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Category: business team building exercises (Page 1 of 8)

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

Team Bonding. Engagement. Innovation – an Animated Square Wheels Icebreaker

Interested in a simple-to-use, engaging, experiential framework to generate active involvement in workplace innovation? Want to show a very short animation and then get people immediately talking about innovation and culture?

You will find our 40-second stop-motion animation about people and performance fantastic. Show it to facilitate people thinking about workplace improvement and then generating innovating ideas about workplace issues and opportunities.

This is a very simple discussion tool, one that operates very differently than most warm-up routines that focus on funny name tags or some silly effort to “warm people up for something.” It is a much more practical approach to filling this valuable time with relevant interactions and a generated focus on your desired outcomes.

Getting people focused on possibilities of implementing change and improvement has been the main focus of our Square Wheels® illustrations for the past 25 years. We give supervisors and managers, executives and trainers a bombproof and simple metaphor to enable people to share their ideas about what issues are at hand and what improvement ideas might be considered as alternatives to the way things work now.

How does this work?

At the core of the concept is the simple idea of a wagon rolling on Square Wheels with a cargo of round tires. It sets up the idea of choice and choices and considered alternative ways to doing things. PMC started with a line-art image and have evolved to using LEGO® as a way of enabling discussions:

Square Wheels team bonding image for team building and innovation

We would show the image and ask people, “How might this represent how organizations really work.”

Viewers would then project their beliefs onto the image and consider a wide variety of different possibilities. Collectively, a team of people would share very diverse views, which made discussions useful for team bonding as well as generating requisite team building if one moved to defining specific workplace Square Wheels and finding some Round Wheels to attempt to implement. Implementation of ideas is always a key to effective team building initiatives.

What we developed with a simple stop-motion approach with LEGO is a 35-second story, one that has no actual reality but one that would be interpreted differently by people viewing the scenario. Pulling those thoughts together through a simple facilitated discussion process is easy, and the projective aspect of different perceived realities dramatically broadens the ideas. They are quickly generating shared beliefs about what is happening, with shared thoughts on workplace improvement opportunities being one desired end result.

Watch the animation by clicking on the image below:

What do YOU think happened? 

Understand that the richness of thinking comes out when groups of people discuss their individual perceptions and thoughts about what transpired. A single person will tend to have a single view. A group will generate a shared consensus of what happened. (Note that this is a scenario and there is no reality!)

Note that there are general themes of:

  • Vision
  • Change
  • Resources
  • Innovation and Creativity
  • Leadership
  • Teamwork
  • Technology
  • Communications
  • Trust
  • Coaching and Facilitating

and that the facilitator’s comments and questions can push the group to focus on different aspects of this animation, depending on your initial framing of the video and on your desired outcomes.

Some examples of introductory, set-up comments might be:

Teamwork and Change: “I want to show you a very short video about a work team and I would like you to look for some key themes about how organizations really work to implement change.”

Setting up a Training Program: “Here is a short video. Let’s watch it and discuss. After we make some comments, we can look at it again. My goal is to relate the happenings in the video to our training…”

Innovation and implementing improvements: “In this short video, you are going to see a variety of things happening. Let’s talk about implementing improvements and change after you look at it.”

General warm up: “React to what you saw, let’s discuss those perceptions and then let’s show the video clip again…”

If you wanted to debrief this video into some actionable kinds of thinking or desired outcomes, you might prompt participants with some open-ended questions such as:

  • How did the action start? 
  • What might have caused them stop pushing and pulling, initially?
  • How did the action end? What was the last thing that happened?
  • What were their reactions to what happened? What did the Pushers see and do? What did the Puller see and do?
  • When did they feel most successful?
  • When did they feel most challenged?
  • What important things happened? What were the key points in the learning process?
  • What happened with the Square Wheel at the back of the wagon?
  • What might some of their insights have been?
  • What was the Wagon Puller’s reaction?
  • How might the people have felt about their efforts to replace a Square Wheel with a round one?
  • What was the Ranger semi-truck about? / What were their reactions to the truck?
  • What other possible endings were there? What might happen next?

If you think you might find this to be a very workable tool for your toolbox of engagement and innovation materials, hop over to our website by clicking on the icon below:

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.

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


Two of PMC’s team building simulations are finalists in the 2018 International Business Learning Games competition, The Search for The Lost Dutchman’s Gold Mine and the Collaboration Journey Challenge.

 

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.

 

 

TWO PMC Team Building Games are Finalists in International Business Learning Games competition

Twenty-five years after we first started delivering and selling The Search for The Lost Dutchman’s Gold Mine, we decided to submit it as an entry into the Business Excellence Institute’s 2018 International Business Learning Games competition. After reading how carefully a panel of gaming and OD experts would be reviewing the exercise, we thought that the experience and the reviews might be informative and useful.

And we were even more excited when we found that we made The Finals, with more evaluation to be completed at the 2018 conference in Lisbon in September.

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

Dutchman has a tremendous track record as one of the very best team building simulations in the world that focus on leadership, alignment and collaboration. Our customers continually share some amazing stories about organizational culture change and impacts on leadership development.

The other great surprise was that our newest exercise, The Collaboration Journey Challenge also made the cut and will be in competition with Dutchman and the other game entries. We do not yet have a lot of feedback and reactions to this product so the feedback from the judges and attendees will be of great interest. CJC is designed to play and debrief in 90 minutes, and is anchored to LEGO scenes and images to make it into a very flexible team building simulation to integrate with LSP (LEGO Serious Play) kinds of deliveries.

Collaboration Journey Challenge is finalist in International Business Learning Games competition

And, even better, my son Jeff will be able to go to Lisbon to support both exercises and then also present CJC at the Play14 conference in Porto that next weekend, something that will be a great experience for him and that will be his first international business experience. We are also working with the Play14 staff to support both events.

Collaboration is a great thing, and we look forward to the friendly gaming competition at the BEX conference, also. We hope to find some collaborators for some new game designs down the road.

If you are interested in LEGO and gaming and the use of metaphor in organizational development frameworks, please also consider visiting and becoming a group member at the Serious Playing with LEGO Facebook page. You can join up here: www.facebook.com/groups/227462904498264/

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

See his poems and performance haiku poems at www.poemsontheworkplace.com

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®

 

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.

Breaking Down Workplace Roadblocks for Increased Productivity and Happiness

If you’re a manager or supervisor, you can easily dis-un-empower yourself and the people you work with and easily gain new perspectives and successful outcomes for dealing with perceived workplace roadblocks — those things that hinder our production or completion of jobs/tasks.

Our Managing Workplace Roadblocks Toolkit is designed around an easily communicated Roadblocks Management Model that categorizes roadblocks into 4 types and shares strategy for dealing with each.

This Toolkit is a great coaching tool and works elegantly in a team setting. Along with introducing the Roadblocks Management  Model, the idea is that some people are better roadblocks managers than others and when they are given the opportunity to share their exemplary strategies for managing their roadblocks, the likelihood increases that others will become more adept and confident with managing their own.

We include facilitation tips and all the resources you need to actively involve and engage your people in workplace improvement.

This complete Toolkit is $49.95 and contains:
  • Leader’s Overview and Guide
  • Roadblocks Management Model
  • Presentation PowerPoint
  • Handouts and Worksheets for Participants
  • Other Pertinent Articles and Slides

Lead people to better success with the Managing Workplace Roadblocks Toolkit that works to increase productivity, workplace happiness and personal satisfaction as people learn how to better manage roadblocks hampering their successes.

You might also find this article on Positive Disruptive Engagement to be related, relevant and interesting:

AND, like all of our other products, you can contact me directly if you desire to chat about issues and opportunities,

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.

 

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.

 

 

 

 

 

Every Company NEEDS a team building exercise – Here is Why

It’s beneficial, cost effective and brings home what every business desires:
a wise investment yielding a solid return (ROI).

We are talking about PMC’s teambuilding exercise, The Search for The Lost Dutchman’s Gold Mine team building exercise. Its value lies within its proven ability to:

  • increase collaboration and communications
  • improve strategic planning
  • create alignment to missions and goals
  • enhance employee experience
  • strengthen leadership and organizational performance

For 25 years, Dutchman has been appreciated by all kinds of worldwide organizations thanks to its bombproof use in aligning with desired results and in creating awareness of how behaviors impact overall organizational outcomes. And through it all, participants enjoy it for its fun framework, its strengthening of camaraderie and its valuable learning they take back to their workplace.

Dutchman is a tabletop board-game simulation set in the Superstition Mountains in Arizona with players sent on a mission to mine gold from The Lost Dutchman’s Gold Mine and return with as much gold as they can.

What ensues is an energetic, solidly-designed learning experience paired with a highly acclaimed, flexible debriefing session combining to leave participants with a clear understanding as to how their behaviors during play link to real workplace issues and attitudes and how these impact overall personal and organizational performance.

Essential Reasons and Outcomes for Using Dutchman:

Proactively Initiating the Change that Needs to Occur: Every organization has reasons for wanting their people to be more aware of changes, ideas and behaviors that need to happen but knowing how to create the “ah-ha’s” that support the reasons and efforts for doing so is where progress forward often stumbles.
  • The Search for The Lost Dutchman’s Gold Mine elegantly works to showcase organizational issues and behaviors that tend to sub-optimize overall performance and outcome and provides a hands-on learning activity that is really an excuse to set-up a powerful Debriefing session that links the play and behaviors within the game to real and actionable issues within the organization.

Ensuring a Collaborative Environment : It’s crucial to the success of an organization that everyone, management and employees alike, understands that a collaborative mindset creates better productivity and more overall success than competing for the same cause.

  • Even though teams playing Dutchman are told that the goal of the exercise is to “Mine as Much Gold as WE can,” thousands of deliveries demonstrate that the tendency to compete most often occurs causing less than optimal game results. During the Debriefing session, teams will recognize the folly of competing over collaborating when they are shown how their behaviors caused them to mine less gold than if they had worked together. The facts are presented and discussed with “ah-ha!” moments happening!

Strategic Planning: Strategic planning is necessary to successful organizations but many people are uncomfortable asking for help or feel too much pressure to just get the job done. Therefore, they move ahead without considering all available options with end results usually being less than optimal.

  • In Dutchman, teams will be faced with decisions and choices that will impact their game performance and during the debriefing it will become clear as to why planning is imperative to achieving the best results possible.

Alignment to Missions and Visions: Are your teams aligned to your organizational core values?

  • Through the play of Dutchman there will be active involvement and teamwork, a focus on a shared mission and vision with appropriate expectations and basic leadership at the front lines. Teams will understand how all of this comes together (or doesn’t!) and affects the bottom line.

Improve Employee Experience: Decades of research shows that most employees in most workplaces are experiencing low levels of motivation, alignment and engagement. They are disgruntled with their bosses, disengaged and uninspired and often have one foot out the door, be it in reality or an on the job mindset.

  • When your people play Dutchman, they’ll not only enjoy being part of a fun and energizing program, they’ll also learn through the play of the game that they are a crucial part of the overall organization.
  • Communications, teamwork and leadership are all vital to organizational success and the exercise sets up scenarios that showcase how all of these behaviors work together to benefit the individual, the team, leadership and the organization as a whole.

Connections with Leadership: A crucial part of leadership is to help teams be successful but too often, teams neither ask their leadership for advice nor involve leadership in decision-making around a task or project. The links to themes such as Selfless Leadership are truly excellent.

  • Dutchman’s Expedition Leader is put in the supportive role of  “helping teams be successful,” and in doing so, models good leadership skills that emphasize working together for the benefit of all and being easily available for assistance and advice.
  • Participants will come away recognizing the benefits of supportive leadership and inclusion which can lead to modifying future workplace behaviors for a more positive interplay between leaders and employees.

The Price is VERY Reasonable: Unlike so many team building exercises or consultant-led deliveries, Dutchman is easy to deliver and is sold a one-time cost with no participant fees, annual licenses or certification costs. It is designed for unlimited use and comes in several versions (and can also be rented).

  • For most organizations, one of our versions supporting 24 or 36 people should make solid economic sense. The cost is the total cost, there are no other costs involved.
    • LD-4 is $1695 for up to 24 players;
    • LD-6 is $2895 for up to 36 players.
    • The Professional Version is $9995 for unlimited players and unlimited deliveries.
    • Rental starts at $1200.
  • Dutchman does NOT require outside facilitation nor the involvement of organizational training staff. (And you can see the obvious advantages of developing ownership involvement.)
  • 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.
  • The above-mentioned 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.
  • The exercise is packaged with extensive training and orientation materials with so much 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.
  • This 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 have made Dutchman a bombproof exercise.
  • Your satisfaction is guaranteed or your money back!

What else might you need to know to be convinced that Dutchman will make an advantageous difference for your organization?

You can email me or call (864-292-8700) and I will gladly answer any questions.

Or, just purchase the game here to start making positive cultural changes for your organization!

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.

(apologies to Medium readers because of formatting – my wordpress blog does not port neatly to the Medium page format with issues of fonts and spacing.)

 

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.

 

Spring Forward Monday – Focused Innovation and Engagement Tools for after Daylight Savings Time

Spring Ahead with Motivated Action on Monday, March 12th

What is Spring Forward Monday It’s a special day for improving productivity, increasing employee engagement and promoting learning and new ideas for moving forward.

When is it?  Monday, March 12, 2018, (the day following Sunday’s Spring Forward time change on March 11th).

Who should do it?  If you are a Supervisor or Manager, this is for you! Take the initiative and create Spring Forward Monday with your employees. Gather your people together and inspire them in a learning quest, be it through a “hands-on” learning experience or by inviting them to share their ideas for improvements.

Why do it?  The purpose of Spring Forward Monday is to take this normally lackluster day (due to the resulting negative affect from the previous day’s time change) and turn it into a day of energy and motivation that will make a valuable difference for everyone involved.

How does it work?

  • Facilitate a session that gets people talking about what they feel could work better and how. This is motivating and engaging and great ideas can come from it.
  • Introduce some serious and fun learning by setting up teams to play a board game or simulation. People are motivated by active learning experiences.
  • Shake up the workplace by doing something outside of the usual daily routine. Even a simple meeting that involves food can stimulate people!
  • Inspire people by doing something positive with them.

Spring Forward Monday’s outcome will make a difference, not only in that day’s energy level but also for the future, because great and valuable ideas happen when people are invited to share their perspective or enjoy a solid learning experience together.

There are lots of ideas out there for getting people involved, giving them learning experiences and turning a “blah” day into a motivating day!

If you’d like some solid ideas for creating your own workplace’s Spring Forward Monday, we offer some  tools and ideas that are worth using:

  1. Try our Stupidly Simple Square Wheels Facilitation Toolkit that includes everything needed to ensure your success at facilitating a productive and safe session that will promote involvement and a sharing of ideas.
  2. Join The Square Wheels Project, an online learning platform where you’ll receive both the tools and the training for generating interactive discussions around ideas and opportunities for improvements.
  3. Use one of our team building exercises such as The Collaboration Journey Challenge or The Search for The Lost Dutchman’s Gold Mine.These games put participants in situations that link to their real-life work scenarios and offer excellent learning outcomes

Turn Monday, March 12, 2018, into a superb day by planning an engaging approach to learning and creating a happier and, thereby, more productive workplace!

 

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.

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

Joan’s 2017 Santa Poem and Haiku about Teamwork and Improvement

Every year, Joan writes and illustrates a poem about the pressures on Santa Clause to improve and sustain his teams’ performance. This year, we chose to create some LEGO scenes to share how we have built those creative toys into our experiential exercises and metaphors. We’ve been publishing this through our emails but I thought to also share it within the blog.


How Santa Plays for Improvements

For the FUN of It! –

How Santa Plays for Improvements  🎅 - For the FUN of It!

As the holiday season rolls in, our best wishes to you for special moments of peace and fun. Each year at this time, we play with our Square Wheels images (now using LEGO), hoping you might sit back and enjoy them along with some homespun thoughts from Santa about solving some issues around people and performance, including the elves and the reindeer…

Santa has involvement and engagement issues in his organization too, you know!

How Santa Plays for Improvements

As always, Santa’s all set for Christmas Eve!
That he makes it happen is hard to believe.

We asked Santa if he’d reveal, really quick,
how he gets it all together; what’s his trick?

 

In Santa’s words:

Teamwork and happiness make us productive!
That’s why I look for ideas that are constructive.

I involve the Elves and Reindeer however I can
then they’ll know they’re part of the entire plan.

Discussing Square Wheels is the best way to start.
Improvement ideas flow and everyone’s taking part.
Square Wheels and collaboration
Enthusiasm thrives as support comes from all around
for finding ways to get improvements off the ground.
Next up, we play The CJC, quite the clever game
showing why collaboration is way far from lame.
Santa teambuilding
Players see their actions having consequence;
Planning and alignment certainly make sense!
Learning games create crucial insights and fun,
increasing camaraderie that wins for everyone!

As our work increases teamwork must shine,
so then I facilitate Lost Dutchman’s Gold Mine.

 

teambuilding with Santa and elves

It’s a business simulation that’s really a hit,
it’s memorable and we learned quite a bit.

All these exercises work to help us improve
by addressing issues so we’ll stay in groove.

On Christmas Eve, we’re Up, Up and Away;
Top teamwork gets us going without delay!

Off I go with Season’s Greetings to You,
leaving you with some thoughts in Haiku:

 

business haiku Santa

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.

Copyright © 2017 Performance Management Company, All rights reserved.

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

Performance Management Company
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Taylors, SC 29687

Add us to your address book

The Square Wheels Stupidly Simple Toolkit is available at https://www.performancemanagementcompany.com/online-store/STUPIDLY-SIMPLE-SQUARE-WHEELS-FACILITATION-TOOLKIT-p73093722

The Search for The Lost Dutchman’s Gold Mine is available at https://www.performancemanagementcompany.com/the-search-for-the-lost-dutchman

The Collaboration Journey Challenge is available at https://www.performancemanagementcompany.com/collaboration-journey

Santa Claus hat ©: <a href=’https://www.123rf.com/profile_solerf‘>solerf / 123RF Stock Photo

Teamwork, Collaboration and Engagement – A tool for motivation and leadership

We continue to be impressed and rewarded by the impacts of our exercise on the issues of people and performance in the workplace. As more and more users experience this teambuilding exercise, it continues to confirm that the intended messages from our business simulation are being received and that participants become more aware of the available choices the have for motivating their people.

Solomon Salvis of SimuRise continues to capture these impacts in the videos taken at his development sessions. This 2-minute video is from DBS Bank and you can find it here:

https://www.youtube.com/watch?v=hKjRDzHeSG4

A video of Lost Dutchman's Gold Mine in play at DBS Bank in India

Involving and engaging managers in ideas for workplace improvement is an essential part of any leadership development program and Lost Dutchman does a great job at generating more openness to the issues and opportunities around collaboration. Competition is the norm in so many workplaces and this exercise opens up communications about what can be done differently to impact performance.

Dutchman is unusual as a teambuilding exercise because so much about the exercise is measurable. People can make choices which optimize overall results and the impacts of choosing to compete or win demonstrates the downside when viewed overall.

You can reach Solomon by clicking on his image below:

Solomon Salvis at Simurise Learning Solutions in Singapore

 

 

 

We are in our 25th year of supporting this exercise globally and just completed a full edit and revision of the training and delivery and support materials that come with the purchase of this exercise. Find out more at:

https://www.performancemanagementcompany.com/online-store/Team-Building-Games-c21200522

And if you have any questions at all, we would love your comments.

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.

Happy New Year – Simple Ideas for Reframing and Future-Focusing

Here are a couple of ideas to make your teambuilding exercise
more fun and more effective.

We delivered a Lost Dutchman’s Gold Mine exercise for a group of managers for an international corporation starting up a factory here in South Carolina. It was my task to do some team building with the entire management team to try to help shape the culture.

The workshop went really well. But improvements are also always possible.

Team Building Exercise with Lost Dutchman's Gold Mine

Continuous continuous improvement is a mainstream belief about how things should really should operate, and there are always new thoughts on how to improve the impacts, even after 25 years of delivering these workshops. A catalog I got in the mail that evening gave me a new ideas that I thought to share about how to impact the future-focus on the participants even more.

We had spent some good time talking about how the managers in the session were going to be responsible for building a new culture, since this was a greenfield operation. And the focus of our game was about collaboration and leadership and the impacts on engagement and motivation. So, the catalog gave me an idea about what I will do on my next development program, and that is to focus the participants on the culture.

Happy New Year!

The things that these managers DO is what will determine how things operate, so why not celebrate in advance and also get them focused on their choices. The idea will be to distribute hats and clappers and have them first celebrate, and then engage in tabletop discussions about what they can do in the next few months that will positively impact their workplace.

We will have them put on the hats and clap the clappers and then say that it is January 3 and everyone at work is having fun and being productive and then to discuss what their management team did between now and then to generate such a positive workforce. What challenges did they overcome? What processes did they implement to generate collaboration and teamwork?

Another thing we did in the workshop was to give the participants cardboard finger puppets that they could play with, but that were also tools for them to have a good tabletop discussion. If they had something candid and meaningful to say to someone that was a bit uncomfortable for them, they could put on their finger puppet and let the puppet carry on the conversation.

We were playing with the idea of displacement and anonymity, but we were playing, making some fun about some reality and serious discussions that they as a team were going to need to have with each other. The finger puppet was simply a prop, a tool, and something to help lighten things up a little.

You can find all of these tools / toys at Oriental Trading / Fun Express, where we suggest you go to find tabletop fun schlock for your tabletops. There are a variety of inexpensive things we use such as binoculars, cowboy bendables, plastic badges and other things to add a bit more fun to the game materials.

Lastly, we just started distributing LDGM – 2018, a new updated version of the Lost Dutchman exercise. I just blogged about this in some detail.

You can see some of the key themes of the Dutchman game in a simple slideshare that we uploaded to show how we are now incorporating LEGO scenes into our materials to better integrate with our Square Wheels approach to organizational improvement.

 

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
®

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

 

 

 

 

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