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Lost Dutchman’s Gold Mine Team Building Exercise – Survey Results

We just completed a user survey, following up with the owners of our team building exercise to get their reactions to the game in the context of its value and impact. Given the complexity of the world and the difficulty of reaching people, we were pleasantly surprised to get over 50 responses to our questions, along with a variety of solid comments about the exercise.

We have been selling and supporting The Search for The Lost Dutchman’s Gold Mine worldwide since 1993, and we are really pleased to get so much confirmation from our users as to its value. Respondents were experienced team building trainers and consultants; 36 respondents had used 6 or more different team building exercises. And they LIKE to use Dutchman: 31% (16 of 52) report they have run the game more than 10 times while most (84%) have run the exercise two or more times.

a team building simulation exercose

Deliveries were successful from the git-go, with 22 of 44 people reported that their first delivery of LDGM “was wonderfully successful” while most found that first play simply “successful.” Few had any problems or issues using the exercise in their sessions, and some people use the exercise routinely for senior management groups (like Robin Speculand) or very large sessions of more than 100 people.

Most people thought Dutchman very solid and useful. And remember that these people are generally experienced trainers and consultants, globally. If they went to another company, 45 out of 47 people said that they would consider purchasing the exercise again for improving teamwork, communications, engagement or leadership. (I will admit that I really do like that number!)

We asked a really tough T/F question:LDGM is the best exercise I know of to work with senior managers on issues of strategy, alignment, and organizational collaboration.” Fully half (50%) said this was TRUE! Only 9 people said False, which given the broad experiences of our users, is fantastic. Comments were all supportive of our design, packaging and pricing.

  • 29 people (56%) responded that Lost Dutchman’s Gold Mine is “the best overall team building exercise I have used.”
  • And, fully 100% would recommend the game to others for purchase and use, with 63% saying they would recommend it to ANY trainer or consultant.

As to my support support, 100% agreed that I was readily reachable and available to answer any or all questions they had! That absolutely confirms what I have been trying to do for the past 30 years – be seen as very responsive and supportive for the use of any and all of our training materials. Few developers are known for offering that level of support, but most of my ideas for new exercises or delivery frameworks also come from those discussions. It is the reason we remain a small company and a reason that I seem to always be online! (grin)

As to value, two thirds (67%) strongly agreed that the purchased of the exercise represented an excellent value to their organizations and 11 merely agreed, with only 5 people sharing a neutral response. And 96% of respondents agreed or strongly agreed that, “the exercise linked well to our issues of workplace collaboration and performance management” with one person being neutral.

WrightPatt LD Play

As to representing a Best Value for a teambuilding exercise in the global marketplace, 19 people strongly agreed and 15 others agreed. Again, we framed that question up as a real test of perceived value and even the neutral responses were supportive with their comments!

It seems we are doing pretty well out there, and no one would actually name an exercise they thought was better than Dutchman.

In a word: Cool!

If you have any questions or thoughts or testimonials, we would love to hear from you,

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games Scott small picand organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

rent a large group team building game

Lost Dutchman Team Building Tips – Delivery Nuances

We’ve been selling and supporting The Search for The Lost Dutchman’s Gold Mine, a powerful teambuilding exercises with anchors to collaboration, leadership and motivation, since 1993. We have owners and users of the LDGM game worldwide, so I thought I would do two things to improve that ownership experience and expand on the issues and opportunities that we support with this exercise:

1 – Continue to publish articles with ideas to improve organizational performance and link to issues of corporate team building opportunities like this blog post.

2 – Go back and add the category, Dutchman Delivery Tips, to the relevant previous posts in this blog to improve the sorting of these particular articles. You can now search that Category for ideas about improving the link of team building simulations like LDGM to your development frameworks.

Most often, people just purchase the Dutchman team building exercise and play it with their group. It is pretty bombproof and users see that it goes really well without understanding the thinking under the design and those little things that make everything pretty congruent.They get a good outcome and they are then satisfied with the way things work and are not looking for different ways to play.

LDGM Testimonial bubble Advantage Bank 100

It is surprising how seldom we get into dialogs and interchanges about other features of the design, however, even though many options are detailed in our Professional Edition of the exercise or appear in different posts of mine. And the reality is that there are any number of different nuances that can be integrated into a program to improve its connection to desired outcomes.

Let me share three different delivery frameworks:

One:  I had forgotten ALL the cards for a program up in Gaffney. SC and had an hour over lunch between the morning Square Wheels and the afternoon Dutchman delivery. Immediate panic. The creative solution to that problem became the Inventory Management Delivery Option, where I gave teams their starting inventory and we simply kept track of consumption on an inventory form (me at the Trading Post and the Supply Expert at each tabletop).

What I discovered with this delivery was that knowing exactly what resources a team had helped me manage the game immensely — I could see which team had what resources precisely and then coach teams to share resources like trading surplus Supplies for Fuel between them. You cannot really do that in the normal way the exercise played…

Two: An old friend and consulting buddy told me the game was TOO collaborative; he worked with real estate people. SO, I designed the Single Turbo version of the Tortilla Flat Video. It does not have the three Turbochargers in the Video but merely the one, thus not allowing research sharing. (It rewards strategic planning and not collaboration. Neatly.)

Three: Someone asked me, “How can we mine even more gold each day?”

That was a really really excellent question, causing me to rethink the overall design… It is awesome that questions become new ideas.

one of the game pieces of the LDGM exerciseWhat I did was to repack The Mine Video to have 16 Cave Cards (instead of 12) and I changed the instructions to tell players that by using a Cave Card, they could mine 11 ounces of gold each day. The extra Caves I include can be shared freely with other teams and each one used would generate an extra ounce of gold. We call this The Assay Office Version, since the Trader can report to another person (at The Assay Office) to track the gold mined over the days (leaving the Provisioner to simply bank the game).

You can purchase this complete tool, with instructions and delivery options, at this location on our website. It is about optimizing overall profitability and it adds another collaboration element to the play and discussion.

You can actually see when the collaboration between the teams starts and you can count the unused Cave Cards and you can add the number of extra ounces produced by the planning — getting the Mine Video. Each unused Cave Card loses $250 in results. Measurement of results adds more impact in your debriefing and linking back to the reality of the workplace!

(And, yeah, I can do all that / any of that by myself when I deliver the exercise for groups of 5 tables or less, although it IS a bit chaotic!)

None of this appears in the LD3, 4 and 6 games but this and more is in the Pro Version (but not mentioned directly in the Rental stuff, simply because it is too nuanced for a single use in a large group… But these kinds of enhancements can be integrated into all the LDGM game deliveries.

We believe that the Lost Dutchman’s teambuilding exercise remains as one of the absolute best simulations in the global marketplace for collaboration and leadership development games. If you are interested in a solid corporate team building simulation, drop me an email,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Engaging Senior Managers in Large Group Teambuilding Events

The Search for The Lost Dutchman’s Gold Mine (LDGM) is a powerful team building simulation that we have been running since 1993. And the initial thoughts on designing the operational side of the game was to make it very simple to deliver, with the idea that the exercise could be run by senior executives.

My goal was to put forward some ideas that can be used with any large group event where involving the senior manager team would be useful for the visibility and for their collaboration. But, I did frame this blog up around my flagship team building game. The ideas should stand on their own, however.

Since we rolled it out, it is great to get the stories about successes in such frameworks, since the impacts of the senior managers leading the play and the debriefing would obviously be much more effective in sending messages than if outside consultants or people in training were running the program. Plus, with the simple design, we could also run very large groups, seamlessly, making the exercise ideal for big group events of 100 or more participants.

A while back, a sole practitioner was asking me how to staff up a large group delivery of the program and how to optimize the debriefing. A perfect question, actually. How better to sell the program than without the added costs of a bunch of facilitators and with the involvement of the senior staff of the organization in the delivery. So, let me elaborate:

First of all, Dutchman is one of the truly great team building exercises that works well with really large groups. My largest session was 600 people, but a software company in India holds the record with 870 people in one room at one time, with a solid debriefing linked to their specific issues and opportunities.

The large group play of Lost Dutchman's teambuilding exercise

Generating real organizational change or aligning people to the new company strategy is always an issue – how does one generate real involvement and alignment and ownership among the senior management team and then among all of the key performers? I think that active involvement and engagement and understanding along with clear discussions about past and future choices for changes and behaviors is what generates impact and value.

Delivering a large group event using the exercise actually represents a unique and unparalleled opportunity to really accomplish some executive team building. Here’s why:

  • Senior managers like to respond to challenges, and what better challenge than having them learn to facilitate a program that generates alignment of their own people toward the organization’s goals and objectives.
  • Senior managers will often talk team, but they operate their own groups in a way to isolate them from real inter-organizational collaboration. We hear the term “silo” enough to know that it represents real organizational reality. So putting them into a situation where their teamwork together is required for effectiveness makes it easier to get these behaviors down the road. Working as a team generates teamwork, especially when there is followup and discussion about the impacts.
  • Instead of some unknown people running around during a facilitated event, why not have these managers walking the talk and supporting teamwork and sharing resources and behaving congruently?

In the Dutchman exercise, the expressed goal is, “To mine as much gold as we can and to generate an optimal Return on Investment.”

We get the managers aligned and congruent with the above as part of the game and as part of the debriefing on what changes need to be made to impact and optimize organizational results.

Dutchman was designed to be easy to facilitate — As part of my initial thinking about how it should play, I did not want my company to need a staff of people to do licensing or certification nor did I want to make the exercise too hard for players to understand. I also wanted non-training people (managers) to be able to deliver the game — we have had many line managers run the exercise over the years with great success. (You can see 30+ testimonials by clicking on the image below.)

A testimonial on The Search for The Lost Dutchman's Gold MineDutchman has had 20+ years of polishing to make it into a very straightforward team building program where there are few hidden tricks. It allows for the complete congruence of all of the facilitating staff to support the players in solving the planning and execution challenges we present.

The banking of the game and the tracking of team behaviors was also designed to be really simple and clearly understood in the debriefing. There are no “mechanical” issues or illogical demands and it is easy to learn how to operate the game. The goal was to enable a facilitator to pay more attention to the observed behaviors rather than needing to become some expert on game mechanics and unnecessary complexities.

When I first started my deliveries, I would assemble some people and pay them for a few hours of their time to help me deliver large games (50 people or more). Smaller games, I can operate by myself.

As I was asked to deliver even larger events, I would generally get internal people together for an hour or so to teach them the mechanics — these were often the training or HR staff who were supporting the event. But I eventually discovered that involving the senior managers in the delivery gave me the biggest impacts.

Now, for a large session of 200 or more, I first deliver a real team building event for the most senior managers, running them through the actual exercise with a short debriefing of results and impacts. With a half day designated for such training, we debriefed a bit on the goals that were set for the big event and talked about the mechanics of banking and supporting the exercise on the floor. We would involve them in the full debriefing during the large event.

If I could get them to commit to a full day of training and collaboration, I could also get their ideas and agreement on alignment and shared goals for the organization, link that to the desired debriefing of the results of their large group team building event, and then put them into an active role for that delivery. Some could be “bankers” and some could help as coaches on the floor answering questions and providing direct team support. But their active ownership of the overall design was a very strong positive impact,

THIS became my most effective overall design focus for large groups:

  • Get the senior managers in a collaborative and aligned mode of operation and give them an active role in the exercise = ownership
  • Have a collaborating team of senior managers supporting their people in the large group event and in the debriefing, improving actual organizational alignment and directly / actively supporting inter-team collaboration

Dr. Scott Simmerman facilitating team building gameThis design gives me the ability to put my executive coaching hat on, debriefing them with the goal of improving the senior leadership teamwork with real purpose. It also enables me to run really large groups with only ME being required for delivery.

You can imagine how that positively impacts my profitability, decreases client costs and minimizes any staffing issues. We also have plenty of management help for running the game itself, an involved and committed leadership group aligned to a shared goal and purpose.

I can also charge the client a LOT less than my competitors because we are not charging for extra staff and travel expenses and all that. AND my delivery staff has that vested interest in making the event optimally successful.

Imagine the staffing needs to run a typical experiential exercise for 300 people versus the ability to deliver a senior manager team building session plus the large teambuilding event with only my active involvement and participation. Simplicity and effectiveness!

We generate a much higher likelihood of behavioral change and implementation of organizational improvement after the event, since the managers have a really powerful hands on collaborative experience in working with each other to maximize the results of the event itself.

The debriefing of that senior manager session focusing on discussing the kinds of behaviors these senior managers would like to see from the people at the large event helps tie things together. The focus on the shared missions and visions and the generation of alignment to goals, objectives and expectations becomes quite clear.

Having these real Senior Managers in this game delivery role is a great leadership learning lesson on how to implement change and support high performance. One cannot simply TALK about what leaders and players should be doing; they have to behave consistently and congruently to actually generate results.

And behaviors of the teams playing the game directly parallel what we see in organizations. While a few of the tabletop teams will have precisely what they need to perform at a maximum level, those same teams will often choose NOT to collaborate, to thus “win” the game at the cost of negatively impacting overall organizational results. This is one of the great debriefing points — that collaboration is a desired overall organizational outcome!

I hope that this framework has been informative and helpful.

We sell the Dutchman game directly to end users looking for a high-impact, low cost training tool. We deliver the game to companies wanting outside facilitation. And, we rent the game for one-time use.

Rent The Lost Dutchman's Gold Mine team building game

Have some FUN out there!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Large Corporate Team Building Event Ideas and Issues

Team building programs corporations might consider for their organizational development programs vary in impact and cost. There are a variety of different kinds of activities for team bonding purposes and there are programs that accomplish team building, which take a different direction and have different desired outcomes. The focus on this post is to outline ideas that will actually improve business results and generate  alignment to missions and goals with team building events.

Team bonding may be fun and useful, but it is not often designed to generate measurable improvements of the interdepartmental collaboration and engagement kind.

If you spend time at a large hotel or conference center and check out the general happenings, you can often find groups there having some kind of company retreat that is not totally an educational training program. You will often see people sitting around or engaged in some kind of general activity, with a large screen at the front and powerpoint being shown. The people are often excited when they exit, knowing that they escaped death by powerpoint and non-engagement, at least for a short while. One wonders, though, why hotels are not required to post health warnings about deep vein thrombosis for some of these sessions!

A couple of years ago, people at OnlineMBA.com came across a blog post of mine while they were researching “Team Building” and sent me a link to one of their articles entitled, “How the Top Companies Take On Team Building.

I liked the way it started, since I pretty much agree with this:

Few corporate-culture business phrases are as potentially groan-inducing as “team building.” Visions of cheesy performances and “inspiring” activities like coal walking and trust falls immediately spring to mind.

There are many posts in my blog about the more ridiculous or hard to seriously consider team activities such as golf, paintball or fire walking and we started up a twitter thread to capture some of these ( #baaadteambuilding ). While there may be some positive individual impacts from some of these challenge activities, most do not seem to have any real connection to teamwork or organizational improvement initiatives, Most are nowhere close to being tied to improving results.

Years ago, Dave Berry weighed in on Burger King’s toasty experience with a firewalk — see my blog post on that here.

But the OnlineMBA article quoted above is solid. It talks about some different activities that DO have positive organizational impacts, many of which are not costly. Some are a bit off the wall, like hiring a comedy troupe to come in and cause people to laugh. I have actually seen that backfire but that is a whole different discussion. And they talk about doing Personality Tests as a team building exercise –that needs to be more than simply testing and talking. Maybe they could let the comedy troupe do them?

I read about a school board in Tampa that got together with a facilitator to do some team building. They started with Patrick Lenconi’s work on dysfunctional teams and they quickly became dysfunctional, as one board member immediately complained about the lack of trustworthy behavior of the others and the whole session became an emotional shouting match that was over very shortly. (They employed a trainer, and not a trained facilitator, who allowed to group to get too emotionally engaged way too soon and failed horribly at keeping conversations civil and arms-length. Ugh.)

My experience has been that solid team building games, ones that involve and engage people in metaphorical play, work great as tools to involve and engage people in problem solving and teamwork. From the game experiences and observed behaviors, we can easily link back to the real issues needing to be addressed in the organization. And by using a business framework in debriefing, discussing results and alignment and leadership themes from the play, we always avoid that kind of dysfunctional challenge to history within the organization.

The Search for The Lost Dutchman’s Gold Mine or Innovate & Implement  are fun, controllable, inexpensive and actually link directly to workplace collaboration and performance improvement.

And all of PMC’s products scale up from small group training sessions to very large group events. There are many long-term impacts on participants and the activities get everyone involved and engaged.

Team building exercise, Lost Dutchman's Gold Mine

Performance Management Company is the designer and publisher of The Search for The Lost Dutchman’s Gold Mine (LDGM) corporate team building simulation. We sell different versions of the game for various uses and will also inexpensively rent the exercise to users for large group teambuilding or organizational events:

Rent The Lost Dutchman's Gold Mine team building game

Click the above icon to see a detailed explanatory blog post about renting the exercise or click here to go directly to the information on the shopping cart of our website.

And you can find some testimonials here,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

Rental of Team Building Exercise for Large Groups

The Search for The Lost Dutchman’s Gold Mine (LDGM) is a great team building exercise for focusing teams of people on themes of leadership, alignment, collaboration and the optimization of performance results. We’ve been selling and supporting the exercise worldwide for since 1993 and sometimes, it makes sense to invest some of your own time and resources into delivering a team building program for an event or conference.

In this post, we will share a framework to deliver a powerful business team building simulation generally focused on collaboration, alignment and leadership for less than $25 per person. This is about 1/5 of what most competitors charge, and to this they often add facilitator fees and travel expenses! You can DO it for $25 and have a more effective and tightly anchored team development program, to  boot.

You want to do real team building for 40 people? You need one person to run the game and one person to support the banking function. You rent the LDGM game for $1100 (plus shipping) and you have everything you need in the box, including tabletop materials, resource cards, instructional and delivery materials. There are multiple debriefing slideshows you can see. Plus, you get unlimited coaching from my by phone and email. A competitor publishes their charge for a similar session at $8000 plus expenses.

Let’s say you want to deliver a session for 60 people. We would support that game with all the needed materials plus training support for $1500. You would get all the orientation, instructional and delivery materials plus that unlimited phone and email support. A competitor says they will charge you $3000 and that is just their facilitation fee. It will cost another $100+ per person and you will also pay their expenses…

In either case, experience says that your time investment would be a couple of hours to understand the exercise frameworks and mechanics. To prepare for delivery and debriefing might be another hour and you would need about an hour to train one or two support people to “bank” the game for you. All instructional materials are provided.

But let’s say you wanted to deliver a session for 300 people. First, you run the game for the senior management as a 3/4 day team building program. You play and debrief and teach, focusing on issues of motivation, visions, goals, resource management and planning. You also involve them in defining the session outcomes for the large session to follow. Lastly, you then teach them how to support your big game (as bankers and co-Expedition Leaders). They become an active part of the delivery and will model behaviors designed to support teamwork and leadership development.

This initial event and time investment insures that your overall debriefing aligns with the senior manager group’s main goals for collaboration, leadership, strategy implementation, etc. These senior managers are your delivery team — their role is to help teams be successful and to maximize overall ROI, which is often the same as their regular role!

$7500 versus $35,000: So, you rent the game for your leadership group ($1000) and you rent the game for your Big Group for $6500. You have no other game-related expenses unless you buy cowboy hats and bandannas, The end result is that you have done a LOT of teambuilding for that whole organization when all is finished, with people being active participants. You’ve paid $21 a person for your Big Game (as opposed to 300 people x $100 per person ($30,000!!) plus another $5000+ in fees and expenses). AND, by not using outsiders, you have actively involved and engaged your senior management team in this organizational improvement effort!

Here’s one last point: By doing the delivery yourselves, you are NOT watching some Big Stage Show Spectacular done by someone else. When you use Lost Dutchman’s Gold Mine, what you are getting is a world class, hands-on business simulation that focuses your people on the play of the game, not the fancy materials and costumes. (An interesting factoid is that one of our Dutchman customers is Cirque de Soleil in Canada.)

We’ve been renting the game for more than 15 years and selling it for more than 20 and we have it pretty much locked down insofar as materials and training and support. Here’s what one renter just said about her experiences. Note that this is her second time for renting the game and that she is NOT a trainer but a senior operational line manager who wants to be directly involved and engaged in her performance improvement initiatives:

Testimonial on Lost Dutchman's Gold Mine team building game

We can charge these very low costs because we have a small company with little overhead and we have a game design that does not require a lot of reproduction or manufacturing costs. It is just a really great bombproof exercise that anyone can deliver.

We can also apply some of the rental fee to a purchase price should you want to acquire the exercise to run with people over time (unlike most others, we charge a one-time price for your game purchase, with no certification or annual licenses or per-person or hidden fees)

Many of our small game purchasers (we sell classroom versions for 3 or 4 tables of 6 people each) like being able to run Dutchman occasionally for really large groups. Dutchman is greatl for a one-time team building event such as an “all-hands” meeting event. We have supported many of those kinds of trainings and there is no upper limit on the size of the group — one client delivered a Dutchman session of 870 people in the same room at the same time!

Unlike a lot of the other designed team building simulations, we have a truly elegant and pretty bombproof design, which allows us to NOT offer train-the-trainer programs or require certifications or have other kinds of restrictions. Many of our customers simply get the materials, review the overall support documents, go through the powerpoint and — maybe — call me. Many choose not to bother calling and just deliver it!

I offer free and unlimited telephone support – you talk directly to ME, the game designer and a certified master facilitator, not to some “support person.” Few people seem to need the support, though, which says that the included materials are pretty complete. They should be, since we first delivered the game back in 1993 and have played with its design and supporting documentation since that time.

I can also customize the design in small ways, and work with you to design and refine a debriefing that fits with your goals and objectives and within your time limits. Generally, for large groups of 60+, we like to have 3.5 to 4 hours to do the game and the desired debriefing. This timeline allows 90 minutes or more for your debriefing — that active discussion is what generates the commitment to improve collaboration and teamwork, planning and communications.

Dutchman is surprisingly inexpensive, high-impact and very memorable and the program can be specifically tailored to generate your desired outcomes.

Dutchman is THE world-class team building exercise focused on improving inter-organizational collaboration and aligning people to shared goals and objectives. It can be run by line managers and executives, too, not just people in training and consulting.

Unlike most delivery organizations, we have a posted pricing schedule, so you can look at the costs of renting this team building simulation and the detail of delivering the exercise before contacting us. You will find that few vendors of team building simulations actually post their prices. Isn’t that odd?

Dutchman Rental Matrix(The only constraint on renting the exercise is that I generally restrict the rentals to North America, unless you are referred in by one of our users or you have purchased other materials or are otherwise known to me. It is just too hard to control these things with international shipments.)

You CAN get me to facilitate your exercise, but I generally try to talk prospects out of that idea if I can. I can be used to deliver the Senior Manager Team Building Event, since that is sometimes political. But you can then get your senior manager to lead the Big Game for your people (with your training and support).

We think we are the best value in large group teambuilding events, costing lots less and offering more benefits than most other competitors,

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

You can find a LOT of information about running Dutchman with large groups by clicking on the large group picture in the above text or here.

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Team Building with Lost Dutchman's Gold Mine

After 22 years in the global organizational improvement marketplace, The Search for The Lost Dutchman’s Gold Mine still continues to receive the highest kudos from users. Below is feedback just received from new user Barry Howarth, Director of The Engagement People in the UK, who bought the Pro Version of Dutchman a few weeks ago and had this to say after his first run with it:

The event went brilliantly and the feedback was very positive so I am very happy!! The other tasks worked perfectly and the debrief brought the whole thing together.

“Dutchman” is a truly inspirational piece of work which manages to be fun and engage delegates while driving a massive amount of learning at all levels in an organisation.

Barry has plans to run a sessions of 200 people this month. Meanwhile, Robin Speculand, Strategy Implementation Specialist in Singapore and a long-term user of Dutchman has this to say:

I have been using the Lost Dutchman for 19 years and it never fails as a business simulation to stimulate the participants and create excellent learning. Its close link to business reality makes it a winner as well as the energy it creates. I have run it at 8 pm at night after a full day and the energy is just as good as at 8 am.

While some organizations have cut back on team building kinds of events, we’ve found that Dutchman remains one of the marketplace strongholds for helping organizations build collaborative teams. This is simply because it performs beyond the typical team building fun and games. Its quick playing adventure leads to a strong Debriefing that links game play to organizational issues and makes all the difference in exceeding learning expectations.

You can find a complete overview of the exercise by clicking the icon below:

Lost Dutchman's Gold Mine overview slideshow

You can review the framework for Debriefing this and other experiential learning teambuilding exercises by clicking on this icon:

LD Slideshare Debrief cover

If you have the desire to use Dutchman in your organization or to introduce this as a workshop or event to your clients, we’d love to help you make that happen because we know it will make a turnaround difference in the workplace.And it is truly one of the best games for big events, lending itself to aligning large groups to organizational goals or to generate ideas for implementation.

Rent The Lost Dutchman's Gold Mine team building game

By using Lost Dutchman in a training and development event, you’ll be giving people a learning experience that has been used to create positive impact, worldwide since 1993, one that continues to exceed expectations because of how well it works to cause performance and organizational improvement to take place.

I guarantee that the Dutchman exercise does everything we say it does and I have 22 years of customers and testimonials to support that guarantee. Please also feel free to connect directly with me to ask questions or to get clarification on the offer or the exercise or any of our other products and services.

You can find a link to a compendium of blog posts about using the exercise and in presenting large group team building events here

WrightPatt LD Play

And let me add one other thought. I really make a big deal out of client support. I will go WAY out of my way to help someone, whether is is customizing some of the materials for a special focus or simply answering questions. I developed and did a webcast on facilitating the game for a very large group of people who were running the game all over the US — we had 50 people on the program and I did it from a McDonald’s half way down to Tampa since I was on the road when it was most convenient. Purchase a game from me and you get as much support as you need! Dutchman is MY baby!

So, please feel free to connect directly with me at Scott@SquareWheels.com or 864-292-8700 to ask questions or to get clarification on the offer or the exercise or any of our other products and services.

For the FUN of It!

Scott DebriefDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant with programs delivered in 38 countries for 30+ years.

 
Connect with Scott on Google+

You can reach Scott at scott@squarewheels.com or 864-292-8700

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

Team Building Events with Large Groups – organizational improvement ideas

We can improve the impact our expenditures of large teambuilding events if we carefully consider some success factors in generating ideas for innovation and implementation. Our tendency is to repeat what we have done before, and the goal of this article is to simply provide some new anchoring ideas for doing things differently and generating more impact.

There has been a great reduction in those “All Hands” kinds of meetings over the last 10 years. Once upon a time, one had to play a year ahead to find hotel ballroom space for meetings and make site visits and tour facilities; today, it is a lot less difficult. Being online makes all the difference and makes selection and programming communications really simple.

Back then, hotels were pretty arrogant about controlling all things and having complicated one-sided contracts for everything but today, one finds them a lot more flexible and interested in obtaining your business. Times change and their business has become a lot more competitive…

Herein are some key thoughts about making your company events more effective. And here are a couple of my older posts around some of these same issues and opportunities:

Here is an article about selecting a presenter who will involve and engage your people in an event that can actually change behavior and generate momentum for improvement. There are a lot of links in that to other articles and resources about organizing resources, also.

Here are some ideas about generating engagement and momentum for implementing change following a large group event

Here is an article about improving teamwork and collaboration in a large event

A post on some of the ISSUES with outdoor training types of events and some cautionary thoughts about anchoring to learning and change

Frankly, there seem to be a lot of strange and sometimes seemingly irrelevant things done in the name of team building and organizational development. The reality says that if you hang out at a large hotel and wander about the meeting area and you will see a lot of people sitting, just sitting there inactive when the doors are opened, as if they feel relieved that they successfully avoided things.

This observation is supporting the reality of Death By Powerpoint, or at least death by non-involvement and non-engagement. (One wonders why there are not required governmental warnings about deep vein thrombosis for sitting so long at some of these sessions!)

People at Onlinemba.com came across my blog while researching Team Building and sent me a link to one of their articles called, “How the Top Companies Take On Team Building:

Few corporate-culture business phrases are as potentially groan-inducing as “team building.” Visions of cheesy performances and “inspiring” activities like coal walking and trust falls immediately spring to mind.

Yeah, it seems that a LOT of people realize that we can choose to do things differently for our meetings. With technology, so much of that data-stuff that executives like to live-present can be handled in screenshares or webcasts. For the most part, they are not asking for ideas or suggestions but merely sharing data. Face-to-face is an expensive way to push data at people.

I’ve posted up before on some of the more ridiculous or hard to seriously consider team activities such as golf, paintball and the infamous fire walking — and I just saw a twitter post suggesting that “detoxing” could be done as a teamwork improvement activity. (Seriously!)

Maybe there are some positive individual impacts from doing those kinds of things but I just do not see the teambuilding aspects unless we get into the discussion about peer pressure forcing people to do things that they don’t really want to do. (Sorry, I meant “encouraging” and not coercion or forcing people to do things in the above…)

Even comedic writer Dave Berry weighed in on Burger King’s toasty experience grilling their own managers with their firewalking activity — see my blog post on that here.

Many different activities DO have a variety of positive organizational impacts, and many of these are not costly. Some are a bit off the wall, like hiring a comedy troupe to come in and cause people to laugh at issues and reframe improvement opportunities (if they do not offend the senior managers too much!). And there are literally dozens of different online surveys and Personality Inventories with linkages to team behaviors. These can be framed as a team building exercise if there was more to it than simply discussions. Maybe they could let the comedy troupe do the personality testing?

In my way of thinking, I will simply continue to be designing and offering games such as The Search for The Lost Dutchman’s Gold Mine or Innovate & Implement that are fun, controllable, inexpensive and actually link directly to workplace collaboration and performance improvement.

We know that it has a lot of long-term impacts on participants and gets everyone involved and engaged. AND, it can be used for very large groups of 200 or even more.

Team building exercise, Lost Dutchman's Gold Mine

click here to read more about the Lost Dutchman’s Gold Mine

In addition to selling the exercise to trainers and consultants, we also rent the exercise to people interested in an inexpensive, yet powerful large group event. If you click on the link below, you can find a clear explanation as to the frameworks for rental as well as our prices. It is inexpensive and powerful. Click here if you would like to see a few testimonials.

Rent The Lost Dutchman's Gold Mine team building game

If you have any questions, please feel free to chat me up. I will offer my ideas and frameworks to you,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Two new testimonials about The Search for The Lost Dutchman's Gold Mine teambuilding exercise

Most of my posts try to be informational and instructive and I love adding cartoons and poems and haiku and all that for spice. But occasionally, it is simply useful to me to post up some good testimonials that I can offer up to people who are interested in our products and services.

The Search for The Lost Dutchman’s Gold Mine is our flagship exercise for building teamwork and inter-organizational collaboration. It works great at every level of an organization as a tool for leadership development and organizational alignment or even for implementing strategy and change. It is easy to deliver, inexpensive, reusable, and very effective.

Below are two testimonials, one from a long-term consultant user of the exercise and one from a client.  Clicking on the LDGM testimonial images will take you to different slideshare overviews of the exercise and its impacts – the top one is about pricing options and the second shows links to issues of organizational development and how the exercise can be debriefed.

Speculand Testimonial LDGM 100

and

TF Testimonial LDGM Helal 100

I will add this one, from a senior line manager who rented the LDGM exercise from us and who chose to rent it again after she changed jobs and had 50 new reports — she wanted to involve and engage with her in a session on alignment, one designed to demonstrate her leadership style and her organizational goals in a fun and engaging way:

Testimonial on Lost Dutchman's Gold Mine team building game

Rent The Lost Dutchman's Gold Mine team building game

We are really proud of how well the Lost Dutchman exercise works for organizational development and alignment issues. Please contact me if I can offer any additional information or assistance,

For the FUN of It!

Facilitation tools and engagementDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

 

Team Building and Large Event Management Ideas

My network of consultant users is sharing the idea that the “large team building event business” which has been pretty sparse is starting to pick up once again. There seems to be renewed interest by companies in hosting effective team building events for their management teams to help refocus on issues of business improvement or interdepartmental collaboration. The theme of strategy implementation has inherent interest, as does general teambuilding to improve interdepartmental collaboration.

This is good for us because we offer one of the most effective simulations out there for helping to focus people in the theme of optimizing results through better communications, alignment and planning. We are also well-positioned to build on the successes of many of the outdoor training or challenge courses that set the stage for less work on individual learning and more work on organizational improvement.

LDGM LinkedIn PMC Page Logo 50

The Search for The Lost Dutchman’s Gold Mine fits a unique position in the marketplace. It is inexpensive to own and use, with only a one-time purchase price and no annual fees or licensing requirements or similar. A corporation like Wipro can run it with 30,000+ employees with the additional cost of printing paper, for example (true!). And I just got a testimonial from a consultant user who has had the game in continuous use for 19 years (that even shocked me!).

And people are reporting that their organizations have not been doing much with teamwork, sometimes for many years. They battened down the hatches on those kinds of developmental events a few years ago and just have not moved toward re-energizing their people or refocusing or realignment. The time seems to be approaching when some solid OD will have clear benefits.

If you might be interested in a solid developmental activity, you can rent the exercise from us, custom-packaged to meet your desired outcomes. You are dealing with the principle designer and owner of the company, so you get hands-on support at a high level.

Rent The Lost Dutchman's Gold Mine team building game

Lots of people look to do team building within their organizations and Dutchman is one of those exercises that works well with small and large groups.

Normally, my conversations are generally with consultants and trainers who have been doing these kinds of things on a smaller scale and are looking for some new tools and approaches. Many of those conversations were with the, “been there and done that” crowd who were simply looking for some new and better tools than what has been out there in the marketplace.

We also just put together an agreement with Challenge Korea, an outdoor-based team building company who is going to begin using Dutchman, in Korean, and working to assist the larger companies there. It will be a good product addition to their current offerings, and will enable them to build more collaboration and followup implementation with their clients.

Scott Simmerman Lost Dutchman DebriefSo, it has been fun to put my Coaching Hat on once again, along with my Event Planner Hat, and offer up some ideas for optimizing impacts for these new clients.We just had one organization run Dutchman with 9 different groups of college accounting students all over the US, with sizes from 140 up to 250 — and with great reported successes.

The exercise is about getting help along with information and on collaborating and sharing information and resources to optimize results. But what leaders see are people choosing NOT to get available planning information, to compete rather than collaborate among tabletops and to choose to not get help from the game leaders who are there to help! The messages are pretty obvious and the debriefings are most excellent.

Anyway, it is really neat to see these kinds of large events start happening again, since they can be powerful events to engage people in change and improvement and to lead them out of the current “engagement doldrums” that we seem to find ourselves.

Have some FUN out there yourself!

Scott Simmerman, creator of the Square Wheels images and toolsDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Provisioner Training for The Search for The Lost Dutchman's Gold Mine

One aspect of delivering The Search for The Lost Dutchman’s Gold Mine for a large group is that you need three people to help operate the game for every ten tables (60 participants). The banking and the delivery are really straightforward, but they do require a review of rules and systems and optimal processes. And you can run lots of really large groups, cheap. You just need some helpers!

I just finished a webcast for about 70 people who will be involved as Provisioners in the banking of 9 different sessions of between 140 and 290 college students, each. This is part of a professional honor society’s student development initiatives and they will be running Dutchman all over the US. Pretty neat. Almost 2000 students will go through this as part of their orientation to the accounting profession.

So, I am volunteering a good bit of extra time to help them, with this webcast being but one of several coaching sessions for their supporting volunteers.

As of yesterday, I now have a much more refined and detailed powerpoint training program for Provisioner (banking) Training. Any of you that own the game would probably find it useful, since it reviews ALL of the key parts of the support activity and might point out something you either missed or did not quite understand about the delivery.

Provisioner Training powerpoint for Lost Dutchman teambuilding

(Square Wheels: Part of it got video recorded before the movie-making software decided to quit. There were a couple of things I also want to clarify in the back end of it, also, so I will redo the second half and put it all together within a few days. Square Wheels really are everywhere!) But it will be a better product when I redo it…

The powerpoint of The Search for The Lost Dutchman’s Gold Mine is done for this part of the training, if you want to take a look at it.Click on the link and I can email it to you if your game needs updating.

You can find a complete overview of the key aspects of Dutchman in another blog post that has a connection to our slideshare program describing the exercise.

Lost Dutchman's Gold Mine overview slideshow

Dutchman is one of the premier team building exercises in the world, especially when used for very large group presentations. Highly interactive, and focused on collaboration and strategic planning, leadership, motivation and teamwork.

This game works for large group team building events and is easy to facilitate and debrief. I also built them a special debriefing that you can get if you request it,

For the FUN of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Optimizing Profit through Collaboration – Ideas for Lost Dutchman Deliveries

We designed and sell The Search for The Lost Dutchman’s Gold Mine, a team building exercise focused on planning and collaboration, among other key outcomes. A recent purchaser sent me an email this morning with a simple question but one that I thought merited some elaboration, since there are any number of design features and delivery spins that impact the desired outcomes of the client.

Hello Scott,

I am thoroughly enjoying facilitating the Lost Dutchman’s Gold Mine team building.  🙂

So far I have had groups between 40 – 50.  Next week I have a smaller one (4 teams).  How many videos do you suggest I have on hand of each?  

Thanks so much!

Warmly,

First, it is nice to get the positive feedback (testimonials) and to know that she is making money from her investment in purchasing the exercise. Secondly, it is a very good question that I somewhat address in the training materials included with the exercise, but something that obviously could use some additional explanation and some awareness as to issues and opportunities.

So, I sent her a brief overview of my thoughts and promised that her questions would generate a more complete blog post from me today, one that expands on a number of ideas around this simple question. Like my post yesterday, where I discuss the philosophy around the game board design as it relates to my goals of generating more planning and  collaboration (found here), this post also discusses themes of how the available resources can link tightly to desired outcomes.

The Videos are a metaphor and game accessory that ties to strategic planning and best practices. The Mine Video is about the gold mine and contains Cave Cards that teams find useful. Getting that Video costs one day of time and the team getting it leaves on Day Two of the 20 day exercise instead of Day One. (See more on this on the other blog post if that is of interest.)

Lost Dutchman's Gold Mine Video Covers

The second video, on Tortilla Flats, contains best practices resources and one video can actually support three teams if the resources are shared across tabletops. I choose not to expand on that here.

So if there are four tabletops playing, her question is how many Videos should she make available for play?

The answer is that it depends on the desired outcomes for the session. Allowing the teams to all get both videos would mean that there are wasted planning days and a bit of analysis paralysis… They do not NEED to spend that much time gaining information and they are losing days of Mining Gold because of it. Plus, with all that information available to every team, it takes away some of the excitement and risk and all that.

Having too many resources is NOT motivating. Having sufficient but not excessive resources to accomplish something adds more challenge. People are not motivated climbing stairs but they are when using ropes and climbing gear to make that ascent!

Having only ONE of each Video available is a scarcity model. The Mine Video resources and information are not as available to the others and there would be little incentive for a team that acquires that to share it — the competitive aspect of it would play in. Having one Tortilla Flat Video would enable 3 of the 4 teams to optimize their performance if – and only if – those resources were shared. If one team got both videos, they would see all the teams leave on Day One and they would leave on Day Three. They would also mine more gold than any of the other teams and they would have an easier time of it, overall.

So, one needs to balance resource availability.

Generally, for a group of 4 tabletops, I might play with three Mine Videos and two of Tortilla Flat so that resources could be shared with all teams.

But there is another option that I really like to do with smaller groups and one that emphasizes the issues around inter-team collaboration even more than the regular design. That involves what we refer to as the Optimizing Profit Performance Option or what I refer to as The Assay Office Version, since that was what it was originally called. There is a long history as to how it evolved but here is what it is and how it works:

Assay Office Mine Video Cover IconThis Assay Office version of The Mine Video contains extra Cave Cards, more than one team could possibly use. So, the design is that the team acquiring this Video would absolutely know that they have extras that they could share with another tabletop. And, this Video also contains information that by using a Cave Card, a team could acquire an extra ounce of Gold each day, 11 ounces rather than 10.

We tell the teams getting this “new edition” of the video that it is different than the old ones — we generally use only ONE of them in a delivery. We tell other teams getting the “old editions” that they should check with that other team to understand the changes that were made in the new edition. WE TELL THEM TO CHECK; WE TELL THEM TO SHARE; WE GIVE THEM EXTRA CARDS!

If a team reaching the mine uses a Cave Card, they can ask for an extra ounce. ANY team using a Cave Card can ask for an extra ounce. Thus, if they got the Assay Video, they should remember to get the extra gold and if they heard about the Assay Video and used Cave Cards given to them (or if they got their own Mine Video with cards), they could also get the extra ounce.

We now simply use a spreadsheet to track when the team asked for the extra ounce and we know which team got the Assay version and which teams could have benefited.

Assay Office spreadsheet

In the above example, the Yellow Team got there a day later (staying home and getting both Videos) and they got the Assay Office version of the Mine Video. We know this because of the day they arrived plus the reality that they used the information to acquire the extra ounce the first day of mining. We know that they got the Tortilla Flat Video because they did not leave on Day 14. (this is information that only game owners would understand!) The Yellow team optimized their results and mined the most gold, contributing the most to the overall gold mined. Remember:

The Goal - Gold Hand gold

You might guess that the Red team got an older version of the Mine Video and spent that extra day at Apache Junction and never did find out about the extra gold. They left on Day 14.

The Blue team got there on Day 7 so they did not spend a day planning — they acquired Cave Cards (or at least started using them on Day 9) and someone shared the Assay Office information with them. Only on Day 13, the day  before they left the Mine, did the Purple team actually use a Cave Card.

(These are actual game results, by the way. This version is harder to administrate than our regular one because there is more tracking. I also think it would be really confusing in a large group environment and harder to debrief.)

If the different teams would all share information and collaborate, they mine more gold and the goal of the game is to mine as much gold as we can, not to compete and win as your own team! If the teams asked the Expedition Leader for advice or assistance, we would also help them to understand how this works. We explain this only to the team getting the first Mine Video, the Assay Office one.

This blog is written for users or those about to facilitate and support a delivery of the exercise so apologies if you got this far and remain a bit confused. For those of you familiar with the normal delivery, I trust that this will make some elegant sense. If you click on either of the two icons above, you can go to the order page for the exercise to add this to your toolkit. It comes free in our Professional Version of the Lost Dutchman game.

You can read more of my thinking on collaboration versus competition at this blog post of mine – click here

You can find a nice screenshare overview of the complete exercise by clicking on the image below:

Slideshare Dutchman icon

For the FUN of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Slideshare Overview of Lost Dutchman's Gold Mine, a team building game

In the past few weeks, people have been asking me for a fast overview of The Search for The Lost Dutchman’s Gold Mine, something more than what is on the PMC website and a fast and clean overview that they could share with their prospects who are interested in teamwork and building collaboration or integrating an exercise into their leadership development materials. They wanted a descriptive overview and not a sales piece, which they would do independently.

The result was a Slideshare program that has just been uploaded, one that covers the basic setup and framework, and includes the key goals and desired outcomes, and goes through a solid overview of some of the key debriefing themes and tabletop questions we use.

Slideshare Dutchman icon

The play of the Lost Dutchman game is really designed as, “an excuse to do a debriefing.” By design, we put metaphors in the game that would easily link to issues within organizations in any debriefing of the behaviors and outcomes resulting from playing the simulation:

  • Turbochargers represent Best Practices, better ways to do things than what are in general use now.
  • Mud represents the organizational glop, the bureaucratic goo, the cultural practices that tend to take more energy to deal with.
  • The Goal is to Mine as much gold as We can,” with the “we” referring to the entire group led by the game’s Expedition Leader and not the more competitive “My Team, My Team, My Team” approach for a tabletop.
  • The Role of the Expedition Leader is to Help Teams Be Successful, so that the game leadership can act to help and encourage, with the reality that teams generally do not ask for help.

Overall, we designed the exercise so that players can make mistakes but continue in their play until the end. All teams are successful, but some are more successful than the others. We show the results randomly instead of ranking tops down, simply because ALL the results contribute to the overall total ROI — and we also task the top performing teams with questions about why they chose to not assist or support the lower performing teams.

We’ve got tons of testimonials about the effectiveness of Lost Dutchman in a wide variety of organizational settings on a global basis. Feedback from our many users supports our belief that Dutchman works elegantly as a most powerful and easy-to-deliver team building game that addresses the issues of strategic planning and collaboration  within and between teams. Below is one of many testimonials and others are also, here, on our website:

Stamm LD testimonial

Thanks for taking the time to read through this. You will find dozens of other Dutchman articles in my blog  around the general themes of improving teamwork, working with large groups, ideas for debriefing and similar.

Energize and positively impact future performance of your own teams, organization or clients with this worthwhile game.

For the FUN of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

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Dominoes and Dutchman and some thinking on Trust Building

In a Teambuilding group on LinkedIn, I posted up some questions around what activities existed for games focused on the issues of building trust and being trustworthy. The literature seems to have three main things, the “Trust Walk” kinds of activities, the “Red / Black” or prisoner’s dilemma exercise (also called Win as Much as You Can) exercise framework and then the various “Trust Card” kinds of self-disclosure / conversational kinds of things.

Trust walks are okay and often memorable, because there is some perceived physical risk and also the kinesthetic aspects of them that make for memorable events. But many people comment that walking around or falling backwards is not all that similar to what happens at work, that the links are okay but not really good. (I guess I can liken it to doing paintball or go-kart racing to business process improvement…)

Red / Black is a classic prisoner’s dilemma game — you can find it a lot of places as a freebie (or here) or sold as some packaged program. The literature on this comes from the 1970s, when I was first exposed to it. Individuals or teams vote and decisions influence the results — it has to do with trust and a lot of people know about the exercise, so they tend to skew results or make the framework unpredictable when one uses it in a training program.

Card Decks and Disclosure exercises — There are different card decks out there and a variety of frameworks where people and groups can sit and talk about trust and trusting and their personal perspectives on why trust is given or taken away. They share personal disclosures, though, and often people are uncomfortable with those kinds of activities, There can be different ramifications to disclosing personal information in workplace situations, also.

Trust is a real, as well as common organizational issue:

Trust - pushing or pulling bubble

What I am looking for is something new and different, something anchored into behavior that has business implications and applications, something that senior managers can use for framing up organizational cultural issues or that trainers and consultants can use to link to organizational change and performance improvement.

Frank NavranMy basic anchor point is my old friend Frank Navran’s quote:

Trust is the residue of promised fulfilled.

He shared that with me 20 years ago and it still rings true. Trust is behaviorally-anchored and it builds up over time. The residue of trust can also be quickly washed away by a single act.

Sharon Quarrington and I have been engaging in filling out a LinkedIn discussion thread on the subject of behavior and trust and games. And I see her thoughts as really right on target in how she thinks about these issues and how she frames up some behavioral activities. So, I thought to publish parts of our most recent exchange, with my comments in blue, hers in black and my highlights in red:

I read and reread your post and had a few comments and thoughts. Your reactions to those would also be appreciated, as this conversation IS stimulating my overall thinking around this issue. I will insert some thoughts into your text.

(in a game where not all of the rules were given to the participants):
None of the clients “guessed” the solution, they all thought it was a strategy game and when the reveal happened, they “got” that collaboration would have helped them all achieve their goal – but only intellectually. During the break the conversation focused on how if they had understood the rules they would have won the game – so the real learning was about probing to ensure the rules were understood. 

This was day 1 of a 3 day event (remember those?) and for the rest of the event every time a new exercise was introduced the group followed up every set of instructions with detailed questioning of the facilitator in order to identify further tricks…

So they learned not to trust the facilitator – oops. 

Yeah, the good old days of multi-day sessions. Now, they want you to compress a full day’s training into an hour and expect something to actually change. There was a question about designing a “training flag” in one of the groups and people were sharing ideas for flag design. My thought was that it should be a black flag, like the old poison logo of that name, with a dead bug with its legs in the air and little fume markings, since that is how most senior executives seem to view “training and development” these days.

It will be interesting to see if that flag generates any dialog — I actually chose NOT to get responses to that thread and will pop back in there in a day or two…

I used to do something similar in our program – left out some details and all I got was push back from the group to say that if they knew all the rules they would have responded differently. So I started giving them all the rules and to my surprise found that as long as I also give them a time restricted task they almost always focus so much on the time goal that anything else is forgotten. (sometimes they say they could have planned better if they had more time but that is easy to counter as in real life we never have time to fully plan so you do your best, learn from it ant move on).

My thought is to never intentionally leave out any details, but to offer the players choices.

In Lost Dutchman, teams can choose to get one or two “videos” that have information that, “teams find useful” but they have to give up one or two of their 20 days in order to get it. They can also choose to team up with another team and get one each or they could choose to share the information with other teams after they acquire it.

They contain strategic planning and best practice information that IS useful to that team and useful for optimizing the GROUP’s performance — the goal is to mine as much gold as WE can but they tend to miss the issue that “we” means something other than “My Team.”

I want my facilitators to be able to act impeccably in their leadership of the exercise. Leaders should always be there to help and teams need to ask for help in order to optimize real-world results.

Teams seldom ask for help.

In this case you could try telling them that there are no restrictions on the conversations they can have and that the overall goal is to maximize the resources – then tell them they only have 3 min to plan and 1 min to bid and likely they will spend all their time in their own group. In the end the debrief can be around why we stick in our silos, how the time goal overshadowed all other goals and reduced creativity and collaboration, how easy it is to forget the big picture – overall goal of the organization when you focus on the small – maximizing team effectiveness.

My thought on the Silent Auction is to label it as silent and tell teams that the “rule” is that they cannot talk. But the reality is that there is no enforcement of any punishment or reaction if they DO talk, and they could always ask if they can. The issue is that silence might be better for facilitating the excise and keeping things under control, but it sure is NOT better for impacting the performance of the group. 

My other thought is that the exemplary performers pretty much always bend or break the stupid rules that constrain results and it is something that I try to blend into my games. CJ allows some rule-bending and I&I is all about bending the rules to improve play and results.

If you only do the exercise once the experience is one of not achieving the goal – and the learning (collaboration works better) doesn’t stick If you debrief and redo the exercise they get to experience how success works and feels.

In both Collaboration Journey and Innovate & Implement, they can be played again since a detailed explanation of the rules of play is not required.

An alternative – the challenge would be to make the longest and most complicated domino run – 5 min to plan 5 min to build- their assumption would be that the teams are competing rather than collaborating. First round debrief could include congratulations to the leading teams – and then tell them that you want to take it to the next level and work together – so no “gotcha” but instead a challenge. I prefer to avoid exercises that are designed for participants to fail and then learn comes from failure – why not set them up for success in the first round and even more success the second – so they can see incremental learning and improved results. No one likes to fail and the emotional response, particularly in high competitive types can negate learning.

In Dutchman, every team is somewhat successful, and some are much more successful than others because of planning and information and better resource management.

In the debriefing, I do not focus on the low performing teams but on the high performing teams, basically asking about why they CHOSE to not share information or resources with the others since I, as Expedition Leader, am trying to optimize the overall results of my organization and not one team over another.

Competition is an issue of balancing it with collaboration, when it comes to organizational performance results.

I allow a LOT of time for discussion and tabletop work. We do NOT lecture much at all, simply trying to connect the dots from the play and choices in the game to the play and choices in the workplace.

Both rounds would still be done in teams but the second round adds the need to collaborate and be proactive around problem solving (so they don’t bump into each other… – the trick is to leave a gap between sets that only gets filled at the last second).

One of the guys who facilitated the exercise used to stop play in the middle and have lunch, using the lunch time to challenge the tabletop teams to rethink the choices they were making and to identify ideas for things they could do differently when play resumed. I actually built a resource management toolkit of forms for summary of resources and stuff like that. I have never personally done things that way, though.

They can experience how the collaborative domino run is more spectacular. You might get 3 rounds if the larger domino failed the first time – it doesn’t really matter as long as they succeed in the long run – let them problem solve each time it doesn’t work.

The final debrief could focus on the difference between working in silos and working together – what helps, what hinders, what extra challenges their are, what extra rewards…

So, I thank Sharon for sharing some interesting thoughts on how she addresses issues of trust in her training programs. Sharon also works with horses in her team building and leadership training. Horses are just so sensitive to issues of trust and leadership and give instant feedback about good things being done with them.

And, the development of the new PMC Trust exercise continues…

square wheels author

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

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Lessons from The Search for The Lost Dutchman’s Gold Mine, a game on teamwork and collaboration

There are many lessons that can be learned from playing team building games, and we feel that our products generate more than their share of great learning opportunities. Reactions are as varied as the groups of people that play and the kinds of cultures they represent. It works for very large groups as well as really small ones. Dutchman is quite flexible in how it is delivered.

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One neat thing about Dutchman is that the organizational culture will show itself measurably and clearly — if people are highly competitive with each other, we see it in the dynamics of play and the lack of measured collaboration. If the culture is analytical, we see that in the inventory numbers at the end. If there is distrust among people, that shows itself clearly in that people will resist the help of other teams or even the game leadership. It is easily discussed in the debriefing and those issues can be challenged and alternatives discussed for implementation.

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If you are interested in the possibility of using Lost Dutchman’s Gold Mine as a team building or motivational exercise for a retreat, large event or even purchasing it for use within a training program, I can help you make a good decision in a few-minute conversation about your group, your goals, and your desired outcomes. If Dutchman is not a good fit, I would certainly offer other recommendations that might mesh with your goals with some other vendors and consultants. There are many good options out there.

These are some of the most common and important issues and outcomes from the play of The Lost Dutchman’s Gold Mine:

Collaboration, even when it is encouraged, can be difficult to achieve

  1. There is a big difference between playing to win and playing not to lose. Safety does not generate good results and it can measurably sub-optimize results
  2. Many people will choose competition rather than collaboration as a strategy and a few of those on a team will make the team less collaborative
  3. Openly encountering and assessing the risks involved and seeing a clear benefit is vital to generating collaboration in both the game and in the workplace

There are three Most Important Resources: Time, Information and Each Other

Time:

  • Decisions made up front often have the greatest impact on final results. Planning time is often time well spent
  • Strategies and plans are often forgotten when in the midst of pressures for results.

Information:

  • We must understand the challenge, plan for necessary resources, prioritize our activities and value our resources in order to optimize results
  • Decisions, no matter how good, are made based on considered alternatives; if little or no information is available, good decisions are impossible.

Each Other:

  • Activity is no replacement for productivity and accomplishment; Peer support is often an essential component of critical thinking and action
  • People can add better perspective to risks and barriers to performance; shared risk is more easily endured

Decision-making, combined with clear understanding of the goals and objectives, will often help to optimize performance, productivity and results.

  • Team consensus generally leads to better decisions if it is focused; unfocused consensus leads to mediocrity and compromise
  • Your past experiences will color your decision-making and risk taking and teams will often take more considered risks than an individual.
  • The best goals are  specific, attainable and realistic, measurable, clear and agreed-upon by your teammates.

In the Lost Dutchman exercise, we clearly state the goal as being to mine as much gold as WE can. It is common, though, based on the above factors, that tabletops will often frame “we” as “My Team, My Team, My Team” because that is commonly how things work in the workplace. Each team is often designed to be an independent one, and thus collaboration is not actively encouraged nor managed.

My Team, My Team color

In the game, as well as in most workplaces, performance is optimized when cross-functional and interdepartmental teamwork is the norm. The exercise reinforces that, clearly showing the costs of competition.

My Team needs to be OUR Team,
and “all of us” is much more than “most of us.”

This is done well with Dutchman, since it so clearly and measurably rewards collaboration and communications with leadership and with other teams. Collaboration was a main design feature in how the game was constructed. We can neatly measure collaboration in different ways.

Many of our users tell us that  Dutchman is the best team building exercise in the world, and we have a lot of testimonials that support that conclusion. It will soon be 20 years that this game has been in play (and in continuous continuous improvement).

Frankly, talking about Lost Dutchman with prospects and users is one of the best things that I can do in a day. I feel really fortunate that we could put all this together into such a well-playing team building simulation that fits worldwide. It generates clean results and very actionable ideas for implementation. And users have told me that the, “ah ha’s!” continue to happen long after the session.

You can find out more by clicking on this link or on the gameboard below:

LDGM 1 80

If we can help you with this, let us know,

For the Fun of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

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Rewarding High Performance in The Lost Dutchman’s Gold Mine teambuilding game

Managers do not often deal with good performers in effective ways. Relying on extrinsic rewards is often a formula for completely missing the real underlying motivation of many high performers. Extrinsic reward systems are often problematic and cause more problems amongst the bottom 70% (who never win and are thus losers) or generate behaviors that are not congruent with missions and visions of the organization. I chat about that in a lot of my blog posts, most recently this one. There are a lot of posts on extrinsic motivation here.

The Search for The Lost Dutchman’s Gold Mine is a team building exercise that is a bit unusual in that it focuses on the collaboration between tabletops to optimize the measured results. It is only partly about winning — it is more about what the higher-performing teams could have done differently to support the lower performing teams to optimize overall results. The goal is, “To Mine as Much Gold as We Can” and to optimize the Expedition Leader’s return on investment. Obviously, the more ALL the teams perform, the better the overall results.

It also tends to generate a My Team, My Team, My Team kind of response in so many cultures that tend to reinforce competitiveness as a basic operational strategy — something that tends to make the words “Interdepartmental Collaboration” an oxymoron in so many companies. The reality is that more collaboration will most certainly improve organizational results, engagement, service, cost reduction, innovation, etc.

"My Team, My Team, My Team" focus can cause more competition than collaboration

A “My Team, My Team, My Team” focus can cause more competition than collaboration. The goal is to optimize organizational results, not win!

In Dutchman, teams can spend an extra day gaining information that enables them to optimize their results. One metaphor is a strategic planning one that allows them to re-allocate resources to have a better likelihood of success. The other is a Best Practice, one that enables them to move faster. It also gives them things to share with other teams – Turbochargers that double the speed of movement.

We’ve been supporting a network of consultant users and trainers since 1993 and have received most excellent feedback. As I note in another blog, we recently had the first Perfect Play that I have heard of. Some groups or triads within larger groups come close, but none got it perfect until David Simpson’s group of three teams with the retailer Coach. Now, the issue is optimizing post-game impacts and generating increased collaboration among the store managers now back at work.

Perfect Play has its own results summary powerpoint show.

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We first show what ONE team could do to optimize their results — it is about planning and using information and resources properly. Their path would look like this, with the 20 days numbered in the circles:

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They reach the Mine on Day 8, using up all their resources and returning on the last day possible, Day 20. The summary of results and resource use looks as follows and they had a surplus of $50 worth of stuff as well as two Turbochargers that they could have shared with two other teams (if they chose to). That sharing would have generated six more days of mining if all things were good.

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But the real Perfect Play occurs when two teams decide to collaborate with each other on the planning and then involve another group into their collective. That looks like this:

Microsoft PowerPointScreenSnapz009Instead of one team mining 9 gold, this framework allows for two teams to mine 10 and that extra team to mine ELEVEN. This has only occurred in David’s game. And it makes for a great debriefing, in that a lot of the right organizational optimization behaviors have occurred in play, the teams managed things in a relatively stress-free mode (with no fear of real failure) and it carries over very neatly into the discussions of what they could choose to do differently.

A high level of information sharing is needed. The resources are tight to generate this perfect result:

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And that very last part needs special mention.

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To get a Perfect Play, the three teams need to ask for $50 from the Expedition Leader! I mean, is that a perfect design or what?!!

From among 100 or so debriefing slides, we might emphasize these six:

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LD Debrief Triad 2

 

Our goal is to get successes among the players and among the teams, show the direct advantages of inter-team collaboration in the game, and bridge to the special advantages of inter-team collaboration back at work. The opportunities to share resources, collaborate, share best practices and help each other be successful in operations has huge leverage within the workplace as well as between departments. So, we use these kinds of handouts to generate ideas for improvement and discussions about choices we are making:

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And, my new game will focus even more attention on post-game collaboration and organizational improvement. You can see a few of the game design ideas here.

For the FUN of It!

Scott Debrief

 

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

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