In a serious game setting, ten to fifteen people are asked to get adequately organized. The mission is “to generate added value for the organization, the stakeholders and the customers". With a personal role description, participants start working in a virtual context. The dynamics that arise between client, organization, supplier and stakeholder create a tension field in which people manifest their natural preference behaviour. The client is a stock broker who tries to make profit using technology. This technology is supported by various teams in a shared service centre. Participants are confronted with personal and common interests. Murphy is also present; if anything can go wrong, it will. Depending on the attitude of the participants, a certain degree of collegiality, customer orientation and productivity emerges and obviously needs to be managed.
The simulation game “Wall Street Shuffle" is the perfect setting to: • make employees aware of their own behaviour and its impact on customers, suppliers and colleagues; • initiate a learning process bases on the OADI (Observe-Assess-Design-Implement) circle. In the OADI cycle, people experience concrete events and actively observe what is happening, assessing (consciously or subconsciously) their experience by reflecting on their observations and then design or construct an abstract concept that seems to be an appropriate response to the assessment. They test the design by implementing it in the concrete world, which leads to a new concrete experience, commencing another cycle. • support a learning process around the following themes: process-based work; lean thinking; knowledge management; productivity monitoring and reporting; innovation and improvement; cooperation and communication; customer orientation; strategic intentions; leadership; attitude and behaviour, maturity and/or agility of the organization; • organize a teambuilding activity that is both fun and educational.
How does WES do it?
A WES change management expert assesses the reasons and goals of your growth path. With this information, we lay out a customized scenario that can be part of a training course. We provide space, away from daily routine and responsibilities, where an offline (no smartphones) protected context is created. The learning path starts with “This is the first day of your new job". Participants attempt to organize themselves and try to achieve the objectives. They discuss, decide and deploy techniques and methods that are immediately tested in the simulation. Time pressure is also an element that needs to be considered. The simulation game covers three years of 12 months, each month being reduced to 4 minutes “game time". Participants discuss the effectiveness of their behaviour; they can/may experiment.
Who is this service intended for?
Leaders and teams that find themselves on the edge of a crucial change, wishing to prepare themselves in a pleasant way.
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