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Where can I buy The Search for The Lost Dutchman’s Gold Mine?

Performance Management Company is the designer and main distributor of the team building simulation, The Search for The Lost Dutchman’s Gold Mine. We started using the exercise in 1993 and decided to package and sell very usable designs of this game without the normally required certification or annual licenses or per-participant fees.

Users would buy the exercise at a one-time coast, receive the delivery and training information in powerpoint, pdf and other common formats and access as much free support as they desired. Over the 26 years of distribution, we have packaged the training and support information so that very few questions are directed our way.

(I miss many of those conversations and even the people who promise to call me after a purchase generally never call! I can name names, but I won’t…)

Performance Management Company was started in 1984 by Dr. Scott Simmerman and Joan Simmerman. PMC was initially a training and consulting firm focused on people and performance, with customer service quality being a driving theme. You can read a good deal of the biography and details at this link on LinkedIn. We became a home-based business back in 1998, the same year that we started our initial website, www.squarewheels.com.

PMC has been supported technically by our son-in-law, Chris Fisher, who operates the websites and fixes all sorts of technical issues that Scott and Joan generate when doing blogs, designing websites, doing security, and fixing emails and dealing with hosting problems.

More recently, Jeff Simmerman has joined the business.

Jeff’s responsibilities have been around the redesign of the old Seven Seas Quest team building exercise to design a brand new game, Quest, with a Dutchman-like interface and a focus on what we call Dis-Un-Engagement or Disruptive Involvement. That game is in final design stages and we do not even have a web page for it yet, but Jeff has completed the delivery materials and is working with the printer to make it available very soon.

You can find prices for our various team building simulations by clicking on the link:

The Search for The Lost Dutchman's Gold Mine team building game

including our four different versions of the Dutchman game.

You can find solid information on the RENTAL version of the exercise on our website, also.

 

For the FUN of It!

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

See the powerful new teambuilding game, The Collaboration Journey Challenge

You can reach Scott at scott@squarewheels.com
 See his poems and performance haiku poems at www.poemsontheworkplace.com

Learn more about Scott at his LinkedIn site.

 

Why is “Lost Dutchman” such a great team building exercise?

Active involvement generates ownership, and it is generally true that

Nobody ever washes a rental car.

So, if you are looking to generate commitment to change and to have better alignment to shared goals and a higher level of collaboration among work teams and departments, then it makes sense to use a business simulation to drive organizational improvement, right? And, we are not talking about some lightweight team bonding kind of activity that has little or no real connection to the workplace or that will have no measurable impact.

The Search for The Lost Dutchman’s Gold Mine was first released back in 1993 and since that time, it has proven itself to be one of the very best team building exercises in the world. Unlike so many other “team building activities” out there that are fun and interesting but that do not link well to organizational development and real change, the Dutchman game focuses on measured results and rewards the tabletops for planning and executing actions connected to optimizing impacts.

Tabletop teams can choose to gather information or collaborate with other teams and share resources and do the front-end work that leads to optimal outcomes. Or, they can choose to compete and work on their own. (Which of these would generate the best outcome in your organization?)

The design of the game is elegant and the behaviors that are generated are seen to reflect the actual operating cultures of the organization. The introduction, planning and play take less than two hours, leading to powerful and realistic debriefing discussions focused on actual issues and opportunities.

Game materials are sold at a one-time cost, with no required train-the-trainer or certification or annual licensing, making it a great package to incorporate into on-boarding kinds of events or for integration into leadership development or management training opportunities.

Plus, it is a really great exercise for events needing to get people talking about best practices or other kinds of approaches to optimize and implement organizational improvements.

Contact us if you would like more information. We have users of the simulation working on themes of strategy implementation, innovation and workplace creativity, selfless leadership and a wide variety of different kinds of developmental work.

Dutchman is but one of the amazing active experiential learning tools supported by me,

For the FUN of It!

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

 

You can reach Scott at scott@squarewheels.com
 Learn more about Scott at his LinkedIn site.

 

Delivery Tips for Lost Dutchman Teambuilding Exercise

While delivering The Search for The Lost Dutchman’s Gold Mine game is straightforward, new users often have simple questions about how that game works or how it can be enhanced. Two customers were asking me similar questions yesterday so I thought that a blog post might allow a little more leeway for an explanation and also allow those interested in the exercise to learn a bit more before they make a purchase decision.

Lost Dutchman's Gold Mine makes the finals of the International Business Learning Games competition

There are different versions of the exercise that handle different group sizes, with the LD6 version handling up to 6 tabletops of players. If you are running a session with 20 players, you might choose to play with 4 teams of 5 or 5 teams of 4, for example. How do you decide?

  1. Having more players at a single tabletop will make the actual teamwork of the players a bit more challenging. Even though each player will have an assigned role, the more players, the more discussion and the more difficult the decision-making might be. Getting 5 people to agree is slightly more difficult than 4, in our experience.
  2. With more tabletops, you tend to generate more competition between the teams. Even though the goal is, “to mine as much gold as WE can,” teams will often compete rather than collaborate. So, if your desire is to focus on improving collaboration among the tabletops so that you can demonstrate that collaboration positively impacts results, you might play with more tables.
  3. If the focus is on personal communications and decision-making styles or similar in the debriefing, we might suggest the larger tables; you might play with 3 tables of 6 players if you only had 18. And we would suggest you never play with more than 6 players, since there simply is not enough work for that extra person and they often then become disruptive to the group overall. It does not generally seem to improve collaboration.

This same kind of design decision disappears in larger deliveries of 50 or more people, since there will be plenty of tabletops! And, with very large groups and the play in “pods” of 10 tables in each pod, you will often see competition happening between pods!

Weather plays a role in the game because it makes the resource consumption during play a variable. If a team chooses The Low Country Trail to go to the mine, they encounter wet weather which creates mud and increases consumption of Fuel. And the number of Arctic Blast that might occur, using up more Fuel and also Supplies, is also unknown. So, for a Battery, a team might choose to get one of the Weather Reports.

These Weather Reports are accurate, but only available on Days 5, 10 and 15 and are essentially useless since they are not available during the planning time before the game starts and play begins. While it is good information, it is not worth the cost. Each Weather Report COULD be shared between ALL of the tabletops if teams ever chose to do so — in my experience, they are very seldom shared. and teams often keep batteries and then do not use them during play. And they are ONLY available on those Days, not earlier.

The Videos are an essential part of the game design. Both are only available during planning time before the start of play and each contains resource cards and information that directly influences results. With 5 teams, we might play with 3 of The Mine videos available and 2 of Tortilla Flat. Thus, not all teams could directly acquire the resource cards and information about play.

Teams acquiring a Mine Video get resources that can replace Tent Cards, and thus relieve some of the limitations. Each team gets $750 worth or resources in their Grub Stakes, which is “limited but sufficient.” Adding Cave Cards allows a team to get more Supplies and Fuel and to even be able to share resources with other teams if they are fully collaborating. (Sometimes they will trade/sell another team a Fuel for a Gold if that team needs fuel to survive!)

Teams acquiring the Tortilla Flat Video get Turbochargers that allow them to move twice as fast for the rest of the game, and they get Turbos that could also be shared with other tabletops with the same effect. With two TF Videos in play, you would have one available for every team if they are shared.

Gold Cards have a couple of uses.

Most often, facilitators are choosing to use painted gold rocks along with gold mining pans for the tables to use to acquire gold when mining in The Lost Dutchman’s Mine. Teams like the heft of the rock and the gold mining pan adds a nice touch to the theme of gold mining at the tabletop along with the toy jeep and bendable figures and similar. But especially with a very large group, moving about with a large quantity of heavy rocks and the bulk of the mining pans is a delivery choice. The option is to give each team a Gold Card to symbolize the gold being mined.

The gold cards can also be a simple discussion aid. I will often distribute them as:

  1. A reminder of the main theme of mining as much gold as WE can, the cards being something they can take with them.
  2. A communications tool where they can choose to put their name on the back and then writing something that they could choose to do differently after the workshop, which can then be returned to them a week later.
  3. A communications tool where they can write another person’s name on the card with a signed commitment of what they could try to do differently to support that other person’s efforts post-workshop. I might tell Bobby that I will have two of my people join two of his to solve some interdepartmental glitch or similar…

We designed The Search for The Lost Dutchman’s Gold Mine to be a flexible experiential team building exercise to generate powerful debriefings focused on improving organizational results. It has a variety of clean metaphors about behavioral choices that players and teams make and generates measurable results showing the benefits of collaboration versus competition.

———————————-

Some thoughts on Scarcity

One of the new purchasers will run her first game with senior managers in a workshop about Scarcity and how that mentality can affect things like collaboration and the optimization of overall results. We see that same kind of “hold the cards tightly” thinking after downsizing efforts and similar organizational trauma where some self-preservation thinking might come into play that overrides a collaborative culture.

We often refer to this as, “My Team, My Team, My Team” thinking, which is not focused on interdepartmental collaboration or helping overall performance of the organization.

Scarcity Mentality can be seen when teams get Spare Tires and Batteries before they leave, just in case. Spare Tires are a form of security for a “just in case” mentality and anyone asking the Expedition Leader if they might get one would find them advised they are not needed.

Scarcity mentality in the play of the exercise can revolve around the acquisition of Tent Cards and how any surplus Supplies and Fuel are treated by the teams. If one team is in dire need of a Fuel Card, they might trade one Gold Card (worth $2500) for a couple of $10 Fuel Cards. It is not uncommon and occurs when the survival of the first team is in question at the end of the exercise.

Of course, since the role of the Expedition Leader is to help teams be successful, that same team could also simply ask for assistance and you could give them a $10 Fuel Card to insure their survival and the contribution of their gold to the overall results.

If the teams are fully collaborative, they could share some of their Cave Cards and two of their Turbochargers if they had a video. With a scarcity mentality, they would most likely hold on to all of those cards and NOT share them with the other tabletops. This dramatically and measurably sub-optimizes your overall results.

For the FUN of It!

Dr. Scott Simmerman

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.

 
You can reach Scott at scott@squarewheels.com

Results Analysis of Typical Lost Dutchman Team Building Debriefing

Jeff heads off to Portugal to demonstrate The Search for The Lost Dutchman’s Gold Mine team building exercise at the International Business Learning Games Conference and he asked me to send him a typical “final results” summary. What I thought to do was to also share that as a blog post herein, for the benefit of our many users who might find a quick review to be of interest.

The game is about measured results and how collaboration, communications, and planning can work to optimize outcomes in the game and how those ideas can be implemented in the workplace. One or two teams can “beat” the game but it is also the overall results that are of interest to the Expedition Leader. It is great to have one team “win” but ALL the teams contribute to final outcomes. Collaboration is a key learning point from the deliveries.

So, below is a fairly typical analysis with a delivery for 5 tabletops (30 players). The critical factor, of course, is to link these game results to the behaviors that occurred and to debrief around considered alternative behaviors for their workplace after the workshop.

Results of teambuilding game Lost Dutchman

  • The final result was that the 5 teams collected $92,500 in Gold, averaging $18,500.
  • IF they chose to collaborate more and if they planned better, these teams could have collected $122,500 in gold and improved their average score to $24,500 with NO increased costs. 
  • Note that this 32% increase in gold mined is accomplished with NO additional resources. It results simply from better play by the teams, who are free to ask for help from game leadership but who generally choose not to do so. (“Nobody ever asks the Expedition Leader for advice!”)

The top team, Blue, spent 10 days in the Mine, mining $2500 in gold each day. The lowest team mined only 5 days because of their decisions and resource management. Ideally, ALL teams should have all returned on Day 20, but three teams returned earlier because of resource management and not asking for help.

The Lime and Yellow teams acquired Turbochargers at the start of the exercise by choosing to get “The Tortilla Flat Video,” presented to them as costing them to spend an extra day at Apache Junction before leaving but finding that the information in that video that, “teams find helpful.” One Turbo would allow them to move TWO blocks per day for the whole game; they received three of them and could have shared them with two other teams. (Only the Blue team got one of the extras, as noted by the dot on the far right side of the summary.)

The Yellow Team did what we call A Perfect Play, getting both of the videos and leaving fully informed on Day 3, returning on Day 20 and mining 9 gold, an optimal result for a single team. But they did not share information or resources, what we call “My Team, My Team, My Team” behavior…

But the Blue Team got the benefit of a shared Turbo without it costing them a day, so they were able to leave on Day 2 and return the last day. This gave them 10 gold.

But what of the Green and Pink teams? With all the information and resources available to Yellow and Blue, why were none shared with them? They could have mined more gold if they stayed in the mine more than their 5 days.

The results of teams NOT collaborating and competing to win is the sub-optimization of organizational results. Teams trying to WIN will often not help those teams trying to succeed; they will not freely share information or resources that other teams would find of benefit or that would help optimize the GROUP’s overall results.

  • The teams returned with $210 in inventory, enough for 7 more days of mining.
  • And only 3 teams used one of the 6 Turbochargers that were available.

This IS just a game. But it allows us to get into solid, substantial discussions about workplace issues of competition versus collaboration and to anchor to the idea that the goal is, “To Mine as much gold as WE can” in the workplace. Teams effectively choose to sub-optimize overall results because they fail to collaborate across tabletops and because they choose to not ask for help from leadership.

I know that this fast overview leaves a lot of questions unanswered and that it is not a complete description of how the results of Lost Dutchman can be debriefed and linked to real workplace culture ideas. More complete explanations of the scoring and debriefing can be found in other materials in the packages we sell and in other blog posts.

In an earlier blog, I included a much more detailed overview of how this works. You can download  “Linking Measured Game Results to Organizational Development Opportunities” by clicking on the link.

This blog post shares a good overview of how the results are captured and how they can be debriefed (https://performancemanagementcompanyblog.com/2014/01/24/optimizing-profit-through-collaboration/). 

Dutchman is fairly unique in the team building / team bonding world because it does have Measured Results, that capture the team’s choices and behaviors and that relate directly to improved workplace results and ideas for improvement. It is a fun and fast-paced exercise, but one that is not simply fun. It lends itself to powerful debriefings about organizational cultures and issues of expectations and feedback.

 

Contact me if I can help clarify any of the above or provide more information,

For the FUN of It!

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

See the powerful new teambuilding game, The Collaboration Journey Challenge

You can reach Scott at scott@squarewheels.com
 See his poems and performance haiku poems at www.poemsontheworkplace.com

Learn more about Scott at his LinkedIn site.


Find more information about Lost Dutchman at
https://www.performancemanagementcompany.com/the-search-for-the-lost-dutchman

Read more about Lost Dutchman’s team building game at:

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

 

 

Flyers that Overview The Search for The Lost Dutchman’s Gold Mine

Jeff Simmerman heads to the International Business Learning Games Conference in Lisbon today and he created flyers about the Lost Dutchman team building game and our Collaboration Journey Challenge exercise to share with judges and conference attendees. Both exercises are finalists in this competition and we are hoping to garner some recognition and feedback for their design and impact.

I thought that you might find a quick overview of Dutchman to be of interest and that it might be useful for you if you are an existing customer or user and need something explanatory to share with your decision-makers. We are in our 25th year of international distribution of this exercise and our other corporate team building products. Current owners can request a Word document if they wish to customize this for their own use.

The images below are reduced in size. Download full size pdf files using the link at page bottom.

A flyer about The Search for The Lost Dutchman's Gold Mine team building gameA flyer for The Search for The Lost Dutchman's Gold Mine team building exercise - back side

It has been a great pleasure to distribute, support and deliver this team building exercise over the past 25 years. It is also great that Jeff is coming on board to continue this process as well as develop some powerful new exercises and revise some of our older simulations. This is his first international conference and we are hoping for lots of positive impacts.

If you would like more information, feel free to contact me directly,

For the FUN of It!

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

See our powerful and newest teambuilding game, The Collaboration Journey Challenge

You can reach Scott at scott@squarewheels.com
 See his poems and performance haiku poems at www.poemsontheworkplace.com

Learn more about Scott at his LinkedIn site.

 

Full size game flyers:

LDGM Flyer Front A4

LDGM Flyer Front A4

Price Increase on our team building exercise, Lost Dutchman’s Gold Mine

For many years, we have kept the prices of our excellent teambuilding exercise, The Search for The Lost Dutchman’s Gold Mine at the same levels, even though we have made many packaging and design enhancements, including a complete redesign of all our versions earlier this year.

We are going to keep the prices the same on our two smaller versions of the exercise, LD4 designed for up to 24 players and LD6 designed for up to 36 players, at $1695 and $2895 USD, respectively.

The Professional Edition of the exercise will rise to $9995. That version is being used more and more for really large team building events and we are actually remaining the best value in the marketplace for a tightly designed exercise on collaboration, teamwork, strategic planning and leadership.

ALL of our exercises and toolkits are packaged with detailed instructions for use and we offer free, unlimited support via phone and email. And, these are total costs (plus shipping) – you pay no certification or licensing fees, no per-participant or annual fees. Nothing. (VERY unusual in our marketplace.)

And we are really pleased that Dutchman is a finalist in the 2018 BEX International Business Learning Games competition to be held in Lisbon in September. We entered the contest to get some feedback about our exercise in competition with other global products focused on learning and organizational improvement, even though we are in our 25th year of distribution of the program.

If you would like more information about the exercise, connect with me,

 

For the FUN of It!

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

See the powerful new teambuilding game, The Collaboration Journey Challenge

You can reach Scott at scott@squarewheels.com
 See his poems and performance haiku poems at www.poemsontheworkplace.com

Learn more about Scott at his LinkedIn site.

 

 

What do Users think of The Lost Dutchman’s Team Building Exercise? It’s The Best!

We asked our customers a really tough True / False question about our team building exercise, an experiential learning exercise with a primary focus on collaboration and improving organizational performance:

LDGM is the best exercise I know of to work with senior managers on issues of strategy, alignment, and organizational collaboration.”

Fully half (53%) said this was TRUE! (We found that amazing! Read why.)


A bit of background about The Search for The Lost Dutchman’s Gold Mine and the survey:

Over the past 25 years, we’ve gotten a lot of comments from the consultants and trainers who have experienced or purchased the Dutchman teambuilding exercise. And many purchasers shared really outstanding testimonials as well as support for new spins and ideas. We decided to do a survey to try to get some quantifiable numbers as well as some across-the-board consistency in perspective. The results we got far exceeded our expectations, even though we know that the exercise is quite solid.

Let me add that, as a one-person design and development shop located in South Carolina, I cannot do the kind of global competitive analysis that would tell me who all the competitors are and what their products do, how they are priced and distributed, etc. I know that the costs of many of them are extremely high (compared to us) and that most require licensing and train-the-trainer fees for certification and that many have per-participant costs to use.

We sell our games at a one-time cost and have people who have continued using them after 25 years. Based on phone calls and email conversations with satisfied customers and interested parties, we feel we are a quality player in this competitive business gaming marketplace.

A survey was sent to our customers asking for their feedback and thoughts and comparing Dutchman to other tools they use for leadership development or team building. Responses were solid and there were numerous useful comments and clarifications. As a result of the survey, we are deciding to do NOTHING differently.

What users relayed through the survey was that the exercise was Most Excellent. There were no real suggestions as to desired changes, other than some requests for a follow-on exercise currently in development. And the impacts on desired results and outcomes still continue to be important and relevant in today’s organizational development initiatives.

You can download a full summary of results by clicking on the link below:
Dutchman Survey Results Summary

Our users are a highly experienced group, with 70% of respondents having experience with 6+ other team building exercises over their organizational development work. Most users (89%) have run Dutchman multiple times and 36% have run it more than 10 times. (One customer has run it with 50,000+ participants and the largest session of 870!). Half reported that their very first delivery was “wonderfully successful” while nearly everyone else reported success. (And I really do wish they would simply call me before that first delivery!)

We asked a really tough True / False question:

LDGM is the best exercise I know of to work with senior managers on issues of strategy, alignment, and organizational collaboration.”

Fully half (53%) said this was TRUE! (Only 9 people said this was False, which given the highly experienced and global nature of our users, is pretty fantastic. (We are NOT the slickest nor most expensive exercise out there but, apparently, the best value!) And comments were all supportive of the Dutchman’s design, packaging and pricing.

Another tough question was about being the best exercise for OD and 30 people (55%) responded that LDGM is “the best overall team building exercise I have used.”

Awesome! Fully 100% would recommend the Lost Dutchman’s Gold Mine game to others for purchase and use, with 63% saying they would recommend it to ANY trainer or consultant. It seems to be that useful and that powerful for people’s toolkits, given its price and flexibility.

As to value, 64% strongly agreed that the purchase of the exercise represented an excellent value to their organizations and 11 merely agreed, with 5 people sharing a neutral response. Purchasing LDGM seemed to represent a good decision, in their view. And remember that these are all active internal trainers or consultants using the game to generate organizational change, collaboration and engagement. Many use it for general leadership development or implementing strategy.

The exercise was specifically designed to be useful for organizational development, strategic alignment, communications, leadership and team building. It was designed for impact.

  • Fully 7 in 10 agreed or strongly agreed that the simulation was effective in generating observable, “desired changes in behavior after the session ended, back on the job.” One person disagreed.
  • 96% of respondents agreed or strongly agreed that, “the exercise linked well to our issues of workplace collaboration and performance management” with two people being neutral.
  • As to, “representing the Best Value for a team building exercise in the global marketplace,” 21 people strongly agreed and 16 others agreed of 52 registered responses, or 71% of our users.

Overall, we framed questions to be a real test of perceived  and actual value and even the neutral responses were supportive in their comments! It seems we are doing well out there, and no one would actually name an exercise they thought was better than ours.

We asked some tough questions and we got some great answers.

If you are looking for a really solid team building business simulation, one that does real building (rather than focusing on “bonding” like so many other exercises in the marketplace), check out our Lost Dutchman.

It is powerful and yet inexpensive. After all, fully three quarters of our users shared that it represented a Best Value in the global marketplace of tools for organizational improvement and communications.

a team building simulation exercose

If you call the office, you are highly likely to reach me directly. If you want to chat about the exercise, I really love doing that. If you have any questions at all, please bring them on!

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.

+1 864-292-8700

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

Scott’s blog on themes of People and Performance is here.

Here is an example of reactions from the delivery of Dutchman to a client’s organization, run by my colleague Solomon Salvis from SimuRise in Mumbai:
Dow Chemical playing The Search for The Lost Dutchman's Gold Mine testimonial video

Note: we would love to engage in a discussion about team building simulations, costs, and all that so please feel free to comment.

—————–

The specific wording of the questions on value appeared as follows:

10 – The purchase or rental of the exercise represented an excellent value to my organization.

11 – I saw desired changes in behavior after the session ended, back on the job.

12 – The exercise linked well to our issues of workplace collaboration and performance management.

13 – As far as I am aware, The Search for The Lost Dutchman’s Gold Mine represents the best value for a teambuilding exercise in the global marketplace for business simulations and designed exercises.

14 – If I moved to another company, I would consider purchasing the exercise if they had the need for improving teamwork, communications, engagement or leadership.

Every Company Should Own One – The Bombproof Lost Dutchman’s Gold Mine Teambuilding Exercise

We can start this blog with the simple thought that:

Motivation and collaboration require improvement in most organizations and making those improvements offer Big Impacts on actual results.

Even in the very good, highly collegial workplaces, one can always make additional improvements or re-energize things, generating even more alignment to shared goals and objectives.

This post is about how EASY it is to facilitate a real team building program, not some (oftentimes silly unfocused) team bonding process. There is a big difference: team building will impact organizational results and help to change actual behavior and commitment to doing things differently. Bonding activities can be fun, but change nothing.

Team BUILDING exercise generate change and improved results. Bonding does nothing.

Let’s talk about teamwork and apologies for the length and breadth of this post, but I felt that clearly stating the details would enable better understanding of what we are doing and why we are doing it:

It is clear that workers and supervisors and managers are basically un-involved and un-engaged in so many workplaces, worldwide.  Management effectiveness AND the workplace environment / culture that are behind this problem. Better teamwork and alignment are solid solutions.

These are NOT some “senior management leadership issue” that can be corrected by doing more engagement / motivational surveys or skill assessments or by doing more senior executive development. These are problems at the shop floor, at the interface between supervisors and workers, that drastically needs improvement to really impact performance.

A few statistics and bullet points:

Rick Bell shared some statistics in the March 2017 issue of Workforce magazine about how badly workers are being supervised that are truly mind-numbing:

  • 35% of US workers would forgo a raise to see their boss fired
  • 3 of 4 workers say that their boss is the worst / most stressful part of the job

Gallup added a somewhat different framework supporting these same issues related to performance and teamwork

  • only ONE IN FOUR employees “strongly agree” that their supervisor provides meaningful feedback to them, that the feedback they receive helps them do better work.
  • Only 21% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.

The solution involves improved communications, collaboration and teamwork. Helping people focus on a shared mission and vision with appropriate expectations, and basic leadership at the front lines can have broad impacts. We need to do something differently in the workplaces to make positive impacts and generate the momentum for organizational improvement. Having a pot-luck lunch or going go-kart racing will do nothing to generate change.

There is a simple, bombproof, inexpensive solution to many of these issues, and that is our proven team building exercise, The Search for The Lost Dutchman’s Gold Mine. It is inexpensive and dynamic and it focuses on collaboration to impact measured results. Here is a 2-minute video from a session with Dow Chemical:

Teambuilding with interactive experiential exercise, Lost Dutchman

This “game” neatly models a collaborative organization and a Selfless Leadership approach to involving and engaging people. It gets players to make choices and then allows for a discussion and debriefing around what really needs to be done differently by the group to improve results. The play generates real opportunities to discuss and resolve real workplace issues, creating “considered alternatives” to what has been happening.

There are also powerful links to workplace motivation and communications themes.

People that are uninvolved and frustrated need solutions that involve Dis-un-engagement and Dis-un-empowerment. Those problems need to be discussed, changes made, and new solutions implemented. The Lost Dutchman exercise allows for real discussions about choices and possibilities because dealing with team problems is what makes teamwork effective in the workplace.

Team Building with Lost Dutchman's Gold Mine

So, we think every organization needs to have a go-to team building program they can use throughout the organization to set up shared goals and common expectations about collaboration and innovation. And unlike most such exercises, we sell this exercise with a one time cost and a satisfaction guarantee.

My colleague in India, Mr. Solomon Salvis shared some good reasons why people have bought the Dutchman simulation and will continue to run the game:

  1. To develop the internal capability of the Learning and Development team. Most organizations are not equipped with an awesome experiential learning tool like Dutchman, which makes their training dull and boring, or probably sub-optimized.
  2. Most programs conducted internally in an organization are classroom training sessions. There is no fun element. Dutchman creates awesome personal and team-based learning and is awesome fun as well.
  3. Most senior managers in an organization do not want to sit through a long and dragged-out training session.  Our Dutchman’s simulation which is just a half day, works very well to keep the engagement and energy levels high for the seniors and demonstrate the many positive impacts of alignment to shared goals and plans. Senior managers can readily play in mixed groups of management, too, which has a variety of positive impacts.
  4. Most classroom training sessions can take only 20 – 30 participants at a time, beyond that the program/training becomes ineffective. Dutchman’s is one of the rare simulations which can accommodate 50 / 100 / 200 / 300 +  participants at one go and still have the engagement/excitement levels as high as possible.
  5. The scalability of Dutchman allows for sessions that can contain front line workers as well as managers and even senior managers as active participants in an effort to optimize results. This IS a reality in organizations and these kinds of interactions are impactful, but few take the time to build this kind of overall collaboration and shared goals. These debriefings are powerful.
  6. Most training teams / trainers / training leadership who have used Dutchman in the previous organization tend to buy the game kit when they move into a new organization, since they know the product and its impacts very well. They are comfortable with the many flexible designed outcomes and it is tried and tested. The exercise is 100% bombproof (and it is 100% satisfaction guaranteed!).
  7. Lastly, apart from just the fun element, Dutchman debriefing brings incredible learning and reflection for the participants, making the transition to implementing improvements more likely. This kinds of discussions should be part of any debriefing:

Teambuilding debriefing questions for implementation

These are some of the transitional debriefing slides to improve discussions about accountability.

Solomon also added:

Yesterday, we conducted the simulation for 125 participants of Sapient, a leading IT consulting company. The participants haven previously gone through many training sessions and various simulations, but when they experienced Dutchman’s Gold Mine, they gave us an awesome testimonial and acknowledged this was by far one of the best sessions they had attended and that it was quite different and unique from all the other simulations they had attended.

Sapient Technology Lost Dutchman Team Building Video

Sapient’s game testimonial – 120 players

For most organizations, one of our versions supporting 18 or 24 people should make solid economic sense. Dutchman is sold at a one-time cost and can be used repeatedly. It’s easy to learn how to deliver and has a variety of expected outcomes:

  • Tabletops choose not to plan very well or use all the information available to make their choices and decisions
  • Teams generally choose to compete against each other rather than to collaborate. Collaboration optimizes overall group success while competing generates a winner and losers
  • Nobody asks the Expedition Leader for Assistance.” Teams choose not to ask for help or perspective or advice, even though that is one of the key themes of the introduction. They essentially choose to sub-optimize results and not keep leadership involved in their work
  • Tabletops come to agreement quickly on their strategy and they are not very open to changing their approach if new information becomes available.

The flexible debriefing focuses seamlessly on the benefit of planning to improving results and the choice of collaboration with other teams and leadership to optimize results in the exercise and the results in the workplace. It is quite easy to use the examples from the play in the players discussions about what workplace improvements can be made and how supportive leadership can help improve impact and results.

The exercise is packaged with extensive training and orientation materials, so much is included that very few purchasers ever bother to contact us for the free coaching that is available to support the delivery. New users tell us that about 2 hours of preparation is needed for their first delivery.

For an organization, the very most senior leadership might have a team building program for all of their direct reports. Issues of communications, collaboration and alignment to missions and visions would be made clear. PLUS, this would be fun. It does NOT require outside facilitation nor the involvement of organizational training staff. (And you can see the obvious advantages of developing ownership involvement.)

Those players would then be able to run the game with their staffs. The transfer of training is straightforward and the desired outcomes for their debriefings can directly result from the top management team and their discussions.

Lost Dutchman is a very inexpensive, high impact organizational tool that translates neatly and effectively into any organizational improvement and communications / alignment process.

Coaching support for delivery is freely available and our 25 years of experience with supporting organizations globally would be beneficial and impactful.

Click on the image below to see a 2-minute video about how most senior managers think about the exercise (this one delivered for Kaya Limited by SimuRise and Solomon Salvis). It is but one of hundreds of examples about how people feel the exercise can impact their organizations:

This is my game, one first played in 1993 and continually updated and improved through play and debriefing and continued redesign. I personally believe that every organization should experience The Search for The Lost Dutchman’s Gold Mine.

And many of us think that every organization should OWN their own exercise for internal use. (The cost/benefit to you would be outstanding and it can help organizations accomplish so many of your goals around active involvement and engagement of your people toward collaborative accomplishments, shared objectives and active ownership involvement, which translates to motivation and teamwork.)

We will support you in that, for sure, and we have been at this for a very long time. Teamwork and support are what I do,

 

For the FUN of It!

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

You can reach Scott at scott@squarewheels.comRead Scott’s blogging on people and performance improvement

Learn more about Scott at his LinkedIn site.

 

 

 

 

 

Servant Leadership and The Search for The Lost Dutchman’s Gold Mine – ideas for owners

We have a great global network of people who own and deliver our Lost Dutchman teambuilding exercise as well as tens of thousands of managers and leaders who have been through the game and understand what the basic themes and anchors represent. If you want to see a bit more about Servant Leadership and links to the exercise, read on, and apologies if some aspects of this do not make sense, since our primary audience are those experienced with the simulation. This post is about how we are altering the basic design to better link to servant leadership development and organizational cultural change.

The goal of this post is to share some of the thinking we are doing around the simple reframing of the simulation to mesh better with implementing Servant Leadership / Selfless Leadership behaviors. The theme is about involving and engaging people to optimize everything!

Let’s start here with a basic understanding about what we are doing:

Our focus is on breaking the old “command and control” leadership model and causing real reflection and change in leadership behavior. The Lost Dutchman game models seamless game facilitation behaviors and allows us to discuss game behaviors in the context of workplace collaboration and the optimization of results. This careful reframing of the basic Dutchman delivery will focus on meshing selfless leadership into team building training to generate real changes, to help leaders really understand the impacts of their behavior and choices on improving the performance of their people.

I will share some ideas and thoughts about using the Lost Dutchman game in a slightly different delivery mode, adding more collaboration, integrating delivery around the SL model more clearly, and providing ideas for better implementation of desired behaviors. This latter thought is obviously the most difficult; People will TALK about doing SL kinds of things, but then revert back to their regular behavior, the normal command and control model, if people let them. The idea is to build in more followup after the session to better install these behaviors into the culture.

Most of you know that talking about the behaviors comprising the Servant / Selfless Leadership model is pretty straightforward. The ideas are not rocket-science and the desired cultural beliefs are pretty straightforward, including:

  • General teamwork and trust among the teams
  • Understanding of normal competitiveness in the desire to collaborate
  • Collaboration as a driving force for teamwork and engagement
  • A focus on doing good works and shared success with accomplishments
  • The belief that helping others achieve their goals is important
  • Having a shared perspective and a compelling mission and goals
  • Aligned beliefs so that there is some Cognitive Dissonance about the normal kinds of extrinsic motivation and general disengagement
  • Selfless reflection and congruence on expectations and desired behaviors
  • Openness to new information and willingness to entertain new ideas; generally decreasing overall resistance
  • Disruptive bottoms-up, active dis-un-engagement and sharing of Best Practices between individuals and across departmental lines
  • Understanding of the operational culture and a focus on building a community and improving an organizational culture
  • Persuasion and recruitment to shared goals, rather than authority and control
The above are all great ideas, and few managers would disagree with items on the list as being important to their workplaces. Along these same lines, Dan Rockwell of the Leadership Freak blog shared these 15 praiseworthy behaviors:
  1. Honesty when mistakes are made.
  2. Receptiveness to negative feedback.
  3. Staying focused on tough issues while avoiding drama.
  4. Finishing. Notice when someone reaches a goal or completes a task.
  5. Positivity. When someone energizes others, notice it.
  6. Kindness.
  7. Trying again.
  8. Reaching high. The pursuit of excellence inspires.
  9. Going the extra mile.
  10. Taking action without being told.
  11. Strengths. “You are really good at … .”
  12. Positive impact. Notice how one person’s actions impact other people.
  13. Transparency. Be grateful when someone reveals their heart.
  14. Solution-finding.
  15. Sincerity.

Imagine that workplace! How would it feel to be working amongst people with those shared values and behaviors. How might it impact your personal growth and development if you really felt that the manager and the organization really cared for you? How might that workplace perform of you and teamwork among the people?

And note that there is a ripple effect of a leader demonstrating such behaviors. It can be a kind of pay-it-forward impact, generating a broader spread of such desired behaviors and allowing positive behaviors to pass through and making the workplace a better workplace.

My colleague Bob Jerus has framed things with a great model that we are working to better integrate into our LDGM-SL Delivery Framework:

A model for Servant Leadership implementationSo, how to we get there from here?

The Introduction to the LDGM exercise is easily modified to add SL themes and ideas. Plus there are ways to alter the workshop design, in general from a pre-workshop and post-workshop perspective.

Colleague Scott Knutson has been using a pre-course reading assignment about SL and key leadership behaviors that can be seen within his organization. The idea is to make these basic themes clear and understandable. He and I will write more on this and share some specific ideas in a later blog.

Scott also posts “posters” on these key themes around the room as reminders. And, we are altering the actual Introduction itself to carry some of these ideas; that is a work in progress. The basic idea is to minimize surprise and to prompt players to consider using these themes in their play of the exercise.

My suggestion is that we also use the Assay Office Version of The Mine Video within the play. I explain this change to the basic strategic planning metaphor in a blog. The initial idea was a “high profitability” version of play but the adding of an extra ounce of gold availability when mining if tabletops improve their sharing of information and resources is a powerful addition to the play of this LDGM-SL version. The teams can choose to collaborate and we can measure and show that choice in our debriefing.

Since we make all these SL themes and possibilities for choice available to the players, it is very interesting that most simply choose to do the more normal kinds of competitive behaviors, working well with their own tabletops but not collaborating effectively with the others. The competition is measurably shown to sub-optimize results in the debriefing, also. Dutchman does a wonderful job of generating those behavior gaps and causing really solid discussions about what they should be doing differently to improve their actual leadership performance and results. And using this Assay Office framework simply makes these gaps even more evident.

The impacts of improving collaboration and having more of those selfless behaviors noted by Dan (above) show themselves clearly as performance improvement opportunities. The elegance of LDGM is how cleanly we measure results and the optimizing impacts collaboration and resource sharing can have; it seems pretty unique to our design.

What other changes are possible in the normal design of LDGM that can add to the SL model?

The exercise is designed as, “twenty days of two minutes each.” That sets up play as roughly a 40 minutes of delivery time. But the reality is that the last 6 days are simply spent returning to home – there is no challenge and the last 10 minutes are simply an ending of play. So, the question was about optimizing the discussion and minimizing wasted time. The answer was a third Arctic Blast!

Given the overall design and the “limited but sufficient resources” that we give to tabletops, a third Arctic Blast would generally kill off all the teams. THAT would certainly stop play, right? So, if we showed that third Blast, we could then stop the game. We could also very accurately project final results of all teams and the group overall, showing them how things would end if they kept doing what they were doing.

So, why not end the game, show them how they would have done and then use that time to reframe their choices, change their competition to collaboration, share the information available and redistribute resources so that results were optimized and so they could see the actual impacts of more of the SL behaviors on the group, culturally and measurably.

At this point, we will help the players “do the numbers,” giving them coaching and the job aids needed to help them calculate new results based on the changes they can make. We can ask them the questions necessary to alter their culture.

  • How many tabletops have the $30 Spare Tires and could use more Supplies and Fuel ($20 and $20, respectively)?
  • How many unused Tents and Batteries are there? ($10 and $10)
  • How many Cave Cards will not be used and that can be shared?
  • How many Turbochargers are not being used? Which teams do not have Turbos?
  • How much more Gold can be mined if more teams had more resources?
  • Given that Rule Number One of the Expedition Leader is that, “they are always right,” what do you need them to do to assist you in generating improved results?

We are working on how to design this new game ending so as to mesh optimally with our SL viewpoint, to get the teams at all the tabletops to optimize collaboration and generate more of the SL desired behaviors. From those choices made and the overall desired outcomes, we envision some of our discussions to focus along these lines:

Servant Leadership Debriefing Ideas for The Search for The Lost Dutchman's Gold Mine teambuilding

Lastly, we are designing activities to followup on these key themes and the choices and commitments that the individual players will make about what they will try to do differently after the workshop. There are any number of design features for improving followup using our Gold Cards, twitter hashtags, etc. Designing small implementation work teams as part of the debriefing and post-workshop planning for culture change is pretty straightforward.

There are a variety of things that individuals can do to earn their White Hats.

Let me add one last thought. A new book by Stanford Graduate School of Business professor, Jeffrey Pfeffer, is sure to generate some discussion about leadership and oganizations. Dying for a Paycheck, published by HarperBusiness and released on March 20, maps a range of ills in the modern workplace — and how these workplace environments are literally killing people. There is an interesting overview by Dylan Walsh at
https://www.gsb.stanford.edu/insights/workplace-killing-people-nobody-cares .

Expect more on how using The Search for The Lost Dutchman’s Gold Mine can be linked to workplace improvement as things roll forward. We are focused on generating selfless, collaborative, engaging and empowering workplaces,

The Search for The Lost Dutchman's Gold Mine uses LEGO Scenes for energy and engagement

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.

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

Learn more about Scott at his LinkedIn site.

 

Great new Lost Dutchman Teambuilding Exercise Updates

One of the world’s very best teambuilding simulations just got better. And we guarantee satisfaction.

We know that this exercise, focused on collaboration between teams and themes of leadership, motivation and alignment, is outstanding. Surveys of our customer users — primarily senior trainers in large corporations plus a network of independent consultants globally – continue to confirm its effectiveness for building teamwork and inter-organizational collaboration (see survey results summary here).

From their view, The Search for The Lost Dutchman’s Gold Mine is a premier, polished and respected team building simulation, now in its 25th year of global distribution.

So, it generated a lot of interest when we started building LEGO scenes similar to those of our upgraded Square Wheels® tools into the basic Lost Dutchman introduction slides like those here:

Slides from The Search for The Lost Dutchman's Gold Mine 2018 Introduction

The real impacts come from the Debriefing slideshows and the effectiveness of the images and metaphors for engaging people in the debriefing. The idea is to add more color and context to the tabletop discussions and to the group summaries about perceived issues and opportunities. The images will also allow us to share Workplace Improvement Posters and other ancillary materials to reinforce key learning points in workplaces, something we can customize with our customers.

The use of Lego in both Dutchman and Square Wheels allow an easy sharing of ideas and metaphors between the two concepts making these tools integrate better and allowing for easy links to other content and information.

The Search for The Lost Dutchman's Gold Mine teambuilding debriefing slidesand

The Search for The Lost Dutchman's Gold Mine teambuilding debriefing slides

While we are not using any LEGO® in the actual play of the game or on the tabletops in our deliveries, it certainly adds that possibility to the play for our customers, especially if they are integrating with LEGO® Serious Play® kinds of tools or using our Square Wheels tools within their workshops.

The Updates and The LEGO scenes:

The primary edits involve the addition of our Square Wheels LEGO images into the Intro and Debriefing materials. We have moved from line-art materials in our Square Wheels® frameworks to using Lego images to represent our Square Wheels® concepts and by integrating the games with these new materials, we feel it adds another layer of interest and helps generate more active involvement with the metaphors. Some of the scenes look like these:

LDGM LEGO Images of Alignment and Teamwork
and
Images of teamwork and organizational alignment using LEGO
 Nearly every training file of each version of Dutchman (LD Pro, LD-6, LD-4, LD-3) has been rewritten and updated and folders reorganized to improve the learning process. Reports are that the materials themselves are bombproof. Understand that a unique quality of Dutchman and other PMC products is that none of them require certification nor support fees nor licenses. Most users simply buy the materials, work through the training and start delivering their programs with little or no need to contact us. NONE is required!
 If you want to see more about these materials, we uploaded a Slideshare Overview of about 30 slides.

• The benefits of updating are simple: You get a better game!

• The benefits of purchasing are simple: You get a great exercise at a one-time cost with no licensing or certification or annual fees and you always get the direct support of me, the game’s designer.


How to Receive the Updated 2018 version of The Search for The Lost Dutchman’s Gold Mine team building simulation:

If you are a new customer, we are shipping the updated 2018 version so you will benefit by our network’s 25 years of using the exercise

if you are a current owner and you want to update what you have or get a larger version, we will give you full credit for the smaller game you own toward the purchase of a version to handle more participants. (this is a limited time offer, expiring on December 1, 2017.) Please contact us for details.

Current owners can receive the Updated Dutchman files by informing us of the version you own and choosing to complete either # 1 or # 2, below:

  1. Pay $125 for Pro; $75 for LD-6; $60 for LD-4 and $45 for LD-3 updated files.
  2. Receive the updates for FREE after completing these two requests:
  3. Emailing Scott a short, personal testimonial for Dutchman that we can use in our marketing efforts,
  4. Going to the Dutchman Facebook Page, “Friend” us there and “Like” the page.

Once you have completed either #1 or #2, above, we’ll send you the new upgrades, electronically, for your specific version, it’s that simple!

Let’s hear a YEEE HA!    

LDGM Team shoudting Yee Haa Celebrating

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.

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

Learn more about Scott at his LinkedIn site.

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

 

 

 

Simurise Learning Solutions enters the Lost Dutchman’s Gold Mine fray

For a number of years, we have been working with Solomon Salvis to deliver our team building and organizational development products in Asia and it is really great to have him come online with his new website. Now based in Singapore, he is expanding this teambuilding and leadership development work and product sales for that marketplace.

Simurise Learning Solutions is my exclusive distributor, worldwide. And while any of our users can resell my products to their clients, Solomon’s expertise and exposure should make distribution and development much more interesting.

Solomon is also a solid presenter and facilitator and is building his delivery and support teams to support a variety of workplace improvement initiatives and collaborative partnerships throughout the region.

If you want a reliable supporter for your teambuilding or organizational development / experiential learning needs and are in the Asian Marketplace, my suggestion is to contact Solomon.

It has been great fun to build the global network of users and to gain so much positive feedback about the exercise and it impacts. You can see a summary of user comments from a survey we did a while back; this is something I think we need to do with all of Solomon’s new user / customers. After all,

Lost Dutchman's Gold Mine debriefing card

And, we are in the midst of rolling out a special version of our game to HRDQ’s distribution channel as well as upgrading all of our materials with various LEGO® scenes to add color and more impact to the presentations and discussions. It continues to be a fun as well as most excellent journey to impact workplace collaboration and alignment.

Lost Dutchman's Gold Mine debriefing question

Rock and Roll!

For the FUN of It!

Scott Simmerman 2016Dr. 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.

One of the best teambuilding exercises in the world, as rated by his users, is The Search for The Lost Dutchman’s Gold Mine, which focuses on leadership, collaboration, alignment and focuses on implementing the collective performance optimization ideas.

Connect with Scott on Google+

You can reach Scott at scott@squarewheels.com

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

Press Release on Lost Dutchman’s Teambuilding Exercise 25th year

We’re a small business and some things are just normally out of our range of motion but we wanted to do a Press Release about our 25th year of supporting The Search for The Lost Dutchman’s Gold Mine team building exercise worldwide. It has continued to be a fun and interesting and rewarding experience for me to be supporting so many people and trying to have an impact on people and performance.

Team Building Success with Lost Dutchman's Gold Mine

Joan created and polished this piece, which I think is outstanding given the limitation of 600 words and the focus of making this an integral part of our interesting company story:


Are Team Building Exercises a Waste of Money?
No, According to New Survey

User survey for “The Search for The Lost Dutchman’s Gold Mine”
finds 100% would recommend the exercise to others based on performance and value

TAYLORS, SC, April 17, 2017—While many people believe that Team Building Events don’t generally work, Users of Performance Management Company’s The Search for The Lost Dutchman’s Gold Mine Team Building Exercise hold a much different belief. Based on results received from a Users’ Survey of Dutchman, 100% of the responders said they would recommend the exercise to others based on its performance outcome and value.

Celebrating its 25th year in the global marketplace, this top performing exercise has helped hundreds of companies generate real discussions about the negative impacts of competition on organizational improvement. Dutchman’s design produces measurable results to clearly show participants how their behaviors sub-optimize outcomes, including the overwhelming choice to compete rather than collaborate.

“A good teambuilding game design, one allowing teams to make choices, can link beautifully to a debriefing focused on making better choices for improving and optimizing organizational improvement. In Dutchman, players readily see the many negative aspects of inter-organizational competition, so we get them to choose alternatives to generate more collaboration and alignment to shared goals and outcomes.”

So says Dr. Scott Simmerman, Dutchman’s creator, a behavioral neurophysiologist specializing in organization performance and Managing Partner of Performance Management Company since 1984.

When about 1/3 of a workforce would forgo a raise to instead see their boss fired, doesn’t it make more sense to build a cohesive team and increase shared goals? And when only 1 in 3 managers are engaged in their jobs, should we not look to do some real things to improve their workplace? Is doing the same thing going to ever generate a different result?

Users value Dutchman because it:

  • Easily sets up an engaging, fun learning experience with a successful outcome for any group size or type from shop floor workers to senior management.
  • Contains extensive, flexible debriefing materials with solid links to issues of workplace collaboration, leadership development and motivation.
  • Clearly shows participants how their behaviors impact ROI for the organization as well as for their own personal improvement.
  • Offers real value and measurable impact to their organizations.
  • Motivates people, improves performance results and strengthens communications.

While many things are sold as “team building,” few have actual impact. They may be fun, such as playing paintball, but do they change anything; do they create a viable return on investment for the organization? Dutchman has the backing of enthusiastic users, worldwide, in all kinds of organizations who use it to implement strategies or generate alternative choices.

Dutchman also wins for its various purchasing or rental options and is sold for a one-time cost with unlimited use and no per-participant fees. And, its “satisfaction guarantee” has yet to be necessary for purchasers. Visit PMC’s website or contact Scott to learn how Dutchman will lead to constructive outcomes and teamwork for your organization.

About Performance Management Company:

Performance Management Company designs team building exercises and is the creator of The Search for The Lost Dutchman’s Gold Mine, its flagship exercise. It is also the creator of Square Wheels® images for organizational improvement that are packaged in various Toolkits for Managers and Supervisors. PMC was founded in 1984 by Scott J. Simmerman, Ph.D., Managing Partner and has been selling its products, worldwide, since 1992.

A partial list of client users: http://www.squarewheels.com/clents.html

It continues to be a great trip, working on team building with my network of users worldwide. AND, we are updating the exercise – if you own it, check with me about a free upgrade of the Intro and Debriefing materials,

 

For the FUN of It!

Scott Simmerman 2016Dr. 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.

One of the best teambuilding exercises in the world, as rated by his users, is The Search for The Lost Dutchman’s Gold Mine, which focuses on leadership, collaboration, alignment and focuses on implementing the collective performance optimization ideas.

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

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

 

 

Teambuilding Exercise – Overview of Lost Dutchman’s Gold Mine

My associate in India  emailed me with the info that he had just run his 169th session involving my team building exercise, The Search for The Lost Dutchman’s Gold Mine. Pretty neat. And I am glad that we are leaving a “legacy” of teamwork and organizational improvement in India and in other countries.

He also shared his newest video overview of the exercise, which I thought to share here.Lost Dutchman's Gold Mine Teambuilding Exercise

Click on the image for a 2-minute overview of a session held for one of their clients.
https://youtu.be/n2A4Di3ye_c

If you are interested in acquiring one of these exercises for your own use as a consultant or trainer, you can find information here on my website, or contact me directly at the email listed below

WP Header Image

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.

 

Debriefing Lost Dutchman’s Gold Mine – The Numbers

For the past 20+ years, we have been supporting a team building exercise focused on inter-team collaboration and the sharing of resources and information with the goal of optimizing organizational results. We know from our users, a global network of consultants and internal trainers, that the exercise is unique as well as highly effective.

Our users are a highly experienced group, with 70% using 6 or more different team building exercises in their organizational development work. Most (89%) have run the exercise multiple times and 36% have run it more than ten times. (You can see a summary of our 2016 User Survey here)

So this paper was designed as a “high-level” document overviewing basics as well as advanced interpretations linking behaviors and game results to issues of organizational performance and alignment to shared goals and objectives. The goal of play is to drive real change in the workplace based on perspective, observations and commitments.

The attached document might be of interest if:

  • You already own The Search for The Lost Dutchman’s Gold Mine
  • You are interested in how a team building game can be used to link to desired future behaviors and drive alignment and collaboration
  • You are already using another team building simulation and are looking to make improvements in your debriefing or your evaluation of play or ready to choose my game for use, instead!

One of our customers, a senior manager at a large public utility company, asked for my thoughts on her debriefing of the results when she delivered the exercise to her 100 direct reports. What evolved was a highly detailed review of how the results generated in play could be interpreted and discussed. While some of this information is included in the packaging of our exercise, I thought to include it here should our existing customers want to see these details.

Linking Measured Game Results to
Organizational Development Opportunities

Design features in Dutchman allow teams to acquire additional informational resources that help them optimize their results. Basic planning will allow every team to be successful and contribute. But collaborating with the leadership team and working across tabletops will allow them to mine even more gold. Acquiring the extra information allows their team to improve outcomes even more, and to choose as to whether they will assist another team or teams in the quest to mine even more gold.

You can see an intro to the Lost Dutchman’s exercise by clicking on the image below:

video overview of Lost Dutchman's Gold Mine

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.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

Lost Dutchman’s Gold Mine: The BEST Teambuilding Exercise?

I asked my customers for their feedback and they shared it. These are people who have purchased my teambuilding exercise and have used it, some for dozens of years. What they told me in the survey was Most Excellent, confirming of my 20+ years of developing this simulation for global use by consultants and trainers.

You can download a full summary of results by clicking on the link below:
Dutchman Survey Results Summary

Our users are a highly experienced group, with 70% using 6 or more different team building exercises in their organizational development work. Most (89%) have run the exercise multiple times and 36% have run it more than ten times. Half reported that their very first delivery was “wonderfully successful” while nearly everyone else reported success.

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 (53%) said this was TRUE! (Only 9 people said this was False, which given the highly experienced and global nature of our users, is pretty fantastic. We are NOT the most expensive exercise out there, just apparently the best value!.)And comments were uniformly supportive of our design, packaging and pricing.

Another tough question was this one: 30 people (55%) responded that Lost Dutchman’s Gold Mine is “the best overall team building exercise I have used.”

Fully 100% would recommend the Lost Dutchman’s Gold Mine game to others for purchase and use, with 63% saying they would recommend it to ANY trainer or consultant.

As to value, two-thirds of users (64%) strongly agreed that the purchased of the exercise represented an excellent value to their organizations and 11 merely agreed, with 5 people sharing a neutral response.

The exercise was designed to be useful for organizational development, alignment, leadership and teambuilding. It was designed for impact.

  • Fully 7 in 10 agreed or strongly agreed that the simulation was effective in generating observable, “desired changes in behavior after the session ended, back on the job.” One person disagreed.
  • 96% of respondents agreed or strongly agreed that, “the exercise linked well to our issues of workplace collaboration and performance management” with two people being neutral.
  • As to, “representing the Best Value for a teambuilding exercise in the global marketplace,” 21 people strongly agreed and 16 others agreed of 52 registered responses, or 71% of our users.

Again, we framed that question up as a real test of perceived value and even the neutral responses were supportive! It seems we are doing pretty well out there, and no one would actually name an exercise they thought was better than ours.

We asked some tough questions and we got some great answers.

If you are looking for a real team building exercise, one that does the building a lot more than it focuses on “bonding” like so many other exercises in the marketplace, check out our simulation. It is powerful and yet inexpensive. After all, fully three quarters of our users felt it represented a Best Value in the global marketplace of tools for organizational improvement and communications.

a team building simulation exercose

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

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

Note: we would love to engage in a discussion about team building simulations, costs, and all that so please feel free to comment.

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The specific wording of the questions on value appeared as follows:

10 – The purchase or rental of the exercise represented an excellent value to my organization.

11 – I saw desired changes in behavior after the session ended, back on the job.

12 – The exercise linked well to our issues of workplace collaboration and performance management.

13 – As far as I am aware, The Search for The Lost Dutchman’s Gold Mine represents the best value for a teambuilding exercise in the global marketplace for business simulations and designed exercises.

14 – If I moved to another company, I would consider purchasing the exercise if they had the need for improving teamwork, communications, engagement or leadership.

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