, and a genuine sense of being on the same side.
More Energised, More Engaged
Participants reported higher morale and energy at work. The sessions became something people looked forward to — not just another meeting to survive.
Ready to Build a Thriving Team?
Your coaching journey starts with a conversation. Let's design a program that makes a real difference for your people.