The Huddle: A Simple Communication Ritual That Transforms Team Culture
More than 90 percent of employees say their leaders lack communication skills. That's a staggering number — and a clear signal that most of us in leadership roles have serious room for improvement. But here's the good news: becoming a better communicator doesn't require an MBA or years of executive coaching. Sometimes, it starts with something as simple as a weekly question. Welcome to the concept of the huddle — and the bonus strategy that can turn it into something truly unforgettable.
What Is the Huddle?
The huddle is a brief, recurring team meeting built around one simple premise: answering a random, non-work-related question together. That's it. No project updates, no KPI reviews, no status reports. Just a single question designed to help your team connect as human beings.
I was introduced to this concept when I joined my current position with RE/MAX of Western Canada. Every single week, our team gathers — originally in person, and now just as effectively over Zoom — to answer a fun, offbeat question. The questions might include:
- What was your favorite movie as a child?
- What's your favorite restaurant in the city?
- What's one place you've always wanted to travel but have never been?
At first glance, these questions seem completely unrelated to work. But that's the beauty of the exercise. The huddle gives employees permission to step away from the day-to-day rigor of their jobs and think outside the box. People become animated when they talk about a restaurant they love or a childhood movie that shaped them. They go into depth. They share stories. And week after week, you start to learn things about your colleagues that you never would have discovered in a standard meeting.
Why It Works
The huddle works because it builds something that no amount of task management can replicate: genuine human connection. When people feel known — truly known — by the people they work with, trust deepens. Collaboration improves. Communication flows more naturally.
It's also remarkably flexible. Whether your team is fully remote, hybrid, or in-office, the huddle adapts seamlessly. All you need is a few minutes, a creative question, and a willingness to listen.
The Bonus Tip: How Johnny Cupcakes Leveled Up the Huddle
If the huddle is the foundation, this next strategy is the masterclass. It comes from a conversation I had with a gentleman named Johnny Cupcakes — a bit of a bizarre name, admittedly. His real name is Johnny Earl, but he branded himself as Johnny Cupcakes as part of what he calls a "t-shirt bakery."
Picture this: you walk into what looks like a bakery. There's the smell of frosting. There are fridges and ovens. But when you open them, you find only t-shirts. No baked goods whatsoever. While the concept might frustrate the occasional hungry passerby, it gives everyone who walks through those doors a customer experience and a story to tell. Through this brilliantly unconventional approach, Johnny has built a cult-like following of people who love his brand.
But what struck me most wasn't his marketing genius — it was how he treated his team.
The Christmas Gift That Made Employees Cry
Johnny told me that his company held regular staff meetings similar to the huddle, where team members would answer fun questions together. During one of these meetings — in July — he asked everyone a simple question: What was your favorite Christmas gift growing up?
The team loved it. Eyes lit up. People recalled nostalgic childhood memories with visible joy, sharing stories of the gifts that meant the most to them. It was a wonderful moment of connection.
What they didn't realize was that Johnny was quietly taking note of every single answer.
Over the next several months, Johnny went on a mission. He sourced every one of those favorite childhood gifts — scouring eBay, visiting garage sales, hunting through all kinds of obscure places. He put in a tremendous amount of effort. And he found every single one.
That December, at the staff Christmas party, Johnny surprised each of his employees with their favorite nostalgic gift from childhood. Some of his employees cried. Here was a boss who didn't just ask a question and move on — he listened, he remembered, and he delivered in the most unexpected and meaningful way.
Remember that statistic — 90 percent of employees say their leaders lack communication skills? How many of Johnny's employees do you think felt that way on that day? My guess is zero. Because he demonstrated that he wasn't just a boss who listens. He was a boss who genuinely cares about the happiness of his people.
How You Can Apply This Today
You don't need to replicate Johnny's exact approach to capture the spirit of what he did. The principle is simple: listen during the huddle, then act on what you learn.
Here's a practical example: One week, ask your team what their favorite drink is to enjoy on a summer patio. Then, a few weeks later, organize a casual team event where you've gone out and sourced every one of those favorite drinks. It's a relatively simple gesture, but the impact is enormous because:
- You listened when they spoke.
- You remembered what they said.
- You turned it into an unexpected surprise.
It takes a bit of extra effort, yes. But that effort communicates something far more powerful than any corporate email or town hall speech ever could: I see you, I hear you, and you matter to me.
Conclusion
Effective leadership communication isn't always about delivering polished presentations or crafting the perfect memo. Sometimes, it's about asking a simple question, genuinely listening to the answer, and then doing something meaningful with what you've learned. The huddle gives you a weekly opportunity to build real connection with your team. And when you level it up — the way Johnny Cupcakes did — you transform from a leader who communicates into a leader who connects. Start your huddle this week. Ask the question. Take notes. And then find your own way to show your team that you were truly listening all along.